Enter your mobile number or email address below and we'll send you a link to download the free Kindle App. Then you can start reading Kindle books on your smartphone, tablet, or computer - no Kindle device required.
To get the free app, enter your mobile phone number.
Other Sellers on Amazon
+ Free Shipping
+ Free Shipping
+ Free Shipping
The New One Minute Manager Hardcover – May 5, 2015
|New from||Used from|
"Rebound" by Kwame Alexander
Don't miss best-selling author Kwame Alexander's "Rebound," a new companion novel to his Newbery Award-winner, "The Crossover,"" illustrated with striking graphic novel panels. Pre-order today
Frequently bought together
Customers who bought this item also bought
Customers who viewed this item also viewed
From the Back Cover
The New One Minute Manager offers a way for you to succeed sooner with less stress in changing times—both at work and at home.
Based on the original book The One Minute Manager that helped millions of people around the world in organizations large and small, this new version of the classic story deals with a new world.
The book will help you find meaning in your work and inspire you to discover new ways to help your organization adapt and prosper.
The New One Minute Manager is a concise, easily read story that reveals three very practical secrets: One Minute Goals, One Minute Praisings, and One Minute Re-Directs, the new third secret.
The story is based on studies in the behavioral sciences and medicine that support why these apparently simple methods work so well with so many people.
And by the book's end, you will know how to apply what you discover to your own situation and enjoy the benefits.
About the Author
Ken Blanchard, PhD, is one of the most influential leadership experts in the world. He has co-authored 60 books, including Raving Fans and Gung Ho! (with Sheldon Bowles). His groundbreaking works have been translated into over 40 languages and their combined sales total more than 21 million copies. In 2005 he was inducted into Amazon's Hall of Fame as one of the top 25 bestselling authors of all time. The recipient of numerous leadership awards and honors, he is cofounder with his wife, Margie, of The Ken Blanchard Companies®, a leading international training and consulting firm.
Author interviews, book reviews, editors picks, and more. Read it now
Top customer reviews
There was a problem filtering reviews right now. Please try again later.
Why reference a one-minute manager? Through this parable, we learn that it takes very little time for a manager and the team to get good results. In fact throughout this story readers are introduced to principles of success in three actions. The author refers to them as secrets, but the truth is, they are positive actions that every person can perform. These are so powerful, yet take only a moment.
One Minute Goals: Managers work with each person to set 3 to 5 goals, each of which is clearly defined so responsibilities are aligned with accountabilities. Clarity means each goal is concisely written including due dates. When reviewed daily it takes about a minute to read each goal. The goal is held up against what is actually happening and if there’s a discrepancy, corrective action can be taken.
One Minute Praising: To succeed in a job, feedback is an invaluable tool. For people to reach their full potential, they need to know in specific terms what they are doing well and what they need to work on. It takes very little time to praise someone for doing the right things, encourage and infuse them with confidence. Do it soon and be sincere about supporting their success.
One Minute Re-Directs: Reading the first two secrets probably made you wonder just as I did, what happens when things go wrong, because they do. That’s what the re-direct is for. When a mistake is made, the manager and employee quickly meet to review the goal together. They confirm that a mistake was made then the manager uses the re-direct technique. The focus is first on the mistake itself, what the impacts could be, and what could happen as a result. The manager then focuses on the employee so they realize they are better than the mistake, the manager still has confidence in them and trusts them.
So what do you think? With a little focus on desired outcome and concentration on positive actions, these secrets will change you and change your organization.
One of the best things the publisher did was create an eBook for this edition of The New One Minute Manager. Its quotes and storylines are positive reinforcement for when the atmosphere turns negative and we need a replacement for those thoughts and actions.
This book was given to me.
When I heard that they were updating and releasing a new version, I expected to be re-inspired and I have not been disappointed.
The 21st Century version of the The One-Minute Manager seems more humble and open, and I think this resonates nicely with how the most effective leaders are approaching interactions these days. The style of the book is much the same, but the details have been subtly reworked to make this a modern leadership fable.
Here's a thought ... grab a copy of the original, if you do not already have one, and read it first. Then dive into the new version. Both are relatively short, ready to read, and crammed with solid leadership coaching advice.
I can't wait to see what Blanchard and Johnson do for the Fiftieth Anniversary of the original edition:).
“The world has changed since the publication of the original One Minute Manager. Today, organizations must respond faster, with fewer resources, to keep up with ever-changing technology and globalization. But, just as the world has changed, so has the One Minute Manager. He has a new, more collaborative approach to leading and motivating people. When he first started teaching his Three Secrets, top-down leadership was a way of life. These days effective leadership is more of a side-by-side relationship.”
The authors also state that today people look for more fulfillment in their work, want to feel engaged and make meaningful contributions. The New One Minute Manager must use a new approach in this changing world.
This helpful quick read is written in a concise story about a bright young man who hears about a special manager that people like to work for and they produce great results together. When people apply the manager’s principles to their personal lives, they got great results as well. The young man decides to seek out the manager, who tells him about three secrets to One Minute Management. Those secrets are:
1. One Minute Goals
2. One Minute Praisings
3. One Minute Re-Directs (a new version of the original third secret, a One Minute Reprimand).
Some of my favorite quotes from the book were:
• We believe in the 80/20 rule. That is, 80% of your really important results will come from 20% of your goals. So we set One Minute Goals on only that 20%—that is, our key areas of responsibility—maybe three to five goals.
• We used to be a top-down managed company, which worked in its time. But today that structure is too slow. It doesn’t inspire people and it stifles innovation. Customers demand quicker service and better products, so we need everyone to contribute their talent. The brainpower isn’t only in the executive office—it can be found throughout the organization.
• So I care about people and results, because they go hand in hand.
• Encourage people to take a minute to look at what they’re doing, and see if their behavior matches their goals. If it doesn’t, encourage them to re-think what they’re doing so they can realize their goals sooner.
• When he notices you have done something right, he tells you precisely what you did right, and how good he feels about it. Then he reinforces the praise by encouraging you to keep up the good work.
• Goals make clear what is most important to focus on, Praisings build confidence that helps you succeed, and Re-Directs address mistakes. And all three of these help people feel better about themselves and produce good results.
• The most important—and natural—thing to do to help people become winners is to catch them doing something approximately right in the beginning. Then you move on toward the desired result.”
• If managers would address things earlier, they could deal with one behavior at a time and the person would not be overwhelmed. They’d be more likely to hear the feedback the way it was intended. That’s why I think performance review should be an ongoing process, not something you do only once a year.”
• Making mistakes is not the problem. It’s not learning from them that causes real problems.