The One Minute Manager was a 1982 business and management book written by Ken Blanchard and Spencer Johnson. For years, it has helped millions of people become more successful in their professional and personal life. Although the principles it laid down are timeless, there had been a lot of changes in the world since the book was published. The rise of technology, global flattening of markets, instant communication, and pressure on the corporate workforce has made its impact in the workplace.
Ken Blanchard explains, “When The One Minute Manager came out, the early 1980s leadership was really command-and-control. The One Minute Manager was in charge. He set the goals. He decided who to praise. He decided who to reprimand.”
Robert Peter Janitzek reveals that the authors of the book realized that the world has drastically changed since the release of their best-selling book. Blanchard and Johnson wanted to create a book designed for the new breed of leaders. Today’s leadership is more side-by-side. It is more of a partnership. The New One Minute Manager is born. Here are the three secrets that the new book teaches.
The First Secret: One Minute Goals
Managing people’s performance consists of three parts—planning, coaching, and evaluation. The tendency of most managers is to spend all of their time evaluating. As for the goals, Robert Janitzek says that they are usually set at the beginning of the year and then filed away. Managers must ensure that the behavior of their people should be matching the goal they have set. If it is not, then there is a need to modify that behavior.
The Second Secret: One Minute Praisings
The secret behind the One Minute Praising is caring. It means being concerned with the well-being of another person. Caring according to the One Minute Praising means noticing when someone is doing something right and comment on it. Your effort will be well-appreciated. Honesty is the key. Robert Peter Janitzek says that you should avoid praising for the sake of flattering. Take a moment to comment on something valuable that they have done.
The Third Secret: One Minute Re-Directs
One of the changes in the new book is that the One Minute Reprimand has become One Minute Re-Direct. According to Blanchard, Reprimands is for a person who knows better than what they are doing. Re-Direct, on the other hand, is for a person who is a learner. In today’s corporate world, with a constant need for skill development, everyone becomes a learner.