The New One Minute Manager audiobook

got the book from library and skimmed it.One Minute GOAL:-written in under 250 words (FITS one 1 page) with clear measurements of what winning is.-review goals frequently-monitor and try to notice if people are matching with goal or urge them to change-Closely monitor: look over trying to find something to praise - not something to criticize.One Minute PRAISING:-One minute praising: if the goal is achieved spend 60 seconds praising the behavior that led to the win. Be genuine and not cheesy.-Say how you feel about it.-encourage them to keep up the good workOne Minute RE-DIRECTS-Re-clarify and agree on goal-Confirm what happened.-describe mistake and say how you feel-PAUSE - let it sink in-tell them they are better and you VALUE them-ITS OVER FOREVER-One minute reprimand: if the goal is missed immediately and specifically call out the bad behavior - but with a goal to show you care, don't just rant.-Be tough/nice: The key to not be taken advantage of is to be tough first then nice afterwards in rewarding success. That formula, in that order, works best. Not nice and then tough. Reverse the order to tough first.

I read the first version of this book in 1984, as I transitioned from one job and state to another. I remember thinking that this is how I want to work with people - using short interactions to clarify and motivate. My work has always included an emphasis on brief and direct discussions with those I hope to lead, using Blanchard and Johnson's model.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:).

A very short book that employs clever writing to turn otherwise bland material into both fun and insightful reading.

I’m not entirely sure how to rate this book. The text is incredibly short: about the length of a magazine article. The takeaways are even shorter; much of that short text is a parable about a young man learning the ways of the one-minute manager. That said, I got this book from the library so I’m inclined to be generous regarding the amount of actual content, and there is something to be said for expanding on a simple idea at a little more length in order to fix it in readers’ minds.The takeaways are basically this:Goals: Employees need to know what their goals in their positions are, so that they can figure out for themselves whether or not they’re succeeding without having to wait for infrequent performance reviews. The manager and employee should figure out together the employee’s goals, which should be written down with timelines in a short form that’s easy for the employee to review regularly. (I’m having trouble figuring out how to implement this one in my workplace due to the nature of our work.)Praising: Managers should try to “catch people doing something right” and offer specific praise when they see it to make employees feel good about themselves. People with confidence and who like their jobs do better work, so focusing on people and focusing on results shouldn’t be a choice between two different goals. Also, you shouldn’t wait until people are doing something perfectly before praising them any more than you’d wait until a kid has learned to talk before praising their attempts. (I need to work on this but at least the how-to is obvious.)Redirects: When people do something wrong, the authors suggest that you discuss it with the person as soon as possible; confirm the facts and review the mistake together; tell the employee how you feel about the mistake and pause for a moment for them to be concerned; and then express that you know their work is better than this, have confidence in them and think well of them as a person. Then, let it go. (All this seems challenging to do, but probably a good idea. I haven’t tried it yet.)Overall this seems to me to pack some good advice that goes beyond what you’d expect from the brief page count, though yeah, it is really short. Hopefully I’ll be able to figure out how to use it.

5 Stars, because book is very short and has very interesting management theory. I did not try it yet, but looks very interesting and knowing psychology of humans it has solution for many problems while management of group of people.I do recommend this book, but only for team leaders. Only then you will make a use of it, and understand philosophy of it.

I'd planned to give it only as many stars as the secrets they shared. Eventually, even though the book speaks nothing new; you feel you have discovered something worth a lifelong practice. If you're very lazy just read the capitalised mantras throughout the book!

Simple but powerful book about overlooked basics of people management. “I believe in facilitating, but not in participating in making other people’s decisions. We’re here to get results. By drawing on the talents of everyone, we’re a lot more productive”

Great bookThis book was amazing! It has served as a blessing for me in both my personal and profession life! A must read.

Now finally a management book written in the form of a story. Humans remember concepts that flow in a logical sense like a story which is what this 100 pg book does perfectly. Amazing management doesn't have to be conceptually hard or involve some hidden strategy that only a select few can master. It is usually the painful obvious that no one notices or takes time to acknowledge because of how easy it can sound. But this less than 1 hr read states the key obvious ideas you should focus on, and that its really just 3 easy steps! It also offers perfectly simple summaries and explanation with the right amount of reiteration to burn it into your brain. There are too many management or self help books out there that take 100 pages to explain one aspect with anecdotal evidence and proof of years of research but lets cut to the chase, we just need to know what works and is it effective. This book does just that. I urge everyone to take 1 hour out of your life to read this book as I believe everyone can benefit in its 'secrets. This book could not have come at a better time. Since I had just switched jobs, I have already talked through these concepts with my new manager to express how I'd like to be managed and I am already reaping the benefits. He's going to read the book this weekend now :).

A simple and concise guide to help you learn how to manage yourself and others. Anyone could implement these basic steps into their professional and/or personal lives and experience a significant improvement. EXCELLENT!!!

Classic refresher. Quick read even for a slow poke like me.

I have heard a lot about Ken Blanchard's books but never actually got one until an event that my friend and fellow author Ivailo Kunev hosts - Book Talks, where inspiring people share insights from great books. The New One Minute Manager was the host's pick and I immediately added it to my "to read" list. Today, I have listened to the book once more because you can rarely find something as short and as spot-on as TNOMM. It is a must-read both for managers and employees. Highly recommended!

Excellent principles, but the entire book is in story form. In many ways this is effective, however I feel like it forces you to look at the principles through a predetermined paradigm which found me wishing for a little more substance than story. Overall, I would say that this is easily worth the time and effort to read for the fruits.

Simple, claro, conciso y ameno. Todos deberían leerlo

The new one minute manager, written by Ken Blanchard and Spencer Johnson, is a revision of the co-authors’ The one minute manager, originally published in 1982. Ken Blanchard is considered one of the most influential leadership experts in the world. He has co-authored 60 books and in 2005 was inducted into Amazon’s Hall of Fame as one of the top two best-selling authors of all time. Spencer Johnson parallels Ken, and he also became a member of Amazon’s list.The book at the beginning explains how so many managers fall under one of two categories – tough managers and nice managers. With a nice manager employees feel fine, however, organisations suffer. With a tough manager, organisations seem to win but the employees lose. The book says the most effective managers manage themselves and the teams they work with so that both the people and the company profit from their presence. The one minute manager believes that people work best when they feel good about themselves. It’s more about the quality of the work not the quantity of work done. When it comes to decision-making managers should strive to encourage their teams to create solutions on their own.Anyway, the book is divided into three major parts – one-minute goals, one-minute praisings and one-minute reprimands. As a manager, you should learn and use these techniques in order to create more time to think and to plan more time for work-life balance and give the same to the people you manage showing them you care about them.When it comes to goals, there are five qualities of giving them. set three to five goals for each employee...(if you like to read my full review please visit my blog https://leadersarereaders.blog/the-ne...)

When I first started reading this I thought I wasn’t going to get a single thing out of it, but it was short, so I thought I’d keep reading. Turns out, I was completely wrong! There were several great nuggets in this one that I am excited to work on and share with my team:1. Catch people doing something right - giving positive feedback is something I really enjoy, but I especially love the concept of looking for someone succeeding and immediately pointing it out to them as it happens to reinforce the behavior and build trust.2. In a re-direct situation (giving negative feedback) end with the reminder that you have confidence and trust in their ability, and support their success. And after you give the re-directing feedback it’s in the past, everyone moves on.3. “The best minute I spend is the one I invest in people”4. Be tough and nice (in that order)

Love that this book was so simple, yet so profound. 3 easy steps to quickly and effectively add value to others. Definitely recommend to anyone who wants to invest in the lives of others.Awesome Quotes:The best minute I spend is the one I invest in people.Feedback is the breakfast to results.We are not just our behavior. We are the person managing our behavior.

A very quick read and a helpful how-to guide for anyone getting started managing people. Its helpful to have some specific tools and ways to do things when dealing with direct reports if you’ve never had that responsibility before. I doubt it’s enough to last any manager more than a few months before needing to handle more complex issues that arise with staff but it’s certainly a helpful start.

Very simple yet informative, probably not the worst way to start.