The Grey Chronicles


One-Minute Manager, Is It Still Relevant?

The One Minute Manager

The One Minute Manager

I bought the book The One Minute Manager (1982) years back, but had only read it once for a group report while taking my masters. I have only sparingly applied the ideas therein to real-life scenario as a supervisor.

The book teaches the quickest way to increase productivity, profits, job satisfaction and personal prosperity through lessons learned by the authors studies in medicine and in the behavioral science. The following is a summary of the nuggets found in this book:

“People who feel good about themselves, produce good results.”

Annotations: Productivity is both quantity and quality. People feel good when they are adequately rewarded to produce good results. Intimidation might be effective in the short-term, but who really like to be intimidated all the time. People are also productive when they are part of the decision-making; left for the most part, to do what they do best. Unhappiness reduces efficiency. Thinkng positively, we feel better, and when we feel better we do better.

“Help people reach their full potential; catch them doing something right.”

Annotations: Positive reinforcement is better than negative ones.

“The best minute I spend is the one I invest in people.”

Annotations: Feedback is the breakfast of champions, as commonly said. People are biological beings, thus Maslow’s hierarchy of needs as well as McGregor’s Theory X Theory Y, are required readings in management. People are psychological beings: feelings, emotions, behaviors. Lest we forget, people are also social, political, economic and religious beings. All these must be addressed when we invest in people.

“Everyone is a potential Winner. Some people are disguised as losers, don’t let their appearances fool you.”

Annotations: Sometimes, winning is not everything; to others, winning is the only thing. Some persons take some time to become winners, others need only luck while some need constant follow-up.

“Take a minute: Look at your goals. Look at your performance. See if your behavior matches your goals.”

Annotations: Goals, or objectives, should be specific, measurable, attainable, results-oriented, and time-bounded. Performance measurement is paramount to self-assessment.

“We are not just our behavior; we are the person managing our behavior.”

Annotations: Our behaviors are based on our personal attitudes, emotions, prejudices, values, needs and wants. Only ourselves can do something about ourselves. Although others might suggest we change, but change only comes to us if we willed ourselves to change.

“Goals begin behaviors; Consequences maintain behaviors.”

Annotations: Pavlov’s experiments recreated and proved the latter.

In sum, the One Minute Manager sets One Minute Goals; gives One Minute Praisings, and gives One Minute Reprimands. Unfortunately, some managers gives one-minute praise, and a whole hour of reprimand, which dampens the spirit, lowers sights, demoralizes teamwork, and in effect, productivity suffers.


Blanchard, Kenneth Ph.D. & Johnson, Spencer M.D. (1982), The One Minute Manager. New Jersey: William Morrow & Co., 1982. back to text

Disclaimer : The posts on this site are my own and doesn’t necessarily represent any organization’s positions, strategies or opinions.


1 Comment »

  1. Various of guys write about this subject but you said really true words.

    Comment by Heereeviopy — 2009.November.25 @ 01:42 | Reply

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