Book Series: one-minute manager Reading Notes

During the Chinese new year's holiday, I went through some e-books on my mobile hard drive. I am not used to reading books. I want to read these e-books. Thanks to Chen for urging me all the time. Thank you, brother!

During the start-up phase, a 25-year-old entrepreneur needs to learn a lot and constantly supplement theoretical knowledge to improve his or her practice, it is very difficult to know this truth.

Most of the current entrepreneurial groups are operated by micro-teams and should be assigned multiple roles. In this case, how can the project initiator manage the project and achieve the ultimate goal, this process is full of danger. I don't know how many hurdles I can pass, so I have to arm myself. Now, I have to know more about people, management, and finance.

Question

One-minute manager on Douban book reviews http://www.douban.com/subject/1082725/

I read it because I need this knowledge recently. I have some time. I think it is because the book is short and thin. Although I feel that the author has some translation problems, the statement is still very good. I would like to give my reading notes and my personal understanding, as well as a brain chart. I hope it will help you!

 

One minute manager Reading Notes 1. one-minute manager Mark: several basic points 1.1 depending on people 1.2 happy work will be efficient mark: Smile 1.3 handle quality and amount of grasp mark: Based on time, we need to accumulate 1.4 people who are unwilling to be dominated. 2. one-minute target 2.1 goals/performance standards, written on a piece of paper containing no more than 250 words 2.2 managers, each executive staff each retain a 2.3 regular inspection of Work Progress mark: according to different things in this time, 2.4 When the executor encounters a problem that cannot be solved? 2.4.1 ask him what kind of results do you like and what kind of results do you get: let the person who handles the work predict the results first, then, in guidance 2.5, summary 2.5.1, the goal agreed by everyone 2.5.2, effective implementation 2.5.3, one goal is written on a sheet of paper, up to 250 words 2.5.4 can be read every minute 2.5.5 during execution MARK: bored, you insist, efforts should be made to cultivate people's habits 2.5.6 to check whether their behaviors meet the goal. 3. one-minute praise MARK: Priority 33.1 tells people at the beginning that you will make feedback mark on their work: from time to time look at the execution situation 3.2 timely praise MARK: good words, praise them in a timely manner, and tell them what they are doing right in person-mark them as follows: You need to understand the problem well. 3.3 tell them that you are happy for them to do the right thing, and tell them that their achievements help the company and others: What should they do? 3.5 pause to make them feel that you are happy for them 3.6 encourage them to make persistent efforts 3.7 shake hands with them, or pat them to make them understand that you support their achievements 4. one-minute criticism MARK: Priority 24.1 tell them in advance-with ambiguous words-how should they mark: they did something wrong, you have to think differently at this time, from his point of view, 4.2 instant criticism, 4.3 tell them what mistakes they have made-specific mark: a deep understanding of things, and tell them how you feel about it in a 4.4-inch manner-pause for several seconds with a vague word, causing unpleasant silence and letting them know how you feel. 4.5 shake hands with them, or Pat the body, the attitude is friendly, make them feel that you are standing with them 4.7 remind them that you are very important to them 4.8 emphasize to them, what you are not satisfied with is their mistakes in work, rather than their own mark: Remember not to remember the criticism for the incident 4.9, the incident even passed 5. why effective Tag: The behavior begins with the target, and the result persistence behavior 5.1 indicates the target: take an employee's bowling day 5.1.1 and spend one minute 5.1.2 check your target 5.1.3 compare your performance 5.1.4 to see if your behavior 5.1.5 meets the Target 5.2 comments mark: take a pigeon to eat food 5.2.1 train a person to do new tasks. The key is to give him praise in time from the very beginning when he is doing well, if he knows that he is correct, he finds out where he is right, approaches the correct goal, and eventually reaches the goal, it is better to guide him to give feedback to criticism 5.3.1 in a timely manner from achieving a achievable goal of 5.3, it is a very important factor for one-minute criticism to be effective. 5.3.2 The criticized person is able to accept 5.3.3 and should be able to treat the person with strictness at the beginning of 5.3.4, then, the effect of "good faith" is better. 5.3.5 tell him where the error is, tell them how they feel, and tell them that they are promising people, people's behaviors are not the same as people's values. 6. procedure

One-minute manager Reading Notes
1. One-minute manager Mark: several basic points
1.1 depending on people
1.2 happy work can be efficient: Smile
1.3 mark the quality and quantity of services: Based on time, need to accumulate
1.4 people have the willingness to be dominated
2. One-minute target
2.1 one goal/performance standard, written on a sheet of no more than 250 words
2.2 one copy for managers and executors
2.3 mark of regular inspection of Work Progress: This time depends on different things of different nature
2.4 When the operator encounters an unsolved problem?
2.4.1 ask him what kind of results do you like and what kind of results do you get: let the person in service predict the results first, and then guide
2.5 Conclusion
2.5.1 agreed goals
2.5.2 effective implementation
2.5.3 write a target on a piece of paper, with no more than 250 words
2.5.4 reading in one minute
2.5.5 read the mark once a day during execution: Bored. Stick to it and try to cultivate the habit of personnel.
2.5.6 check whether your behavior meets the goal
3. One-minute praise MARK: Priority 3
3.1 from the very beginning, you will tell people that you will mark their work with feedback: Looking at the execution status from time to time
3.2 timely praise MARK: If you do well, you will be commended in a timely manner.
3.3 tell them what they are doing right-to mark it: you need to understand the problem
3.4 tell them that you are happy for them to do things and tell them that their achievements are helpful to the company and others: What should you do with this and the following?
3.5 pause and make them feel that you are happy for them
3.6 encourage them to make persistent efforts
3.7 shake hands with them or pat them to make them understand that you support their achievements
4. One-minute criticism MARK: Priority 2
4.1 tell them in advance-use unambiguous words-how should they mark: they have done wrong, and you have to think differently, from his perspective.
4.2 criticize in a timely manner
4.3 tell them what the mistake has been made-mark it as follows: gain a deep understanding of the matter and speak in an inch
4.4 tell them how you feel about it-use unambiguous words
4.5 pause for several seconds, causing unpleasant silence and letting them understand your feelings
4.6 shake hands with them, or pat the body, friendly attitude, make them feel that you are standing with them
4.7 remind them that you are very important to them
4.8 emphasize to them that what you are dissatisfied with is the mistakes in their work, rather than their own mark: Remember to be right or wrong
4.9 remember that after criticism, things will pass
5. Why to mark effectively: The behavior begins with the goal, and the result persistence Behavior
5.1 target tag: a day when an employee is bowling
5.1.1 takes one minute
5.1.2 check your target
5.1.3 compare your performance
5.1.4 check your behavior
5.1.5 whether the target is met
5.2 praise MARK: raising pigeons to eat food
5.2.1 The Key to training a person to engage in new tasks is to give him praise in a timely manner from the very beginning and let him know that he can be completely correct.
5.2.2 find out where he is right, approach the correct goal, and finally reach the goal
5.2.3 if an inexperienced person does not do well, instead of punishing him, it is better to guide him to achieve a achievable goal.
5.3 Criticism
5.3.1 timely feedback is an important factor in the effectiveness of one-minute Criticism
5.3.2 accepted by the criticized person
5.3.3 do the right thing
5.3.4 start to treat others with strictness, and then the effect of knowing good people is better.
5.3.5 tell him where the error is, tell them how they feel, and tell them that they are promising people.
5.3.6 when managing a person, remember that people's behaviors are not the same as people's values.
6. Operation Method

 

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