2010
LEADERSHIP & ONE MINUTE
MANAGER by Zigarmi
The synthesis of the book
LORIE NOVAL PACLIPAN, RN, MPH
Concept instructor
MUAMIR A. ALINGAN, SN
BSN4-A
DECEMBER 12, 2010
The One minute manager got a call one day from a woman who said she was an
“entrepreneur”. And the entrepreneur explained that she was having a hard time people who
were willing to work as hard as she was. And later in the afternoon, they talk on the office of
the manager, and give recognition on the manager. Woman relates the recognition of the
manager about his senior vice-president friend about the point of view and plan of the vice-
president and the manager identify the problem of the woman about managing and
understanding. One minute manager flow of organization specifically the pyramidal
organization and the woman prefer and she asks about the complicit of the flow. And the one
minute manager explained that the assumption is that everyone works for the person above
them on the thought to be ‘responsible’ For planning, organizing, and evaluating everything
that happens in the organization while their people are supposed to be ‘responsive to the
directives of management’. One minute manager advice the woman to turn to upside down,
“in other words, you’re saying manager should work for their people,” said by the woman and
not reverse”. They talked about the leadership styles. That one minute manager said “your
leadership style is the way you supervise or work with someone, it how behave, overtime,
when you’re trying to influence the performance of other.” And the woman get confused and
the manager refer her on the list six names that one minute manager helped before that
manager secretary gives. They start with Larry McKenzie, and later she go to the office of Mr
Larry, and they talked about one minute manager, what have they do & done, and Mr Larry
shared with the woman about how one minute manager help him and how he encourage by
one minute manager, he said the, in fact, he is very directive with me. Training and human
resources development is his baby. My job is essentially to implement his idea. And Mr Larry
refers her to another person named Cindy Murrow. And later she goes to the office of Murrow;
they talked about what Larry shared with her. And Murrow said that “I got a lot of support,
encouragement, and praise from the one minute manager. Murrow shared what one minute
manager teaches or shared to her. And the woman ask if one minute manager is an autocratic
or democratic”, “don’t draw any conclusion about being his only two style,’ replied by murrow.
And she also refers to dalapa. And they go to the office of Mr dalapa, they reached the office
they see one minute manager talked with Mr dalapa. And one minute manager go out the
room. And they talked how one minute manager help them. And dalapa shared about his job
and work and how one minute manager discover the technical expert area of dalapa. “a
situational leader” said by dalapa, “he changes his style defending on the person he is working
with and on the situation.” And she backs to the office of one minute manager the phrase “a
situational leader” she puts on her mind. “How can I become a situational manager?” ask by the
woman. “You need to learn three skills” replied by manager. The three skills are: Flexibility,
diagnosis; and contracting. “A whole manager is flexible and is able to use four different
leadership styles,” such as the directive behaviour and supportive behaviour. Three words can
be used to define Directive behaviour: STRUCTURE, CONTROL, and SUPERVISE. Different words
are used to describe supportive behaviour: PRAISE, LISTEN, and FACILITATE. Seagull manager fly
in, make a lot of noise, dump on everyone, and then fly out. They have a good communication
tha\ey laugh each other, they relate coaching style works best when disillusionment sets in.
disillusionment means that as people begin to master than they thought it was going to be, so
they lose interest or maybe the drop in commitment comes because they don’t think the
rewards are going to be worth all the effort, this happen when the initial excitement wears off,
the best style is a coaching style, which is high on direction and support. Delegating is
appropriate for the people who are peak performer- people who are competent and
committed. One minute manager refers again to alice marshall, they talked about one minute
manager how he help alice marshall in leadership. They also taled about the diagnostic skills,
one of the factor to diagnosed before using a particular leadership style is the person’s past
performance., the two ingredient determine a person is not performing achievements, the 1 st
one is competence that is a function of knowledge and skills, which can be gained from
education, training, and/or experience. The next one is the commitment that is a combination
of confidence and motivation. Confidence is a measure of a person self-assuredness-a feeling of
beig able to do a task well without much supervision, where as motivation is a person interest
in and enthusiasm for doing a task well. Alice marshall discuss to woman about the four
developmental level are the D4, D3, D2, D1, that arrowed to developed to developing. They
discuss it and differences between a D4 and D3 are about commitment. If the confidence is a
problem, a D3 needs encouragement, and praise. If it’s a motivation problem, the leader needs
to listen and problem-solve. A D4, however, is confident and self-motivated. And the between
D1 and D2, is also commitment. D! is motivated while D2 is not. The D1 is high commitment
comes from an initial sense of excitement about learning something new. In the connection
between developmental level to leadership style that directing is for the people who lack
competence but are enthusiastic and committed. They need direction and supervision to get
them started. Coaching is for people who have some competence but are but lack of
commitment they need direction and supervision because they’re still relatively inexperience.
The next one is the supporting this for people who have competence but lack of confidence or
motivation. They don’t need much direction because of their skills, but support is neccessry to
bolster their confidence and motivation. And the last one is the delegating this is for people
who have both competence and commitment. They are able and willing to work on a project by
themselves with little supervision or support. Woman appreciates the lesson about the
diagnosis. The next day woman got to the office of one minute manager; she began to share
her excitement about what she had learned. And they talked again, they talked about one
minute goal setting comes into play, since clear goals are important at any to people
developmental level. So a situational leader, not only should you use different strokes for
different folks, but in many cases you need to use different strokes for the same folks,
defending upon the task. And one minute manager site some example and relate with the
developmental level and style of leadership. One minute manager he shared about what he son
experience in school and relate to some style of leadership in connection on the learning
facilitate by the school teachers of his son. And also they discuss about situational leadership II.
One minute manager reviews the five steps you need to follow to develop a person‘s
competence and commitment. 1st steps is what to do, 2nd is the show them what to do, 3rd is let
me try, 4th is observing performance, and the last one 5 th is to praise progress. And the woman
has many questions regarding performance & mistakes & one minute manager answer when
you are training someone, besides praising, you have to be good at admitting you made a
mistakes. And her advice to talk to the person about career planning g and outplacement and
woman understand everything about it. They talked about the three secrets of the one minute
management make situational leadership a dynamic model. They are the GOALS, PRAISING, &
REPREMAND. Contracting is very important to making the whole system works, and she refers
to another person named alex radal about contracting. They talked about the three
performance reviews; they are the performance planning, day-to-day coaching and counselling,
and performance evaluation. And they also discuss about the specific, measurable, attainable,
relevant, and trckable. And the last one they discuss ia the contracting and leadership style
game plan and the woman gained more knowledge regarding about one minute manager, and
she think that she cleared everything and settled. And understand the work and meaning of
situational manager, the lesson she learned is she applied to her company. And she get more
weathier.