Skip to main content

A Little Book For Students of Business and Experienced Managers

Kenneth Blanchard wrote a very small book called "Leadership and the One Minute Manager". Have you ever read it?

If you are a student of business (Undergrad or graduate level) or if you are a manager of one to several thousands personnel, then you MUST read it. If you are a manger with years of experience and you are reading this blog then I bet you need to read "Leadership and the One Minute Manager" more than anybody else out there. Actually start reading it today before destroying your team and loosing your key people and your face again ;)



And here is the Link to Kenneth Blanchard website, you may find lots of other good stuff there.


Now here is a very short summery of what he and his co-authors talk about:

They talk about Situational Leadership, Your leadership style should be different with different people and respecting to their competence and commitment on certain task. In simple and more philosophical word: Different Strokes for Different Folks. (Competence is a function of knowledge and skills, Commitment is a combination of confidence and motivation)

You need to stop your "seagull Management" - You need to stop flying in, make a lot of noise, dump on everyone, and then fly out and think you have done your management duty!

Read the book and learn when and where and How to Direct, Coach, Support and Delegate.

If you direct or coach one of your high performers, he/she will leave you or will loose his/her motivation and in return his/her performance will go down and You are out of business.

Great leaders and managers know these by heart. They delegate technical tasks to their great engineer but coach her on budgeting! And if she is good with budgeting too, then they leave her alone to do what she dose the best!

Leadership Style is how you behave when you are trying to INFLUENCE THE PERFORMANCE OF SOME ONE ELSE. If your purpose is to improve the performance of your people and not reducing their performance then tailor your leadership style!

As "Leadership and the One Minute Manager" says: Everyone has a peak performance potential, you just need to know where they are coming from and meet them there.

Directing is for 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 lack commitment . They need direction and supervision because they're still relatively inexperienced. They also need support and praise to build their self-steam, and involvement is decision-making to restore their commitment.

Supporting is for people who have competence but lack confidence or motivation. They do not need much direction because of their skills, but support is necessary to bolster their confidence and motivation.

Delegating is for people who have both competence and commitment. They are able and wiling to work on a project by themselves with little supervision or support.

I do not want to summarize the whole book here, So I write the last paragraph and then you go and buy it and read it 100 times and practice it 1,000,000 times;

... Just remember that leaders need to do what the people they supervise can not do for themselves at the present moment...

Thank you to Kenneth Blanchard and his coauthors for their intelligent writings.







Post a Comment

Popular posts from this blog

Escalate, Escalate, Escalate!

What is escalation at organizations? Is it a way to solve problems? Is it a way to report things? Is it a way to put more pressure? Is it a CYA technique? What is it? How do you use it at your organization? How other colleagues of yours use escalation? Really, think about it and observe.

At IT service companies, leadership measures the performance of IT Help Desk by number of escalated work items over a period of time. The less escalation the better. The reasons are simple:

It is cheaper for companies if an IT Help Desk Specialist resolves an issue than an experienced technical specialist at one or two level higher. This is simple math, one gets $X and the other get $X*2And when client gets result fast, he/she will be happier. So, less escalation equals happier client in IT Services. Client raise an issue, IT Help Desk Specialist resolve it, BOOM, Next!

At organizations, It is amazing (sadly) to see how much lower level managers escalate problems, that they and their fellows can resol…

DAD Inception Phase Workshop Agenda

Disciplined Agile Delivery (DAD) realised the reality of the projects and introduced back phases to Agile community. Whoever works in a project based company, especially a project based company where projects are usually less than one year in length and each are for different clients, understands the reality of Agile in such environment. When you start working on a new project for a new client, it is essential to go through a phase that you get to know each other better, to understand the business purpose of the project, to understand the scope of the project, to know what are the high level architecture and what technologies are going to be used and who is the initial team, and if funding is available and also when things must be delivered and to whom.
In answering these questions you may need to meet with different people, run couple of workshops and brainstorming sessions. And this is called Inception Phase. As DAD is more like a goal oriented decision framework and not a prescrip…

Ingredients of Startup Failure

I have started and worked on several startups in the past 16 years. When I look back, I find the following patterns appearing again and again in every unsuccessful startup that I was involved in.

Here is the list of patterns, and they are not in order. I wrote them as they came to my mind:

Giving Up Soon: We gave up soon. Sometimes at the start of success we stopped. At one startup we started to make small amount of money after several months, and then we stopped! To be fair, we stopped, because the team collapsed, but anyway we stopped at the moment that money started to come in.Not Putting 100% focus: We did not put 100% effort into it.  For some of us it was the secondary job, and for some of us it was the last thing on the daily agenda!Not Hustling: We did not hustle.  Some of us took care of our comfort instead of hustling.  Not Passionate Enough: Some of us were not passionate about the problem we were trying to solve, or customers we were trying to serve, and the change we migh…