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Mary T. O’Sullivan, MSOL
Blanchard, organizational author, andan influential leadership
and management expert focuses, on the efficient day-to-day management of people
and organizations. Blanchard, of course, is a prominent speaker, author and
business consultant. He is the chief “spiritual” officer of The Ken Blanchard
Companies, a worldwide human resources development company. Ken is one of the most influential leadership
experts in the world and is respected for his years of groundbreaking work in
the fields of leadership and management.
As an author, Ken has written several books including, the now famous, The One Minute Manager, which has been widely
noted as a valuable tool for developing leadership. Blanchard has based his later work on the
tenets established in The One Minute Manager.
basic theory behind The One Minute
Manager is that people only need simple, clear direction to be successful.
This is boiled down into three practical rules of management: One Minute Goals,
One Minute “Praisings”, and One Minute Reprimands. The bottom line is to give
people mutually defined goals, make some excitement for success, and deal with
mistakes quickly and appropriately. As Blanchard’s research has borne out,
these simple rules fit many circumstances: childrearing, coaching teams,
as well as the traditional organizational environment.
that managers need to believe in people and treat people with respect pretty much
sums up his philosophy. According to Ken Blanchard, this treatment is what
leads to feelings of employee satisfaction for a job well done. When people
feel satisfied in their work, they feel good about themselves, and are more
efficient and effective (The classic E2C2, with C2 being capability and
capacity.) According to Blanchard,
successful employees can be motivated by positive feelings generated from
clearly established goals and expected behaviors. This, he declares, propels
people into far better performance, every day, not just when they are in a
also focuses on managing through a democratic process. He states that an
autocratic managerial style will only alienate employees and cause them to not
believe in the work they are accomplishing. His philosophy is that managers
must be able to communicate with their employees and discuss those things that
are causing a negative feeling in the workplace. This is the democratic process
in action. However, according to Blanchard, the workplace environment should
not be run by the employees’ wants and needs. There must be give-and-take
between managers and their employees. In turn, a good manager must also be able
to relay concerns of productivity and establish goals for the employees so as
to not only increase production, but also the quality of the product. A manager
who is people-oriented will have employees who want to work and be productive
and it is through people that results will come.
that managers need to believe in people and treat people with respect is the summary
of The One Minute Manager philosophy.
This positive belief and treatment is what leads to employee feelings of
satisfaction for a job well done. When people feel satisfied in their work,
they feel good about themselves, and are more efficient and effective in the
workplace, according to Blanchard.
among scholars, there is some disagreement with Blanchard’s approach to giving
people as much free reign as he purposes, without qualifying the employees
first. The argument states that those not mature enough in their jobs, won’t be
able to function successfully in this type of atmosphere and will fail,
creating a weak bench. Many businesses do not deal with the issue of a
“weak bench”, so Blanchard’s management approach can’t be universally
applied until companies deal head on with dead wood and hangers’ on.
T. O’Sullivan, Master of Science Organizational
Leadership, International Coaching Federation Professional Certified Coach
(ICF-PCC), Society of Human Resource Management Senior Certified Professional
(SHRM-SCP). Graduate Certificate in Executive and Professional Coaching,
University of Texas at Dallas. Member Beta Gamma Sigma, the International Honor
Society. Advanced Studies in Education from Montclair University, SUNY Oswego
and Syracuse University. Mary is also a certified Six Sigma Specialist,
Contract Specialist, IPT Leader and holds a Certificate in Essentials of Human
Resource Management from SHRM. Mary is also an ICF certified Appreciative
Inquiry Practitioner, and a Certified EQi-2.0 and EQ360 Practitioner.
Mary O’Sullivan has over 30 years
experience in the aerospace and defense industry. In each of her roles, she
acted as a change agent, moving teams and individuals from status quo to new
ways of thinking, through offering solutions focused on changing behaviors and
fostering growth. In additional, Mary holds a permanent teaching certificate in
the State of New York for secondary education and taught high school English
for 10 years in the Syracuse, NY area. Today, Mary dedicates herself to helping
good leaders get even better through positive behavior change.