The One Minute Manager – Is This Still Viable in the 21st Century?

There are some meetings that linger in the mind long after the room has emptied.

Back in 2001, I had the rare privilege of hearing Ken Blanchard speak. Charismatic, insightful, and remarkably good at distilling leadership ideas into relatable stories, he stayed behind afterwards to chat.

​I was a newly appointed manager then, handed a slim book with a big title: The One Minute Manager. It was one of several texts I was recommended to read during those formative years.

Now, two decades and many strategies later, I’ve found myself revisiting the old titles on my shelf.

​As part of my occasional Friday Book Club, I’ll be exploring what still holds up and what doesn’t. So, let’s start with this classic: The One Minute Manager. Has it earned its place in the modern workplace, or is it better left in the past?

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A Quick Recap of the Book

Written by Ken Blanchard and Spencer Johnson in 1982, The One Minute Manager introduced three deceptively simple techniques:

1. One Minute Goals – Clear, concise goals written in under 250 words, agreed at the start of a task.
2. One Minute Praisings – Immediate, specific praise for a job well done.
3. One Minute Reprimands – Honest, direct feedback delivered with care and clarity.

The concept was revolutionary at the time: no overcomplicated management speak, no pages of performance reviews. Just short, focused interactions intended to boost accountability, motivation and clarity.

What Made It Work Then?

​In the 1980s and 1990s, corporate hierarchies were deeply embedded. Managers often leaned on structure over agility.  This was the world of Gordon Geko, the Wolf of Wall Street and Harry Enfields's Loadsamoney.

Blanchard’s methods offered a breath of fresh air. They encouraged immediacy, presence, and an emotionally intelligent way of working. In an era when feedback could take weeks to trickle down, this speed and transparency felt radical.
​The book’s format mirrored its message: short, sharp, and to the point. For time-poor professionals, it was easy to digest and easy to try.

Why Brevity Still Matters

Perhaps what makes The One Minute Manager feel surprisingly modern is its appreciation for brevity. In a world of Teams pings, Slack threads and asynchronous standups, we’re more reliant than ever on being concise and clear. Long-form memos have given way to quick updates and bullet-point decisions. And while speed can sometimes lead to miscommunication, it also challenges us to say what we mean without the fluff.
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Blanchard’s one-minute principle fits naturally into this style of working. A short message recognising good work. A quick call to clarify a goal. A focused comment when something goes off track. These are the modern equivalents of his original suggestions. With attention spans shrinking and digital fatigue rising, learning how to deliver impact in 60 seconds is no longer a gimmick, it’s a skill.

Managers today need to adapt their style to suit the medium, but the principle remains the same. Respect people’s time. Be present, even in a short exchange. Communicate with intent.

So, Does It Still Work Now?

Yes, but with adjustments.

Modern work, particularly in hybrid or remote environments, demands more nuance. But, at the heart of The One Minute Manager is a message about timely communication, clarity of purpose, and being genuinely present in your interactions.

Those are universal.

That said, context has evolved. Managers today are expected to do far more than praise and reprimand. They are listeners, facilitators, project owners, and often mediators. If a modern leader attempted to apply the book’s three tenets in isolation, it could come across as performative or shallow.

However, as a foundation for managing people, projects and situations, it still delivers.

• Clear goals help people focus.
• Timely recognition fosters motivation. H
• onest, respectful critique builds trust.

These are not outdated, they’re essential. The key is in how they are framed and personalised.

So, What Needs Rethinking?

The original book speaks from a very top-down perspective.

​The “manager” in question is assumed to be the expert. In today’s knowledge economy, that no longer holds true. Employees may be more technically skilled or closer to customer challenges than their line managers.

The reprimand section also needs delicacy. With greater awareness around mental health and neurodiversity in the workplace, feedback must be constructive and consent-based. What was once seen as being ‘direct’ can now read as abrupt or even harmful if poorly executed.

How to Use the Lessons Today

Here’s how I’ve seen The One Minute Manager adapted for today's work environment:

• Goals that breathe – Rather than fixed one-minute goals, try shared planning sessions using Kanban boards, OKRs or agile-style sprints. Keep the focus tight, but build in space for evolution.
• Recognition with relevance – Don’t just say “good job.” Call out the behaviour, impact, and value. It takes 60 seconds to say “Your summary helped the team clarify direction today – thank you,” but the effect lasts longer.
• Feedback with permission – Ask “Are you open to some observations?” Frame critique within mutual goals. Use tools like Slack threads, voice notes or 1:1s to allow for choice in how feedback is received.

This retains the essence of Blanchard’s model while bringing it into a more human-centred and adaptable framework.

A Final Thought

Management is never truly about technique. It’s about people.

What The One Minute Manager did well, and still does, is offer a starting point. A reminder that simplicity matters. That praise is most powerful when it is earned and specific. That clarity is a gift, not a constraint.

I still remember the energy in that room with Ken Blanchard all those years ago.

But more than that, I remember feeling that I had permission to lead in a way that was both kind and efficient.

If you’ve never read the book, it’s worth an hour of your time.

If you have, perhaps it’s time to revisit it and consider what still rings true and where you’ve grown beyond it.

#FridayBookClub #WorkSmarter #Leadership