Based on the book 'The New One Minute Manager,' by Ken Blanchard & Spencer Johnson.
'In these changing times, he thought, the most effective managers manage themselves and the people they work with so that both the people and the organization profit from their presence.'
'To succeed sooner , managers must be both results - oriented and people - oriented." How on earth can we get results if it’s not through people ? So I care about people and results , because they go hand in hand.'
1. One Minute Goals.
'Setting One Minute Goals is the beginning of One Minute Management. You see, in most organizations when you ask people what they do and then ask their boss, all too often you get two different answers.'
Let people know upfront what you are going to do to help them win.
'Our Manager works with us to make it clear what our responsibilities are and what we are being held accountable for.'
What to do:
- Plan the goals together and describe them briefly and clearly. Show people what good performance looks like.
- Have people write out each of their goals, with due dates, on a single page.
- Ask them to review their most important goals each day, which takes only a few minutes to do.
- Encourage people to take a minute to look at what they’re doing, and see if their behavior matches their goals.
2. One Minute Praisings.
(goal achieved- or any part of the goal)
'How can you be an effective manager unless you and your team are clear about goals and what good performance looks like?'
He said it would be a lot easier for me to do well if he gave me crystal-clear feedback on how I was doing.
What to do:
- Praise people as soon as possible.
- Let people know what they did right — be specific.
- Tell people how good you feel about what they did right, and how it helps.
- Pause for a moment to allow people to feel good about what they've done.
- Encourage them to do more of the same.
- Make it clear you have confidence in them and support their success.
3. One Minute Re-Directs.
(goal is not achieved)
'Praising people doesn’t always work if it isn’t combined with Re-Directs to correct mistakes when they occur.'
'If I make a mistake , my Manager is quick to respond.'
- Re-direct as soon as possible.
- Confirm the facts first, and review the mistake together- be specific.
- Express how you feel about the mistake and its impact on results.
- Be quiet for a moment, to allow people time to feel concerned about what they've done.
- Let them know they are better than their mistake.
- Remind them that you have confidence in them.
- When it's over, it's over.
Why One Minute Goals Work.
It’s all because the number one motivator of people is feedback on results. They want to know how they’re doing.
“Why is it ,” the Manager asked, “that most people don’t know how they’re doing until they go through their performance review, and learn all the things they didn’t do right?
Why One Minute Praisings Work.
“So the key in the beginning,” the young man said, “is to catch somebody doing something approximately right until they can eventually learn to do it right.”
People who are learning benefit from praise and encouragement from others.
Credits:
Created with images by Nile - "hourglass time hours" • xaviandrew - "time clock hour" • anncapictures - "clock time watch" • niekverlaan - "applause applaud clap" • Tumisu - "pointing gesture confrontation"