The One Minute Manager By:
THE SEARCH
THEME AND STORY
People Who Feel Good About Themselves Produce Good Results
One Minute Goal Setting: <ul><li>80/20 Rule: 80% of your really important results will come from 20% of your goals. </li><...
One Minute Goals: Summary One Minute Goal Setting is simply: 1. Agree on your goals. 2. See what good behavior looks like....
Why One Minute Goal Setting Works….. <ul><li>As a manager, you have 3 options to choose from: </li></ul><ul><li>·  You can...
HELP PEOPLE    REACH THEIR   FULL POTENTIAL   CATCH THEM   DOING SOMETHING    RIGHT
One Minute Praising: <ul><li>Always be open about an employees performance. </li></ul><ul><li>Praise immediately. </li></u...
One Minute Praising: Summary 1. Tell people up front that you are going to let them know how they are doing. 2. Praise peo...
Why One Minute Praising Works….. <ul><li>It is “effective” </li></ul><ul><li>Praising is done “every time” something right...
 
3 rd  Secret to an Effective Manager: One Minute Reprimands: <ul><li>Reprimanding immediately enables an understanding of ...
One Minute Reprimands: Summary the first half of the reprimand : 2. Reprimand people immediately. 3. Tell people what they...
the second half of the reprimand: 6. Shake hands, or touch them in a way that lets them know you are honestly on their sid...
Why One Minute Reprimands Work….. <ul><li>Feedback on a reprimand is immediate-it helps enhance future behaviors </li></ul...
COMPANIES    APPLYING    THIS    CONCEPT
 
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1 min manager

  1. 1. The One Minute Manager By:
  2. 2. THE SEARCH
  3. 3. THEME AND STORY
  4. 4. People Who Feel Good About Themselves Produce Good Results
  5. 5. One Minute Goal Setting: <ul><li>80/20 Rule: 80% of your really important results will come from 20% of your goals. </li></ul><ul><li>One minute goal setting is a philosophy of “no surprises”-everyone knows what is expected from the beginning. </li></ul>
  6. 6. One Minute Goals: Summary One Minute Goal Setting is simply: 1. Agree on your goals. 2. See what good behavior looks like. 3. Write out each of your goals on a single sheet of paper using less than 250 words. 4. Read and re-read each goal, which requires only a minute or so each time you do it. 5. Take a minute every once in a while out of your day to look at your performance, and 6. See whether or not your behavior matches your goal.
  7. 7. Why One Minute Goal Setting Works….. <ul><li>As a manager, you have 3 options to choose from: </li></ul><ul><li>· You can hire a winner-though they are hard to find and cost money </li></ul><ul><li>· If you can’t hire a winner, hire one who has the potential to become a winner-and train them systematically to become a winner or…. </li></ul><ul><li>· PRAY </li></ul>
  8. 8. HELP PEOPLE REACH THEIR FULL POTENTIAL CATCH THEM DOING SOMETHING RIGHT
  9. 9. One Minute Praising: <ul><li>Always be open about an employees performance. </li></ul><ul><li>Praise immediately. </li></ul><ul><li>Try and let the employee “feel” how good you feel about their performance. </li></ul><ul><li>Make contact, it ensures you care and want them to prosper </li></ul>
  10. 10. One Minute Praising: Summary 1. Tell people up front that you are going to let them know how they are doing. 2. Praise people immediately. 3. Tell people what they did right—be specific. 4. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there. 5. Stop for a moment of silence to let them “ feel ” how good you feel. 6. Encourage them to do more of the same. 7. Shake hands or touch people in a way that makes it clear that you support their success in the organization
  11. 11. Why One Minute Praising Works….. <ul><li>It is “effective” </li></ul><ul><li>Praising is done “every time” something right is done </li></ul><ul><li>Always try to create a situation in which you can give a one minute praising </li></ul><ul><li>Praising= less turnover </li></ul>
  12. 13. 3 rd Secret to an Effective Manager: One Minute Reprimands: <ul><li>Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly. </li></ul><ul><li>Always reprimand only their action and remember to let them know they are appreciated. It was the performance you did not like. </li></ul><ul><li>Reprimand and Reassurance go hand in hand and are equally important. </li></ul><ul><li>Never leave the latter out, it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less. </li></ul>
  13. 14. One Minute Reprimands: Summary the first half of the reprimand : 2. Reprimand people immediately. 3. Tell people what they did wrong—be specific. 4. Tell people how you feel about what they did wrong—and in no uncertain terms. 5. Stop for a few seconds of uncomfortable silence to let them feel how you feel.
  14. 15. the second half of the reprimand: 6. Shake hands, or touch them in a way that lets them know you are honestly on their side. 7. Remind them how much you value them. 8. Reaffirm that you think well of them but not of their performance in this situation. 9. Realize that when the reprimand is over, it’s over.
  15. 16. Why One Minute Reprimands Work….. <ul><li>Feedback on a reprimand is immediate-it helps enhance future behaviors </li></ul><ul><li>The subordinate ‘hears’ the feedback-handling one behavior at a time seems more fair and clear to them </li></ul><ul><li>The behavior is the only thing that is reprimanded-not the value of the person themselves </li></ul>
  16. 17. COMPANIES APPLYING THIS CONCEPT
  17. 19. Thank You
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