ONE MINUTE MANAGER SUNIL K KOHLI, IDAS NDC

MAN MANAGEMENT WHY PEOPLE?

PEOPLE: THE MOST IMPORTANT RESOURCES

THE MOST IMPORTANT RESOURCES

KINDS OF MANAGERS TOUGH AUTOCRATIC MANGER BOTTOM LINE MANAGER HARD-NOSED MANAGER REALISTIC MANAGER PROFIT MINDED MANAGER

TOUGH

AUTOCRATIC MANGER

BOTTOM LINE MANAGER

HARD-NOSED MANAGER

REALISTIC MANAGER

PROFIT MINDED MANAGER

KINDS OF MANAGERS NICE MANAGERS DEMOCRATIC MANAGER PARTICIPATIVE SUPPORTIVE CONSIDERATE HUMANISTIC

NICE MANAGERS

DEMOCRATIC MANAGER

PARTICIPATIVE

SUPPORTIVE

CONSIDERATE

HUMANISTIC

What is an “Effective Manager”? Those who manage themselves and people they work with so that both the organization and the people profit from their presence.

Those who manage themselves and people they work with so that both the organization and the people profit from their presence.

SECRET OF MANAGING PEOPLE ONE MINUTE GOAL SETTING ONE MINUTE PRAISING ONE MINUTE REPRIMAND

ONE MINUTE GOAL SETTING

ONE MINUTE PRAISING

ONE MINUTE REPRIMAND

ONE MINUTE GOAL SETTING PROBLEM Different perceptions Ambiguous Performance Standards are not clear We talk only in terms of Attitudes or Feelings and not in Observable, Measurable terms.

PROBLEM

Different perceptions

Ambiguous

Performance Standards are not clear

We talk only in terms of Attitudes or Feelings and not in Observable, Measurable terms.

ONE MINUTE GOAL SETTING One Minute Goal Setting is simply: Agree on your goals. See what good behaviour looks like. Write out your goals. Read and re-read your goals. Monitor your performance with reference to goals. See whether or not your behaviour matches with your goals.

One Minute Goal Setting is simply:

Agree on your goals.

See what good behaviour looks like.

Write out your goals.

Read and re-read your goals.

Monitor your performance with reference to goals.

See whether or not your behaviour matches with your goals.

ONE MINUTE GOAL SETTING PEOPLE WHO FEEL GOOD ABOUT THEMSELVES PRODUCE GOOD RESULTS

PEOPLE WHO FEEL

GOOD ABOUT

THEMSELVES

PRODUCE

GOOD RESULTS

ONE MINUTE GOAL SETTING EVERYONE IS A POTENTIAL WINNER SOME PEOPLE ARE DISGUISED AS LOSERS, DON’T LET THEIR APPEARANCES FOOL YOU.

EVERYONE IS A

POTENTIAL WINNER

SOME PEOPLE

ARE DISGUISED

AS LOSERS,

DON’T LET

THEIR APPEARANCES

FOOL YOU.

ONE MINUTE GOAL SETTING TAKE A MINUTE: LOOK AT YOUR GOALS LOOK AT YOUR PERFORMANCE SEE IF YOUR BEHAVIOUR MATCHES YOUR GOALS

TAKE A MINUTE:

LOOK AT YOUR GOALS

LOOK AT

YOUR PERFORMANCE

SEE IF YOUR BEHAVIOUR

MATCHES YOUR GOALS

ONE MINUTE GOAL SETTING WHY ONE MINUTE GOAL SETTING WORKS? Have you seen people motivated to do work but unmotivated after work? “ FEEDBACK IS THE BREAKFAST OF THE CHAMPIONS’

WHY ONE MINUTE GOAL SETTING WORKS?

Have you seen people motivated to do work but unmotivated after work?

“ FEEDBACK IS THE BREAKFAST OF THE CHAMPIONS’

ONE MINUTE PRAISING What are our performance appraisals Systems? Put the accent on Positive than Negative. Do we give specific and timely feedback? Instant praise and rewards Let them feel the good feeling Shake hands or touch people

What are our performance appraisals Systems?

Put the accent on Positive than Negative.

Do we give specific and timely feedback?

Instant praise and rewards

Let them feel the good feeling

Shake hands or touch people

ONE MINUTE PRAISING HELP PEOPLE REACH THEIR FULL POTENTIAL CATCH THEM DOING SOMETHING RIGHT

HELP PEOPLE

REACH THEIR

FULL POTENTIAL

CATCH THEM

DOING SOMETHING RIGHT

ONE MINUTE PRAISING HOW ONE MINUTE PRAISING WORK Pigeon example Whale example Teaching children to walk and speak.

HOW ONE MINUTE PRAISING WORK

Pigeon example

Whale example

Teaching children to walk and speak.

ONE MINUTE PRAISING These examples illustrate that the most important thing in training somebody to become a winner is to catch them doing something right and gradually moving them towards a desired behaviour. What we do? We concentrate on catching them doing wrong things. This is called “Leave-alone-rebuke style”. People are managed poorly.

These examples illustrate that the most important thing in training somebody to become a winner is to catch them doing something right and gradually moving them towards a desired behaviour.

What we do? We concentrate on catching them doing wrong things.

This is called “Leave-alone-rebuke style”. People are managed poorly.

ONE MINUTE REPRIMAND The first half of the reprimand Tell people beforehand about feedback Reprimand immediately in specific terms Tell them how you feel about what they did wrong and let them feel

The first half of the reprimand

Tell people beforehand about feedback

Reprimand immediately in specific terms

Tell them how you feel about what they did wrong and let them feel

ONE MINUTE REPRIMAND The Second half of the reprimand Shake hands or touch: WHEN YOU TOUCH GIVE REASSURANCE, SUPPORT AND ENCOURAGEMENT. Remind them how much you value them Reaffirm that you think well of them but not of their performance in this situation Realize that when the reprimand is over, it’s over.

The Second half of the reprimand

Shake hands or touch: WHEN YOU TOUCH GIVE REASSURANCE, SUPPORT AND ENCOURAGEMENT.

Remind them how much you value them

Reaffirm that you think well of them but not of their performance in this situation

Realize that when the reprimand is over, it’s over.

ONE MINUTE REPRIMAND HOW ONE MINUTE REPRIMANDS WORK Most immediate reprimand. Performance review is an on going process not an annual ritual. Reprimand the behaviour only. Behaviour and worth are not the same things. Tough and nice in that sequence. Crisis intervention

HOW ONE MINUTE REPRIMANDS WORK

Most immediate reprimand.

Performance review is an on going process not an annual ritual.

Reprimand the behaviour only. Behaviour and worth are not the same things.

Tough and nice in that sequence.

Crisis intervention

ONE MINUTE REPRIMAND WE ARE NOT JUST OUR BEHAVIOUR WE ARE THE PERSON MANAGING OUR BEHAVIOUR

WE ARE NOT

JUST OUR BEHAVIOUR

WE ARE THE PERSON

MANAGING OUR BEHAVIOUR

ONE MINUTE REPRIMAND GOALS BEGIN BEHAVIOUR CONSEQUENCES MAINTAIN BEHAVIOUR

GOALS BEGIN

BEHAVIOUR

CONSEQUENCES

MAINTAIN BEHAVIOUR

SUMMARY You set One Minute Goals with your staff to make sure that they know what they are being held accountable for and what good performance look like. You then try to catch them doing something right so you can give them a One Minute Praising. And then, finally, if they have all the skills to do something right and they don’t, give then a One Minute Reprimand.

You set One Minute Goals with your staff to make sure that they know what they are being held accountable for and what good performance look like.

You then try to catch them doing something right so you can give them a One Minute Praising.

And then, finally, if they have all the skills to do something right and they don’t, give then a One Minute Reprimand.

SUMMARY The best minute I spend is the one I invest in people.

The best minute

I spend is

the one

I invest

in people.