SKK: ONE MINUTE MANAGER

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PRESENTATION BY SUNIL KOHLI ON THE MAN MANAGEMENT SUBJECT: ONE MINUTE MANAGER

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SKK: ONE MINUTE MANAGER

  1. 1. ONE MINUTE MANAGER SUNIL K KOHLI, IDAS NDC
  2. 2. MAN MANAGEMENT WHY PEOPLE?
  3. 3. PEOPLE: <ul><li>THE MOST IMPORTANT RESOURCES </li></ul>
  4. 4. KINDS OF MANAGERS <ul><li>TOUGH </li></ul><ul><li>AUTOCRATIC MANGER </li></ul><ul><li>BOTTOM LINE MANAGER </li></ul><ul><li>HARD-NOSED MANAGER </li></ul><ul><li>REALISTIC MANAGER </li></ul><ul><li>PROFIT MINDED MANAGER </li></ul>
  5. 5. KINDS OF MANAGERS <ul><li>NICE MANAGERS </li></ul><ul><li>DEMOCRATIC MANAGER </li></ul><ul><li>PARTICIPATIVE </li></ul><ul><li>SUPPORTIVE </li></ul><ul><li>CONSIDERATE </li></ul><ul><li>HUMANISTIC </li></ul>
  6. 6. What is an “Effective Manager”? <ul><li>Those who manage themselves and people they work with so that both the organization and the people profit from their presence. </li></ul>
  7. 7. SECRET OF MANAGING PEOPLE <ul><li>ONE MINUTE GOAL SETTING </li></ul><ul><li>ONE MINUTE PRAISING </li></ul><ul><li>ONE MINUTE REPRIMAND </li></ul>
  8. 8. ONE MINUTE GOAL SETTING <ul><li>PROBLEM </li></ul><ul><ul><li>Different perceptions </li></ul></ul><ul><ul><li>Ambiguous </li></ul></ul><ul><ul><li>Performance Standards are not clear </li></ul></ul><ul><ul><li>We talk only in terms of Attitudes or Feelings and not in Observable, Measurable terms. </li></ul></ul>
  9. 9. ONE MINUTE GOAL SETTING <ul><li>One Minute Goal Setting is simply: </li></ul><ul><li>Agree on your goals. </li></ul><ul><li>See what good behaviour looks like. </li></ul><ul><li>Write out your goals. </li></ul><ul><li>Read and re-read your goals. </li></ul><ul><li>Monitor your performance with reference to goals. </li></ul><ul><li>See whether or not your behaviour matches with your goals. </li></ul>
  10. 10. ONE MINUTE GOAL SETTING <ul><li>PEOPLE WHO FEEL </li></ul><ul><li>GOOD ABOUT </li></ul><ul><li>THEMSELVES </li></ul><ul><li>PRODUCE </li></ul><ul><li>GOOD RESULTS </li></ul>
  11. 11. ONE MINUTE GOAL SETTING <ul><li>EVERYONE IS A </li></ul><ul><li>POTENTIAL WINNER </li></ul><ul><li>SOME PEOPLE </li></ul><ul><li>ARE DISGUISED </li></ul><ul><li>AS LOSERS, </li></ul><ul><li>DON’T LET </li></ul><ul><li>THEIR APPEARANCES </li></ul><ul><li>FOOL YOU. </li></ul>
  12. 12. ONE MINUTE GOAL SETTING <ul><li>TAKE A MINUTE: </li></ul><ul><li>LOOK AT YOUR GOALS </li></ul><ul><li>LOOK AT </li></ul><ul><li>YOUR PERFORMANCE </li></ul><ul><li>SEE IF YOUR BEHAVIOUR </li></ul><ul><li>MATCHES YOUR GOALS </li></ul>
  13. 13. ONE MINUTE GOAL SETTING <ul><li>WHY ONE MINUTE GOAL SETTING WORKS? </li></ul><ul><li>Have you seen people motivated to do work but unmotivated after work? </li></ul><ul><li>“ FEEDBACK IS THE BREAKFAST OF THE CHAMPIONS’ </li></ul>
  14. 14. ONE MINUTE PRAISING <ul><li>What are our performance appraisals Systems? </li></ul><ul><li>Put the accent on Positive than Negative. </li></ul><ul><li>Do we give specific and timely feedback? </li></ul><ul><li>Instant praise and rewards </li></ul><ul><li>Let them feel the good feeling </li></ul><ul><li>Shake hands or touch people </li></ul>
  15. 15. ONE MINUTE PRAISING <ul><li>HELP PEOPLE </li></ul><ul><li>REACH THEIR </li></ul><ul><li>FULL POTENTIAL </li></ul><ul><li>CATCH THEM </li></ul><ul><li>DOING SOMETHING RIGHT </li></ul>
  16. 16. ONE MINUTE PRAISING <ul><li>HOW ONE MINUTE PRAISING WORK </li></ul><ul><li>Pigeon example </li></ul><ul><li>Whale example </li></ul><ul><li>Teaching children to walk and speak. </li></ul>
  17. 17. ONE MINUTE PRAISING <ul><li>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. </li></ul><ul><li>What we do? We concentrate on catching them doing wrong things. </li></ul><ul><li>This is called “Leave-alone-rebuke style”. People are managed poorly. </li></ul>
  18. 18. ONE MINUTE REPRIMAND <ul><li>The first half of the reprimand </li></ul><ul><li>Tell people beforehand about feedback </li></ul><ul><li>Reprimand immediately in specific terms </li></ul><ul><li>Tell them how you feel about what they did wrong and let them feel </li></ul>
  19. 19. ONE MINUTE REPRIMAND <ul><li>The Second half of the reprimand </li></ul><ul><li>Shake hands or touch: WHEN YOU TOUCH GIVE REASSURANCE, SUPPORT AND ENCOURAGEMENT. </li></ul><ul><li>Remind them how much you value them </li></ul><ul><li>Reaffirm that you think well of them but not of their performance in this situation </li></ul><ul><li>Realize that when the reprimand is over, it’s over. </li></ul>
  20. 20. ONE MINUTE REPRIMAND <ul><li>HOW ONE MINUTE REPRIMANDS WORK </li></ul><ul><li>Most immediate reprimand. </li></ul><ul><li>Performance review is an on going process not an annual ritual. </li></ul><ul><li>Reprimand the behaviour only. Behaviour and worth are not the same things. </li></ul><ul><li>Tough and nice in that sequence. </li></ul><ul><li>Crisis intervention </li></ul>
  21. 21. ONE MINUTE REPRIMAND <ul><li>WE ARE NOT </li></ul><ul><li>JUST OUR BEHAVIOUR </li></ul><ul><li>WE ARE THE PERSON </li></ul><ul><li>MANAGING OUR BEHAVIOUR </li></ul>
  22. 22. ONE MINUTE REPRIMAND <ul><li>GOALS BEGIN </li></ul><ul><li>BEHAVIOUR </li></ul><ul><li>CONSEQUENCES </li></ul><ul><li>MAINTAIN BEHAVIOUR </li></ul>
  23. 23. SUMMARY <ul><li>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. </li></ul><ul><li>You then try to catch them doing something right so you can give them a One Minute Praising. </li></ul><ul><li>And then, finally, if they have all the skills to do something right and they don’t, give then a One Minute Reprimand. </li></ul>
  24. 24. SUMMARY <ul><li>The best minute </li></ul><ul><li>I spend is </li></ul><ul><li>the one </li></ul><ul><li>I invest </li></ul><ul><li>in people. </li></ul>

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