The one minute manager: Lessons Learned


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Presentation about what I've learned reading the book "the one minute manager"

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The one minute manager: Lessons Learned

  1. 1. Lessons LearnedAndré Faria Gomes@andrefaria
  2. 2. 13 million copies and has been translated into more than 37 languagesRead the Book!
  3. 3. People Who Feel Good About ThemselvesProduce Good Results. If in doubt, just think about yourself...
  4. 4. AgendaOne Minute Goal SettingOne Minute PraisingsOne Minute Reprimand
  5. 5. One Minute Goal SettingMake clear what ourresponsibilities are and what we are being held accountable for.
  6. 6. No SurprisesThe philosophy of the One Minute Goal Setting “Everyone knows what is expected from the beginning.”
  7. 7. 1 Agree on your goals.
  8. 8. 2 See what good behavior looks like.
  9. 9. 3 Write out each of your goals on a single sheet of paper using less than 250 words.
  10. 10. 4 Read and re-read each goal, which requires only a minute or so each time you do it.
  11. 11. Take a minute every once in awhile out of your day to look at your performance 5
  12. 12. 6 See whether or not yourbehavior matches your goal.
  13. 13. One Minute Praisings Help People Reach Their Full Potential Catching Them Doing Something Right
  14. 14. 1 Tell people up front that you are going to let them know how they are doing.
  15. 15. 2 Praise people immediately.
  16. 16. 3 Tell people what they did right (be specific).
  17. 17. 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.
  18. 18. 5 Stop for a moment of silence to let them “feel” how good you feel.
  19. 19. 6 Encourage them to do more of the same.
  20. 20. 7 Shake hands or touch people in a way that makes it clear that you support their success in the organization.
  21. 21. One Minute Reprimand When things go wrong
  22. 22. 1 Tell people up front that you are going to let them know how they are doing.
  23. 23. 2 Reprimand people immediately.
  24. 24. 3 Tell people what they did wrong–be specific.
  25. 25. 4 Tell people how you feel about what they did wrong–and in no uncertain terms.
  26. 26. 5 Stop for a few seconds of uncomfortable silence to let them feel how you feel.
  27. 27. 6 Shake hands, or touch them in a way that lets them know you are honestly on their side.
  28. 28. Remind them how much you 7 value them.
  29. 29. Reaffirm that you think well ofthem but not of their performance in this situation. 8
  30. 30. 9 Realize that when the reprimand is over, it’s over.
  31. 31. Everyone Is APotential Win ner Some People Are Disguised As Losers, Don’t Let Their Appearances Fool You
  32. 32. You can either hire a winner (can be hard to find andexpensive to hire and keep) or hire someone with potential to be a winner and then systematically train them
  33. 33. Look At Your Goals, Look At Your Performance. See If Your Behavior Matches Your GoalsTake A Minu te
  34. 34. thanks @andrefaria