New Version<br />Kenneth Blanchard, Ph.D. Spencer Johnson, M.D.<br />
The One Minute Manager is an easily <br />read story which quickly shows you <br />three very practical management techniques. As the story unfolds, <br />you will discover why these apparently simple methods work so well with so many people. By the book’s end you will also know how to apply them to your own situation.<br />
Autocratic: Managers, who are interested in Results[Tough Managers]<br /><ul><li>They always keep on top of the situation
Their organizations seemed to win while their people lost</li></ul>Democratic: Managers, who are interested in People [Nice and Soft Managers]<br /><ul><li>They are participative, supportive and nice individuals
They want to be more close to their subordinates
They give more importance to people than results</li></li></ul><li>He, who Manage himself and the people he works with, for the profit of Organization and the People.<br />The young man thought each of these managers—the “tough” autocrat and the “nice” democrat—were only partially effective.<br />“It’s like being half a manager” he thought. <br />Still the quest continues until he finds a manager who might have the answers to his confusions… <br />What’s an Effective Manager?:<br />Effective managers, manage themselves and the people they work with so that both the people and the organization profit from their presence.<br />Must be a combination of Autocratic and Democratic.<br />
Effective managers, manage themselves and the people they work with so that both the people and the organization profit from their presence. They called themselves, “one minute manager”<br />
Why is he called a “One Minute Manager”? <br />It is because it takes very little time for him to get very big results from people.<br />The “One Minute Manager” is a simplecompilation of commonly used managementprinciples.<br />It is all about how people produce valuableresults, and feel good about themselves, theorganization and the other people with whomthey work.<br />This story revolves around a young man who inhis search of an effective manager, came toknow how a person can be a one minute manger.<br />He was asked to talk with effective manager’s 3 subordinates.<br />
“How the manager is one minute manager?” The young man asked<br />Ternell replied that, this is because the manager helped him in One minute goal setting. Ternell explained –Decide your goal and write it on single sheet of paper using less than 250 words<br />Levy told him – “because our manager give us one minute praising” Levy started talking about the one minute praising with the young man and said the one minute manager made it very clear what they were suppose to do. The one minute manager provided them with feedback and kept close contact with them<br />Ms. Brown said about “One Minute Reprimands” as the third step of being a One Minute Manager. Ms. Brown explained “Manager searched for every significant mistake done by his employees. He confirmed the facts and responded immediately by telling the guilty person about the mistake precisely.”<br />“ Then he maintained silence for few seconds and told the concerned person how competent he/she was. Then he told the concerned person that he did so because he had respect for them. Advices the concerned person not to repeat the mistake and then kidded for few seconds which created a positive effect.”<br />
The best minute I spend is the one I invest in people. <br />The Secrets of One Minute Manager<br /><ul><li> First Secret : One minute goal setting
Third Secret : One minute reprimands</li></ul>The One Minute Manager doesn’t make decisions for others, rather encourage them to take their own decisions.<br />
You Will Learn<br />Reduce Stress Levels<br />Increase Productivity<br />Simplify Your Life<br />
People who feel good about themselves produce good results.<br />“It’s ironic that most companies spend 50% to 70% of their money on people’s salaries. And yet they spend less than 1% of their budget to train their people. Most companies, in fact, spend more time and money on maintaining their buildings and equipment than they do on maintaining and developing their own people”.<br />Observation shows that here results are more important than the people themselves<br />How Do You Feel?<br />Question – When is it that you work the best?<br />Answer – When you feel good about your job and about yourself.<br />
You can set One Minute Goal setting<br />You can give One Minute Praising<br />You can give One Minute Reprimands<br />You can also speak the simple truth, <br />You can laugh and you can enjoy your work.<br />
Do one minute goal setting in not more than 250 words on a single sheet of paper.<br />One Minute Goals<br />Goals should be printed and kept for review.<br />Goals should not exceed one page – no more than 250 words.<br />Goals should be clear and concise.<br />80/20 Rule – 80% of your results will come from 20% of your goals.<br />Solving Problems<br />Problems should be explored in definable measurable terms.<br />If you can’t explain what you would like to happen, then you don’t have a problem. You are just complaining.<br />A problem only exists if there is a difference between what is actually happening and what you desire to be happening.<br />Employees are hired to do their job!<br />Why bother hiring someone to do a job if you plan on doing the job for them.<br />Teach employees to solve their own problems, give them the questions and methodologies in order to solve day to day problems and issues.<br />Confirm your faith in their ability.<br />
80-20 goal-setting rule : That is, 80% of your really important results will come from 20% of your goals. So you only do One Minute Goal Setting on that 20%<br />
Goals begin behaviors. Consequences maintain behaviors.<br />That goal can be read within a minute. The Manager and his subordinate both keep a copy so everything is clear and so they can both periodically check the progress.<br />
“One minute goals work, because <br /> everyone is motivated to do <br /> something.”<br />
Take a minute, look at your goals, look at your performance. See if your behavior matches your goals. <br />One Minute Goal Setting is simply:<br />1. Agree on your goals.<br />2. See what good behavior looks like.<br />3. Write out each of your goals on a single sheet of paper using less than 250 words.<br />4. Read and re-read each goal, which requires only a minute or so each time you do it.<br />5. Take a minute every once in a while out of your day to look at your performance, and<br />6. See whether or not your behavior matches your goal.<br />
We are not just our behavior. We are the person managing our behavior.<br />Manager – It surely works, in case of any indiscipline or mis-behavior or if someone had mistaken.<br />It is just like giving performance review, it improves future behavior.<br />To increase productivity:<br /> Catch fresher doing it right, and slowly raise the bar. <br /> After genuine reprimand, there should be a behavior – centric <br /> praise needed (not “Person - Centric”).<br />
One Minute manager works well, when you really care for the person’s welfare. Nobody ever really works for anybody else. Help people work better and they benefit the company.<br />
Help people reach their full potential. Catch them doing something right.<br />Communicate Clearly!<br />Make clear in no uncertain terms when someone is doing well and when someone is doing poorly.<br />People will go so far for money, however will go the extra mile for praise and recognition.<br />Management Style!<br />Most managers do not manage this way.<br />Employees may not know how to respond to such direct treatment.<br />One Minute Praise<br />Help people reach their full potential, catch them doing something right.<br />Give them brief but sincere praise.<br />Reinforce their abilities.<br />Use contact to reinforce your confidence.<br />Employees will learn to praise themselves and continue to reinforce your confidence.<br />
“Share feelings about what they did right and how it helps the organization and the other people who work there.” <br />He had close contact in two ways.<br />First, he observed all our activities.<br />Secondly, he made us keep detail record of our progress and asked to submit it to him.<br />By this Levy earlier thought that one minute manager was spying, but later he found that the manager was trying to catch us doing something right. <br />
Feedback is the breakfast of champions.<br />Tough on performance not tough on the person!!!<br /><ul><li> It becomes a lot easier for you to do well, if you got crystal-clear feedback from the manager on how you were doing.
He wants you to succeed, and to be a big help to the organization and to enjoy your work.
The manager would try, therefore, to let you know in no uncertain terms when you were doing well, and when you were doing poorly
He would try to catch you doing something right.
In most organizations the managers spend most of their time catching people doing something wrong.</li></li></ul><li>IF YOU DID SOMETHING RIGHT then…<br />One minute manager then comes and puts his hand on our shoulder. He does it because he cares for us and wants us to prosper. You don’t have to praise someone for long for them to know you notice and you care. It takes less then one minute. <br />
Take a minute, look at your goals, look at your performance. See if your behavior matches your goals. <br />The One Minute Praising works well when you:<br />1. Tell people up front that you are going to let them know how<br />they are doing.<br />2. Praise people immediately.<br />3. Tell people what they did right—be specific.<br />4. Tell people how good you feel about what they did right.<br />5. Stop for a moment of silence to let them “feel” how good you feel.<br />6. Encourage them to do more of the same.<br />7. Shake hands or touch people in a way that makes it clear that you support their success in the organization.<br />
Do both praising and reprimanding immediately and don't wait till the annual appraisals. <br />One Minute Reprimand<br />When, Why …<br />Reprimand only immediately after becoming aware of a problem / issue that requires a reprimand.<br />Reprimand only if you have actual knowledge of an issue. Never rely on third party information.<br />Always reprimand one-on-one and never in the presence of other employees.<br />… & How<br />Sit with the person, not across and please don’t make the person feel inferior.<br />Look the person right in the eye and express not only what they did wrong, but how you feel.<br />Reprimand the action and not the person. Show your trust in the person and that you have respect for them and the ability.<br />… & How<br />Have the person being reprimanded agree that there will not be a repeat of the same problem.<br />Reinforce your faith in the employees ability. Make sure they know you are on top of things.<br />End on a positive note.<br />
In most organizations Managers wait until their people do something right before they praise them, as a result they never get high performance because they concentrate on catching them doing things wrong. Rather they punish them if they had done something wrong.<br />
Praise in public when people do the right things and Reprimand in private when people do something wrong. <br />Important points:<br />He usually gives me the reprimand as soon as I’ve done something wrong.<br />Since he specifies exactly what I did wrong, I know he is ‘on top of things’ and that I’m not going to get away with sloppiness.<br />Since he doesn’t attack me as a person—only my behavior—it’s easier for me not to become defensive. I don’t try to rationalize away my mistake by fixing blame on him or somebody else. I know he is being fair.<br />He is consistent<br />
IF YOU DID SOMETHING WRONG then…<br />One minute manager comes to you and confirms the facts. He might put his hand on your shoulder or maybe just come around to your side of the desk. He looks you straight in the eye and tells you precisely what you did wrong. And then he shares how he feels about it – he’s angry, annoyed, frustrated or whatever he is feeling. Amazingly, all that course doesn’t take more than a minute!<br />
Take a minute, look at your goals, look at your performance. See if your behavior matches your goals. <br />One Minute Reprimand – Reviewed<br />1. Tell people before hand that you will in no uncertain terms tell them how they are doing.<br />2. Reprimand people immediately.<br />3. Tell them what they did specifically wrong .<br />4. Shake hands, touch shoulder, let them know you are honestly on their side.<br />5. Reaffirm that you value them as a person and employee but not their performance or actions<br />6. When the reprimand is over it is over.<br />
Everyone is a potential winner. Some people are disguised as losers. Don't let their appearances fool you.<br />“Tough and Nice” manager vs. “Nice and Tough” manager<br />“Why wouldn’t you give the praising first and then the reprimand?” suggested the young man.<br />It is not, because “I am really tough and nice as a manager”<br />
This means we have to manage people and not just their recent behavior. My Aim while giving One Minute reprimand is – to eliminate the behavior and keep the person. Even the second half of my reprimand is praising.<br />
Young man said now I understand “how goals-one minute goals and consequences-the praising and the reprimands-affect people’s behavior.”<br />One Minute manager said-I like you young man,<br />“How would you like to go to work here?”.<br />“I had love to work here” –young man replied.<br />The time the special manager had invested in him<br />Paid off. Because eventually, the inevitable happened.<br />
Summary of One Minute Management<br />The best minute I spend is the one I invest in people.<br />People who feel good about themselves produce good results.<br />Do one minute goal setting in not more than 250 words on a single sheet of paper.<br />Take a minute, look at your goals, look at your performance. See if your behavior matches your goals.<br />Goals begin behaviors. Consequences maintain behaviors.<br />We are not just our behavior. We are the person managing our behavior.<br />Help people reach their full potential. Catch them doing something right.<br />Feedback is the breakfast of champions.<br />Do both praising and reprimanding immediately and don't wait till the annual appraisals.<br />Praise in public when people do the right things and Reprimand in private when people do something wrong. <br />Everyone is a potential winner. Some people are disguised as losers. Don't let their appearances fool you.<br />
He became a one minute manager <br />He set one minute goals,<br />He gave one minute praising,<br />He gave one minute reprimand,<br />He encouraged the people <br />he worked with to do the same,<br />Thus the entire organization<br />become more effective.<br />Thank You Very Much<br />Sompong Yusoontorn<br />
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