Essence Of One Minute Management

Essence Of One Minute Management -From The Book “The One Minute Manager” Copyright@ Kenneth Blanchard & Spencer Johnson - Devanshu Shrivastava

Disclaimer
Content of this presentation does not intend to address any commercial interest by collating and re-publishing it. Also, the respective Copyrights are mentioned and maintained.

Introduction [Effective Manager]
“ The essence of knowledge is, having it, to use it..!”
Confucius .
There was a man who was searching for an Effective Manager”, with whom he could work with.
Well..There Are Two Kind of Managers exist:
Autocratic: Managers, who are interested in Results [Tough Managers]
Democratic: Managers, who are interested in People [Nice and Soft Managers]
What’s an Effective Manager?:
“ He, who Manage himself and the people he works with, for the profit of Organization and the People”.
Must be a combination of Autocratic and Democratic.

What One Minute Manager Means?
He/She Takes Not More Than A Minute To Interact And Guide His/Her Team Members.
A Manager Who Follows The Principles of “One Minute Management”.
3 Principles Of One Minute Management:
One Minute Goal Setting
One Minute Praising
One Minute Reprimand

One Minute Management
A very brief summary of:
The One Minute Manager’s “Game Plan”
How to give yourself & others “The Gift” of getting greater results in less time.
SET GOALS => PRAISE & REPRIMAND BEHAVIOURS => ENCOURAGE PEOPLE
SPEAK THE TRUTH, LAUGH, WORK, ENJOY !!
And Encourage the people you work with to do the same as you do..

One Minute Management Flow

3 Principles of One Minute Management:
1. One Minute Goal setting:
Agree on your goals.
See what good behaviour looks like.
Write out each of your goals on a single sheet of paper using less than 250 words (Apply 80-20 principle)
Read and re-read each goal, which requires only a minute or so each time you do it.
Take a minute every once in a while out of your day to look at your performance.
See whether or not your behaviour matches your goal. [Its very important that your behaviour should follow your goals.]

2. One Minute Praising:
“ Help People Reach Their Full Potential… Catch Them Doing Something Right”.
Tell People right from start that you are going to let them know how they are doing.
Praise people immediately. Don’t wait for appraisal discussion to praise the employee.
Tell people, what they did right – be specific.
Tell people how good you feel about what they did right, and how it helps the organization and the other people who work for them.
Stop for a moment of silence to let them feel, how good you feel.
Encourage them to do more of the same.
Shake hands or touch people in a way that makes it clear that you support their success in the organization.

3. One Minute Reprimand:
“ How to handle, when People make mistakes”
The One minute reprimand works well, when you:
Tell People beforehand that you are going to let them know how they are doing and in no uncertain terms.

The 1st Half of the reprimand:
Reprimand should be only and only “Behaviour - Centric”, not “Person – Centric”, i.e. comment on behaviour, noton person as such.
Reprimand people immediately.
Tell people what they did wrong – Be Specific.
Tell people “How do you feel” about what they did wrong – and in no uncertain terms.
Stop for a few seconds of uncomfortable silence to let them feel how you feel.
The 2nd Half of the reprimand:
Shake hands, or touch them in a way that lets them know you are honestly on their side.
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.

General Points:
“ The Best Minute I Spend Is The One I Invest In People.”
“ Everyone is a potential winner. Some people are disguised as Loosers. Don’t let their appearance Fool you”.
“ We are not just our behaviour, we are the person Managing our behaviour.”
“ Goals begin behaviours. Consequences maintain behaviours.”
To increase productivity:
Catch freshers doing it right, and slowly raise the bar.
After genuine reprimand, there should be a behaviour – centric praise needed (not “Person - Centric”).
One Min. 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.

~ THE END ~

Essence Of One Minute Management

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