One minute-leadership

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My international publication on the topic of Leadership

Published in: Business, Education

One minute-leadership

  1. 1. One-Minute-Leadership Ch. Abdul Hannan Aziz Dhanoa
  2. 2. Reference During my CIAC – Contact Center Management Certification i studied a Management Concept ”One-Minute-Management” by Mr. Kenneth and Mr. Spencer , but I had few doubts and questions about it. After long discussions with effective managers and research I found this just nothing but a fire fight. Well further i have reshaped this study and has turned it into an effective way of leadership with ”Happy People and Happy Organization” perspective.
  3. 3. ” People Who Feel Good About Them Selves, Produce Good Results”
  4. 4. One-Minute-Leadership <ul><li>One-Minute-Goals Setting </li></ul><ul><li>One-Minute-Coaching </li></ul><ul><li>One-Minute-Praising </li></ul><ul><li>One-Minute-Reprimands </li></ul><ul><li>One-Minute-Investment </li></ul>
  5. 5. One-Minute-Goals Setting <ul><li>Agree on your goals. </li></ul><ul><li>See what good behavior looks like. </li></ul><ul><li>Write out each of your goals on a single sheet of paper using less than 250 words. </li></ul><ul><li>Read and re-read each goal, which requires only a minute or so each time you do it. </li></ul><ul><li>Take a minute every once in a while out of your day to look at your performance, and See whether or not your behavior matches your goal. </li></ul>
  6. 6. One-Minute-Coaching <ul><li>Coach how to use available resources to achieve goals </li></ul><ul><li>Coach which business behavior is required to achieve goals </li></ul><ul><li>Demonstrate business behavior using with examples and self practice. </li></ul>
  7. 7. One-Minute-Praising ” Help People Reach Their Full Potential, Catch Them Doing Some Thing Good”
  8. 8. One-Minute-Praising <ul><li>Tell people up front that you are going to let them know how they aredo doing. </li></ul><ul><li>Praise people immediately. </li></ul><ul><li>Tell people what they did right—be specific. </li></ul><ul><li>Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there. </li></ul><ul><li>Stop for a moment of silence to let them “ feel ” how good you feel. </li></ul><ul><li>Encourage them to do more of the same. </li></ul><ul><li>Shake hands or touch people in a way that makes it clear that you support their success in the organization. </li></ul>
  9. 9. One-Minute-Reprimands <ul><li>Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms. </li></ul><ul><li>The First Half of the Reprimand: </li></ul><ul><li>Reprimand people immediately. </li></ul><ul><li>Tell people what they did wrong—be specific. </li></ul><ul><li>Tell people how you feel about what they did wrong—and in no uncertain terms. </li></ul><ul><li>Stop for a few seconds of uncomfortable silence to let them feel how you feel. </li></ul>
  10. 10. One-Minute-Reprimands <ul><li>The Second Half of the Reprimand: </li></ul><ul><li>Shake hands, or touch them in a way that lets them know you are honestly on their side. </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>
  11. 11. One-Minute-Reprimands <ul><li>The Third Half of the Reprimand: </li></ul><ul><li>Help them See the difference between What is Actually Happening & What is Desired to Happen </li></ul><ul><li>Help them Redefine Goals by splitting previously set goals into further short term goals. </li></ul><ul><li>Help them looking for Multiple Solutions for achievement & Analyse Them </li></ul><ul><li>Help them Choose the Best Solution </li></ul>
  12. 12. One-Minute-Investment ” The Best Minute I Spend, Is The One I Invest In People”
  13. 13. One-Minute-Investment <ul><li>One-Minute-Followup/Feedback </li></ul><ul><ul><li>Ask them what they are doing </li></ul></ul><ul><ul><li>Ask their Opinion & Interest </li></ul></ul><ul><ul><li>Show them stats and progress of their work </li></ul></ul><ul><li>Training Investment </li></ul><ul><ul><li>If people get results, then it certainly makes good sense to invest in people. </li></ul></ul>
  14. 14. Thank You ” Every resource is a valuable resource, Difference is of behaviors, How you revolve them from emotional to Business”

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