Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

The One Minute Manager


Published on

This is another bookie I made based on the book "The One Minute Manager". It's a classic book on leadership and managing a team.

Published in: Business, Technology
  • Be the first to comment

The One Minute Manager

  2. 2. People and results go hand in hand
  3. 3. People who feel good about themselves Produce good results
  4. 4. The One Minute Manager -- takes very little time to get very big results from people
  5. 5. One Minute Goal Setting The foundation for One Minute Management
  6. 6. “If you start right, you end right.” –Unknown
  7. 7. GOAL SETTING MECHANICS 1. Agree on your Goals 2. Define them in behavioral terms. Meaning observable and measurable goals 3. Each goal and its performance standard is recorded on no more than one page 4. A goal should take no more than 250 words to express 5. Make two copies, one for the manager and one for the person 6. Once a day, read and re-read your goals and look at your performance 7. See whether or not your behavior matches your goal 8. Use the 80/20 rule. 80% of your results will come from 20% of your goals 9. With that in mind set 3 to 6 goals total per period (quarterly)
  8. 8. Make sure to spend a fair amount of time with people when they are assigned a new task or responsibility
  9. 9. Have the person provide detailed notes of their progress on frequent basis This allows you to -- Catch them doing something right!
  10. 10. “The number one motivator of people is feedback on results.” –The One Minute Manager
  11. 11. The One Minute Praising The second secret to becoming a One Minute Manager
  12. 12. “Help people reach their full potential. Catch them doing something right!" –The One Minute Manager
  13. 13. PRAISING MECHANICS 1. Be immediate, praise as soon as they've done something right 2. Be specify, tell the person exactly what they did right 3. Be sincere, tell them how good you feel about what they did right and how it helps the organization and others 4. Be silent, pause for a moment of silence to let them feel how good you feel 5. Be encouraging, encourage them to do more of the same 6. Shake hands or touch the person. Only when providing, reassurance, support or encouragement. Be honest. 7. Be consistent, do it frequently at first then continue praising as a regular thing when you see your staff doing the right things
  14. 14. Productivity is more than just the quantity of work, it's also the quality of the work
  15. 15. Quality is giving people the product or service they really want and need
  16. 16. “Tell people beforehand that you are going to let them know how they are doing in no uncertain terms.” –The One Minute Manager
  17. 17. The One Minute Reprimand The third secret to becoming a One Minute Manager
  18. 18. • Telling people what they did wrong • Telling people how you feel about it • Reminding people that the are valuable and worthwhile
  19. 19. REPRIMAND MECHANICS 1. CONFIRM the facts 2. Reprimand the person immediately 3. Tell the person precisely what they did wrong. Be specific 4. Share with them how you feel about it: "the action" not the person 5. Stop a few I seconds of uncomfortable silence to let them feel how you feel 6. Shake hands or touch the person in a way that lets them know you are honestly on their side 7. Remind the person how much you respect and value them 8. Reaffirm that you think well of them but not their performance in this situation 9. Realize that when the reprimand is over, it's over
  20. 20. Everyone makes mistakes now and then Reprimands should be fair. They should always be directed at the behavior and not the person
  21. 21. If an inexperienced person doesn't perform as expected don't punish them Go back to One a Minute goal setting and make sure they understand what is expected of them and that they have seen what good behavior looks like
  22. 22. Managing people doesn't take as long as you'd think "The best minute I spend is the one I invest in people" –The One Minute Manager
  23. 23. Become a One Minute Manager
  24. 24. • Set One Minute Goals • Give One Minute Praising's • Give One Minute Reprimands • Ask brief, important questions • Speak simple truth, laugh, work and enjoy • And most important of all... • Encourage your people to do the same
  25. 25. Other tidbits from the One Minute Manager
  26. 26. WEEKLY SCHEDULED MEETINGS • On Wednesdays from 9:00am until 11:00am • Listen while people review and analyze • What they accomplished last week • The problems they had • What still needs to be accomplished • Develop plans and strategies for next week • Decisions made are binding
  27. 27. One Minute Managers Don't solve your problems They teach you to solve problems
  28. 28. ON HIRING 1. Hire winners -- they're harder to find and cost more money but they're worth it! 2. Hire someone with the potential to be a winner. Then systematically train that person to be a winner If the candidate does not fall under one of the two categories above don't hire them!
  29. 29. 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 BEHAVIORS – ENCOURAGE PEOPLE SPEAK THE TRUTH – LAUGH – WORK – ENJOY and encourage the people you work with to do the same as you do! START Set New GOALS Review, Clarify & Agree On the GOALS WITH ONE MINUTE GOALS (On 1 sheet & read in 1 minute) GOALS Achieved (or any part of the goals) GOALS Not Achieved (or any part of the goals) YOU WIN! YOU LOSE Proceed to Go back to GOALS once then Proceed to ONE MINUTE PRAISINGS • • • • • • • Praise the behavior (with true feelings) Do it soon Be specific Tell the person what they did right And how you feel about it Encourage the person (with true feelings) Shake hands, and PROCEED WITH SUCCESS ONE MINUTE REPRIMANDS • • • • • • • Reprimand the behavior Do it soon Be specific Tell the person what they did wrong And how you feel about it Encourage the person (with true feelings) Shake hands, and RETURN TO START
  30. 30. “Read the book” THE ONE MINUTE MANAGER -- Ken Blanchard and Spencer Johnson