One Minute Manager

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One Minute Manager

  1. 1. the one minute manager -Ken Blanchard -Spencer Johnson
  2. 2. Overview <ul><li>The three secrets of one minute management and their summary </li></ul><ul><li>Why these three secrets work and some examples </li></ul><ul><li>The Game Plan – One Minute Manager </li></ul>
  3. 3. The First Secret: ONE MINUTE GOALS <ul><li>The foundation for One Minute Management </li></ul><ul><li>80-20 goal-setting rule </li></ul><ul><li>Behavioural terms (observable, measurable) </li></ul><ul><li>Versus </li></ul><ul><li>Complaining (attitudes or feelings) </li></ul>
  4. 4. Summary: ONE MINUTE GOALS <ul><li>Agree on your goals </li></ul><ul><li>See what good behaviour 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 one 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 </li></ul><ul><li>See whether or not your behaviour matches your goal. </li></ul>
  5. 5. The Second Secret: ONE MINUTE PRAISINGS <ul><li>Try to catch them doing something right </li></ul><ul><li>Crystal-clear feedback; Tell precisely what was right </li></ul><ul><li>Close contact </li></ul><ul><li>Habit: To catch yourself doing things right </li></ul><ul><li>“People who feel good about themselves produce good results” </li></ul>
  6. 6. Summary: ONE MINUTE PRAISINGS <ul><li>Tell people right from the start that you are going to let them know how they are doing. </li></ul><ul><li>Praise people immediately. </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>
  7. 7. The Third Secret: ONE MINUTE REPRIMANDS <ul><li>Reprimand as soon as something wrong is done </li></ul><ul><li>Specify exactly what was wrong </li></ul><ul><li>Don’t attack anyone as a person only behaviour </li></ul><ul><li>Be consistent </li></ul>
  8. 8. Summary: ONE MINUTE REPRIMANDS <ul><li>1.Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms. </li></ul><ul><li>TWO PARTS OF ONE MINUTE REPRIMANDS </li></ul><ul><li>The first half of the reprimand </li></ul><ul><li>The second half of the reprimand </li></ul>
  9. 9. - The first half of the reprimand: <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. - The second half of the reprimand: <ul><li>Shake hands, or touch them in a way that lets them know your 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. Why One Minute Goals Work <ul><li>The pinball game </li></ul><ul><li>New member in sourcing group </li></ul>
  12. 12. Why One Minute Praisings Work <ul><li>Sea aquarium shows – a huge whale jumping over a rope which is high above the water. </li></ul><ul><li>New member in TAG group whose goals are already defined </li></ul>
  13. 13. Why One Minute Reprimands Work <ul><li>Children committing mistakes </li></ul><ul><li>New member in TAG group whose goals are already defined </li></ul>
  14. 14. Game Plan: ONE MINUTE MANAGER One Minute Goal Setting Goals Achieved (or any part of goals) Goals Not Achieved (why not?) ATTITUDE PROBLEM GOALS UNCLEAR One Minute Praisings One Minute Repriands Set New Goals Redirect & Review Goals Clarify & Review Goals Start Here Won’t Can’t

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