The document summarizes the key ideas from "The One Minute Manager" book about an effective management technique involving one minute goal setting, praising, and reprimanding. The technique advocates setting clear and concise goals that can be read in one minute. It also recommends praising employees within one minute for achievements and correcting mistakes in two 30-second phases - stating the issue and encouraging improvement. The document provides examples and quotes highlighting that investing brief but focused time with employees can boost performance and potential.

1. By
Kenneth Blanchard, Ph.D
&
Spencer Johnson, M.D.
Presented by
Saranya
Arun
Pravin
Ram
Kumar

2. INTRODUCTION
Young man is searching for a good manager.
He didn’t find anyone who impressed him.
One some occasion he found a manager called
“ONE MINUTE MANAGER”.
He used to find the qualities behind him.

3. QUOTE
“People Who Feel Good
About Themselves –
Produce Good Results”

4. Three Secrets
One Minute Goal Setting
One Minute Praising
One Minute Reprimand

5. One Minute Goal Setting

6. “Little time equals big results”
The goals should be no more than 250 words so that
you are able to read it in one minute.
Agree on the goals.
See what good behaviour looks like.

7. Example

8. Quote
“Everyone Is A Potential
Winner,
Some People are Disguised
as Losers,
Don’t Let Their
Appearances Fool You”

9. One Minute Praising
One minute praising requires the manager to
give crystal-clear feedback to their employees.
Catch them doing right and praise them.
Tell people what they did right and be specific.

10. Encourage them to do more of the same

11. Example
Praising= less turnover

12. Quote
“Help People Reach
Their Full Potential –
Catch Them Doing
Something Right”

13. One Minute Reprimands
This step is crucial and in two part.
( first half minute and second half minute.)

14. In first half minute of reprimand ,
Reprimand people immediately.
Tell people what they did wrong and be specific.

15. In first half minute of reprimand ,
Tell people how you feel about what they did wrongin no uncertain terms.
Stop for a few seconds of uncomfortable silence let
them feel what you feel.

16. The second half of the reprimand,
Encourage them and remind them how
much you still value them as a person.
Realize that when the reprimand is over,
it’s over.

17. Quote

19. It only takes a minute
Take a minute…….
Look at your goals ……
Look at your Performance …..
See your behaviour matches your
goals”
It only takes a minute…..

20. Closing Comment
“The best minute I spend
is the one I invest in
people”

21. Thank you