The document outlines the principles of The One Minute Manager approach to management. It discusses setting goals using one minute goal setting, with goals defined behaviorally and measurable. It also covers praising employees for achieving goals using one minute praisings immediately after they do something right. Managers are instructed to reprimand mistakes using one minute reprimands by addressing the behavior, not the person. The overall approach aims to get big results from employees in very little time through these quick goal setting, praising, and reprimanding techniques.

1. THE ONE
MINUTE
MANAGER

2. People and results go hand in hand

3. People who feel good about
themselves
Produce good results

4. The One Minute Manager -- takes very little time
to get very big results from people

5. One Minute Goal
Setting
The foundation for One Minute Management

6. “If you start right, you end right.”
–Unknown

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. Make sure to spend a fair amount of time with people
when they are assigned a new task or responsibility

9. Have the person provide detailed notes of their
progress on frequent basis
This allows you to -- Catch them doing something right!

10. “The number one motivator of people is
feedback on results.”
–The One Minute Manager

11. The One Minute
Praising
The second secret to becoming a One Minute Manager

12. “Help people reach their full potential.
Catch them doing something right!"
–The One Minute Manager

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. Productivity is more than just the quantity of work,
it's also the quality of the work

15. Quality is giving people the product or service they
really want and need

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. The One Minute
Reprimand
The third secret to becoming a One Minute Manager

18. •
Telling people what they did wrong
•
Telling people how you feel about it
•
Reminding people that the are valuable and
worthwhile

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. Everyone makes mistakes now and then
Reprimands should be fair. They should always be
directed at the behavior and not the person

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. 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. Become a One Minute Manager

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. Other tidbits
from the One Minute Manager

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. One Minute Managers
Don't solve your problems
They teach you to solve problems

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. 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. “Read the book”
THE ONE MINUTE MANAGER -- Ken Blanchard and Spencer Johnson