1minute manager

7/28/2019 1minute Manager

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Kenneth Blanchard, Ph.D.

Spencer Johnson, M.D.


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The One Minute Manager is an easily

read story which quickly shows you

three very practical management

techniques. As the story unfolds,

you will discover why these apparently

simple methods work so well with somany people. By the books end you

will also know how to apply them to

your own situation.


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Autocratic: Managers, who are interested in

Results[Tough Managers]

They always keep on top of

the situation

They are hard-nosed, profit

minded individuals

Their organizations seemed to

win while their people lost

Democratic: Managers, who are interested in

People [Nice and Soft Managers] They are participative, supportive

and nice individuals

They want to be more close to their

subordinates

They give more importance to

people than results


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He, who Manage himself and

the people he works with, for

the profit of Organization andthe People.

The young man thought each of these

managersthe tough autocrat and the

nice democratwere only partially effective.

Its like being half a manager he thought.

Whats an Effective Manager?


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Effective managers, managethemselves and the people theywork with so that both thepeople and the organizationprofit from their presence. They

called themselves, one minutemanager


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Why is he called a One Minute

Manager? It is because it takes

very little time for him to getvery big results from people.

This story revolves around a young man who

in his search of an effective manager, came to

know how a person can be a one minute

manger.

He was asked to talk with effective managers3 subordinates.


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How the manager is one minute manager? The young man asked

Ternell replied that, this is because the manager helped him in One minute

goal setting. Ternell explainedDecide your goal and write it on single

sheet of paper using less than 250 words

Levy told him because our manager give us one minute praising Levy

started talking about the one minute praising with the young man and

said the one minute manager made it very clear what they were suppose

to do. The one minute manager provided them with feedback and kept

close contact with them

Ms. Brown said aboutOne Minute Reprimands as the third step ofbeing a OneMinute Manager. Ms. Brown explained Managersearched for every significant

mistake done by his employees. He confirmed the facts and responded immediately

by telling the guilty person about the mistake precisely.

Then he told the concerned person that he did so because he had respect for

them. Advices the concerned person not to repeat the mistake and then kidded for

few seconds which created a positive effect.


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The best minute I spend is the

one I invest in people.

The Secrets of One Minute Manager

First Secret : One minute goal setting

Second Secret : One minute praising

Third Secret : One minute reprimands

The One Minute Manager doesnt make

decisions for others, rather encourage them

to take their own decisions.


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You Will LearnReduce Stress Levels

Increase Productivity

Simplify Your Life


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People who feel good

about themselvesproduce good results.

Its ironic that most companies spend 50%to 70% of their money on peoples salaries.

And yet they spend less than 1% of their

budget to train their people. Most

companies, in fact, spend more time and

money on maintaining their buildings and

equipment than they do on maintaining anddeveloping their own people.

Observation shows that here results are

more important than the people themselves


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You can set One Minute Goal setting

You can give One Minute Praising

You can give One Minute Reprimands

You can also speak the simple truth,

You can laugh and you can enjoy your work.


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Do one minute goal setting in not

more than 250 words on a single

sheet of paper.

Goals should be printed and kept for review.

Goals should not exceed one page no more than

250 words.

Goals should be clear and concise.

80/20 Rule 80% of your results will come from

20% of your goals.


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80-20 goal-setting rule : That is, 80% of

your really important results will come

from 20% of your goals. So you only do

One Minute Goal Setting on that 20%


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Goals begin behaviors.

Consequences maintain

behaviors.

That goal can be read within a minute.

The Manager and his subordinate both

keep a copy so everything is clear and so

they can both periodically check the

progress.


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One minute goals work, becauseeveryone is motivated to do

something.


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Take a minute, look at your goals,

look at your performance. See if

your behavior matches your goals.

One Minute Goal Setting is simply:

1. Agree on your goals.

2. See what good behavior looks like.

3. Write out each of your goals on a single sheet of paper

using less than 250 words.

4. Read and re-read each goal, which requires only aminute or so each time you do it.

5. Take a minute every once in a while out of your day to

look at your performance, and

6. See whether or not your behavior matches your goal.


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We are not just our

behavior. We are theperson managing our

behavior.Catch fresher doing it right, and slowly raise the bar.

After genuine reprimand, there should be a

behaviorcentric praise needed (not Person - Centric).


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One Minute managerworks well, when you

really care for the personswelfare. Nobody everreally works for anybodyelse. Help people workbetter and they benefit thecompany.


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Help people reach their

full potential. Catchthem doing something

right.Communicate Clearly!

Make clear in no uncertain terms when someone is

doing well and when someone is doing poorly.

Help people reach their full potential, catch them

doing something right.

Give them brief but sincere praise.

Reinforce their abilities.

Use contact to reinforce your confidence.

Employees will learn to praise themselves and

continue to reinforce your confidence.


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Share feelings about what they did right

and how it helps the organization and the

other people who work there.

He had close contact in two ways.

First, he observed all our activities.

Secondly, he made us keep detail record of our

progress and asked to submit it to him.

By this Levy earlier thought that one minute

manager was spying, but later he found thatthe manager was trying to catch us doing

something right.


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Feedback is the breakfast of

champions.

Tough on performance not tough on the person!!!

It becomes a lot easier for you to do well, if you got

crystal-clear feedback from the manager on how you

were doing.

He wants you to succeed, and to be a big help to the

organization and to enjoy your work.

The manager would try, therefore, to let you know in

no uncertain terms when you were doing well, and

when you were doing poorly

He would stay in close contact with you.

He would try to catch you doing something right.

In most organizations the managers spend most of

their time catching people doing something wrong.

IF YOU DID SOMETHING RIGHT h


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One minute manager then comes and puts his hand on our shoulder. He does it

because he cares for us and wants us to prosper. You dont have to praise someonefor long for them to know you notice and you care. It takes less then one minute.

IF YOU DID SOMETHING RIGHT then

T k i t l k t l


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your behavior matches your goals.The One Minute Praising works well when you:

1. Tell people up front that you are going to let them know how

they are doing.

2. Praise people immediately.

3. Tell people what they did rightbe specific.

4. Tell people how good you feel about what they did right.

5. Stop for a moment of silence to let them feel how good you feel.

6. Encourage them to do more of the same.

7. Shake hands or touch people in a way that makes it clear that you

support their success in the organization.

D b th i i d i di


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Do both praising and reprimanding

immediately and don't wait till the

annual appraisals.

Reprimand only immediately after becoming aware of a

problem / issue that requires a reprimand.

Reprimand only if you have actual knowledge of anissue. Never rely on third party information.

Always reprimand one-on-one and never in the presence

of other employees.

Express not only what they did wrong, but how you feel.

Reprimand the action and not the person.

Have the person being reprimanded agree that there willnot be a repeat of the same problem.

Reinforce your faith in the employees ability.End on a positive note.

In most organizations Managers wait until their


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In most organizations Managers wait until their

people do something right before they praise

them, as a result they never get high performance

because they concentrate on catching them doing

things wrong. Rather they punish them if they had

done something wrong.

P i i bli h l d th


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Praise in public when people do the

right things and Reprimand in private

when people do something wrong.

Important points:

1. He usually gives me the reprimand as

soon as Ive done something wrong.

2. Since he specifies exactly what I did

wrong, I know he is on top of things

and that Im not going to get away

with sloppiness.

3. Since he doesnt attack me as a

persononly my behaviorits easier

for me not to become defensive. I

dont try to rationalize away my

mistake by fixing blame on him or

somebody else. I know he is being fair.

4. He is consistent

IF YOU DID SOMETHING WRONG then


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One minute manager comes to you and confirms the facts. He might put his hand on your

shoulder or maybe just come around to your side of the desk. He looks you straight in the eye

and tells you precisely what you did wrong. And then he shares how he feels about ithes

angry, annoyed, frustrated or whatever he is feeling. Amazingly, all that course doesnt takemore than a minute!

IF YOU DID SOMETHING WRONG then

T k i t l k t l


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your behavior matches your goals.One Minute Reprimand Reviewed

1. Tell people before hand that you will in no uncertain terms tell

them how they are doing.

2. Reprimand people immediately.

3. Tell them what they did specifically wrong .

4. Shake hands, touch shoulder, let them know you are honestly on

their side.

5. Reaffirm that you value them as a person and employee but not

their performance or actions

6. When the reprimand is over it is over.

Everyone is a potential winner Some


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Everyone is a potential winner. Some

people are disguised as losers. Don't

let their appearances fool you.

Why wouldnt you give the praising first and then

the reprimand? suggested the young man.

It is not,

because I am reallytough and nice as a

manager. I am notnice and toughmanager!!!

My Aim while giving One Minute


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My Aim while giving One Minute

reprimand is to eliminate the behavior

and keep the person. Even the second

half of my reprimand is praising.

Young man said now I understand


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Young man said now I understand

how goals-one minute goals and

consequences-the praising and thereprimands-affect peoplesbehavior.

One Minute manager said-I like you young man,

How would you like to go to work here?.

I had love to work here young man replied.

The time the special manager had invested in himPaid off. Because eventually, the inevitable happened.


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1. The best minute I spend is the one I invest in people.

2. People who feel good about themselves produce

good results.

3. Do one minute goal setting in not more than 250

words on a single sheet of paper.

4. Take a minute, look at your goals, look at your

performance. See if your behavior matches your

goals.

5. Goals begin behaviors. Consequences maintain

behaviors.

6. We are not just our behavior. We are the personmanaging our behavior.

7. Help people reach their full potential. Catch them

doing something right.

8. Feedback is the breakfast of champions.

9. Do both praising and reprimanding immediately and

don't wait till the annual appraisals.

10. Praise in public when people do the right things andReprimand in private when people do something

wrong.

11. Everyone is a potential winner. Some people are

disguised as losers. Don't let their appearances fool

you.

Summary of One Minute Management

He became a one minute manager


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He became a one minute manager

He set one minute goals,

He gave one minute praising,

He gave one minute reprimand,

He encouraged the people

he worked with to do the same,

Thus the entire organization

become more effective.

Thank You Very Much

Sompong Yusoontorn

1minute manager

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