THE ONE MINUTE MANAGER

Kenneth Blanchard, Spencer Johnson

People who feel good about them produce good results.

Everyone knows what is expected of him or her.                                                             

Scenario that explains necessary attitude in organization

                S - Subordinate, B - Boss

S              I find I have a problem.

B             Good. That's what you've been hired to solve.

S              But I don't know how to solve this problem.

B             One of your goals for you to identify and solve your own problems. But since you are new, come up here and we'll talk. Tell what your problem is - but put in behavioral terms.

S              Behavioural terms? What do you mean by behavioural terms.?

B             I mean that I do not want to hear about only attitudes or feelings. Tell me what is happening in observable, measurable terms.

After problem is described:

B.         Now tell me what you would like to be happening in behavioural terms.

S         I don't know

B        Then don't waste my time. If you can't tell me what you'd like to be happening, you don't have a problem yet. You're just complaining. A problem exists only if there is a difference between what is actually happening and what you desire to be happening.

S         Well, I could do A

B         If you did A, would what you want to happen actually happen?

S         No.

B     Then you have a very bad solution. What else could you do?

S         I could do B.

B      But if you do B, will what you want to happen really happen?

S         No.

B     Then that's also a bad solution, what else can you do?

S         I could do C. But if I do C, what I want to happen won't happen, so that is a bad solution, isn't it?

B     Right, you're starting to come around, is there anything else you could do?

S     May be I could combine some of these solutions.

B         That sounds worth trying.

S         In fact, if I do A this week, B next week and C in two weeks, I'll have it solved. That's fantastic. Thanks so much. You solved my problem.

B     I did not. You solved it yourself. I just asked you questions-questions you are able to ask yourself. Now get out of here and start solving your own problems on your time, not mine.

 One minute goal setting:

  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 a minute 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 goals

Help people reach their full potential. Catch them doing something right.

One minute praising:

  1. Tell people right from the start that you are going to let them know how they are doing
  2. Praise people immediately
  3. Tell people what they did right - be specific
  4. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.
  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. Shakes hands or touch people in a way that makes it clear that you support their success in the organization.

 One minute reprimand:

Works well when you

  1. Tell people before hand that you are going to let them know how they are doing and in no uncertain terms.

First half of the reprimand:

  1. Reprimand people immediately
  2. Tell people what they did wrong - be specific
  3. Tell people how you feel about what they did wrong - and in no uncertain terms
  4. Stop for a few seconds of uncomfortable silence to let them feel how you feel.

Second half of the reprimand:

  1. Shake hands, or touch them in a way that lets them know you are honestly on their side.
  2. Remind them how much you value them
  3. Reaffirm that you think well of them but not of their performance in this situation
  4. Realize that when the reprimand is over, its over.

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

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 Everyone is a potential winner

Some people are disguised as losers

Don't let their appearances fool you

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 Take a minute:

 Look at your goals

 Look at your performance

 See if your behavior matches your goals

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We are not just our behavior

We are the people managing our behaviour

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 Goals begin behaviors

Consequences maintain behaviors.