I’ve explained the concept of ONE MINUTE MANAGER to my team and suggested them to read the book of Ken Blanchard on this.
Feedback from my team was very positive
I really like this book as it is so simple and that you can read if fast and then you can write next pages during your life !
So, we are implemeting this approach within my TEAM and I think this works. The One Minute Manager reveals three fundamental concepts:
- One Minute Goal Setting—Understand the importance of clear goals
- One Minute Praisings—Learn how to help people reach their potential
- One Minute Reprimanding—Learn how to correct poor performance and keep people on track
Take a look at this Video of Ken Blanchard explaining shortly this concept.
Here-below, more details but to know more, read the book …
One Minute Goal Setting
- “Agree on your goals;
- See what good behavior looks like;
- Write out each of your goals on a single sheet of paper using less than 250 words;
- Read and re-read each goal, which requires only a minute or so each time you do it;
- Take a minute every once in a while out of your day to look at your performance, and
- See whether or not your behavior matches your goal.” [ref01]
One Minute Praisings
- “Tell pople up front that you are going to let them know how they are doing;
- Praise people immediately;
- Tell prople what they did right, be specific;
- Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there;
- Stop for a moment of silence to let them “feel” how good you feel;
- Encourage them to do more of the same;
- Shake hands or touch people in a way that makes it clear that you support their succes in the organization.” [ref01
One Minute Reprimands
Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms;
Reprimand people immediately;
Tell people what hey did wrong, be specific;
Tell people how you feel about what they did wrong, and in no uncertain terms;
Stop for a few seconds of uncomfortable silence to let them feel how you feel;
Shake hands, or touch them in a way that lets them know you are honestly on their side;
Remind them how much you value them;
Reaffirm that you think well of them but not of their performance in this situation;
Realize that when the reprimand is over, it’s over.
We are also implementing the Situational Leadership, within my Team.