cover image for The New One Minute Manager

The New One Minute Manager

Ken Blanchard

8/10
Great book, might re rater late when it has more personal relevance but it's pretty great. 1 minute, goals, praising's, redirects

People and results are intertwined

People do better when they feel good about themselves

1 minute goals

  • 1 page collaborative document. Only for 20% stuff. Expectations well defined.

  • constant review by employee

  • managing by prompting, what's happening that you don't like, what would you like to happen instead, what action could you take to get there, would that action really make that outcome happen?

  • encourage others to see if behavior is inline with goals and adjust if not the case

1 minute praising's

  • feedback is crucial for success

  • monitor underlings progress via metrics,

  • also require them to send you progress repours

  • idea is to catch them doing something right

  • then 1 minute praising's, when he notices you've done something right (right away), he tells you and how good it makes him feel and explain why it helps, give pause to let it sink in, reinforces by telling you to keep up the good work

  • consistent in praise

1 minute redirects

  • if mistake manager is quick to respond

  • makes sure goal is clear. If it isn't manager takes responsibility and clarifies

  • focus on the mistake

  • confirms facts/details, tell how this makes manager feel (quiet pause to let it sink in), and how this impacts organization.

  • focus on employee, reminds they employee is better than mistake, you think we'll of them as a person, and that he trusts and has confidence in employee. Doesn't expect it to happen in the future more.

Why 1 minute Goals work

  • Works because people need to know how well they're doing to be motivated. Also what they're aiming at. Bowling is no fun when you can't see the pins or have someone standing over your shoulder.

You can either hire a winner or develop someone with potential.

Why 1 minute praising work

  • positive reinforcement, during all the gradual minor steps of all the progress. Praise a lot for progress in the right direction and get pickier as time goes on. (Like with a child be excited when they are close)

Why 1 minute redirects work

  • feedback in small doses (don't do it all at once during a performance review) -> silent resentment or fact disagreement.

  • Tough then nice, order matters.

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