THE ONE MINUTE MANAGER - BECOMING ONE MINUTE MANAGER

                                     THE ONE MINUTE MANAGER
                                    

                                       BY KENNETH BLANCHARD
                                                           &
                                           SPENCER JOHNSON 

                                     "PEOPLE WHO FEEL GOOD ABOUT THEMSELVES
                                                      PRODUCE GOOD RESULTS" 
 The First Secret: One Minute 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 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 goal.

The Second Secret: One Minute Praisings

Help People

Reach Their

Full Potential

Catch Them

Doing Something

Right

One Minute Praisings: Summary

—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 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. Shake hands or touch people in a way that makes it clear that you support their success in the organization

One Minute Reprimands: Summary

—The One Minute Reprimand works well when you:

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

—the first half of the reprimand:

—2. Reprimand people immediately.

—3. Tell people what they did wrong—be specific.

—4. Tell people how you feel about what they did wrong—and in no uncertain terms.

—5. Stop for a few seconds of uncomfortable silence to let them feel how you feel.

—the second half of the reprimand:

—6. Shake hands, or touch them in a way that lets them know you are honestly on theirside.

—7. Remind them how much you value them.

—8. Reaffirm that you think well of them but not of their performance in this situation.

—9. Realize that when the reprimand is over, it’s over.

The One Minute Manager Explains

"The Best

Minute

I Spend

Is The One

I Invest

In People"

"We Are Not

Just

Our Behavior

We Are

The Person

Managing

Our Behavior"

"Goals

Begin

Behaviors

Consequences

Maintain

Behaviors"

HE

became a

One Minute

          Manager.