“If you focus on results, you will never change. If you focus on change, you will get results” – Jack Dixon
The One Minute Manager by Ken Blanchard and Spencer Johnson
The most important key to success is influencing people to help you achieve your vision. Without help from others, accomplishing your vision will be like rolling a big boulder up a hill with no tools and no support. So this article focuses on helping you become an amazing top manager while only taking 1 minute out of your day to do so!! A one minute manager takes little time to get very big results from the team. They effectively manage both organization and employees to benefit. Not just one. They help people feel good about themselves which is the key to unlocking the full potential to get things done.
The First Secret: 1 Minute Goal Setting
Goal setting is the foundation of a project or an assignment. Without goals, nothing can be a achieved because there is nothing to achieve. In order for you to have a person to fulfill a task, you must communicate that task clearly and effectively and here are the steps to do that:
1. Agree on your goals so that there will be no confusion
2. See what good behavior looks like – If you can’t tell someone what you want to happen, then you don’t have a problem yet. You’re just complaining. A problem only exists if there is no difference between what is actually happening and what you desire to happen. By asking questions, we get the desired result
3. Write out each of your goals on a sheet of paper using less than 250 words. Both keep copies
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
6. See whether or not your behavior matches your goals – This secret works best because most managers know what they want their team to do, yet don’t bother to tell them where they understand. Most managers assume they should know.
Remember: Never assume when it comes to goal setting
The Second Secret: 1 Minute Praisings
People like to know when they are doing good. Most managers don’t tell people enough. Don’t be one of those! Look for your people to do something right so they can feel good about themselves, when you tell them that you enjoy their work. Happy people lead to happy customers which leads to a happy and profitable business by default.
1. Tell your team up front and clear that you are going to let them know how they are doing
2. Praise them immediately so that they are encouraged to continue
3. Tell your team what they did right and be specific – Catch people doing something right to help them reach their full potential. Ask them to keep detailed records of their progress and insist that they send it to you
4. Tell them how good you feel about the fact they did right, and how it helps the organization and the people who work there
5. Stop for a moment of silence in order to let them feel it and sink in
6. Encourage them to do more of the same so that it may form a habit
7. Shake hands or touch your team in a way that makes it clear that you support their success in the organization – Do this secret when someone first starts work or when they have a new project. Then they will praise themselves because they know whats good. Most managers wait until their team does something exactly right before they praise them or focus on catching them doing things wrong to point out the flaw.
Remember: Concentrate on praising in the beginning
The Third Secret: 1 Minute Reprimands
It is important to place reprimands after a praising so that people understand what you are trying to criticize. Usually, managers only focus on the fault or they will let the situation accumulate to a pile of faults and read them off a list. This hurts a person’s self-esteem and ultimately lowers their production. Instead:
1. Tell people beforehand that you are going to let them know how they are doing and on no uncertain terms. Make sure the facts are true
2. Reprimand your team member immediately so that they are encouraged not to continue
3. Tell them what they did wrong and be specific in order to clear any misunderstandings
4. Tell your team member about how you feel about what they did wrong
5. Stop for a few seconds for uncomfortable silence to let them feel how you feel – this can be done by putting your hand on their shoulder, looking them straight in the eye and telling them how you feel
6. Shake hands with them to let them know that you are on their side
7. Remind the person how much you value them so that they are not discouraged
8. Reaffirm that you think well of them but not of their performance in the situation – don’t attack the person, only the behavior so that they don’t take offense. Also, be consistent in your judgment.
9. Realize when the reprimand is over, its over, don’t go back to it – Most managers build up reprimands for a performance review with no positivity. Real performance reviews are an ongoing process, not a once a year thing. “Goals begin behavior. Consequences maintain behavior.”
“The best minute I spend is the one I invest in people.”
Remember: Be tough on the behavior, not the person
It might take more than a minute for each, for this reason, it’s symbolic. Very often it takes only one minute.
Being an amazing manager comes down to communicating with your team and making sure you guys are on the same page. Make sure they know your goals and let them know how they are doing throughout the process.
Today’s Question: How do you plan on implementing these secrets specifically? (Also, comment below to let us know)
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