The class demonstrates four easy to use management techniques: One Minute Goal Setting, One Minute Praising, One Minute Reprimands and the One Minute Apology. One Minute Goal Setting involves setting clear performance standards and expectations.
Most managers use NIHYSOB or “Now I have you – you SOB” These managers don’t tell people what they expect of them; they just leave them alone and then “zap” them when they don’t perform at the desired level. In One Minute Goal Setting the manager and employee agree on goals or key areas of responsibilities so that the employee knows what they will be accountable for and what performance is expected. The manager and employee agree that the manager will let the employee know when they are performing well and when they are not.
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After One Minute Goal setting the manager stays in close contact with the employee and gives them a One Minute Praising when they do something right. The most important thing in training someone is to catch them doing something right in the beginning it may be approximately right and gradually move them towards the desired behaviours.
Praise employees for what they do right and encourage them to repeat the behaviour. That’s why it’s important to observe new people in the beginning or when starting a new project. The praise should come immediately after you see them do something right and not just at performance review times.
If the employee is not performing as agreed on in the One Minute Goal Setting then the manager may use One Minute Reprimands. The authors state that most managers are “gunnysack discipliners.” That is, they store up observations of poor performance and then at performance review time or when they are angry they “open the sack.”
They tell people all the things they’ve done wrong for the last weeks or months. The idea behind One Minute Reprimands is that the manager should intervene early and deal with the problem at the time that it happens and not wait till the performance review time. Reprimands should be fair and should focus on behaviour and not on the worth of the person. The reprimand should always be followed by a praising — telling the person what they are doing right and how much they are valued.
Destined to join Ken Blanchard’s other groundbreaking classics, The One Minute Apology offers business people–and just about anyone–a cogent and clear-headed way of approaching one on life’s most perplexing dilemmas: how to accept that we have made a wrong decision and how to correct it by making a meaningful apology. The techniques described in this simple but profound story will have significant results at work and at home.
Although this book was written over 20 years ago the advice is given by Blanchard and Johnson still holds true today. Students will immediately identify with what they refer to as NIHYSOB and “gunny sack” managers. In many corporations, managers are hired strictly on the bases of their subject matter expertise and not because of their management or interpersonal skills. This means most employees are left on their own to figure out what they are supposed to be doing on the job. Feedback on what you’re doing right or wrong is rarely given.
The annual performance feedback is considered a “joke” because most managers give every employee an outstanding evaluation in order to avoid conflict. As one can imagine this doesn’t create the most motivating work environment. There are three simple precepts, which the One Minute Manager establishes with his employees: One Minute Goal Setting, One Minute Praisings, and One Minute Reprimands. This makes the basics of the book very simple to understand. I was quite stunned to find the content extremely useful. Strangely the simplicity of the book is deceiving. This book is good for those that are looking for a quick read and who are either currently managing people or wanting to manage people.
Goal setting is all about making sure employees understand perfectly what their duties are, what is expected of them and that there are no surprises. The Praisings and Reprimands are simply managers acknowledging that the employees are doing there jobs or not and how to deal with the situation and how to convey it to the employee. One Minute Goals
Keep them simple
- Make sure you both agree on them
- Have your staff summarize the agreed-upon goal in no more than one page
- Focus on the 20% of activities that will lead to 80% of the gains
- Don’t make the process of managing too many goals overwhelming—no more than 3-6 at a time
One Minute Praisings
- Pay close attention to staff up front
- Monitor activity—look for things done right that you can praise
- Praise in person, specifically pointing out what was done well
- Be consistent—even if you’re having a tough day/week, praise the positive
One Minute Reprimands
- Don’t let mistakes pile up!
- Immediately correct mistakes—don’t make the mistake most manager make and wait until review time to bombard someone with their mistakes
- Be consistent
- Be specific—agree on the facts
- Be clear about how you feel about poor behaviour
- Do not attack the person—address the behaviour, not the individual
- After communicating dissatisfaction with behaviour, praise the individual
- Establish the fact that you are only sharing your disappointment because you respect them and expect so much from them
Why One Minute Praisings Work
- Whale Training
- Do you think that Sea World went into the ocean, held a rope out of the boat and magically found whales that would jump over it?
- Of course not!
They capture a whale, bring it to the pool, then put a rope on the bottom of the pool. The whale swims by it, it gets fed. Then they raise the rope. Whale swims under it, it’s not fed; over it and it gets fed. Then they continue raising the rope until it’s soon out of the water, and guess what? The whale is jumping out of the water and splashing the first 10 rows of gleefully wet families.
The same thing holds true for humans. We need continuous positive reinforcement (aka praisings) in order to change our behaviour.
Babies Learning to Talk and Walk
The first time we ever asked for water, did we say “Could you please pour me a glass of water, I’m rather thirsty?”
No. First, we said, “Wahha.” And we were praised and praised for that. Mom and dad jumped up and down–called grandma and grandpa and all that good stuff.
Then, because our parents didn’t want us ordering “wahha” when we were adults, what was “praised” was altered until it became closer to the desired result.
Do we get up smoothly the first time we tried to walk, then cruise around, maybe even throwing in a little moon walk? Not most of us! Same rules apply: Cheering and cheering on that first crawl then the first tentative step…until, soon enough, we could do the amazing: walk!
Imagine if we scolded a baby as they fell the first couple of times. What would happen? NO ONE WOULD EVER LEARN TO WALK!!
So, why in the world would we not praise the “baby steps” our team members take (and ourselves!) as we learn something new?
Same rules apply to whales, babies and adults. Start applying them to your management relationships!
On Problem Solving
• Identify the current results in objective terms—no emotions or feelings
• Identify the ideal or desired results in equally objective terms
• Identify solutions/new behaviors that can be adopted to achieve the desired results
• Implement the required behavior
There are two main types of managers in the world:
1. Hard-Nosed: Results and bottom-line oriented. Typically viewed as autocratic.
2. Soft: Nice to the people, but not as good in results. Typically viewed as democratic.
Can there be BOTH? Where the manager is a nice person AND results are good?
OF COURSE you can have your cake and eat it too. 🙂
It’s called being a ‘One Minute Manager’.
There are three main steps to being a One Minute Manager.
1. One Minute Goals
First, ask yourself what you think your duties are. Then, go ask your boss. (Or, if you are the boss and have employees, reverse the roles.) Chances are, each of you will have a different opinion of what you (or the employees) are suppose to do.
Now, can you see the importance of goals? So, write down, in 250 words or less on 1 sheet of paper, the your goals – either for a specific project or overall what you’re suppose to be doing. Make two copies, one for you and one for your boss, so you both know exactly what you’re suppose to be doing. Not too many. Maybe 3-6 total.
Without that, it’s like two football teams running up and down the field without any goals – not being able to score touchdowns. No one knows what the goal is. 🙂
2. One Minute Praises
Everyone feels better when they’re happier; so, instead of trying to catch someone doing something wrong and waiting for the *gag* Yearly Performance Eval’s, CATCH THEM DOING SOMETHING RIGHT! 🙂 You’ll feel alot better and so will they. So, tell them exactly what they did right and how you feel about it. Bosses, even if things aren’t going so great in other areas doesn’t mean you shouldn’t be grateful and appreciative of what is going well. Tell them right away and that will let the employees know you are aware of what they’re doing and you care about them.
3. One Minute Reprimands
This happens only when the person’s been on the job awhile and knows the ropes. Like the ‘One Minute Praising’, tell the person the behavior they did wrong (don’t attack them as a person) and tell them right away. That way, they know right up front. The second half of the reprimand is letting them know that they’re still a good person. Tough ‘N Nice.
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