The one minute manager contains three techniques to become an effective manager. The symbol, one minute, a digital watch, only represents that a short time can be made to make a decision or goal.
The first technique is the one-minute goal. The manager said that an effective manager can do goals on a single sheet of paper with less than 250 words on it. He actually believed that any goals could be sum up using short explanations. And he believed that a sheet of paper could actually discuss a certain goal. So all in all, the one minute goal setting is simply: agreeing on goals. This is done so that everyone knows what good behavior looks like; write out each of your goals on a single sheet of paper using less than 250 words. Limit the number of goals to three to five; encourage the reading and re-reading of each goal, which requires only a minute or so each time; conduct reviews to see whether or not the behavior of individuals matches the set goals. The discrepancy between the actual and the desired goal becomes the area for improvement; take a minute every once in a while out your day to look at your performance and see whether or not your behavior matches your goal.
The second technique is the one minute praising. There are at least three steps to follow. The first is to praise, which means a manager should appreciate what his man did right. So in order to do a very ‘well done’ job, a manager could touch his man, saying “you did great there”, “keep up the good work” and so on. In that way, an individual can put his confidence higher and do his work successfully. Secondly, the manager should specify what exactly a man did right, so he could focus well on where he should compliment an individual. Lastly, be consistent. Every time a man do a right job, a manager should keep on appreciating the work, so everybody could cope up well.
One minute praising works well when: a manager tells his people right from the start that he is going to let him know how he is doing; praises his people immediately; tells people what they did right and be specific; tells people how good he feel about what an individual did right, and how it helps the organization and the other people who work there; stops for a moment of silence to let him ‘feel’ how good he feels; encourage an individual to do more of the same; and shakes hands or touches people in a way that makes it clear that he supports their success in the organization.
Lastly, the one minute reprimands, which is a bit different from the one minute praising. It has four steps to follow according to Ms. Brown. First of all, a manager gives a reprimand as soon as he knows about a mistake. Then, he specifies exactly what the person did wrong. Third, because the manager didn’t involve personal feelings during reprimands, like doesn’t attacking the person himself but the behavior respectfully, which means it is more understandable on the both of them. Being fair is about everything makes a very good consideration, no blaming to the both of the party, but reprimanding to the behavior of the person. And the last one is being consistent. The one minute reprimands: reprimand people immediately when they do the wrong thing; tell the individual what he/she did wrong and be very specific; tell the individual how you feel about what they did wrong and in no uncertain terms; and stop for a few seconds of uncomfortable silence to let them feel how you feel. The second half of the reprimand: 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; and realize that when the reprimand is over, it’s over.
Reprimanding is never been easy. So it is better to reprimand first then praising. All of the people didn’t want to be scolded by their boss. But having a mistake is a way which makes reprimand visible. If a person doesn’t want to be disciplined, he must do the right thing and avoid committing mistakes again.
So to summarize all of my learning, I think one minute manager actually helps people to become effective manager. First, the one minute manager will give a goal, and the goal must be short but concise. Then when the manager will catch what his people do something right, then one minute praising enters the act. Lastly, if there is something wrong, the one minute reprimand looks to it.
I also learned that a manager should catch people to do something right rather than doing something wrong. Most of the managers tried to catch their people when they are doing something wrong and it makes the people feel wrong. The one minute manager reverses the technique by observing his people of doing something right. He said that the most important thing in training somebody to become a winner is to catch them doing something right, approximately right and gradually moving them towards the desired behavior. If the person does a thing according to the desired behavior, he could observe himself that he is actually doing something right. The manager never attacked a person’s value or worth, but only the behavior himself. He eliminates the behavior and keep the person.
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