The One Minute Manager

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The One Minute Manager

By | Jan. 2008
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In the story called The One Minute Manager, it talks about three secrets to being a great manager. The first secret is One Minute Goal Setting. Which is setting goals that are obtainable, know what good behavior is, writing out each your goals on a single piece of paper using 250 words or less, read and re-read each goal that should only take a minute or so, take a minute every once in a while out of your day to look at your performance, and finally see whether your behavior matches your goals. The second secret is One Minute Praising. The key to One Minute Praising is to tell people up front that you are going to let them know how they are doing, praise people immediately, tell people what they did right being specific, tell people how good you feel about what they did right, and how it helps the organization and the other people that work there, stop for a moment of silence to let them feel how good you feel, encourage them to do more of the same, and finally shake hands or touch people in a way that makes it clear that you support their success in the organization. The third secret is One Minute Reprimand. How this work is to tell people before hand that you are going to let them know how they are doing and in no uncertain terms, reprimand people immediately, tell people what they did wrong being specific, tell people how you feel about what they did wrong using no uncertain words, stop for a few seconds of uncomfortable silence to let them feel how you feel, 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 finally realize that when the reprimand is over, it's over. All of these are the main components to becoming a One Minute Manager. While reading this book I thought to myself this sounds too easy and would not work. Although, if you have employees that are willing to cooperate and take...

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