The One Minute Manager

The One Minute Manager

Then we develop plans and strategies for the next week.’
‘Are the decisions made at those meetings binding on both you and your staff?’ questioned the young man.
‘Of course they are’, insisted the manager. ‘What would be the point of having the meeting if they weren’t?’
‘We’re here to get results’. The manager continued. ‘The purpose of this organization is efficiency. By being organized we are a great deal more productive.’
‘How on earth can I get results if it’s not through people? I care about people and results. They go hand in hand.

People Who Feel Good About Themselves Produce Good Results
‘Helping people to feel good about themselves is a key to getting more done’.
‘Of course’, the manager added. ‘Quality is simply giving people the product or service they really want and need.’
‘It showed the mane of the foreign car, and over it came the words If you’re going to take out a long-term car loan, don’t buy a short-term car.’

‘No!’ Trenell said. ‘It never happens here. The One Minute Manager always makes it clear what our responsibilities are and what we are being held accountable for.’
The One Minute Manager feels that a goal, and its performance standard, should take no more than 250 words to express.

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He insists that anyone be able to read it within a minute. He keeps a copy and I keep a copy so everything is clear and so we can both periodically check the progress.’
‘One of my One Minute Goals was this: identify performance problems and come up with solutions which, when implemented, will turn the situation around.
He said, Good! That’s What you’ve been hired to solve.
One of your goals for the future is for you to identify and solve your own problems. But since you are new, come up here and we’ll talk. ‘When I got up there, he said, Tell me, Trenell, What your problems is – but put it in behavioural terms.
‘Behavioural terms “ I echoed. What do you meen by behavioural terms?
‘I mean, the manager explained to me, that I do not want to hear about only attitudes or feelings. Tell me what is happening in observable, measurable terms.
‘If you can’t tell me what you’d like to be happening, he said, you don’t have a problem yet. You’re just complaining. A problem exists only if there is a difference between what is actually happening and what you desire to be happening.

One Minute Goal Setting is simply:
1. Agree on your goals.
2He makes sure I understand that the only reason he is angry with me is that he has so much respect for me. He says he knows this is so unlike me. He says how much he looks forward to seeing me some other time, as long as I understand that he does not welcome that same mistake again.

First of all, Ms Brown said, he usually gives me the reprimand as soon as I’ve done something wrong. Second, since he specifies exactly what I did wrong, I know he is on top of things and that I am not going to get away with sloppiness. Third, since he doesn’t attack me as a person – only my behavior its easier for me not to become defensive. I don’t try to rationalize away my mistake by fixing blame on him or somebody else. I know he is being fair. And fourth, he is consistent.

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 their side.
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.

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