The One Minute Manager :

BY: Ken Blanchard Spencer Johnson By: Paige Baggett The One Minute Manager

Summary: :

Summary: “Little time equals big results” This book describes an effective way to manage
people in a little amount of time. This book discusses a method of three steps that anyone can use
to communicate and manage people successfully. This method can help people stay motivated to
work harder. It guides you to become your own manager and make decisions for yourself. “The
best minute I spend is the one I invest in people”

Step One: One Minute Goal Setting :

One minute goal setting requires you to write down your goals before trying to achieve them.
The goals should be no more than 250 words so that you are able to read it in one minute.
Writing down your goals and expectations allows both the manger/teacher and employee/student
to understand what is expected of them. More time should be spent with a person at the
beginning of a new responsibility because you are trying to train this person to do the task
successfully. Step One: One Minute Goal Setting

One Minute Goal Setting: :

One Minute Goal Setting: Agree on your goals. See what good behavior looks like. Write out
each of your goals on a single sheet of paper using less than 250 words. Read and re-read each
goal, which requires only a minute or so each time you do it. Take a minute every once in a
while out of your day to look at your performance, and See whether or not your behavior
matches your goal.

Step Two: One Minute Praising :

One minute praising requires the manager to give crystal-clear feedback to their employees. The
manager/teacher catches the employee/student doing something right and praises them
immediately. Also, make friendly contact with that person to let them know you are proud of
their behavior. Always let them know what they did right so they will repeat the desired
behavior. It is important to be consistent when praising a person. The more consistent then the
higher the organization. Step Two: One Minute Praising

One Minute Praising: :

One Minute Praising: 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 and be specific. Tell people
how good you feel about what they did right, and how it helps the organization and the other
people who work there. Stop for a moment of silence to let them “feel” how good you feel.
Encourage them to do more of the same. Shake hands or touch people in a way that makes it
clear that you support their success in the organization.

Step Three: One Minute Reprimand :

When an individual makes a mistake respond to the behavior immediately. Let that person know
that you are not happy with their behavior. After letting them know what you are disappointed
you need to express to them how important they are to the success of your company. Never
attack a person, only attack their behavior. Also, once the reprimand is over then do not bring it
back up unless that specific behavior is displayed again. Step Three: One Minute Reprimand

One Minute Reprimand: :

One Minute Reprimand: Tell people beforehand that you are going to let them know how they
are doing in no uncertain terms. Reprimand people immediately. Tell people what they did
wrong and be specific. Tell people how you feel about what they did wrong-in no uncertain
terms. Stop for a few seconds of uncomfortable silence let them feel what 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 the situation. Realize that when the reprimand is over, it’s over.

Tips for Effective Communication: :

Tips for Effective Communication: Tell your employees, class, children what your expectations
are for them. Correcting bad behavior immediately and explain why it was a mistake. Praising
good behavior immediately so that know you are observing and like what they are doing. Make a
special type of appropriate contact. Spend less time repeating yourself. Make sure your
children/employees understand that they need to be listening. When communicating only attack
the behavior of that person.

It only takes a minute….. :

“Take a minute: Look at your goals Look at your Performance SEE IF YOUR BEHAVIOR
MATCHES YOUR GOALS” It only takes a minute…..