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One Minute Management Techniques
Manage
• Peace of Mind
You Will Learn
• Reduce Stress Levels
• Increase Productivity
• Simplify Your Life
What Kind Of Manager Are You?
• Autocratic Boss?
– Micromanage
– Rigid & demanding
– Decision maker
•Democratic Boss?
–Friendly with staff
–Supportive & humanistic
–Trusting & nurturing
Effective Managers
• Effective managers,
manage themselves
and the people they
work with so that both
the people and the
organization profit
from their presence.
How Do You Feel?
• Question – When is it that you work the
best?
People that feel good about themselves, work better,
work smarter and are more productive and produce
better results.
• Answer – When you feel good about your
job and about yourself.
Is Your Job A Coincidence?
• Are you doing your job?
• Does your boss know you are doing your job?
• Are your employees doing their job?
• Does your boss know your employees are doing
their job?
• Do you know what you job is and better yet, is it
the job you are supposed to be doing?
Questions
One Minute Goals
One Minute Goals
• Goals should be printed and kept for
review.
• Goals should not exceed one page – not
more than 250 words.
• Goals should be clear and concise.
• 80/20 Rule – 80% of your results will
come from 20% of your goals.
Solving Problems
• Problems should be explored in definable
measurable terms.
• If you can’t explain what you would like to
happen, then you don’t have a problem. You
are just complaining.
• A problem only exists if there is a difference
between what is actually happening and what
you desire to be happening.
Employees are hired to do their job!
• Why bother hiring someone to do a job if
you plan on doing the job for them.
• Teach employees to solve their own
problems, give them the questions and
methodologies in order to solve day to day
problems and issues.
• Confirm your faith in their ability.
One Minute Goals - Reviewed
• Agree on goals.
• Agree on what good behavior looks like.
• Write out goals on a single sheet of paper,
not to exceed 250 words.
• Read and re-read each goal.
• Check your performance daily
• Make sure your behavior matches your goal.
One Minute Praising
Communicate Clearly!
• Make clear in no uncertain
terms when someone is
doing well and when
someone is doing poorly.
• People will go so far for
money, however will go the
extra mile for praise and
recognition.
Management Style!
• Most managers do not
manage this way.
• Employees may not
know how to respond
to such direct treatment.
One Minute Praise
• Help people reach their full potential,
catch them doing something right.
• Give them brief but sincere praise.
• Reinforce their abilities.
• Use contact to reinforce your confidence.
• Employees will learn to praise themselves
and continue to reinforce your confidence.
One Minute Praise Reviewed
• Tell people up front that you are going to
tell them how they are doing.
• Praise people quickly after catching them
doing something right.
• Be specific in your praise.
• Shake hands or touch people in a way to
show your support and what they are
doing for the team and organization.
One Minute Reprimand
When, Why …
• Reprimand only immediately after
becoming aware of a problem / issue that
requires a reprimand.
• Reprimand only if you have actual
knowledge of an issue. Never rely on
third party information.
• Always reprimand one-on-one and never
in the presence of other employees.
… & How
• Sit with the person, not across and please
don’t make the person feel inferior.
• Look the person right in the eye and
express not only what they did wrong, but
how you feel.
• Reprimand the action and not the person.
Show your trust in the person and that you
have respect for them and the ability.
… & How
• Have the person being reprimanded agree
that there will not be a repeat of the same
problem.
• Reinforce your faith in the employees
ability. Make sure they know you are on
top of things.
• End on a positive note.
One Minute Reprimand - Reviewed
• Tell people before hand that you will in no
uncertain terms tell them how they are doing.
• Reprimand people immediately.
• Tell them what they did specifically wrong.
• Shake hands, touch shoulder, let them know you
are honestly on their side.
• Reaffirm that you value them as a person and
employee but not their performance or actions
• When the reprimand is over it is over.
The best time you will spend is the
time you spend investing in people!

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One minute manager

  • 2. Manage • Peace of Mind You Will Learn • Reduce Stress Levels • Increase Productivity • Simplify Your Life
  • 3. What Kind Of Manager Are You? • Autocratic Boss? – Micromanage – Rigid & demanding – Decision maker •Democratic Boss? –Friendly with staff –Supportive & humanistic –Trusting & nurturing
  • 4. Effective Managers • Effective managers, manage themselves and the people they work with so that both the people and the organization profit from their presence.
  • 5. How Do You Feel? • Question – When is it that you work the best? People that feel good about themselves, work better, work smarter and are more productive and produce better results. • Answer – When you feel good about your job and about yourself.
  • 6. Is Your Job A Coincidence? • Are you doing your job? • Does your boss know you are doing your job? • Are your employees doing their job? • Does your boss know your employees are doing their job? • Do you know what you job is and better yet, is it the job you are supposed to be doing? Questions
  • 8. One Minute Goals • Goals should be printed and kept for review. • Goals should not exceed one page – not more than 250 words. • Goals should be clear and concise. • 80/20 Rule – 80% of your results will come from 20% of your goals.
  • 9. Solving Problems • Problems should be explored in definable measurable terms. • If you can’t explain what you would like to happen, then you don’t have a problem. You are just complaining. • A problem only exists if there is a difference between what is actually happening and what you desire to be happening.
  • 10. Employees are hired to do their job! • Why bother hiring someone to do a job if you plan on doing the job for them. • Teach employees to solve their own problems, give them the questions and methodologies in order to solve day to day problems and issues. • Confirm your faith in their ability.
  • 11. One Minute Goals - Reviewed • Agree on goals. • Agree on what good behavior looks like. • Write out goals on a single sheet of paper, not to exceed 250 words. • Read and re-read each goal. • Check your performance daily • Make sure your behavior matches your goal.
  • 13. Communicate Clearly! • Make clear in no uncertain terms when someone is doing well and when someone is doing poorly. • People will go so far for money, however will go the extra mile for praise and recognition.
  • 14. Management Style! • Most managers do not manage this way. • Employees may not know how to respond to such direct treatment.
  • 15. One Minute Praise • Help people reach their full potential, catch them doing something right. • Give them brief but sincere praise. • Reinforce their abilities. • Use contact to reinforce your confidence. • Employees will learn to praise themselves and continue to reinforce your confidence.
  • 16. One Minute Praise Reviewed • Tell people up front that you are going to tell them how they are doing. • Praise people quickly after catching them doing something right. • Be specific in your praise. • Shake hands or touch people in a way to show your support and what they are doing for the team and organization.
  • 18. When, Why … • Reprimand only immediately after becoming aware of a problem / issue that requires a reprimand. • Reprimand only if you have actual knowledge of an issue. Never rely on third party information. • Always reprimand one-on-one and never in the presence of other employees.
  • 19. … & How • Sit with the person, not across and please don’t make the person feel inferior. • Look the person right in the eye and express not only what they did wrong, but how you feel. • Reprimand the action and not the person. Show your trust in the person and that you have respect for them and the ability.
  • 20. … & How • Have the person being reprimanded agree that there will not be a repeat of the same problem. • Reinforce your faith in the employees ability. Make sure they know you are on top of things. • End on a positive note.
  • 21. One Minute Reprimand - Reviewed • Tell people before hand that you will in no uncertain terms tell them how they are doing. • Reprimand people immediately. • Tell them what they did specifically wrong. • Shake hands, touch shoulder, let them know you are honestly on their side. • Reaffirm that you value them as a person and employee but not their performance or actions • When the reprimand is over it is over.
  • 22. The best time you will spend is the time you spend investing in people!