Md Consulting

I’ve explained the concept of ONE MINUTE MANAGER to my team and suggested them to read the book of Ken Blanchard on this.

Feedback from my team was very positive

I really like this book as it is so simple and that you can read if fast and then you can write next pages during your life ! 

So,  we are implemeting  this approach within my TEAM and I think this works. The One Minute Manager reveals three fundamental concepts:

• One Minute Goal Setting—Understand the importance of clear goals
• One Minute Praisings—Learn how to help people reach their potential
• One Minute Reprimanding—Learn how to correct poor performance and keep people on track

Take a look at this Video of Ken Blanchard explaining shortly this concept.

Here-below, more details but to know more, read the book …

One Minute Goal Setting

1. “Agree on your goals;
2. See what good behavior looks like;
3. Write out each of your goals on a single sheet of paper using less than 250 words;
4. Read and re-read each goal, which requires only a minute or so each time you do it;
5. Take a minute every once in a while out of your day to look at your performance, and
6. See whether or not your behavior matches your goal.” [ref01]

One Minute Praisings

1. “Tell pople up front that you are going to let them know how they are doing;
2. Praise people immediately;
3. Tell prople what they did right, be specific;
4. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there;
5. Stop for a moment of silence to let them “feel” how good you feel;
6. Encourage them to do more of the same;
7. Shake hands or touch people in a way that makes it clear that you support their succes in the organization.” [ref01

One Minute Reprimands

1. Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms;
2. Reprimand people immediately;
3. Tell people what hey 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;
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.

We are also implementing the Situational Leadership, within my Team.