The One-minute Manager by Ken Blanchard and Spencer Johnson, is a remarkable book about management. It is about the search for a manager who can coax big results from people in very short bursts of attention.
The First Secret: One Minute Goals.
All good performance starts with clear goals. If we were going to improve the performance of people all over this country, the simplest and easiest way would be to make sure people have clear goals.
I had breakfast recently with Lou Holtz, Notre Dame’s head football coach. He showed me a little book he had for himself and for each of his players in which everyone writes individual goals and team goals for each season. Why does he use these books? He says, “Of all my experiences in managing people, the power of goal setting is the most incredible.”
Here’s the secret of One Minute Goals. Create a model for good behavior by agreeing on your goals up front. Make sure you write out each of your goals. Limit the number of goals to five. Write down what the present level of performance is on each goal and then what level you want.
The discrepancy between the actual and the desired goal becomes the area for improvement.
Give yourself a deadline for reaching that new level. Make several copies of your goals for home and work so you can refer to them daily. Look at your goals, then look at your behavior and see if your behavior matches your goals.
SECOND SECRET: One Minute Praisings
After the one minute goal setting, the second step in one minute management is to catch people doing something right. This is when the one minute praisings are given. One minute praisings are so called because it hardly takes a minute for you to tell someone that he or she did a good job. There is no need to elaborate when you can simply say that he or she he did something good and you noticed it. One minute praisings include praising the people immediately, telling them what they did right, how you feel about it and encourage them to do more of the same.
Third Secret: One Minute Re-Directs
One of the most dramatic changes in the new book is that the One Minute Reprimand is now the One Minute Re-Direct. As Ken Blanchard shares, “The difference between a reprimand and redirection is whether a person is a learner or not. A Reprimand is for when a person knows better than what they are doing. A Re-Direct is for a person who is a learner. Today, with the constant need for skill development, everyone is learner.”