The original edition of The One Minute Manager by Ken Blanchard and Spencer Johnson is one of the best-selling business books of all time, selling millions of copies since it was published more than three decades ago. It was a simple story well told--a parable--and leaders around the world adopted the book's ideas in droves.
In their new edition--The New One Minute Manager--the authors update their classic book to introduce its lessons to a new generation of leaders. Here are the 3 secrets of the New One Minute Manager.
1. Set one minute goals
- Plan the goals together and describe them briefly and clearly. Show people what good performance looks like.
- Have people write out each of their goals, with due dates, on a single page.
- Ask them to review their most important goals each day, which takes only a few minutes to do.
- Encourage people to take a minute to look at what they're doing, and see if their behavior matches their goals.
- If it doesn't, encourage them to re-think what they're doing so they can realize their goals.
2. Give one minute praisings
- Praise people as soon as possible.
- Let people know what they did right--be specific.
- Tell people how good you feel about what they did right, and how it helps.
- Pause for a moment to allow people time to feel good about what they've done.
- Encourage them to do more of the same.
- Make it clear you have confidence in them and support their success.
3. Make one minute re-directs (to address mistakes)
During the first half-minute...
- Re-direct people as soon as possible.
- Confirm the facts first, and review the mistake together--be specific.
- Express how you feel about the mistake and its impact on results
Pause...
- Be quiet for a moment to allow people time to feel concerned about what they've done.
During the second half-minute...
- Remember to let them know that they're better than their mistake, and that you think well of them as a person.
- Remind them that you have confidence and trust in them, and support their success.
- Realize that when the direct is over, it's over.
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