![]() Matt Mochary, author of The Great CEO Within, has every member of his team read The One Minute Manager by Ken Blanchard and Spencer Johnson, so I figured I should check it out too. It was a super quick read and very to the point and insightful. Nothing earth shattering or new but just some simple lessons clearly and succinctly explained. A nice reminder of what's essential in both managing and being a member of a team. It was told as a story of someone meeting a remarkable manager and hearing from his teammates how he manages in a unique way. That storytelling style reminded me of The Goal, which is written in a similar style and focuses on operations and production/supply chain issues. The "One Minute" title is catchy and reminded me of Tim Ferriss's series of 4-Hour books, which I'm a big fan of also. The "One Minute Manager" is basically about three secrets: one minute goals, one minute praisings, and one minute redirects (basically, goal setting plus the right ways to handle positive and negative feedback). I understand why Matt considers the book required reading for all his teammates. My main notes and takeaways are below. The search
Managing results vs people Autocratic vs democratic The new one minute manager Facilitates weekly meeting for team to review progress of last week and decide on plan for this week Both results oriented and people oriented People who feel good about themselves produce good results Don’t make decisions for others they can make themselves The first secret: one minute goals Agree on together with manager Describe on one page 80/20 rule 80% of results from 20% of goals Only write down the 20% 3-5 goals Check goals by yourself Managing self When identify problem, need to know what you want to be happening instead first Teach employees to solve problems themselves by asking themselves questions and considering potential solutions Plan goals together and describe them briefly and clearly Show people what good performance looks like Have people write out each goal on single page with due dates Review most important goals daily Encourage people to look at what doing and see if behavior matches goals If it doesn’t, encourage them to rethink what doing so it matches goals The second secret: one minute praises Crystal clear feedback Wouldn’t be comfortable for each of us Send in progress reports so manager could catch you doing something right especially at beginning of task Tell you what you did right and how it made manager feel Encourage you to keep up the good work Consistent to employee regardless of what happened to manager elsewhere Mostly during new project or responsibility. Later manager more hands off Employee starts praising self One minute praisings Praise as soon as possible when earned Let people know what you did right. Be specific Let people know how it made you feel Pause to let people feel good about what they’ve done Encourage more of the same to build confidence Help employees become managers themselves Third secret: one minute redirects How to respond when someone does something wrong Correct mistakes when they occur Helps you learn Quick to respond upon mistakes First clarify goal and take responsibility if it wasn’t clear before First half focuses on mistake and second half on person Confirm facts, tell how feels and impact on results Then quiet for a few seconds Remind that employee better than the mistake and that has confidence Say expect no repeat of mistake and look forward to working with them Initial redirects should be mild to not discourage Don’t ask manager to make decision for you Encourage others to speak up if manager makes mistake to prevent error in future Keep sense of humor and laugh at self and encourage good work One minute redirect Redirect as soon as possible after mistake Confirm facts first and be specific Express how you feel about impact on results Pause to let people feel concerned about what happened Let them know you think they’re better than the mistake and think well of them as a person Remind that you Have confidence and trust in them and their success Realize when redirect is over it’s over New one minute manager explains The best minute I spend is the one I invest in people Why one minute goals work Biggest motivator is feedback and results and knowing how you’re doing Everyone is a potential winner. Some are disguised as losers. Don’t let them fool you. Hire winners or those with intention to become winners and help develop them Daily reminder to look at goals and what doing and see if they match Why one minute praising a work Need to give praises for little steps of progress Catch them doing something approximately right in beginning then over time refine it Don’t wait for exactly right in beginning Punishment doesn’t work with someone who is learning Why one minute redirects work Feedback in small doses Don’t store up until frustration builds Deal with one behavior at a time Not just once per year performance review but continuous Get rid of bad behavior but keep the good person Tough and nice in that order First tough on behavior then nice on person We are not just our behavior. We are the person managing the behavior. Better to be honest with people than manipulate Care about people and results together Have to care enough to be tough If person repeats mistakes and won’t do better then let go People should feel like they work with the manager not for him People should feel like they Work for themselves Speak brief important truths New one minute manager’s game plan Let people know up front what you will do to help them win Show what good behavior looks like Put goals on one page Review goals frequently Encourage people to review what doing and see if it matches goals Give one minute praisings Do it soon Say how it makes you feel Pause encourage them to keep up good work Give one minute redirects Clarify and confirm goals Clarify what happened Describe mistake soon Say how concerned you feel Pause to let them feel it Say how much you value them When it’s over it’s over Gift to yourself Gift to others
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