I was
recently asked what is my favorite book for a new manager. I responded
with my favorite book for all managers, 'The One Minute Manager' by Ken Blanchard and Spencer
Johnson. The genius in 'The One Minute Manager' is that the book is both
simple and counterintuitive. I believe that many managers both new
and seasoned, make mistakes, where they believe they are helping their employee but in reality are hurting,
'The One Minute Manager', offers easy and positive habits for all managers.
There are three components to being a 'One Minute Manager', below is a high-level overview and I strongly recommend reading the book:
One Minute Goal Setting:
It sounds simple, but many employees have no idea, what their managers want and expect from them. One Minute Managers begin by having their people write out their goals in 250 words or less and focus on positive actions. Again, keep the goals simply and trust the employee to meet their goals vs. a 30 page document with details at a task level. The One Minute Manager encourages employees to revisit their goals weekly and reviews the goals periodically with them to determine the need to be adjust, as the employee grows in his or her role. The mistake many mangers make, is assuming their employees know exactly what they expect from them, including new and transferred employees.
One Minute Praising's:
One Minute Managers catch people doing things right or approximately right. As soon as the One Minute Manager observes the positive behavior, they tell the person what they specifically did right and how this positive action makes him or her feel, reinforcing the praising. The mistake many mangers make is 'Leave alone zap', only communicating with employees, especially great employees, when they make a mistake. Unfortunately, what happens is that good employees who are doing most things right, only receive negative feedback.
One Minute Reprimands:
One Minute Mangers use reprimands to correct and redirect behavior. When the One Minute Manager observes someone doing something negative, he or she will tell them specifically and immediately, what they are doing incorrectly as an action, never reprimanding them as a person. He or she will also tell them how it makes them feel, and then redirect them back to the One Minute Goals and encouraging the person to do better by focusing on correcting their behavior in the future and letting them know that they can do it. The mistake many mangers make is the 'Reprimand' sandwich, where they say a positive, then a negative, then a positive. This is completely wrong, because when you give a compliment, the employee then expects a negative, and you ruin, One Minute Praising's.
I try to be a 'One Minute Manager' and writing this posts reminds me that I need to be a better job of 'One Minute Goal Setting' with my direct reports. I have weekly calls with management team, however, I only formal 'One Minute Goal Setting' annually, however, I need to do on a more regular basis.
Below is a link on amazon.com.
There are three components to being a 'One Minute Manager', below is a high-level overview and I strongly recommend reading the book:
One Minute Goal Setting:
It sounds simple, but many employees have no idea, what their managers want and expect from them. One Minute Managers begin by having their people write out their goals in 250 words or less and focus on positive actions. Again, keep the goals simply and trust the employee to meet their goals vs. a 30 page document with details at a task level. The One Minute Manager encourages employees to revisit their goals weekly and reviews the goals periodically with them to determine the need to be adjust, as the employee grows in his or her role. The mistake many mangers make, is assuming their employees know exactly what they expect from them, including new and transferred employees.
One Minute Praising's:
One Minute Managers catch people doing things right or approximately right. As soon as the One Minute Manager observes the positive behavior, they tell the person what they specifically did right and how this positive action makes him or her feel, reinforcing the praising. The mistake many mangers make is 'Leave alone zap', only communicating with employees, especially great employees, when they make a mistake. Unfortunately, what happens is that good employees who are doing most things right, only receive negative feedback.
One Minute Reprimands:
One Minute Mangers use reprimands to correct and redirect behavior. When the One Minute Manager observes someone doing something negative, he or she will tell them specifically and immediately, what they are doing incorrectly as an action, never reprimanding them as a person. He or she will also tell them how it makes them feel, and then redirect them back to the One Minute Goals and encouraging the person to do better by focusing on correcting their behavior in the future and letting them know that they can do it. The mistake many mangers make is the 'Reprimand' sandwich, where they say a positive, then a negative, then a positive. This is completely wrong, because when you give a compliment, the employee then expects a negative, and you ruin, One Minute Praising's.
I try to be a 'One Minute Manager' and writing this posts reminds me that I need to be a better job of 'One Minute Goal Setting' with my direct reports. I have weekly calls with management team, however, I only formal 'One Minute Goal Setting' annually, however, I need to do on a more regular basis.
Below is a link on amazon.com.
Good
Reading / Listening!
Reader Feedback, please click the ‘comments’ below to give your feedback on 'The One Minute'. Shaun Priest aka CloserQ. Have fantastic day.
Reader Feedback, please click the ‘comments’ below to give your feedback on 'The One Minute'. Shaun Priest aka CloserQ. Have fantastic day.
Comments
my site :: spielautomaten kaufen, ,
This is real absorbing; you are a rattling experienced blogger. I bed joined your rises introduce and perception assuming to search statesman of your tremendous station. Also, I feature joint your web situation in my gregarious networks! Business News India