Note: A colleague of mine shared with me via email. I thought that this would be useful to you, thus decided to make it a post on EnhanceLife
"Once there was a bright young man who was looking for an effective manger. He wanted to work for one. He wanted to become one. His search had taken him over many years to the far corners of the world." Finally he met the One minute Manager who shared the secrets of "one minute management". He was neither autocratic nor democratic; neither tough nor nurturing. He taught three secrets of the one minute management to the young person. We also going to learn them.
"People who feel good about themselves produce good results"
The first secret of the three is "One minute Goal Setting". It is about making sure that we know what good performance is. One minute manager sets each goal and its performance standards with his subordinates in a paper with less than 250 words, something can be read in less than one minute. Once a while people can spend a minute and read the goal and see whether the behavior matches the goal. We certainly have this in our OPM process.
Goal setting is so important so that the people can feel that they are achieving. When you go for bowling and if there are no pins standing, would you ever roll the ball? When there are pins but if they are covered with a paper screen, you would try rolling and might hear some sounds which makes you happy. But you would not enjoy the game much. So the manager responsibility is to make the pins visible and then there is no doubt that the people will enjoy the work.
"Help People to Reach Their Full Potential. Catch Them Doing Something Right"
Most often manages catch people when they do something wrong. They are watching behind the paper screen so that they can see the pins well. They would say that you missed eight pins instead of telling that you hit two. The second secret of one minute management is "One Minute Praising". People should told right from the start that you are going to let them know how they are doing. Once a good work done people should be praised immediately and it should be specifically about the particular work and not a general praise. Just spend only one minute for this. Tell them how good you feel and let them feel it and encourage them to do more of the same.
"We are not just our behavior. We are the person managing our behavior"
The third secret of the one minute manager is "One minute Reprimand". Sometimes really bad things happen and then, you need to go for one minute reprimand. As in the previous secret your should do this immediately. Divide your minute into two. In the first 30 second, tell what went wrong and tell how you feel about it and let them also feel it. During the second half you should remind them how valuable they are to you and to the organization. Reaffirm that you condemn the behavior but you value the person because the person is not just the behavior. Finally agree not to repeat the same.
"The best minute you spend is the one you invest in people"
"Everyone is a potential winner. Some People are disguised as losers, Don't let their appearances fool you"
The most important lesson we can learn from this book is,
"Goals begin behaviors. Consequences maintain behaviors."
Finally our young guy became an effective manager by learning and practicing the above secrets and came up with a new principal.
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