One Minute Manager
Created: 2024-08-16T00:05:49-05:00
- meeting with employees at the beginning of a new task or project to establish expectations and requirements
- each goal should be kept on a card with 250 words or less
- 80% of important results from 20% of goals ("key areas of responsibility"), 3-6 goals
- "Sir, I have a problem." "Good. That's what you have been hired to solve."
- Importance of describing problems in observable, measurable terms.
- "If you cannot tell me what you want to be happening--you don't have a problem yet. You are just complaining."
- "If you do A, will what you want to happen happen?" "No." "Then you have a bad solution."
- one minute praisings: making sure the workers know when they are working well / poorly. essentially, regular indications of the manager's opinion of performance.
- "catching you doing something right": looking out for when workers do something correctly and praising it.
- walking workers through identifying and solving their own issues, and insisting that they are solving them for themselves and not yourself.
- once a project, task, or responsibility is established, the manager backs off unless they are really needed.
- "If you don't blow your own horn someone else will use it as a spittoon."
- one minute reprimands: issuing a reprimand upon committing a mistake. signalling that the manager is paying attention, and gives specific instructions on what was done wrong.
- "everyone is a potential winner. some people are disguised as losers."
- praise someone when they are doing something approximately right until they begin to do it completely right
- "leave alone zap style" leaving the employee alone and "zapping" them if they aren't doing what you want. They become poor and lazy performers.
- being first tough on behavior, then supportive of the person.
- only touch someone when you know them and you are giving them something (things, praise.)