The One Minute Manager

“Take a minute: look at your goals, look at your performance, see if your behavior matches your goals.”

“Secret #1 : One minute Goal Setting"People who feel good about themselves produce good results”

“Help People Reach Their Full PotentialCatch Them Doing Something Right”

“Secret #3 : One minute Reprimand"We are not just our behavior. We are the person managing our behavior”

“Secret #2 : One Minute PraisingHelp People to Reach Their Full Potential. Catch Them Doing Something Right”

“Goals begin behaviors, consequences maintain them.”

“Effective managers,” he thought, “manage themselves and the people they work withso that both the organization and the people profit from their presence.”

“If you can´t tell me what you'd like to be happening, you don't have a problem yet. You're just complaining. A problem only exists if there is a difference between what is actually happening and what you desire to be happening.”

“The people who work with you as their manager will look to you as one of their sources of wisdom”

“The best minute I spend is the one I invest in people.”

“When I first came to work her i spotted a problem that needed to be solved, but I didn't know what to do. So I called the One Minute Manager. When he answered the phone, I said, Sir, I have a problem. Befor I could get another word out, he said, Good! That's what you've been hired to solve.”

“Everyone Is A Potential Winner. Some People Are Disguised As Losers. Don’t Let Their Appearances Fool You.”

“If you can’t tell me what you’d like to be happening,’ he said, ‘you don’t have a problem yet. You’re just complaining. A problem only exists if there is a difference between what is actually happening and what you desire to be happening.”

“People Who Feel Good About Themselves Produce Good Results. *”

“Yes. However, remember—productivity is more than just the quantity of work done. It is also the quality.”

“Our Manager makes sure we know what good performance looks like because he shows us. In other words, expectations are clear to both of us.”

“When people become defensive, they don’t learn.”

“In these changing times, he thought, the most effective managers manage themselves and the people they work with so that both the people and the organization profit from their presence.”

“As you undoubtedly know, making mistakes is not the problem. It’s not learning from them that causes real problems.”

“Our Manager works with us to make it clear what our responsibilities are and what we are being held accountable for.”

“People Who FeelGood AboutThemselves ProduceGood Results.”

“At work, and in life, too, you don’t have to catch a winner doing things right very often, because good performers catch themselves doing things right. But people who are learning benefit from praise and encouragement from others.”

“Plan the goals together and describe them briefly and clearly. Show people what good performance looks like. 2. Have people write out each of their goals, with due dates, on a single page. 3. Ask them to review their most important goals each day, which takes only a few minutes to do. 4. Encourage people to take a minute to look at what they’re doing, and see if their behavior matches their goals. 5. If it doesn’t, encourage them to re-think what they’re doing so they can realize their goals sooner.”

“As I said earlier, I don’t make decisions for other people,” the Manager said firmly. “Make that decision yourself.”

“Since speed is a currency of success now, leading with collaboration is far more effective than the old command-and-control system.”

“THE FIRST HALF-MINUTE 1. Re-Direct people as soon as possible. 2. Confirm the facts first, and review the mistake together—be specific. 3. Express how you feel about the mistake and its impact on results. PAUSE 4. Be quiet for a moment to allow people time to feel concerned about what they’ve done. THE SECOND HALF-MINUTE 5. Remember to let them know that they’re better than their mistake, and that you think well of them as a person. 6. Remind them that you have confidence and trust in them, and support their success. 7. Realize that when the Re-Direct is over, it’s over.”

“THE FIRST HALF-MINUTE 1. Praise people as soon as possible. 2. Let people know what they did right—be specific. 3. Tell people how good you feel about what they did right, and how it helps. PAUSE 4. Pause for a moment to allow people time to feel good about what they’ve done. THE SECOND HALF-MINUTE 5. Encourage them to do more of the same. 6. Make it clear you have confidence in them and support their success.”