
The One Minute Manager
đ People Thrive When They Feel Good â Self-esteem drives performanceâpeople who feel good about themselves achieve better results.
đŻ One Minute Goals â
- Plan and define goals clearly together.
- Keep goals brief, written on one page with due dates.
- Review goals daily for alignment and quick corrections.
- Encourage reflection to adjust actions toward goals.
đ One Minute Praisings â
- Praise immediately and be specific about what was done right.
- Share how their success positively impacts results.
- Let them feel good about their achievement.
- Show confidence and encourage repeat behavior.
⥠One Minute Re-Directs â
- Address mistakes quickly and specifically.
- Express your feelings about the mistakeâs impact.
- Pause to let it sink in.
- Separate the mistake from the personâaffirm trust and support.
- Once done, move onâdonât hold grudges.
đ§ People Development Matters â Invest time and resources in developing people, not just paying salaries.
đ Feedback Is Fuel â
- Frequent, constructive feedback keeps motivation high.
- âFeedback is the breakfast of champions.â
đ See the Winner in Everyone â Potential often hides behind appearancesâtreat everyone like a winner.
đ Re-Direct, Donât Punish â
- Correct behavior gently, especially with inexperienced people.
- Focus on behavior, not the personâs worth.
đ¤ Mistakes Are Lessons â
- Mistakes are natural; failure to learn from them is the real issue.
- Goals spark behavior; consequences shape future actions.
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People who feel good about themselves produce good results.
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A problem only exists if there is a difference between what is actually happening and what you desire to be happening.
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One minute goals work well when you
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Plan the goals together and describe them briefly and clearly. Show people what good performance looks like.
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Have people write out each of their goals, with due dates, on a single page.
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Ask them to review their most important goals each day, which takes only a few minutes to do.
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Encourage people to take a minute to look at what theyâre doing, and see if their behavior matches their goals.
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If it doesnât, encourage them to re-think what theyâre doing so they can realize their goals sooner.
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Help people reach their full potential. Catch them doing something right.
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One Minute Praising works well when you
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Praise people as soon as possible.
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Let people know what they did rightâbe specific.
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Tell people how good you feel about what they did right, and how it helps.
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Pause for a moment to allow people time to feel good about what theyâve done.
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Encourage them to do more of the same.
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Make it clear you have confidence in them and support their success.
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Praising people doesnât always work if it isnât combined with Re-Directs to correct mistakes when they occur.
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A one minute re-direct works well when you
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Re-Direct people as soon as possible.
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Confirm the facts first, and review the mistake togetherâbe specific.
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Express how you feel about the mistake and its impact on results.
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Be quiet for a moment to allow people time to feel concerned about what theyâve done.
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Remember to let them know that theyâre better than their mistake, and that you think well of them as a person.
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Remind them that you have confidence and trust in them, and support their success.
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Realize that when the Re-Direct is over, itâs over.
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The best minute I spend is the one I invest in people.
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Itâs ironic that most companies spend so much of their money on peopleâs salaries, and yet they spend only a small fraction of their budget to develop people.
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The number one motivator of people is feedback on results. They want to know how theyâre doing.
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Feedback Is the Breakfast of Champions. Itâs feedback that keeps us going.
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Everyone is a potential winner. Some people are disguised as losers. Donât let their appearances fool you.
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Take a minute to look at your goals. Then look at what youâre doing and see if it matches your goals.
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Rather than punish inexperienced people who are still learning, we need to re-direct them.
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Itâs not fair to people to save up negative feelings about their poor performance, and itâs not effective.
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If you are first tough on the behavior, and then supportive of the person, it works better.
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Tell people what they did wrong; tell them how you feel about it; and remind them they are better than that.
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We are not just our behavior. We are the person managing our behavior.
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Making mistakes is not the problem. Itâs not learning from them that causes real problems.
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Goals begin behaviors. Consequences influence future behaviors.