More on this book
Kindle Notes & Highlights
As the ancient sage Confucius advises, “The essence of knowledge is, having it, to use it.”
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.
“I meet with our team once a week on Wednesday mornings—that’s why I couldn’t meet with you then. At those meetings I listen as our group reviews and analyzes what they achieved the previous week, the problems they had, what remains to be accomplished, and their plans and strategies to get those things done.”
managers must be both results-oriented and people-oriented.
People Who Feel Good About Themselves Produce Good Results.
Our Manager works with us to make it clear what our responsibilities are and what we are being held accountable for.”
the 80/20 rule. That is, 80% of your really important results will come from 20% of your goals. So we set One Minute Goals on only that 20%—that is, our key areas of responsibility—maybe three to five goals.
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.
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.’
One Minute Goals: Summary ONE MINUTE GOALS WORK WELL WHEN YOU: 1. 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
...more
how can you be an effective manager unless you and your team are clear about goals and what good performance looks like?
Help People Reach Their Full Potential. Catch Them Doing Something Right.
One Minute Praisings: Summary A ONE MINUTE PRAISING WORKS WELL WHEN YOU: 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.
Today we need to get more done sooner with fewer resources. And people want to find more satisfaction and value in their work.
Goals make clear what is most important to focus on, Praisings build confidence that helps you succeed, and Re-Directs address mistakes. And all three of these help people feel better about themselves and produce good results.
One Minute Re-Directs: Summary IF THE GOAL IS CLEAR, A ONE MINUTE RE-DIRECT WORKS WELL WHEN YOU: 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
...more
The Best Minute I Spend Is The One I Invest In People.
“In fact, we have another saying here that’s worth noting: Feedback Is the Breakfast of Champions. It’s feedback that keeps us going.
Everyone Is A Potential Winner. Some People Are Disguised As Losers. Don’t Let Their Appearances Fool You.
Take a Minute To Look At Your Goals. Then Look At What You’re Doing And See If It Matches Your Goals.
“Rather than punish inexperienced people who are still learning, we need to re-direct them. That involves resetting clear One Minute Goals to make sure they understand what’s expected of them and what good performance looks like.”
tell people what they did wrong; tell them how you feel about it; and remind them they are better than that.
We Are Not Just Our Behavior. We Are The Person Managing Our Behavior.
By now he had grown to like the New One Minute Manager, and knew why people enjoyed working there. They worked with him, not for him.
Goals Begin Behaviors. Consequences Influence Future Behaviors.
The New One Minute Manager’s Game Plan
