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The One Minute Manager
By
THE SEARCH
THEME AND STORY
People Who Feel Good About Themselves Produce Good Results
One Minute Goal Settingbull 8020 Rule 80 of your really important results will
come from 20 of your goals
bull One minute goal setting is a philosophy of ldquono surprisesrdquo-everyone knows what is expected from the beginning
One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like
3 Write out each of your goals on a single sheet of paper using less than 250 words
4 Read and re-read each goal which requires only a minute or so each timeyou do it
5 Take a minute every once in a while out of your day to look at your performanceand
6 See whether or not your behavior matches your goal
Why One Minute Goal Setting Workshellip
bull As a manager you have 3 options to choose from
You can hire a winner-though they are hard to find and cost money
If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip
PRAY
HELP PEOPLE REACH THEIR FULL POTENTIAL
CATCH THEM DOING SOMETHING RIGHT
One Minute Praisingbull Always be open about an employees performance
bull Praise immediately
bull Try and let the employee ldquofeelrdquo how good you feel about their performance
bull Make contact it ensures you care and want them to prosper
One Minute Praising Summary
1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
THE SEARCH
THEME AND STORY
People Who Feel Good About Themselves Produce Good Results
One Minute Goal Settingbull 8020 Rule 80 of your really important results will
come from 20 of your goals
bull One minute goal setting is a philosophy of ldquono surprisesrdquo-everyone knows what is expected from the beginning
One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like
3 Write out each of your goals on a single sheet of paper using less than 250 words
4 Read and re-read each goal which requires only a minute or so each timeyou do it
5 Take a minute every once in a while out of your day to look at your performanceand
6 See whether or not your behavior matches your goal
Why One Minute Goal Setting Workshellip
bull As a manager you have 3 options to choose from
You can hire a winner-though they are hard to find and cost money
If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip
PRAY
HELP PEOPLE REACH THEIR FULL POTENTIAL
CATCH THEM DOING SOMETHING RIGHT
One Minute Praisingbull Always be open about an employees performance
bull Praise immediately
bull Try and let the employee ldquofeelrdquo how good you feel about their performance
bull Make contact it ensures you care and want them to prosper
One Minute Praising Summary
1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
THEME AND STORY
People Who Feel Good About Themselves Produce Good Results
One Minute Goal Settingbull 8020 Rule 80 of your really important results will
come from 20 of your goals
bull One minute goal setting is a philosophy of ldquono surprisesrdquo-everyone knows what is expected from the beginning
One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like
3 Write out each of your goals on a single sheet of paper using less than 250 words
4 Read and re-read each goal which requires only a minute or so each timeyou do it
5 Take a minute every once in a while out of your day to look at your performanceand
6 See whether or not your behavior matches your goal
Why One Minute Goal Setting Workshellip
bull As a manager you have 3 options to choose from
You can hire a winner-though they are hard to find and cost money
If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip
PRAY
HELP PEOPLE REACH THEIR FULL POTENTIAL
CATCH THEM DOING SOMETHING RIGHT
One Minute Praisingbull Always be open about an employees performance
bull Praise immediately
bull Try and let the employee ldquofeelrdquo how good you feel about their performance
bull Make contact it ensures you care and want them to prosper
One Minute Praising Summary
1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
People Who Feel Good About Themselves Produce Good Results
One Minute Goal Settingbull 8020 Rule 80 of your really important results will
come from 20 of your goals
bull One minute goal setting is a philosophy of ldquono surprisesrdquo-everyone knows what is expected from the beginning
One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like
3 Write out each of your goals on a single sheet of paper using less than 250 words
4 Read and re-read each goal which requires only a minute or so each timeyou do it
5 Take a minute every once in a while out of your day to look at your performanceand
6 See whether or not your behavior matches your goal
Why One Minute Goal Setting Workshellip
bull As a manager you have 3 options to choose from
You can hire a winner-though they are hard to find and cost money
If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip
PRAY
HELP PEOPLE REACH THEIR FULL POTENTIAL
CATCH THEM DOING SOMETHING RIGHT
One Minute Praisingbull Always be open about an employees performance
bull Praise immediately
bull Try and let the employee ldquofeelrdquo how good you feel about their performance
bull Make contact it ensures you care and want them to prosper
One Minute Praising Summary
1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
One Minute Goal Settingbull 8020 Rule 80 of your really important results will
come from 20 of your goals
bull One minute goal setting is a philosophy of ldquono surprisesrdquo-everyone knows what is expected from the beginning
One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like
3 Write out each of your goals on a single sheet of paper using less than 250 words
4 Read and re-read each goal which requires only a minute or so each timeyou do it
5 Take a minute every once in a while out of your day to look at your performanceand
6 See whether or not your behavior matches your goal
Why One Minute Goal Setting Workshellip
bull As a manager you have 3 options to choose from
You can hire a winner-though they are hard to find and cost money
If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip
PRAY
HELP PEOPLE REACH THEIR FULL POTENTIAL
CATCH THEM DOING SOMETHING RIGHT
One Minute Praisingbull Always be open about an employees performance
bull Praise immediately
bull Try and let the employee ldquofeelrdquo how good you feel about their performance
bull Make contact it ensures you care and want them to prosper
One Minute Praising Summary
1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like
3 Write out each of your goals on a single sheet of paper using less than 250 words
4 Read and re-read each goal which requires only a minute or so each timeyou do it
5 Take a minute every once in a while out of your day to look at your performanceand
6 See whether or not your behavior matches your goal
Why One Minute Goal Setting Workshellip
bull As a manager you have 3 options to choose from
You can hire a winner-though they are hard to find and cost money
If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip
PRAY
HELP PEOPLE REACH THEIR FULL POTENTIAL
CATCH THEM DOING SOMETHING RIGHT
One Minute Praisingbull Always be open about an employees performance
bull Praise immediately
bull Try and let the employee ldquofeelrdquo how good you feel about their performance
bull Make contact it ensures you care and want them to prosper
One Minute Praising Summary
1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
Why One Minute Goal Setting Workshellip
bull As a manager you have 3 options to choose from
You can hire a winner-though they are hard to find and cost money
If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip
PRAY
HELP PEOPLE REACH THEIR FULL POTENTIAL
CATCH THEM DOING SOMETHING RIGHT
One Minute Praisingbull Always be open about an employees performance
bull Praise immediately
bull Try and let the employee ldquofeelrdquo how good you feel about their performance
bull Make contact it ensures you care and want them to prosper
One Minute Praising Summary
1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
HELP PEOPLE REACH THEIR FULL POTENTIAL
CATCH THEM DOING SOMETHING RIGHT
One Minute Praisingbull Always be open about an employees performance
bull Praise immediately
bull Try and let the employee ldquofeelrdquo how good you feel about their performance
bull Make contact it ensures you care and want them to prosper
One Minute Praising Summary
1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
One Minute Praisingbull Always be open about an employees performance
bull Praise immediately
bull Try and let the employee ldquofeelrdquo how good you feel about their performance
bull Make contact it ensures you care and want them to prosper
One Minute Praising Summary
1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
One Minute Praising Summary
1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
Why One Minute Praising Workshellip
bull It is ldquoeffectiverdquo
bull Praising is done ldquoevery timerdquo something right is done
bull Always try to create a situation in which you can give a one minute praising
bull Praising= less turnover
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
3rd Secret to an Effective Manager One Minute Reprimands
bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly
bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like
bull Reprimand and Reassurance go hand in hand and are equally important
bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
One Minute Reprimands Summary
the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
Why One Minute Reprimands Workhellip
bull Feedback on a reprimand is immediate-it helps enhance future behaviors
bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them
bull The behavior is the only thing that is reprimanded-not the value of the person themselves
COMPANIES APPLYING
THIS CONCEPT
Thank You
COMPANIES APPLYING
THIS CONCEPT
Thank You
Thank You