Acharya’s Bangalore B - School THE ONE MINUTE MANAGER Author -KENNETH BLANCHARD & SPENCER JOHNSON Presented By Prof. VS Chauhan BE, MBA, M. Phil PGDM – IIMBANGALORE (PhD) Acharya’s Bangalore B - School

Step One : One Minute Goal Setting “Little time equals big results” This book describes an effective way to manage people in a little amount of time. This book discusses a method of three steps that anyone can use to communicate and manage people successfully. This method can help people stay motivated to work harder. It guides you to become your own manager and make decisions for yourself. “The best minute I spend is the one I invest in people”

One minute goal setting requires you to write down your goals before trying to achieve them. The goals should be no more than 250 words so that you are able to read it in one minute. Writing down your goals and expectations allows both the manger/teacher and employee/student to understand what is expected of them. More time should be spent with a person at the beginning of a new responsibility because you are trying to train this person to do the task successfully.

Agree on your goals. See what good behaviour looks like. Write out each of your goals on a single sheet of paper using less than 250 words. Read and re-read each goal, which requires only a minute or so each time you do it. Take a minute every once in a while out of your day to look at your performance, and See whether or not your behaviour matches your goal.

Step Two: One Minute Praising One minute praising requires the manager to give crystal-clear feedback to their employees. The manager/teacher catches the employee/student doing something right and praises them immediately. Also, make friendly contact with that person to let them know you are proud of their behaviour. Always let them know what they did right so they will repeat the desired behaviour. It is important to be consistent when praising a person. The more consistent then the higher the organization.

Tell people up front that you are going to let them know how they are doing. Praise people immediately. Tell people what they did right and be specific. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there. Stop for a moment of silence to let them “feel” how good you feel. Encourage them to do more of the same. Shake hands or touch people in a way that makes it clear that you support their success in the organization.

Never attack a person, only attack their behaviour. When an individual makes a mistake respond to the behaviour immediately. Let that person know that you are not happy with their behaviour. After letting them know what you are disappointed you need to express to them how important they are to the success of your company . Never attack a person, only attack their behaviour. Also, once the reprimand is over then do not bring it back up unless that specific behaviour is displayed again.

Step Three:One Minute Reprimand This step is crucial and in two part. ( first half minute and second half minute.)

Step Three:One Minute Reprimand In first half minute of reprimand , Tell people beforehand that you are going to let them know how they are doing in no uncertain terms. Reprimand people immediately. Tell people what they did wrong and be specific. Tell people how you feel about what they did wrong-in no uncertain terms. Stop for a few seconds of uncomfortable silence let them feel what you feel.

The second half of the reprimand: shake hands, or touch them in a way that lets them know you are honestly on their side. Remind them how much you value them. Reaffirm that you think well of them but not of their performance in the situation. Realize that when the reprimand is over, it’s over.

Tips for Effective Communication : Tell your employees, class, children what your expectations are for them. Correcting bad behaviour immediately and explain why it was a mistake. Praising good behaviour immediately so that know you are observing and like what they are doing. Make a special type of appropriate contact. Spend less time repeating yourself. Make sure your children/employees understand that they need to be listening. When communicating only attack the behaviour of that person.

Look at your Performance ….. See your behaviour matches your goals” It only takes a minute Take a minute……. Look at your goals …… Look at your Performance ….. See your behaviour matches your goals” It only takes a minute…..

It only takes a minute prof.vsc@gmail.com 09448925937” Tell me ……. How do you like this …… Feel free to write ….. prof.vsc@gmail.com 09448925937” It only takes a minute…..

Thank you Prof. VS Chauhan BE, MBA, M. Phil PGDM – IIMBANGALORE (PhD)