1. Presentation By
Rui Cao

2. X style: interested in result Y style: interested in people The managers who were interested in result often seemed to be labeled “autocratic,” while the managers interested in people were often labeled “democratic.” But they were only partially effective. It’s like being half manager.

3. What is the effective manager?
Effective managers can be both good for themselves and their subordinates, so companies and employees will achieve a win- win situation.

4. How to be a real effective manager?

5. What is One Minute Manager？
It’s a concise, that takes very little time to get very big results from people.
Three Secrets:
One minute goals
One Minute Praising
One Minute Reprimands

6. One minute goals Agree on a goal Define good behavior
Write out the goal
Read and re-read it
Take time and reflect
See if behaviour matches goal

7. One Minute Praising Tell people your intention
Praise people immediately
Be Specific
Let them feel how good you feel
Encourage them to do more of the same
Then comes the final “touch”

8. One Minute Reprimands -Tell people your intention
The first half of the reprimand:
-Reprimand people immediately.
-Tell people what they did wrong-be specific.
-Tell how you feel about what they did.
-Stop for a few seconds to let them feel how you feel.

9. One Minute Reprimands The second half of the reprimand:
-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.
-Realize that when the reprimand is over, it’s over.

10. Why is that work?

11. One minute goals Set your goal Play bowling Write down on the paper
Take a minute:
Look at your goals
Look at your performance
See if your behavior matches your goals

12. One Minute Praising
Whale jump rope

13. One Minute Reprimands
The most important in One Minute Reprimand is feedback immediately.
When you give a One Minute Reprimand, never attack a person’s worth or value as a person.

14. You set One Minute Goals with your people to make sure they know what they need to do and what good performance looks like.
You then try to catch them doing something right so you can give them a One Minute Praising.
And then, finally, if they have all skills to do something right and they don’t, you give them a One Minute Reprimand.

15. Goals Begin Behaviors Consequences Maintain Behaviors

16. Share it with others!

17. Thank you