2. ne Minute Manager The New Ken Blanchard, PhD | Spencer Johnson, MD
Duration 3Mins
Welcome and Overview (Keith)
Hello and welcome to the One Minute Manager. How many of you have read this book? So you will know this book is a quick and easy read with practical management techniques you can incorporate immediately in your daily routine. Today we will walk you through the three 1Min effective methods, how to apply them to your own situation, along with understanding why they work so well.
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3. Agenda One Minute Goal Nacala Mitchell One Minute Praising Jon Young
One Minute Re-Directs Ann Marie Razza
One Minute Manager Explains Tammy Vidal
Gift to Yourself & Others Shawn Wingate
Duration: 2Mins
Review Agenda (Keith)
Nacala Mitchell will uncover the First Secret to the One Minute Manager, which is the power of Goal Setting and putting it into action.
Jon Young will reveal the Second Secret on how to effectively use Praise with your staff to motivate and encourage positive performance results.
Ann Marie Razza, will discuss the power of re-directs and how it can help lead to better performance.
Tammy Vidal will explain why these three methods are effective in your daily work and home life.
And finally Shawn Wingate will wrap up by putting everything together for us along with sharing a gift to yourself and to others.
Please welcome, Nacala Mitchell.
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4. The First Secret: One Minute Goals
Make it clear what the goals are.
Show what good behavior looks like.
Put each goal on one page.
Encourage people to notice what they’re doing, and see if it matches their goals.
If not, urge them to change what they’re doing and win.
Duration: 5-7Mins
One Minute Goals (Nacala)
1. Agree on your goals
Meet with your manager to develop and agree on your most important goals
Figure out what needs to be done and by what due date
2. Show people what good performance looks like
Lead by example, carefully and thoroughly train or let your staff know what exactly you’re looking for, so that they can eventually manage themselves.
Let your staff know what good performance looks like by showing them. In other words expectations are clear on both sides.
3. Write out each of your goals on a single sheet of paper using less than 250 words.
Write out your goals on a single sheet of paper.
A goal should take no more than a paragraph or two to express
4.Read and re-read each goal daily, which requires only a minute or so to do.
Once the goal is written out concisely, it’s easy to look at them often and stay focused on what’s important
5. Take a minute every once in a while out of your day to look at your performance, and,
6. See whether or not your behavior matches your goal
Since each goal can be read in about a minute, encourage staff to take a moment every now and then to look at what their results are and whether or not it matches their goals.
7. If it doesn't, encourage them to re-think what they’re doing so they can realize their goals sooner.

5. The Second Secret: One Minute Praising
The First Half-Minute
Praise people as soon as possible
Let people know what they did right – be specific
Tell people how good you feel about what they did right, and how it helps
Pause
4. Pause for a moment
The Second Half Minute
Encourage them to do
Make it clear you have confidence in them
Duration: 5-7Mins
One Minute Praising (Jon)
Praising Quickly
Manager’s promise of providing feedback on a timely basis, as the manager wants the “employee” to succeed.
A manager should observe an employees’ activity closely.
Catch your employees doing something “right!”
2. Let them Know
Observe your team – let them know when they have done something “right!”
Reinforce the praise by encouraging continued practice – this allows that individual to feel the encouragement in the moment.
Be consistent. This technique should be used on a daily basis. Recognizing great work or great actions takes very little time – hence – one minute praising!
3. Positive Reinforcement
Provide a reasoning behind your praise. Even during the beginning of new tasks or projects, look for the opportunity to praise good work.
Consistency with this practice, over time, will help build a reinforced team, prepared to take on new challenges without the fear of doing it wrong – “look for something right!”
4. Pause
Once you’ve provided the praise, allow a few moments to pass to allow that individual to hear and accept that praise!
5. Encourage
Meet with the employee – let him/her know what they did right!
Encourage the employee to keep performing at a high level.
6. Make It Clear
Tell them up-front what you are going to do.
Praise them immediately.
Tell them what they did right – be specific!
Tell them how good you feel about what they did, and how it helps the rest of the team.
Stop for a moment of silence to let them “feel” how good you feel.
Encourage them to do more of the same.
Make it clear that you support their success in the organization/company.

6. The Third Secret: One Minute Re-Directs
The First Half-Minute
Re-Direct people as soon as possible
Confirm the facts first
Express how you feel
Pause
4. Be quiet for a moment to allow
The Second Half Minute
Remember to let them know that they’re better than their mistake, and that you think well of them as a person.
Remind them that you have confidence and trust in them, and support their success
Realize that when they Re-Direct is over, its over.
Duration: 5-7 Mins
One Minute Re-Directs (Ann Marie)
A one minute redirect is an “opportunity” to learn from a mistake or an error and get back on track to achieve the desired goal.
As a Leader, you want to initiate a Redirect immediately, do not procrastinate.
2. Just the Facts
Determine the facts, be specific
Make sure that you set the goals clearly.
If the goal wasn’t clear, then the Leader needs to take responsibility and clarify the goal.
Did the teammate have the proper tools and training to accomplish the goal.
3. Express How You Feel
The Leader needs to express their concerns, but not in a negative way.
Confirm the facts with the employee and review what has gone wrong. Again, be very specific and objective.
Let them know the overall impact of this mistake, be direct and to the point without berating them. Remain professional at all times.
Make sure to pause and let the employee reflect.
Why do we pause?
4. Be Quite
By pausing, we give them time to reflect on the mistake and how it impacts them and/or the organization.
The pause is only a few seconds, but when you are on the receiving end, it can seem much longer.
5. They are better than their mistake
After pausing and reflecting, let them know you still have confidence in them.
Remind them they are better than their mistake and you still have trust in them.
By reaffirming that you value the employee and the team, the employee will not react negatively or defensively.
However, let them know you do not expect to see this mistake repeated and look forward to successfully achieving future goals.
6. You Still Have Confidence in Them
It’s Over
When the redirect is over, IT IS OVER.
Do not store up observations of bad behavior or mistakes. This will result in frustration and if not addressed immediately, will result in a bad review that might not be merited.
Make sure to notate all in Halogen.
Remember, stay objective, talk about the mistake, not the person.
Above all, be strong first and then nice.
Finish with nice.

7. Works! Why One Minute Manager Duration 5-7mins
A Manager Explains Why It Works (Tammy)
Why and how does it work?
I’m going to share a story about my 6-year-old granddaughter Isabella and how I feel using these tools worked.
So, Isabella decided she wanted to learn to skate, so we sat down and talked about skating. Looked for a location and planned a trip the following Saturday. She was super excited and thought it was going to be easy. So, we arrive, and she could not get her skates fast enough, I explained that we would get our skates but let’s watch the skaters and see how they are moving. We put on our skates and step onto the carpet, so far so good. She was ready to go try, however, being concerned that I would fall I asked that she practice a little on the carpet to get a feel for the skates. Watching how she’s doing I’m thrilled that she is not falling she’s stumbling but she’s getting the idea. We step out on to the floor of the rink together holding on to her closely to let her get a feel for the floor and how the skates glide easier, she held on tight slipping and realizing it was not going to be as easy as she thought. So, the good jobs, you got this begin. In sharing my excitement after we made a few rounds, she was ready to try on her own and of course would take a few steps and fall. So, I suggested that she try a Tripod roller so that she would skate alone with help. This helped her a lot she was able to skate and keep herself from falling as much, it also allowed me to observe her verse doing it with her and as she skated on her own and heard the you’re doing it, wow, great job she was more eager to try harder. This was a great boost to her confidence and eventually she was skating without the assistance of the tripod.
For Christmas she got a new set of white and purple skates with pom-poms and of course we were headed to the skating rink again for her to try out the new skates. She stepped out on the floor thinking she was going to be able to skate like she does and fell repeatedly, this time she came to me and said I think I need to use the Tripod to get comfortable and get the skates worn in. I was impressed that she was able to figure it out on her own. By the end of the session she participated in the limbo contest. I was so proud of her for doing so well and staying positive even when she fell.
Can you see where the goals, praise and redirects worked?
The goal was learning to skate, she understood her goal and the steps needed to achieve her goals.
She was praised when she got it almost right until she got it right, which built her courage.
During the times where she felt or frustrated, she was redirected to try it again.
As a grandmother it’s easy for me to use these tools and see the positive results, because I think about my grandmother and how she was wise, caring, nurturing, and had my best interest at heart. She was always proud of what I did and made me feel good about myself.
As leaders do you think we would want to get it right for our grandmother or our parent.

8. Duration 5-7mins (Continued)
A Manager Explains Why It Works (Tammy)

9. Duration 5-7mins (Continued)
A Manager Explains Why It Works (Tammy)

10. The Gift to Yourself and Others
Duration 3mins
Gift to Self and Others (Shawn)
Gift to Yourself First:
How? Utilize the techniques from the One Minute Manager in your daily routine.  Not only in your work life but in your personal life too.   If you can incorporate the One Minute Manager in your personal life it will help give you a better work life balance.  Not only will you have more time for yourself but for your family as well.  You need to first take care of yourself in order to help take care of others.
Gift to Others:
Your gift to others, is taking the knowledge you learned from the One Minute Manager and sharing it with your family and with your co-workers.  The better trained your employees are the easier your job will be.  You will see increase in productivity, happy employees, and less turnover.  When they ask how can they thank you for your skills, ask them to use them and share them with other people.  You will be amazed about how much extra time you have to do other things.

11. Proceed to Better Performance
The One Minute Manager Game Plan
Start
Let people know up front what you
are going to do to help them win. 
One Minute Goals
Make it clear what the goals are.
Show what good behavior looks like.
Put each goal on one page.
Encourage people to notice what they’re doing, and see if it matches their goals.
If not, urge them to change what they’re doing and win.
Goal Achieved
(or any part of the goals)
You Win!
Goal Not Achieved  
To Help You Win
You Lose
Duration 3mins (Continued)
Recap The Game Plan (Shawn)
One Minute Praisings
Praise the behavior.
Do it soon, be specific.
Say how good you feel about it.
Pause to Let people feel good too.
Encourage them to keep up the good work.
One Minute Re-Directs
Re-clarify & agree on goals.
Confirm what happened.
Describe the mistake soon.
Say how concerned you feel.
Pause to let people feel their own concern.
Tell them they’re better than the mistake & you value them.
When it’s over, it’s over.
Proceed with Success
Proceed to Better Performance

12. Q. What's the first step in setting
a One Minute Goal?
Duration: 5-10mins
Pop Quiz (Keith) *Everyone help with Give Aways
A. Make the goal clear

13. Q. Is leading by example apart good behavior looks like.
of the One Minute Goal
Yes, show what
good behavior looks like.

14. Q. If the goal is not achieved
what’s next?
A. Re-Direct

15. Q. Explain two elements we should A. Refer to Re-Direct Summary
cover in a Re-Direct?
A. Refer to Re-Direct Summary

16. A. When it’s over. It’s over.
Q. What is the last thing we should
remember to do on Re-Directs?
A. When it’s over. It’s over.

17. Q. When the goal is achieved, you win. What is the next step?
A. One Minute Praising

18. Q. When should you praise someone?
A. Immediately

19. A. Refer to Praise Summary
Q. What are two other tips
you should use when Praising?
A. Refer to Praise Summary

20. Q. What does Gift to Yourself
and Others Mean?

21. Q. What is something you will start to do differently
at your property?