One minute Manager

Hi Dear team

I Read about One minute Manger this book was really good to learn lot more.

From this book I learned so many things it was interesting to read & learn.

That young man Spoken with so many mangers but he is not satisfaction. He had seen many "tough" Mangers.

But he was beginning to see the full spectrum of how people Manage People.

Finally he found one good manager after that he asked lot's questions to him and I learned lot more things from One minute manger.

He learned about one minute Goal Setting, one minute Praising, and One minute Reprimands.

One day he became One minute manger! (I was Surprised when I read this word)

He became a one minute manager not because he thought like one, or talked one, but because he behaved like one,

He set One minute Goals.
He set one minute Praising.
He set One minute Reprimands.
He asked Brief, Important questions; spoke the simple truth; laughed, worked, and enjoyed.

And, perhaps most important of all, he encouraged the people he worked with to do the same.

He had even created a pocket size "game plan" to make it easier for the people around him to become one minute managers. He had given it as a useful gift to each person who reported to him.

This all I leant even now onwards I am also going do this I hope one day I can also became one minute Manager such a wonderful book.

Finally I leaned from this how people work with other people

Start now only setting your goals team here is some more tips

One minute Goal setting is very simply:-
Agree on your goals.
See what good behavior 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 behavior matches your goals.

The one minute Praising works well when you:
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-be specific.
Tell people how good you fell 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 on a way that makes it clear that you support their success in the organization.

The one minute Reprimand works well when you:
Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms.

The first half of the reprimand:
Reprimand people immediately.
Tell people what they did wrong-be specific.
Tell people how you feel about what they did wrong-and in no uncertain terms.
Stop for a few seconds of uncomfortable silence to let them feel how 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 value them.
Reaffirm that you think well of them but not of their performance in this situation.
Realize that when the reprimand is over, it’s over.

Regards
Pavithra K.L