📖 The New One Minute Manager by Ken Blanchard & Spencer Johnson

David Guerrero -

Topic: Management | Medium: Audible | Rating: 5/5

Notes:

  • The most effective manager manages themselves and the people.
  • The OMM is both results-driven (tough autocratic) and people-driven (nice democratic).
  • Providing feedback is the #1 motivator for people.
  • Deep down people work for themselves. And so we need a way to work together.
"The best minute I spend is the one I invest in people."

THE 3 SECRETS OF THE OMM

  • This is the 20% that generates 80% of the results.

1. ONE MINUTE GOALS (OMG)

Process:

  1. At the start of a role or project - plan goals together.
  2. Document goals on a single page (1-2 paragraphs) So they can be read and reviewed in a minute. Includes performance standards (what needs to be done and by what date). *
  3. Review important goals each day.
  4. Review behaviours if aligned in reaching their goals. And change if necessary.  

* Have about 3-5 goals for your main role and separate ones for new projects.

"Goals begin behaviours. Consequences influence future behaviours."

Why it works:

  1. Easy to review, clear and easy to monitor. Makes a complicated job more manageable.
  2. Most organisations have systems are set up to have winners, losers and people in the middle. OMG allows everyone to be a winner.

ONE MINUTE PRAISINGS (OMP)

Process:

  1. At the beginning, of a project monitor closely - catch them doing something right to praise them as soon as possible.
  2. In one minute: (i) tell them they’ve done something right, how it good it made you feel and why it helped; (ii) pause for a moment to allow people to feel good for what they’ve done; (iii) encourage them to do more of the same; and (iv) make it clear you have confidence in them and their success.

Why it works:

  1. Like a baby learning to walk, they will make mistakes, but praise helps them towards their goal. Once confident they no longer need praise.
  2. Most organisations leave people alone and only get involved when something goes wrong. Punishment doesn’t work for people that are learning.

ONE MINUTE REDIRECTS (OMR)

Process:

  1. Clarify the goal – take responsibility if not understood.
  2. First half minute (behaviour) – redirect someone as soon as possible, (i) confirm the facts first; (ii) review the mistake together; (iii) communicate how you feel about the mistake and the impact it has caused; and (iv) pause for a moment to allow people to feel concerned about what they’ve done.
  3. Second half minute (person) – remind them that they are not their mistake, and you think well of them as a person, remind them you have confidence and trust in them.
  4. When the redirect is over, it’s over.

Why it works:

  1. Correct mistakes when they occur. Get back on track and achieve their goals. If you wait (for a performance review) it can cause resentment.
  2. It only lasts a minute, but you remember it. And because it ends supportive you don't become defensive. You also know that if you do get another OMR in the future, it would be fair.
  3. It separates behaviour from work. That way it doesn’t feel like an attack on them directly. It's tough on the behaviour, but nice on the person. It is very important when you're leading people to remember that behaviour and worth are not the same things.