Management Techniques
Uploaded by seinsuct on Dec 03, 2007
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The class demonstrates four easy to use management techniques: One Minute Goal Setting, One Minute Praising, One Minute Reprimands and the One Minute Apology. One Minute Goal Setting involves setting clear performance standards and expectations. Most managers use NIHYSOB or "Now I have you - you SOB" These managers don't tell people what they expect of them; they just leave them alone and then "zap" them when they don't perform at the desired level. In One Minute Goal Setting the manager and employee agree on goals or key areas of responsibilities so that the employee knows what they will be accountable for and what performance is expected. The manager and employee agree that the manager will let the employee know when they are performing well and when they are not.
After One Minute Goal setting the manager stays in close contact with the employee and gives them a One Minute Praising when they do something right. The most important thing in training someone is to catch them doing something right-in the beginning it may be approximately right and gradually move them towards the desired behaviors. Praise employees for what they do right and encourage them to repeat the behavior. That's why it's important to observe new people in the beginning or when starting a new project. The praise should come immediately after you see them do something right and not just at performance review times.
If the employee is not performing as agreed on in the One Minute Goal Setting then the manger may use One Minute Reprimands. The authors state that most managers are "gunnysack discipliners." That is, they store up observations of poor performance and then at performance review time or when they are angry they "open the sack." They tell people all the things they've done wrong for the last weeks or months. The idea behind One Minute Reprimands is that the manager should intervene early and deal with the problem at the time that it happens and not wait till the performance review time. Reprimands should be fair and should focus on behavior and not on the worth of the person. The reprimand should always be followed by a praising -- telling the person what they are doing right and how much they are valued.
Destined to join Ken Blanchard’s other groundbreaking classics, The One Minute Apology offers business people–and just about anyone–a cogent and...