1. The One Minute Manager
William Reed Rising
PT Tiara Marga Trakindo
2. Objectives of this Module
• Understand how to use one-minute goal
setting.
• Understand how to use weekly staff
meetings.
• Understand how to use one-minute
praising.
• Understand how to use one-minute
reprimands.
3. Introduction
• Concepts from “The One-Minute
Manager” by Kenneth Blanchard, Ph.D.,
and Spencer Johnson, M.D. (1982).
• All participants should have read the
book.
• Time to test what you read – quiz!
4. The One-Minute Manager
• One Minute Goal-Setting
• Weekly staff meetings
• One Minute Praising
• One Minute Reprimand
5. One Minute Goal Setting
• Managers and subordinates set goals
together (in the beginning).
• Agree on what is to be done and define
performance standards.
• Goals on a single page, 250 words
max.
• 3-5 goals only; focus on 80-20 rule
(20% of goals result in 80% of impact).
• “People who feel good about
themselves produce good results.”
6. Weekly Staff Meetings
• Review and analyze accomplishments
of previous week (use goals as
agenda).
• Review and analyze problems.
• Review what remains to be
accomplished.
• Develop plans & strategies for next
week.
7. Problem Solving and Decisions
• Focus on what is observable,
measurable.
• Problem: a difference between what is
actually happening and what is desired
to be happening.
• Managers are expected to solve
problems.
• When assisting the problem-solver,
8. Summary of Goal Setting
• Agree on your goals.
• See what good behavior looks like.
• Write goals on one page, 250 words
max.
• Read and re-read goals (takes one
minute).
• Review performance periodically.
9. Summary of Goal Setting
• Make sure the goals are realistic,
achievable.
• Set small goals that are incremental,
progressive towards the main goal.
• Praise each small goal achievement;
catch them doing something right.
10. One Minute Praising
• “Help people reach their full
potential; catch them doing
something right.”
• Observe new employees,
employees in new jobs, and new
projects/goals closely.
• Have subordinate keep detailed
records of performance and send
them to you.
11. One Minute Praising
• Face-to-face meeting with subordinate.
• OK to touch if your motivation is
correct and employee is comfortable
with it.
• Look at them straight in the eye and
say precisely what they did right.
• Tell them how good it makes you feel
about what they did.
• Important for new employees and
12. One Minute Praising
• Must be immediate; don’t wait for
annual performance review.
• Specify exactly what they did right so
you are sincere and familiar with what
they are doing.
• Be consistent; even if other things are
not going well, praise people who
deserve it.
13. One Minute Praising Review
• Tell people up front that you will tell
them how they are doing.
• Praise people immediately.
• Tell them specifically what they did
right.
• Tell people how good you feel about
what they did, how it helps the
organization and the other people who
14. One Minute Praising Review
• 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 in a way
that makes clear that you support their
success in the organization.
• Also: Ask for a one-minute praising;
blow your own horn; you’ll win or break
15. One Minute Reprimand
• Do it as soon as you learn of mistake.
• Learn facts, confirm them with
subordinate.
• Look at them straight in the eye.
• Tell them precisely what they did wrong.
• Tell them how it makes you feel: angry,
annoyed, frustrated, etc.
• Be silent; let them feel how you feel.
16. One Minute Reprimand
• Let them know how competent you
think they are.
• Tell them the reason for anger is
because you have so much respect for
them.
• Do not attack who they are!
• Convey to them what they did was not
OK, but they are OK.
• Don’t forget to praise them afterwards!
17. One Minute Reprimand Review
• Tell people beforehand you are going to
tell them how they are doing in no
uncertain terms.
• Reprimand people immediately.
• Tell them specifically what they did
wrong.
• Tell people how you feel about what
they did wrong – in no uncertain terms.
• Stop for a few seconds of
uncomfortable silence; let them feel
18. One Minute Reprimand Review
• Shake hands, or touch them in a way
that lets them know you are honestly
on their side.
• Remind them how much you value
them.
• Reaffirm you think well of them, but not
of their performance in this situation.
• Realize when the reprimand is over,
it’s over – no further reminders.
19. Things to Remember
• The best minute spent is one spent
investing in people.
• Feedback is the most important
motivator of people.
• Everyone is a potential winner; some
people are disguised as losers; don’t let
their appearances fool you.
20. Things to Remember
• You can hire winners: they’re hard to
find and expensive.
• You can hire someone with the
potential to be a winner; train them to
be a winner.
• Or pray: “I hope this person works out.”
• We are not just our behavior; we are
the person managing our behavior.
• Goals begin behaviors; consequences
maintain behavior.
21. THE ONE MINUTE MANAGER’S “GAME PLAN”
SET GOALS; PRAISE & REPRIMAND BEHAVIORS; ENCOURAGE PEOPLE;
SPEAK THE TRUTH; LAUGH;WORK; ENJOY
and encourage the people you work with to do the same as you do!
START
with
Set New Goals ONE MINUTE GOALS Review, Clarify &
(1 sheet of paper; read in 1 minute) Agree On The Goals
Goals Achieved Goals NOT Achieved
YOU WIN YOU LOSE
Proceed To Go Back to Goals once
Then Proceed To
ONE MINUTE PRAISINGS ONE MINUTE REPRIMANDS
• praise the behavior (with true feeling) • reprimand the behavior (with true feelings)
• do it soon • do it soon
• be specific • be specific
• tell the person what they did right, • tell the person what they did wrong,
• and how you feel about it • and how you feel about it
• encourage the person (with true feelings) • encourage the person (with true feelings)
• shake hands, and • shake hands, and
Proceed With Success Return to Start
22. Review of this Module
• Managers must jointly set goals with
employees, who must “own” the goals.
• Weekly staff meetings can be
extremely useful for review goals in a
group setting.
• One-minute praising is rewarding and
meaningful to employees.
• One-minute reprimands should
address employees’ behavior and not
