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If you were the manager of a company and given a minute, what would you do? In the story The One Minute Manager, describe a motivated young man is trying to find an effective manager. But after several searches, the results were always empty and disappointing. One day, he heard about a manager known as The One Minute Manager, and he visited the "one-minute manager" with suspicion, and finally realized that the true meaning of management comes from three secrets:
| Secret type | Narrative |
|---|---|
| One minute goals | If you want to achieve great results for an organization, the first step is to set clear goals and tasks. Communicating these tasks, benchmarks, and results to an organization's employees is the most critical component of leading an organization in the right direction. 99% of problems in organizations are preventable, as long as the communication between the manager and staff is honest, open, and early. Keeping in mind the 80/20 principle (80 percent of the result are driven by 20 percent of the tasks), every staff member should have his/her responsibilities and consequences established upfront and discussed until both parties understand their responsibilities. Each of these goals should be less than 250 words and can be read daily within one minute. This gives them of sense of ownership and knows that they are trusted. Once both parties have a good understanding of what is expected and what the results should look like, it should be recorded on no more than a single page. From then on, the staff member knows what is expected of them and will rarely come to the manager with problems – they know they are hired to solve the organizational problems. |
| One minute praisings | Manager should catch staff when they're doing something right and recognize them for it. After praising the staff, take a slight pause to let the compliment sink in and give the person pat on the back or give them a hand to congratulate them on doing such a great job. |
| One minute reprimands (One minute redirect) | On the opposite end of praise, organizations also have reprimands(redirect). Just as organizations are taking a few moments to praise, but the reprimands (redirect) happens at about the same time instead of longer. This is important because the staff may begin to think they have more shortcomings than strengths, and that will never end well. During the 'one minute redirect,' we want to catch unproductive or negative behavior immediately, and explain to the employee the consequences and to emphasize the issue with the work, not the person. |