The New One Minute Manager

Today, organizations must respond faster, with fewer resources, to keep up with ever-changing technology and globalization.

Collaborative leadership. The New One Minute Manager recognizes that traditional top-down management is no longer effective in today's rapidly changing business environment. Instead, he adopts a more collaborative approach, working side-by-side with team members to set goals, make decisions, and achieve results. This shift allows organizations to be more agile and responsive to market demands.

Balancing results and people. The New One Minute Manager understands that success comes from both achieving results and developing people. By focusing on both aspects, he creates an environment where employees feel valued and engaged, leading to increased productivity and innovation. This approach helps attract and retain talent, which is crucial in today's competitive job market.

Take a minute to look at your goals. Then look at what you're doing and see if it matches your goals.

Concise and clear goals. One Minute Goals are written on a single page in no more than two paragraphs, making them easy to review and understand. This brevity ensures that employees can quickly grasp their objectives and stay focused on what's most important.

Regular review and alignment. Employees are encouraged to review their goals daily, which takes only a few minutes. This practice helps them:

• Stay aligned with organizational objectives

• Identify areas where their actions may not be contributing to goal achievement

• Make necessary adjustments to their work approach

• Maintain motivation and engagement

Help people reach their full potential. Catch them doing something right.

Immediate and specific feedback. One Minute Praisings are given as soon as the manager notices good performance. The praise is specific, detailing exactly what the employee did right and how it positively impacts the organization. This immediate and targeted feedback reinforces desired behaviors and motivates employees to continue performing well.

Building confidence. By consistently catching people doing things right, especially when they're learning new tasks or starting new projects, managers help build confidence in their team members. This approach:

• Encourages employees to take on new challenges

• Fosters a positive work environment

• Increases job satisfaction and engagement

• Leads to improved overall performance and productivity

It's not fair to people to save up negative feelings about their poor performance, and it's not effective.

Timely and focused feedback. One Minute Re-Directs address mistakes or poor performance as soon as they occur. By dealing with issues promptly and focusing on one behavior at a time, managers prevent the accumulation of negative feedback and reduce the likelihood of overwhelming or demoralizing employees.

Two-part structure. The Re-Direct consists of two parts:

1. Clearly stating what went wrong and its impact

2. Reaffirming the person's value and expressing confidence in their ability to improve

This balanced approach helps employees:

• Understand their mistake without feeling personally attacked

• Take responsibility for their actions

• Maintain their motivation to improve and succeed

Feedback is the breakfast of champions.

Continuous performance management. Rather than relying on annual performance reviews, the New One Minute Manager provides ongoing feedback throughout the year. This approach ensures that employees always know where they stand and can make timely adjustments to their performance.

Creating a feedback-rich environment. By consistently providing both positive and corrective feedback, managers create a culture where:

• Employees feel valued and recognized for their contributions

• Performance issues are addressed promptly and effectively

• Team members are more engaged and motivated to perform well

• Continuous improvement becomes a natural part of the work process

We are not just our behavior. We are the person managing our behavior.

Focusing on actions, not character. When providing feedback, especially during Re-Directs, it's crucial to distinguish between the person's behavior and their inherent worth. This separation helps prevent employees from becoming defensive and allows them to focus on improving their performance.

Maintaining respect and trust. By consistently showing respect for individuals while addressing their behavior, managers:

• Build stronger relationships with team members

• Create a psychologically safe environment for learning and growth

• Encourage employees to take ownership of their actions and development

• Foster a culture of continuous improvement and open communication

The best minute I spend is the one I invest in people.

Prioritizing people development. The New One Minute Manager recognizes that investing time in developing employees yields significant returns for the organization. This investment includes:

• Setting clear goals and expectations

• Providing regular feedback and guidance

• Offering opportunities for learning and growth

• Empowering employees to take on new challenges

Long-term benefits. By consistently investing in people, managers:

• Improve overall team performance and productivity

• Increase employee engagement and job satisfaction

• Reduce turnover and associated costs

• Create a pipeline of talent for future leadership roles

• Foster a culture of continuous learning and innovation

Deep down, people like to work for themselves.

Fostering autonomy. The New One Minute Manager encourages employees to take ownership of their work and make decisions independently. This approach:

• Increases employee engagement and job satisfaction

• Develops problem-solving and decision-making skills

• Improves overall productivity and efficiency

• Allows managers to focus on strategic issues rather than micromanaging

Creating a partnership mindset. By treating employees as partners rather than subordinates, managers:

• Build trust and mutual respect

• Encourage innovation and creativity

• Promote a sense of shared responsibility for outcomes

• Create a more collaborative and enjoyable work environment

You want to get rid of the bad behavior but keep the good person.

Firm but fair approach. The New One Minute Manager maintains high standards for performance while showing genuine care and support for individuals. This balance helps:

• Address performance issues effectively without demoralizing employees

• Maintain a positive and motivating work environment

• Build resilience and adaptability in team members

• Foster a culture of continuous improvement and accountability

Tailoring feedback to the individual. Managers should consider each employee's experience level and personality when providing feedback:

• New or inexperienced employees may need more frequent Praisings and milder Re-Directs

• Experienced team members might benefit from more challenging feedback and higher expectations

• Adapting the approach ensures that feedback is both effective and well-received

Adapting to change is one of my main goals.

Flexibility in leadership. The New One Minute Manager recognizes that different situations and individuals require different approaches. This adaptability allows managers to:

• Respond effectively to changing business conditions

• Meet the diverse needs of team members

• Address new challenges and opportunities as they arise

• Continuously improve their leadership effectiveness

Encouraging innovation. By adapting their management style and encouraging others to do the same, leaders:

• Foster a culture of innovation and continuous improvement

• Empower employees to find creative solutions to problems

• Increase the organization's agility and competitiveness

• Create an environment where change is seen as an opportunity rather than a threat