Rapidshare one minute manager

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Embed Size px. Start on. Show related SlideShares at end. WordPress Shortcode. Share Email. Top clipped slide. One Minute Manager Dec. Rakesh Shrotriya Follow. Consultant at Rebel Softech Private Limited. The One Minute Manager. The one-minute-manager. One minute manager. Rebel Company Profile - Outsourcing.

The Secret. Who Moved My Cheese. Introduction To Sourcing. The one-minute manager teaches the bright young man that people and results are not separated concepts. And that only people who feel good about themselves can and will produce good results.

But, how should a manager make his employees feel good about themselves and their job? In other words, how can he utilize their full potential while not using them? First and foremost, the one-minute goal setting. Listing them all may confuse your employees about their priorities. Listing only a few at a maximum one page will be enough. So, select just three to six goals and communicate them to your employees.

Next, comes the one-minute praising. If someone does his job good, he needs to feel deep inside that he has accomplished something. So, praise the employees who do a good job. The rookies love the feedbacks. And they will do an even better job next time around. Give him or her the chance to correct himself.

But, be fair and tell him where and how he should do this. The One Minute Manager. Three Minutes and Techniques to Greatness 2. But, never mind: their point remains the same. Once, for a minute, to set the most important three goals for your employees. Quickly, precisely, and politely.

Most managers think that their job is to catch their employees doing something bad. So, in the future, try to catch them doing something good. And praise them. Feedbacks go a long way. Just as compliments. Even though Blanchard and Johnson claim that your employees are not SOBs, basically, the one-minute manager still feels like kind of a modernized version of Ivan Pavlov.

Remember him? He thought dogs to salivate at the sound of a bell. Blanchard and Johnson believe that this will work for your employees too. If done correctly. And gently. Maybe it will, who knows! After all, we are animals. Like this summary?

Amounting to no more than pages, and going over just few practical advices, the book sold more than 10 million copies worldwide. We guess the people loved the allegorical approach and the straightforward writing, giving them an opportunity to read the whole book in the space of an hour, remembering almost all of it.

Peering into history to learn nothing about how to make your future better. The author believes these new management techniques will make you a more efficient manager able to get better results, taking better advantage of your time and make your employees more competent. Also, these techniques can make your employees use the same approach and a chain of positive feedback and effective communication, reaching your entire organization.

You do not have to wait until you fully understand them and know exactly how they should be applied in your organization. In fact, the best way to become familiar with and understand how they can work for you is to start using them now. You will learn how to develop effective goals for yourself and your team that will ensure that your entire organization is always growing. Following this program, you will learn the importance of praising those who are delivering good results within your team, who will then develop to continue the good work and merit recognition for their accomplishments.

And when someone makes a mistake, you will also be able to express your feelings about it, but still guaranteeing that this person is valued by the company. This will allow your team members to use their mistakes as a learning experience to help them improve as employees.

Better communication is always a positive goal and will help you become more understanding. As a manager, this will allow you to clearly define the responsibility of your employees and measure their success. The idea is not to dictate the goals of the employees but to discuss their tasks together and help them develop their own goals. Each goal should be briefly described with deadlines. These descriptions should have no more than one or two paragraphs and should not take more than one minute to read.

They can then verify that their attitudes are aligned with their goals. If they are not, they can make necessary adjustments to get back on track without needing to be reminded of it. That makes employees effectively manage themselves to a certain degree that is beneficial to both.

Once you explain your desired roles and results step-by-step, your primary responsibilities will encompass between three and five goals in all. When you set effective goals and communicate to your employees exactly what is expected of them, they will not be surprised or disoriented. You may need to offer some guidance at times, but this method will allow them to stay on track and make necessary adjustments to achieve their goals.

As seen in the previous topic, people are much more likely to understand their purposes and pursue business goals when you teach them how to set goals and measure their actions appropriately. But the best way for them to know they are making progress is to communicate this to them in a clear way. As soon as the mistake happens, meet with your staff to confirm the facts of the incident and explain what happened.