“Would I rather be feared or loved? Easy. Both. I want people to be afraid of how much they love me.”
Michael Scott, Regional Manager, Dunder Mifflin

We’ve all had bad bosses. (They aren’t all fictional characters on The Office.) They don’t communicate well. We don’t know what they expect from us. They yell. They insult. Well, I have the perfect gift for you to give them (maybe anonymously). It covers all these issues and more.

The classic, The One Minute Manager has been redone. It’s now The New One Minute Manager.

It’s written in a story format and it’s a quick, easy read. Three simple, one minute “secrets” on how to manage people.

The purpose of The New One Minute Manager is to help employees set goals, solve problems and virtually manage themselves. It encourages the employee to be creative and use all the skills and intelligence he/she brings to the table.

It’s a great way to help and lead people to be more productive, enjoy their work more and be happier.

From the book and their website here are the three secrets:

The First Secret: One Minute Goals

“There are three parts to managing people’s performance – planning, coaching, and evaluation. In so many organizations, managers spend all of their time in evaluation. If people do have goals, they are usually set at the beginning of the year and then filed away.

“In The New One Minute Manager we say that no, you need to keep goals front and center so you can look at them continually to see if your behavior is matching your goal. And if it isn’t, then you change it.” – Ken Blanchard

The Second Secret: One Minute Praisings

“The power behind The One Minute Praising is caring. When you care about another person’s well-being, then take the time to notice when they’re doing something right and comment on it, people appreciate it. The key is to be honest. Don’t praise to flatter. Just take a moment to comment on something they have done that you value.” – Spencer Johnson

The Third Secret: One Minute Re-Directs

“The difference between a reprimand and redirection is whether a person is a learner or not. A Reprimand is for when a person knows better than what they are doing. A Re-Direct is for a person who is a learner. Today, with the constant need for skill development, everyone is a learner.”
– Ken Blanchard

Here’s my interview with co-author Ken Blanchard, PhD.

I am already using these secrets in parenting my children. The response I get from my daughters when I find real reasons to praise them is amazing. It also makes them much more receptive to me when there is a need for me to redirect their behavior.

Give it a try and see how it can change your life, the people you love, and those you work with. When you think about it, we all manage someone, and we can all get better at it.

I want to give as many people as possible my free eBook, 5 Steps to Finding Your Purpose. Please forward this to a friend who needs it. If they click here, they can get the free eBook.

Let’s GO!