Learn more about books with this collection
How to set clear objectives
How to follow up after a meeting
How to manage time effectively
One Minute Praising
The first half minute
- Praise people as soon as possible
- Let people know what they did right- be specific
- Tell people how good you feel about what they did right, and how it helps.
Pause
- Pause for a moment to allow people time to fell good about what they've done.
The second half minute
- Encourage them to do more of the same.
- Make it a clear you have confidence in them and support their success.
71
553 reads
MORE IDEAS ON THIS
One Minute Re-Directs
If the goal is clear, a one minute redirect works well when you:
The First half minute
- Re-Direct people as soon as possible.
- Confirm the facts first, and review the mistake together- be specific.
- Express how you feel about the mistake and its impa...
68
348 reads
One Minute Goals
- Plan : Plan the goals together, describe them breifly and clearly.
- Write : Have people write out each of their goals, with due dates, on a single page.
- Set Priority: Ask people to review their most important goals each day.
71
664 reads
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IDEAS CURATED BY
These are the important points I learned from the book
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Related collections
Other curated ideas on this topic:
One minute RE-DIRECTS
1. The first half minute
- Re-direct people asap
- Be specific -> confirm the facts & review the mistakes
- Express how you feel and the impact on the results
2. Pause
- Let it sink for a few second To allow feeling concerned
3. Second half mi...
One minute praising
Employees know how they're doing when a manager clearly communicates this to them.
When a manager sees you doing something right, he tells you exactly what you did right and shares how good he feels about what you did. The key is to act immediately and not wait for apprais...
One minute reprimand
When a manager sees you making a mistake, the reprimand does not exceed a minute. The manager is specific about what you did wrong. He shares how he feels - frustrated or annoyed - and when the reprimand is over, it is over.
The manager never attacks a persons value, only reprimands the beh...
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