3. One-minute redirects

Applying the Pareto principle, or 80/20 rule, 80 percent of your results will come from 20 percent of your effort. So, you want to set goals related to the key areas of your responsibilities that represent the 20 percent. This usually results in three to five goal...

When someone makes a mistake, first make sure their goals are clear. If the goals are unclear, take responsibility and create clarity. Ensuring your team members have clear targets is your job as the manager.

One-minute managers try to catch their team members doing something right. And when they do, they provide a one-minute praising as soon as possible.

The most important thing to do to help an employee succeed is to catch them doing something approximately right in the beginning so they’re mo...

One-minute managers do not shy away from negative feedback. When a team member makes a significant mistake, they provide a one-minute redirect as soon as possible. When you address things early and often, it allows you to deal with one poor behavior at a time. This makes the person more likely to...

With one-minute redirects, don’t attack the person. You want to get rid of the bad behavior, but keep the good person. The goal is not to tear people down. You want to build them up. To do this, avoid attacking someone’s self-concept. When our self-concepts are under attack, we become emotional a...

There are three secrets to one-minute management:

1. One-minute goals : Goals create clarity about what is most important.

2. One-minute praisings :Praisings build confidence.

3. One-minute redirects Redirects address mistakes....

It takes substantial time to manage people, but it only takes a minute to refocus them on goals and provide actionable feedback on how they’re doing. These concepts represent only 20 percent of management activities, but they help us achieve 80 percent of results.Goals provide direction and focus...

With one-minute goals, managers make it clear what their peoples' individual responsibilities are and what they are being held accountable for.

One-minute managers don't set goals for their people. They help their people to develop their own goals

In most organizations when you ask someone what they do and then ask their manager the same question, you often get two different answers. This means some people don't know what their job is. In these situations, it's difficult to drive accountability. It's impossible to be a good manager without...

When someone makes a mistake and the goal is clear, provide a redirect as soon as possible. First, confirm the facts and review the mistake together. Be specific. Explain how you feel about the mistake and how it impacts results. Then, pause and be quiet for a moment to allow the person to reflec...