Years ago, I read a Ken Blanchard and Spencer Johnson's "The One Minute Manager", mainly for the management of people, able to use it would be a good approach, but in fact to it is still difficult to use, after all, in this environment. So do first note of it!
One minute for the management of this book is divided into three trick.
1, one minute goal
Customize your goal today with a minute (of course, just one minute introduction, not necessarily when the actual control within a minute, the emphasis here is as soon as possible and accurate, is not necessarily a time, that is, within a range of time, like the development of the case might be an iterative goal). Set a goal to make the rest of your doing has a purpose and a unified direction, to maintain efficient operation down.
Book one minute goals Summary:
(1) comments on your goals agreed (to ask yourself what kind of effect you want to reach)
(2) clearly show what good work (planning a little early)
(3) with no more than 250 words describing each of your goals and write on a piece of paper
(4) repeatedly read your goals, each about a minute (clear the check target) with
(5) from time to time with a minute to examine their own performance every day (follow-up schedule)
(6) to see if their behavior is consistent with the objectives (to maintain the correct direction)
2, one minute praise
In fact, others for his own praise, not everyone is too much, but in our life we mostly stingy praise. Compliment each other pleasure can feel the sense of pay and satisfy, make each other more motivated to do better. It can also be fed back to the other side to know where he did well, where to feel happy satisfied, and then to maintain the correct target. When your partner is starting to take over, more than praise them, to show concern and grant yourself to find the right path to follow will be reduced to an expectation to each other, it can also be allowed to self-praise.
Book one minute praise Summary:
(1) tell people in advance that you will let them know your evaluation of their job performance
(2) To be timely to praise them
(3) to tell where - to say very specific (which you can withdraw cash and pay attention to each other's concerns)
(4) do tell a good influence on others and help after
(5) stops for a minute, so that they "understand" you happy
(6) are encouraged to continue to do so
(7) body language to show that you support them to succeed (the handshake or otherwise)
3, one minute criticism
Allow the other party the right to judge the wrong time to know where and timely corrective. Praise and criticism as feedback can do what the other party, but this criticism than praise good at all, like a story, and the advantages of people pretending to be hung in front of the basket, the basket is loaded drawback hanging in the back, so people tend to see the advantages and disadvantages of their own people, but are generally unable to correct criticism after the person has been criticized not know why, then how to do is good. In fact, criticism and self-criticism can make progress, but only if the criticism was correct.
Book one minute criticism Summary:
(1) tell people in advance that you will make a clear evaluation of their work (which is the same as praise)
(2) immediately after the event in the criticism (and timely feedback, and promptly correct)
(3) specifically told them that went wrong (correct criticism, correct direction)
(4) Tell it to your feelings, to be very clear (to face the other side of things, and let him know that you care for him)
(5) a few seconds of silence, so that they deeply appreciate your feelings (which, like praise, let the other party absorb under digestion)
(6) use body language to let them know you sincerely on their side (this is if you are airborne, will be difficult to start, fully understood)
(7) remind their high regard
(8) reaffirmed that they themselves are good people, but this time it did a poor job (not the person)
(9) after the criticism it passed
Pay attention to body language on the premise that they do not doubt your help during physical contact, not to have any request, only affirmed, support, encourage, or when something else was physical contact.
For one minute management can in fact be used for self-management, give yourself a one-minute goal, so they have a way forward, doing good is to give yourself a minute praise, sort Why do good and keep going, doing for themselves when not one minute criticism, identify the causes and promptly corrected, learn from experience, to better do everything.
These three tips may seem very simple, but very difficult to really do, continuous improvement learn it!
