The “One Minute Manager” has identified three components which I personally believe are important in developing the leadership and management strategies of a manager.
I will be mentioning the three components and how it has influenced (and not influenced) my work as an HR officer in a school.
First, is the One Minute Goal Setting, wherein both the employer and the employee know what is expected of them from the beginning of the task. The employee then is given immediate feedback that may be turned into motivation on the part of the employee.
In our school, we have implemented a start-of the-school-year goal setting wherein both the superior and subordinate identify goals that the subordinate has to accomplish for the school year. There is a one-page form in tabular format for the goals, the performance indicators, the weight according to priority, and the score. Evaluation time is set before the school year ends.
This technique has been very effective in our institution because the employees already know exactly what is expected of them at the start of the year. They are guided as to what tasks they have to accomplish first based on the priority list, what goals have been achieved, and what are still needed to be done. The employee’s goals may be revisited and reviewed periodically to determine their need to adjust.
Secondly, the One Minute Praising which aims at catching people doing something right rather than catching them doing something wrong. An example of this is when we teach our child to walk. We do not expect him to start walking as soon as he stands up. He may fall in his attempt to walk or stand. When he has done a few steps, we kiss and hug him or make him feel he has done something worth praising. The child then, tries to do more until he finally learns to walk. Just like the child, the employees may be encouraged through praising.