One Minute Goals:

• Agree on your goals
• See what good behavior looks like
• Write out each of your goals on a single sheet or paper using less than 250 words
• Read and re-read each goal, which requires only a minute or so each time you do it
• Take a minute every once in a while out of your day to look at your performance, and
• See whether or not your behavior matches your goal
  

Help People Reach Their Full Potential, Catch Them Doing Something Right

One Minute Praisings

• Tell people up front that you are going to let them know how they are doing
• Praise people immediately
• Tell people what they did right – be specific
• Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there
• Stop for a moment of silence to tell them “feel” how good you feel
• Encourage them to do more of the same
• Shake hands or touch people in a way that makes it clear that you support their success in the organization
  

The Key to training someone to do a new task is, in the beginning, to catch them doing something approximately right until they can eventually learn to do it exactly right

One Minute Reprimands

• Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms
  

The first half of the reprimand:

• Reprimand people immediately
• Tell people what they did wrong—be specific
• Tell people how you feel about what they did wrong—and in no uncertain terms
• Stop for a few seconds of uncomfortable silence to let them feel how you feel
  

The second half of the reprimand:

• Shake hands, or touch them in a way that lets them know you are honestly on their side
• Remind them how much you value them
• Reaffirm that you think well of them but not of  their performance in this situation
• Realize that when the reprimand is over, it’s over
  

It is not appropriate to gunnysack or save up negative feelings about someone’s poor performance

Most managers are ‘gunnysack’ discipliners. That is, they store up observations of poor behavior and then some day when the performance review comes or they are angry in general because the ‘sack is so full,’ they charge in and ‘dump everything on the table.’ They tell people all the things they have done wrong for the last few weeks or months or more.
Performance review is an ongoing process, not something you do only once a year.
The purpose in a One Minute Reprimand is to eliminate the behavior and keep the person


Take A Minute:
            Look At Your Goals
            Look At Your Performance
            See If Your Behavior Matches Your Goals