Alex: Hey everyone, welcome back to the show! Today, we're diving into a management classic that's all about efficiency and effectiveness: “The New One Minute Manager”. Seriously, whether you're leading a small team or a whole department, there’s something in here for you. Michelle: “The New One Minute Manager”, huh? Sounds like another one of those books promising overnight success. I'm always a bit skeptical. So, Alex, what's the real deal here? What's it actually about? Alex: Okay, I get the skepticism, but trust me, it's not just hype. The book lays out a really simple but incredibly powerful framework. It revolves around three key things: One Minute Goals – getting super clear on what's expected; One Minute Praisings – catching people doing things right and reinforcing that behavior; and One Minute Re-Directs – addressing mistakes quickly and constructively. Michelle: So, it's not just about ticking boxes, it’s an active way to get my team performing at their best, right? Alex: Absolutely! Today, we’re going to explore how to really make these strategies work for you. We'll break down the core ideas behind the one-minute methods, then look at some real-world examples where they really shine. Finally, we’ll talk about how incorporating these principles can not only transform your workplace but also you as a leader. Michelle: Alright, I'm intrigued. Three strategies, real-life wins, and a bit of self-improvement thrown in? Let's do it. Let's unpack this thing.

Alex: Okay Michelle, let's get into the core of it—the Three Secrets of One Minute Management. Think of them as the foundational pillars: One Minute Goals, One Minute Praisings, and One Minute Re-Directs. They're designed to work together, creating an effective system for managing both people and their performance. But let's be clear, this isn't about quick fixes; it's about truly understanding and mastering intentional leadership. Michelle: Right, so, first thing that jumps out: why the "one minute" thing? Is that just a gimmick to suggest speed, or is there more to it? Alex: Good question! The "one minute" idea highlights how small, focused efforts can lead to significant outcomes. It's not about being hasty or superficial. Instead, picture it as sharpening your tools before a big job—these quick techniques help you prepare, align, and make adjustments without veering off course. Michelle: Okay, I get it. So, let's start with those One Minute Goals. What does that actually look like? A manager sits down with an employee, then what? Alex: One Minute Goals are all about three key steps. First, the manager and employee work together to define specific goals. This collaboration is super important because it ensures everyone is on the same page. Second, those goals are written down, keeping it concise, about 250 words or less. And third, they both make it a habit to quickly review these goals daily. It's all about staying aligned and focused. Michelle: Collaboration, clarity, daily review – sounds pretty good. But do people really stick to that daily thing? I can't even keep up with going to the gym for more than a week! Alex: That’s what’s so great! It doesn’t require a huge time commitment. There's a story about Teresa in the book, The New One Minute Manager. Before using One Minute Goals, she felt lost and unsure, unclear about what was expected of her. But after sitting down with her manager and writing down her goals clearly, she became much more confident. She even had her goals with her on a business trip, which helped her solve a problem without needing to ask for permission or double-check everything. Michelle: So, it's like giving people a map and a compass. When things get tricky, they know what to do without having to constantly ask for directions. Alex: Exactly! Plus, it’s about focusing on the 80/20 rule: tackling the 20% of tasks that give you 80% of the results. Teresa didn’t just become more efficient; she felt more in control. That’s the real benefit—a little clarity unlocks a lot of autonomy. Michelle: Okay, I see the value. But people need a little encouragement, right? Something to keep them motivated. Alex: Absolutely, and that’s where One Minute Praisings come in. It’s about spotting good work and acknowledging it in a meaningful way. And it’s not just saying "good job." The praise has to be specific and immediate. Michelle: Right, so no generic compliments. Can you give me a real example? Alex: Sure! Let's say Paul, a team member, successfully closes a tough negotiation with a client. His manager might say, "Paul, I was really impressed with how you handled that negotiation today. You confidently presented our terms and addressed the client’s concerns. That’s exactly the kind of energy we need in these meetings." See the key parts? Specific details, immediacy, and a connection to the impact. Michelle: I like that. Highlighting the exact behavior you want to see again. But what if you do it too much? Does it lose its impact if it becomes routine? Alex: That’s a fair point. You can't just give praise randomly; it needs to feel authentic and tied to real actions. That’s why focusing on specific achievements keeps it meaningful. When Paul received that praise, his performance “really” took off. The trust between him and his manager just grew stronger, creating a positive cycle of motivation and achievement. Michelle: Got it, so: set clear goals, celebrate the wins. But what about when someone messes up? That’s inevitable, right? Alex: That's where the third secret comes in—One Minute Re-Directs. Instead of punishing mistakes, this is about addressing them quickly and constructively. The idea is to focus on the behavior, not the person, so people don’t feel discouraged or attacked. Michelle: How does that actually work? I don’t want to sugarcoat things, but I don’t want to destroy someone’s confidence either. Alex: Good question. Let's look at Jon's situation. He once submitted a report with outdated information. With a client meeting only hours away, it was a pretty serious error. His manager called him in and said, "Jon, this report contains incorrect data, which could reflect badly on us. I’m disappointed because I know you’re capable of better work." Michelle: Ouch, that’s pretty direct. What’s the trick? Alex: Here's where it turns around. The manager continued, "You've been doing great work on other projects, so I know you’ll learn from this. Let’s figure out what you can do to prevent this from happening again." That’s the essence of a One Minute Re-Direct—acknowledge the mistake, share your feelings about the impact, but quickly shift back to their potential and how they can improve next time. Michelle: So, it’s a conversation, not a lecture. The employee leaves feeling responsible, but also knowing they're not written off. Alex: Precisely. The manager handled the issue quickly, without letting it fester. Most importantly, it gave Jon a chance to think about his actions and plan how to improve. Mistakes become chances to learn, not something to hide. Michelle: I can see how this completes the whole system. Clear goals, positive feedback, constructive corrections—like the perfect trifecta of management. But, can this “really” work for modern teams that are working remotely or across different time zones? Alex: Absolutely, Michelle. It's highly adaptable. Goals can be set and written down during virtual meetings. Praisings can be sent through personalized emails or quick video messages. And for re-directs, even a well-timed phone call can do a lot. It’s not about the location or how you work—it’s about consistently using these principles. Michelle: Alright, that makes sense. So, the Three Secrets aren’t just a checklist; they’re a way of thinking. Get them right, and you're building a culture of clarity, trust, and accountability. Alex: Exactly, Michelle. A little awareness, a little structure, and you're leading like a pro.

Alex: So, grasping these core principles “really” sets the stage for seeing how they work in the real world. We’re talking about practicality, showing how effective they are in everyday situations. To kick things off, let’s look at a basketball coach who completely turned around a crucial moment in a championship game. Michelle: Sports, huh? Okay, let me guess. Coach gives some big, dramatic halftime speech, and suddenly everyone’s playing like superstars? Alex: Not quite that cliché, Michelle. Imagine this, right? It’s a tense game, and a key player starts to crack—missing shots, losing focus on defense. Instead of letting it escalate, the coach calls a timeout, pulls the player aside, and gives immediate feedback. But it's not a harsh scolding, more like, “Hey, I see you’re hesitating on your shots and your defense needs work. But I know what you’re capable of." Michelle: Direct, but supportive. So, let me guess – this pep talk turns him into the hero who wins the game? Alex: Exactly. The player regains their focus, nails the next shots, steps up on defense, and helps win the game. It's a perfect example of how effective a quick One Minute Re-Direct can be, even under pressure. Addressing the issue right away, paired with encouragement, not only saved the game but boosted the player’s confidence. Michelle: You know, this “really” resonates with managing fast-paced environments like startups or high-pressure sales teams. When the stakes are high, being quick but constructive seems crucial. Alex: Exactly! Immediacy is key. It keeps everything actionable. It’s not about dwelling on failure—it’s about using it as a stepping stone. Now, let’s bring this back to the corporate world—a new hire tackling their first big project. Michelle: Ah, the classic “rookie mistake” scenario. How does this One Minute approach apply there? Alex: Okay, so meet Sarah. She is a new hire who's put in charge of an important client report. She’s enthusiastic, ready to make an impact, but she accidentally uses some outdated market data. Her manager, instead of waiting for a formal review, immediately sits her down for a quick One Minute Re-Direct. Michelle: So, the manager starts with, “Your report has errors,” right? I’m curious how they balance pointing out the problem without completely demotivating her. Alex: That’s where the skill comes in, Michelle. After pointing out the mistake— “This is outdated data, which could affect client trust”—the manager pivots: “You’ve shown great dedication to this project, and I know you can fix it. Just double-check data accuracy in the future.” Sarah leaves feeling responsible but supported. Michelle: It’s the “disappointed, but not crushed” approach. And addressing it immediately prevents the mistake from snowballing—smart. Alex: Exactly. And Sarah not only fixes the report but also creates a double-checking system that benefits the whole team. A quick, thoughtful redirect catalyzed her growth, and improved team performance. Michelle: Right, I see the value here – feedback matters. But let’s be real, most teams only hear negatives from their managers, right? What about when employees are doing “really” great work but aren't getting any recognition? Alex: That’s where One Minute Praisings come into play. Real world example – Alex, a team leader, has a member named Priya who consistently delivers amazing work on tight deadlines. After Priya completes a particularly insightful proposal, Alex doesn’t just say, "Good job." He says, "Priya, the way you structured the client's needs and highlighted our solutions was exceptional. Your effort is making a real difference." Michelle: Okay, that’s a step up from a generic, "great work" email. I bet Priya was ready to take on the world after that? Alex: Absolutely. Specific recognition like Alex's does more than just boost morale – it strengthens an emotional connection to the work and the team. Priya didn’t just feel appreciated; she was even more motivated to keep up that level of excellence. Michelle: Alright, let me ask you this: how practical is this “really”? Doesn’t giving individualized praise take up a lot of time when you’re managing a large team? Alex: It doesn't have to. The key is immediacy—give the feedback as close to the action as possible. Make praise a habit, not a chore. Plus, the ripple effect is huge. Valued employees tend to perform better, which naturally improves team dynamics. Michelle: So, recognition fuels morale, team cohesion, and productivity. A pretty strong argument for making praise a priority in management. But what if it’s not just individuals struggling, what if the entire team is off track? Alex: That’s where One Minute Goals come in. Here’s a quick story: Erica, a department manager, noticed her team was overwhelmed by conflicting responsibilities. To fix this, she brought everyone together to create clear, concise goals for each member. Michelle: What kind of goals are we talking about? Alex: Simple, actionable ones. For example, one team member’s goal was to produce three client-ready reports with verified data 48 hours before submission each quarter. Everyone wrote down their goals, and Erica held weekly check-ins to recalibrate progress. Michelle: And I assume the results were more than just a neatly organized list? Alex: Oh, definitely. Within a few months, productivity soared, deadlines were consistently met, and team stress levels dropped. The team didn’t just work harder—they worked smarter because they had clear direction and ongoing support. Michelle: So, if you implement all these principles effectively, you're creating a workplace that’s both efficient and harmonious? Alex: That’s the power of One Minute Management, Michelle. It’s not some magic trick. It’s intentional leadership made practical. Clear goals, meaningful praise, and actionable feedback—applied regularly—they transform teams and individuals. Michelle: Alright, Alex, you’ve convinced me. And I’ve got to say, these stories “really” highlight the versatility of the One Minute principles. Whether it’s sports, corporate life, or just tackling team dynamics, this stuff seems to work.

Alex: You know, seeing these principles in action really makes you think about their impact on organizational culture and personal growth. And that's where the magic really is, Michelle. When you make these strategies part of everyday leadership, the change spreads like wildfire. It affects not just the organization, but also people's lives outside of work, too. Michelle: Ah, the “bigger picture” moment. I was waiting for this. So, we've talked about how these principles help people set goals, get praise, and deal with mistakes. But how does that lead to reshaping entire cultures or changing how people grow as professionals – or, heck, even as people? Alex: Okay, let's start with how it changes workplace culture. When managers consistently use the principles, like One Minute Re-Directs and Praisings, it builds a culture of trust, transparency, and connection. It becomes more than just getting through the workday, it’s about thriving as a team. Michelle: Alright, I get that. If you're clear on what's expected and feel valued when you deliver, you're less likely to, I don’t know, start browsing job boards while you're eating lunch. But how exactly does trust become a foundational element of a workplace? Alex: Well, trust takes root when leadership consistently makes an effort to communicate openly and shows they care about their employees' success. Take Jon Levy, for example. He sent a critical report containing outdated data to a client – a pretty big mistake. In a typical work environment, that would have resulted in a pretty public reprimand, or worse, being sidelined. Michelle: Right, nothing inspires productivity like being called out at the Monday meeting in front of all your colleagues. Alex: Exactly! But Jon's manager handled it differently. They addressed the error quickly but privately, saying something like, "Jon, this could have hurt our relationship with the client, and I'm disappointed because I know you can do better." Sure, that stings a little, but then came the key part: "You've done great work before, and I trust you'll learn from this." It's not about avoiding the tough conversations, but having them respectfully and focusing on improvement. Michelle: So instead of feeling like he needs to hide his next mistake – or stick to only the safest choices – Jon walks away ready to make changes without that fear hanging over him. That’s actually refreshing. Alex: Exactly. What happened? Jon fixed the issue and “really” internalized the feedback. He put a lot of effort into double-checking his work and even asked his colleagues to help him verify data. And that's the result of consistent management that's rooted in trust. You're not just improving individual performance, you're building collaborative, resilient teams. Michelle: Okay, I see how this could benefit the culture. But what about personal growth? Do these principles translate beyond the “work hat” and impact someone's overall mindset or skillset? Alex: Oh, absolutely. Personal growth thrives in this kind of system, especially when people are encouraged to see their own potential. Think about Teresa. She wasn't quite sure of what was expected of her until her manager used One Minute Goals. That clarity didn't just help her understand her daily role, it boosted her confidence to make important decisions. Michelle: Ah, so clarity clears up more than just to-do lists – it's like giving someone clarity about their own competence. Sounds impactful, actually. Alex: It is. Teresa’s manager helped her create concise, actionable goals, and over time, Teresa began solving problems independently. Once, during a work trip, she had to handle a critical issue without immediate access to the team. But she confidently addressed it. Why? Because she knew exactly what success looked like. Her goals were her compass. Michelle: And when her instincts turned out to be right, I’m guessing her manager reinforced her confidence with meaningful praise, right? Alex: Of course! Highlighting that decisive moment reinforced her skill set and “really” gave her confidence. And here's the big picture – these moments add up. Teresa became more proactive. And she even began mentoring others on setting effective goals. That kind of internalization is how these principles move from being professional tools to real-life habits. Michelle: I like that framing—life-changing habits. It’s almost like these principles teach people how to manage themselves better, not just their work. Alex: Exactly, Michelle. And let’s talk about team dynamics. When people grow and feel empowered, the team benefits a lot. There's a great story about a team led by a manager who embraced a praise-focused culture rather than one totally driven by results. Michelle: Let me guess – this wasn't just about handing out participation trophies, right? Alex: Not at all. Paul Trenell, a team member, shared how regular, specific One Minute Praisings transformed his team. His manager publicly recognized individual contributions during meetings, but also made a point to highlight how team collaboration led to success. For example, after a tough project, they recognized Paul’s mediation skills during a conflict, while also praising someone else’s research that directly influenced the client's decision. Michelle: So it’s not just singling out one star player – it’s painting the bigger picture so everyone feels like part of the win. Alex: Exactly! What’s more, this positivity spread throughout the team. Paul noticed that his teammates were recognizing each other’s efforts organically. It wasn't uncommon for someone to say, "Hey, your insights were a game-changer!" during casual conversations. That mutual support “really” boosted morale, cohesion, and how well the team performed. Michelle: And when that kind of energy becomes self-sustaining, it’s not just management driving it – it’s embedded in the team’s DNA. Alex: Precisely. This is how organizational resilience is achieved – through a culture of trust, support, and accountability. Michelle: Alright, Alex, you’ve convinced me these principles aren’t just about ticking management boxes. They’re about building cultures that elevate people and teams alike. Alex: That’s the broader impact, Michelle. When you focus on connection, clarity, and recognition, you create changes that transform workplaces, individuals, and entire teams.

Alex: Okay, let's bring it all together. We've covered the three core elements of “The New One Minute Manager”: One Minute Goals, One Minute Praisings, and One Minute Re-Directs. Honestly, they form a really practical approach to leadership, where clear expectations keep everyone focused, recognition boosts morale, and let’s face it, even mistakes become chances to learn and improve when handled constructively. Michelle: Right, and the real magic – if you can call it that – isn't just in these individual techniques. It's about the bigger picture. It's about giving people the confidence to take initiative, building real trust within teams, and even changing the whole vibe of a company. You know, it’s about more than just meeting some sales target. It's about creating a positive upward spiral. Alex: Exactly! It's not about some overnight miracle; it's about building an environment where people and organizations can “really” flourish. So, the challenge for everyone listening is to start small. This week, maybe just focus on clarifying one goal, giving some genuine praise, or turning a mistake into a learning moment with some empathy. That one deliberate minute could actually be the start of something big. Michelle: And hey, if that first minute doesn't feel like it changed the world… just try another one. Real progress isn't about some sudden "aha!" moment; it's about consistently putting these ideas into practice. So, thanks for joining us today! We'll catch you next time on Lead the Way!