Teaching Others to Teach Themselves
Two hours from now, I will talk about how to use the principles of One Minute Manager in teaching others to teach themselves. I am the guest speaker of Transco and Napocor employees in their flag ceremony this morning. Many thanks to Ana Paguio for inviting me.
I believe that my ultimate goal as a trainer/teacher/speaker is to help my audience teach themselves. Just as the leader is successful when he or she is able to develop other leaders.
The principles are not new. If you’ve read my earlier entry on I Will Multiply My Value a Hundredfold, you will see that it simply declared the first principle in One Minute Manager.
And maybe, unknown to Transco employees, they can find a book in their library entitled the 15 Second Principle which say almost the same thing. Even before I read this book, I have been sharing the principles in every toastmasters meeting, in every High Impact Presentation , in every Performance on Purpose, and every Personal Effectiveness seminars. I am not sure if I have already talked about Personal Kaizen in this blog. That one too follows the same principle of the One Minute Manager.
If you want to know more about the principles, read the article of Ken Blanchard himself, and the book review below:
The One Minute Manager
by Kenneth Blanchard and Spencer Johnson
The One Minute Manager reveals three secrets to productive and efficient managing as told through a young man’s search for the perfect managing and leading skills. The One Minute Manager is focused on, not surprisingly, a one minute manager. The man is a venerable leader that is highly spoken of by his employees, his three secrets being the key to his success.
The first secret is One Minute Goals. This involves a meeting of the manager and the employee where goals are agreed on, written down in a brief statement, and occasionally reviewed to ensure that productivity is occurring. This whole process takes a “minute”, which truly means it is a quick meeting, however it is not limited to just sixty seconds. The purpose of one minute goal setting is to confirm that responsibilities of each working is understood, understanding that confusion leads to inefficiency and discouragement.
The second secret to one minute managing is one minute praisings. This involves being open with people about their performance. When you catch someone doing something right, a goal of the one minute manager, you praise them immediately, telling them specifically what they did correctly. Pause to allow them to “feel” how good you feel regarding their importance to the organization, and finish by shaking hands.
The third secret is the one minute reprimand. Being honest with those around you involves reprimanding when a wrong has occurred. The first step is to reprimand immediately and specifically. This is the same as the second secret, and it holds an important aspect of the first secret: it enables an understanding of responsibilities and how to complete them correctly. Following the reprimand, shake hands and remind the person that he or she is important and it was simply their performance that you did not like. The one minute reprimand consists of the reprimand and the reassurance, both being equally important. If you leave the latter out, you will not be liked by those around you and they will attribute mistakes to them being worth less, which is far from the truth.
The One Minute Manager is a quick read that emphasizes key points throughout. The message is clear, and implementing the ideas is straight-forward and laid out in the book. This makes it simple to utilize the knowledge and techniques that the one minute manager style offers. Due to these factors, I find The One Minute Manager an effective tool for developing leadership.
- Jef Menguin facilitates people skills seminars and teambuilding and leadership workshops in Metro Manila, Philippines. Visit his website at http://jefmenguin.com to learn more about his seminars.
Just before he got it to the top he would lose his hold, and the boulder would roll back down to the bottom. Sisyphus would push the boulder up again and almost have it to the top before it fell back. There was, of course, no point. It was just a death sentence.


I am liken to a grain of wheat which faces one of three futures. The wheat can be placed in a sack and dumped in a stall until it is fed to swine. Or it can be ground to flour and made into bread. Or it can be placed in the earth and allowed to grow until its golden head divides and produces a thousand grains from the one.

Set your sights on being generally satisfied and generally happy,not on expecting every aspect of life to be perfect. Complete satisfaction does not exist because everything can be improved upon. Those who accept this can appreciate what they have. Those who do not accept this can never appreciate what they have even as their circumstances improve. Strive to improve. Don’t try to be perfect all the time.




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