11774072
Beschreibung
Karteikarten von Rafael Testai, aktualisiert more than 1 year ago
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Erstellt von Rafael Testai
vor fast 7 Jahre
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| Frage | Antworten |
| What should you say when you FIRST meet an employee? *memorize | It will be very easy for you to do well if I give you clear feedback on your performance. It will help you succeed. You have talent, I want to keep you. I want you to enjoy your work and be of big help to the organization. I’ll let you know in very specific terms when you’re doing well and when you aren’t. I’ll be watching you, in the beginning, to let you know when you’re doing something right. Caution that it may not be very comfortable at first for either of us.” Reason: Bc most managers don’t manage this way. |
| What are the three secrets? | 1) Write 1 Min Goals 2) 1 Min Praisings 3) 1 Min Redirects |
| If succeeding in your job is important to you, then ______ in an invaluable tool | feedback |
| #1 motivator of people is ______ on results. Why? | a) feedback b) Bc they want to know how they're doing. |
| In most orgs, when you ask ppl what they do & then you ask their bosses, what do you get? | You get two diff answers. Then ppl get in trouble. |
| 1 min goal writing: Plan the goals _________and describe them briefly & _________. Show people what good _______ looks like. | a) together b) clearly c) performance |
| 1 min goal writing: Have people write out each of their goals with due ______ on a single page. | dates |
| 1 min goal writing: How long should each 1 min goal be? | 1 paragraph |
| 1 min goal writing: How often should your employees look at their 1 min goals? | A: Every day. Ask employees to review their most important goals each day. Which takes only a few mins to do. |
| 1 min goal writing: How many goals should each person have? why? | 2-5 goals per person. Bc more than 5 is too many and you want them to read their 1 min goals every day. |
| 1 min goal writing: How do you make sure that what employees do on a DAILY BASIS aligns with the 1 min goals that they wrote? | Have a sign that reads: "Take a min to look at your goals. Then, take look at what you’re doing. See if it matches your goals." |
| If their daily behavior doesn't match their 1 min goals, then... | encourage them to RETHINK what they’re doing so THEY can REALIZE their goals. |
| Should you make decisions for your employees? | No!!! “That’s your decision. As I said earlier, I don’t make decisions for other people. Make that decision yourself.” |
| People who feel _____ about themselves _______quality results. | a) good b) produce |
| Make it clear what their _______ & ______ are & what they’re being held accountable for. | a) responsibilities b) expectations |
| After setting 1 min goals with an employee. What should you do? | • Stay in close contact with the employee. • Observe activities. Look at data that shows how the employee is doing. • Catch them doing something RIGHT. |
| What are all the steps involved in writing 1 min goals? *memorize | 1)Plan the goals together and describe them briefly & clearly. 2)Show people what good performance looks like. 3)Have people write out each of their goals with due dates on a single page. 4)Ask them to review their most important goals each day. Which takes only a few mins to do. 5)Encourage people to take a min to take a look at what they’re doing and see if their behavior matches their goals. 6)If it doesn’t, encourage them to rethink what they’re doing so they can realize their goals. |
| Should you wait until an employee does something exactly right to praise them? | No! The key, in the beginning, is to catch employees doing something approx right until they eventually learn how to do it right. |
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What does this pic represent in 1 min manager?
Image:
Father (binary/octet-stream)
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Praise baby (employee) when they get something approx right in the beginning. "Good job, baby! You crawled!" |
| When is it the most important time to catch someone doing something right? | As they BEGIN a NEW task. |
| When you catch them doing something right, what should you do? | a 1 min praising. |
| What does this image symbolize in 1 min manager book? Hint: Timig of praising | Praise people IMMEDIATELY after they do something right. Pic: Praise dog with cookie immediately after they use wee wee pad. |
| A) On whom should punishment never be used? B) What should you do instead of punishment? | A) Punishment doesn't work when you use it on someone who’s learning. B) Redirect them instead. |
| Should you leave ppl alone and zap them when they don’t produce results you expect? | No. |
| What are all the steps involved in 1 min praisings? *memorize | 1) Praise people ASAP. 2) Inform ppl what they did right. Be specific. 3) Tell ppl how good you feel about what they did right and how it helps. 4) Pause - allow ppl time to feel good about what they've done… 5) Encourage them to continue to do more of the same 6) Make it clear you have confidence in them and support their success. |
| When should you PAUSE in the 1 min praising/redirect and why is it so important to pause? hint: About 1/3 of the way in? | Pause about halfway through the praising/redirect. Pause right after you've given the specific fact & told them how you feel about what they did. Why pause? Bc it allows the person to FEEL good/concern about what they've done. |
| How long should the PAUSE be? | 2-3 seconds |
| What does this image represent in 1 min redirects? hint: timing | Discipline your dog when they are in the act. Not after you come back home. A: Conduct the 1 min redirect ASAP from when the employee commits the mistake. Don't wait. |
| Should you fear giving 1 min redirects? | NO! |
| How many steps are there in a redirect and what are they? *memorize | Two steps. 1) Review what has gone wrong. Be specific. 2) "You're better than your mistake. I have confidence and trust in you." |
| What must I, as the manager, make sure I own responsibility for in the redirect? *memorize | Make sure the goal we’ve set is clear. If it isn’t clear, I NEED TO TAKE RESPONSIBILITY FOR THAT and clarify the goal. (very important in being fair). |
| List all the steps of the redirect Hint: There are two parts, each part has 4 steps. *memorize | PART 1: 1) Redirect ppl ASAP 2) Confirm facts, first, review mistake together. Be specific. 3) Express how you feel about mistake and impact on results 4) Pause - be quite. Allow ppl time to feel concern about what they’ve done. PART 2: 1) Tell them “you’re better than they’re mistake.” 2) Remind them that I have confidence and trust in them. I don’t expect a repeat of your mistake and look forward to working with you. I’m here to support success. 3) When the redirect is over, it’s over. |
| On what note should the redirect be ended and why? *memorize | End redirect on a positive note. "I have confidence and trust in you and look forward to working with you." |
| How do you know that a redirect was done incorrectly? | If the employee is defensive. |
| What happens when people are defensive? | They don't own their mistakes. |
| On which order should you be: A) Tough & nice or B) nice & tough | A) Tough & nice In that order. It does not work the other way around. Always tough first. |
| What should I encourage others to do if they notice me making a mistake? why? | To speak up! So I don't make the same mistake again in the future. |
| Should performance reviews be an ongoing process or done annually? | Ongoing process. |
| When should you fire people? | When they've shown that they can do something, but won’t do it. |
| Do people WORK FOR ME or WITH ME? | WITH ME. |
| You should only hire two kinds of people: | 1) Winners 2) Ppl with potential to be a winner - systematically help that person become a winner. |
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