هدیه ای برای خود

A Gift to Yourself

MANY years later, he looked back on the time when he first heard about One Minute Management. It seemed like long ago.

The need for his organization to be more agile and responsive had become even greater since he’d first met the New One Minute Manager. So he was very grateful that the special manager had been so generous with his time and knowledge. It had proved to be very valuable.

Remembering his promise to share what he’d learned with others, he had expanded the notes he’d taken long ago and had given a copy to each person on his team.

They’d read it and said that using the Three Secrets had made a real difference.

They found that Praisings, especially when they were balanced with effective Re-Directs, were a powerful way to accomplish Goals sooner.

Several people also revealed they were using the principles at home and were enjoying catching each other doing something right.

Liz Aquino had come by to say, “Thank you for letting me know about the Three Secrets. I have much more time now.” He’d responded, “We have the New One Minute Manager to thank for that.” Sitting at his desk, he realized how fortunate he was.

He now had time to think and plan, and to give his organization the kind of help it really needed.

He had more time to spend with his family and pursue other interests. He even had time to relax. He felt lucky to have less stress than other managers might experience.

Because the people on his team were doing so well, his division had fewer costly personnel problems, less illness, and less absenteeism.

As he looked back, he was glad he hadn’t waited to start using One Minute Management until he thought he could do it just right.

He’d admitted to his team, “I’m not used to telling people how good they are or how I feel. And I’m not sure I can always remember to tell you that I value and think well of you when I give a Re-Direct.” So, he had to smile when someone said, “Well, you could at least give it a try!” By simply asking people if they wanted to be managed by such a manager, and admitting that he might not always be able to do it right, he’d accomplished something important.

People knew up front that he was honestly on their side from the start, and that made all the difference.