Our Manager makes sure we know what good performance looks like because he shows us. In other words, expectations are clear to both of us.
Catching people doing things right provides satisfaction and motivates good performance. But remember, give praise immediately, make it specific, and finally, encourage people to keep up the good work.
An effective leader will make it a priority to help his or her people produce good results in two ways: making sure people know what their goals are and doing everything possible to support, encourage, and coach them to accomplish those goals. Your role as a leader is even more important than you might imagine. You have the power to help people become winners.
A good life is built on strong, solid values such as integrity, love, honesty, and purposeful work.
People in the community, they don’t think less of themselves, they just think about themselves less.
The more attention you pay to a behavior, the more it will be repeated. Accentuating the positive and redirecting the negative are the best tools for increasing productivity.
Focusing on the negative often creates situations that demoralize people. When good performance is followed by a positive response, people naturally want to continue that behavior.
When you judge someone, it impairs your ability to see him or her clearly, as if a filter is screening out everything about that person except what fits your assessment.
Feedback is important to people. We all want to know how well we’re doing. That’s why it is essential for an effective performance review system to provide ongoing feedback.
Don’t get a big head when you win or get too down in the dumps when you lose. Keep things in perspective. Success is not forever and failure isn’t fatal.
What you resist, persists. Until you deal with your feelings, you will be stuck with them.
One of the biggest obstacles to high performance in organizations comes from unclear expectations and accountability.
Successful people do work hard, but they also think before they act. They are proactive, not just reactive. Most people mentally have a sign on their desk that reads, “Don’t just sit there – do something!” The best advice I ever received was to revise the sign to read, “Don’t just do something – sit there!
The void created by the failure to communicate is soon filled with poison, drivel, and misrepresentation.
In other words, you’re saying managers should work for their people, and not the reverse.
It’s unfair to be hard on yourself the first time you attempt something new. It is also unfair to expect others to meet such an unrealistic expectation.
There is a lot of competition out there. If you don’t take care of your customers, somebody else is ready to take your place.
Empowerment Is Something Someone Gives You. Self Leadership Is What You Do To Make It Work.
The entrepreneur explained that she was having a hard time finding people who were willing to work as hard as she was. “I feel I have to do everything myself. I can’t count on anyone to take on some of the things that need to be done,” said the entrepreneur. “What you have to do,” said the One Minute Manager, “is learn to delegate.
Leadership is not about power. It’s not about control; it’s about helping people live according to the vision.