Elevating Leadership in Manufacturing: Insights from ‘The New One Minute Manager’

We recently asked our LinkedIn network to participate in a survey where we asked for the top HR priorities over the next 6 – 12 months. With over 350 respondents, the overwhelming majority selected “Leadership and Management Development” as a main area of focus in 2024.

This edition of “Engineering 365” addresses this critical gap in the market by drawing on the timeless wisdom of “The New One Minute Manager” by Ken Blanchard. “The New One Minute Manager” introduces three foundational principles that, when applied, can significantly enhance management effectiveness in manufacturing and design team environments. We’ll explore the application of One Minute Goals, One Minute Praisings, and One Minute Re-Directs, as it was shared in the book, offering a structured framework for manufacturing and engineering leaders aiming to optimize team performance.

1. One-Minute Goals – Actionable Steps

1. Define Clear Objectives:Identify key performance indicators (KPIs) relevant to the manufacturing and/or engineering role. Break down complex tasks into simple, measurable goals.
2. Engage in Collaborative Goal Setting:Involve employees in the goal-setting process to ensure buy-in and understanding. Discuss how each goal aligns with broader team and organizational objectives.
3. Write Down Each Goal:Summarize each goal in 250 words or less, making it easy to review. Use clear, specific language that leaves no room for ambiguity.
4. Set Performance Standards:Clearly define what the achievement of each goal looks like. Include quality, quantity, and time-based metrics where applicable.
5. Regular Check-Ins:Schedule brief, frequent meetings to review progress towards goals. Use these check-ins to adjust goals as needed, based on performance and changing priorities.
6. Provide Resources and Support:Ensure employees have the tools, training, and resources necessary to achieve their goals. Offer guidance and support to overcome any obstacles they encounter.
7. Encourage Self-Monitoring:Teach employees how to track their progress toward goals. Promote a culture of accountability and self-improvement.
8. Celebrate Achievements:Recognize and reward employees when they meet or exceed their goals. Use successes as examples to motivate the entire team.

Implementing One-Minute Goals for Clear Direction

• Practical Application: Apply the One Minute Goals technique to specific manufacturing tasks, such as reducing machine setup time, improving product quality, or increasing production output.
• Adaptability: Be prepared to adjust goals as production demands change or as employees grow and develop new skills.
• Continuous Improvement: Use the goal-setting process as a tool for continuous improvement, encouraging employees to always look for ways to enhance efficiency and effectiveness.

2. One-Minute Praisings

The principle of “One Minute Praisings” is about providing immediate and specific feedback to employees when they do something right. This approach is crucial in a manufacturing setting where timely acknowledgment can significantly boost morale and productivity. This exercise is all about catching people doing something right and immediately praising them for it, which reinforces positive behavior and motivates employees.

Actionable Steps For Leaders:

1. Observe and Identify Positive Behavior:Stay close to the action to observe your employees’ performance firsthand. Look for specific instances where employees meet or exceed expectations.
2. Immediate Recognition:Don’t wait for a formal review; praise the employee as soon as you notice the positive behavior. Immediate feedback ensures the employee connects the praise with their action.
3. Be Specific:Clearly articulate what the employee did right. Avoid vague compliments. Specific feedback helps the employee understand what behaviors to continue or replicate.
4. Show Genuine Appreciation:Express sincere gratitude for their effort and contribution. Your sincerity makes the praise more impactful and meaningful to the employee.
5. Encourage Future Performance:Reinforce how their positive behavior contributes to the team and organizational goals. Motivate them to continue their excellent performance.
6. Personal Touch:Tailor your praise to the individual, considering their personality and preferences. Some may appreciate public recognition, while others might prefer a private word of thanks.
7. Document Achievements:Keep a record of these positive behaviors and achievements for performance reviews. Documenting helps in recognizing patterns of excellence and areas for further development.

Ideas for Implementing One-Minute Praisings

• Safety and Quality Achievements: Immediately praise adherence to safety protocols or quality improvements, reinforcing their importance.
• Efficiency Improvements: Recognize individuals or teams who find ways to increase efficiency or reduce waste, encouraging a culture of innovation.
• Skill Development: Praise employees who take the initiative to learn new skills or improve existing ones, showing that personal growth is valued.
• Teamwork and Leadership: Acknowledge acts of leadership and collaboration, especially in challenging situations, to foster a strong team environment.

3. One Minute Re-Directs

• This practice involves a respectful and straightforward method of addressing mistakes or performance issues, focusing on the behavior, not the person, and turning the situation into a learning opportunity.

Actionable Steps for Leaders & Hiring Managers

1. Identify the Issue:Clearly understand the behavior or performance that needs to be addressed. Be specific about what went wrong and why it’s an issue.
2. Prompt Addressing:Address the issue as soon as possible after it occurs. Delaying can dilute the message and impact.
3. Private Discussion:Conduct the re-direct conversation in private to avoid embarrassing the employee and to foster an open, honest dialogue.
4. Focus on the Behavior:Clearly explain the incorrect behavior or the performance issue. Avoid criticizing the person; focus on the action.
5. Express Impact:Explain the impact of the behavior on the team, production, safety, or quality. Help the employee understand the broader implications of their actions.
6. Pause for Reflection:Allow a moment for the employee to absorb the information and reflect on their actions. This pause can be a powerful tool for emphasizing the importance of the message.
7. Encourage and Support:Shift the conversation to how the issue can be corrected. Offer support, training, or resources the employee might need to improve. Encourage the employee by expressing confidence in their ability to change their behavior or improve performance.
8. End on a Positive Note:Reinforce your belief in their value to the team and their growth potential. Ending positively helps maintain their motivation and self-esteem. Tips for Effective Re-Directs

• Consistency: Apply the same standards to everyone to maintain fairness and credibility.
• Follow-Up: Schedule follow-ups to discuss progress and reinforce positive changes.
• Documentation: Keep records of the conversation and any agreed-upon actions or improvements for future reference.

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For leaders in the manufacturing and engineering sectors, applying the principles of “The New One Minute Manager” can lead to significant improvements in team performance, efficiency, and morale. These principles, while simple in concept, require consistent application and a commitment to developing a supportive and high-performing work environment. In doing so, leadership can achieve not only immediate operational improvements but also long-term organizational success.

Here are three ways that we can help…

CTS carries out deep talent mapping, nationwide, to ensure our shortlists contain only the very best leaders for your Engineering and Manufacturing teams.

1.      We help to attract and retain the best candidates, specifically for your team, in addition to the frontline leaders that you’ll need for growth and stability.

2.      Reduce the cost of acquiring and training new hires by supporting and enhancing the efforts of your onboarding team for the first 90 days.

3.      Provide a zero-risk and no-cost assessment of your hiring strategies with a 15-minute consultation.