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The Moonshots Podcast goes behind the scenes of the world's greatest superstars, thinkers and entrepreneurs to discover the secrets to their success. We deconstruct their success from mindset to daily habits so that we can apply it to our lives. Join us as we 'learn out loud' from Elon Musk, Brene Brown to emerging talents like David Goggins.
[Music]
hello and welcome to the moonshots
podcast it's episode 184 i'm your
co-host mike parsons and as always i'm
joined by the man with the plan mr
martin pearson freeland good morning
mark hey good morning mike i mean we are
well on our way through our series on
productivity aren't we
we are ripping through it and just when
you thought it would all be about the
ones and zeros it'd be all about
executing time management with precision
i think we may have discovered it is so
much more than that and today's show is
another twist on that story today's show
listeners and members is ken blanchard
the one minute manager and just as a
reminder mike ken blanchard's book is
now coming in to our series after brian
allen's getting things done we had chris
bailey's hyper focus we had atul
guandi's the checklist manifesto i feel
as though each episode
has now
slowly added up i feel as though i'm
learning lessons and even reveals
surprising insights from each of these
books each of these authors each of
these productivity hacks and tips each
week and it just keeps getting better
and better and the one minute manager is
just another step in the armament of
becoming a very good productive person
aren't we
yeah totally and i think that um you
know one minute manager is right up
there with you know the likes of maybe
someone like peter drucker uh who's very
famous
um executive coach author
and uh just general superstar
this one minute manager is a
classic
it's the intersection between teamwork
and productivity so it
you know it really touches not only on
to some of the themes about attention
and focus
but what i think is really interesting
about ken blanchard and his work in the
one minute manager mark is he
equally examines
you the individual
and your relationship with the people
that you work with not necessarily
manage per se in the traditional sense
but people that you work with
collaborate with
and
we know
that
if you really are trying to do something
special something brave or dangerous
build a community a product maybe build
a business
regardless of what you're trying to do
you can't do it on your own
being the best version of yourself is
actually somewhat ironically
team sport isn't it mark yeah this great
quote from ken blanchard
which i just want to read out is a great
demonstration of that mike so ken says
the best minute i spend is the one i
invest in people
what a great demonstration as we think
about productivity it's something that i
think
already through the series it feels
quite a lot around how i'm going to
improve myself now
as we pivot towards ken blanchard
and exactly as you were just saying
collaboration understanding those around
us we can become that little bit more
productive because we are looking
towards investing in other people and i
feel as though that's the real big
takeaway that we're gonna have from the
one minute manager which like you say is
all around how we now shift our thinking
a little bit into being productive with
others
yeah so what an action-packed show we've
got we're going to look at specifically
a framework
on how you can really get aligned share
goals objectives
and look at how you're tracking with
your teammates
um you know praising the good stuff
redirecting the stuff that needs
improvement
all of this is about building the habits
of being a manager and boy mark the
world needs it because my experience has
been most managers suck so we have a
duty of care here mark we need to
unleash the goodness the servant
leadership the helping of others putting
others before yourself
i think this is productivity and so much
more as we studied the one minute
manager by ken blanchard i'm fired up
i'm ready to go mark tell me where do we
want to start well look i think the
countdown is on and we've got one minute
to go until we can hear that first clip
so mike
we've we've built it up i think we've
made the case of why the productivity
series deserves the one minute manager
so now let's hear from the author ken
blanchard discussing how being a better
manager often starts with the individual
serving first and leading second
i really feel that the world is in
desperate need of a different leadership
role model we've seen what self-serving
leaders have done to the detriment of
people in every sector of society all
around the world and so what we really
need is people who are servant leaders
people who are there to serve first and
lead second
leadership is an influence process we're
all influencing each other all the time
so everybody's a leader in every part of
their lives
the most effective leaders i know are
just good human beings
they care about people they listen more
than they talk they want to help people
win
that's about caring and it's about your
heart
there's three key aspects of being a
leader being a manager one
is clear goals all good performance
starts with clear goals and so people
around you if you want to make a
difference in their lives they need to
know what they're trying to accomplish
second once the goals are clear you
ought to wander around and see if you
can catch them doing something right and
give them a one minute praising
acknowledging what they've done tell
them how you feel about what they've
done how it's impacted for you and and
that's really important and then if
their performance isn't going exactly
the way you both wanted you give what we
call now a one minute uh redirect so to
say gee i'm observing uh your
performance here and i don't think it's
as good as we thought it would be do you
agree and they usually will because
you're not there to punish them and then
you say what can i do to help you get
back on track
one of the important things about being
an effective leader is to enter your day
slowly with some sense of intent and
think about what's what's on my schedule
today how do i want to be seen today and
then at the end of the day
put praisings in your journal what did
you do today that you feel really good
about and then redirections what would
what did you do that you'd love to
replay
and that'll maybe set a goal for you the
next day
i think a good manager is more
intentional in their behavior not caught
in the rat race and the problem with the
rat race is even if you win it you're
still a rat
i like to look at the difference between
success and significance
i think when people are focusing on
success they're thinking about how much
money they make the recognition they get
for their efforts and their power and
status when that's who you think you are
the only way you can maintain your
feelings of self-worth is to get more of
those
and i think then you miss significance
which to me the opposite of making money
is generosity of your time your talent
your treasure and a fourth one touch
reaching out to people what's the
opposite of recognition it's service and
what's the opposite of power and status
it's loving relationships because when
all is said and done in life when you're
gone and you die the only thing you get
to take with you is your soul and that's
where you store who you love and who
loved you
whoa he just kind of went dalai lama on
us right there
at the end i mean oh my gosh mike what
we just kind of saw was two minutes
of ken blanchard building out from that
moment where you're sitting with
somebody
providing some sort of feedback
discussing the goals that they have
and how that really reveals a new type
of intentional leadership of
self-awareness where you're putting them
before yourself
and then he took us i mean he made the
case and he's like so
in the end what's your legacy going to
be power and status
or loving relationships because in the
end that's what you're going to remember
that's going to be
your legacy
what uh i mean this this whole series
mark keeps doing this you know dave
allen
talked about energy and attention
not so much just
getting things done and having a task
list
and we've just continued to build from
there
isn't it just
mind-bending to see
how much
productivity can come right back to some
of your core values on who you want to
be good stuff huh yeah i totally totally
agree it's surprising
when you think about digging into a book
i mean it's titled the one minute
manager talk about being productive it's
all about getting it done in 60 seconds
what ken's already making the case for
here is it is not something that
should be deemed as disposable as that
obviously the tips we're going to find
out later in the show are very practical
but where he's coming from
is much more intentional there's
generosity with time there's setting
those goals praises and redirections
that we'll talk about in the show but
really what he's calling out here is
everything you do
is to help others succeed you want to be
as he calls out a good human being i
mean these are big life lessons like
that probably transcend beyond
productivity but these are essential
like you say life skills and tools that
we should all do in order to be that
best version of ourselves
yeah
fantastic stuff and this is all coming
out of the one minute manager by ken
blanchard and a great build on some of
the thinking we've had about focus and
checklists
and you know really getting your energy
set up for the day and i'll tell you
mark
what can get you very set up for the day
what can really really unlock your
servant leadership is being a member of
the moonshots podcast what do you think
i mean this membership mic is something
that you know we're so enthusiastic
about and what's fantastic to see is how
much enthusiasm is coming through from
you
our listeners and our members every
single week because as you're probably
hearing each time my uh list is getting
that little bit longer every week and
what's amazing though mike and for all
of our moonshots family is just to
receive that level of support for the
show from you our listeners so please
a warm round of applause welcome and
much more than one minute of celebration
too bob niles john and terry neil
marjolin ken and dietmar tom marjan
connor rodrigo yasmin lisa sid and mr
bonjour maria and paul berg and kalman
david joe crystal and evo christian
hurricane brain samuela kelly barbara
bob andre matthew eric
abby josie
joshua
i'm starting to lose my breath as well
as our brand new members chris kobe and
damian thank you for joining us over the
last week i mean mike this list is
pretty substantial i feel a little bit
light-headed
so you should with uh with that little
uh repertoire but we are really very
grateful uh to each and every one of you
for your membership for your patronage
because that helps us you know pay the
bills uh to keep
spreading the word of the moonshots
podcast and
we are as i said not only grateful but
it really gives us a lot of
encouragement um to know that we are
providing something of value
and uh it helps your contribution it's
just one cup of coffee a month that's it
um your contribution helps us pay all
the bills that we get for doing this uh
show and
mark it's like
you just don't realize how many
different subscriptions
that you need to different services to
do something like this so um thanks to
each and every one of those those
members
and mark we got a little excited didn't
we and we we set a goal do you remember
what would happen
if we got to 50 members
we said when we reach 50 members we
would be able to offer all of our
listeners and our members the chance to
pick up moonshot's merchandise mike and
i mean we're very very close aren't we
yes well the the moonshots team has been
on the secret bat channel has been
sharing some designs
behind the scenes and i think we want to
publish
these for your feedback so here we go
when you're listening to this
go and check out moonshots.io or go to
any of our social or
if you're a member go to our patreon
page
and you'll see
the
really really fantastic uh
merch designs and tell us which ones do
you like and uh based on what we get uh
from all of you uh in terms of feedback
what your suggestions are
we will get the merch up and going so
you can be sporting a moon shots t-shirt
it could be a shoot for the moon
maybe there will be some posters as well
could be perfect for a gift
to have in what is probably the highly
used home office right now so i'm
thinking
we got a ton of opportunities but we
need your feedback so we're going to
push out
the uh the merchandise designs and once
we get all of your feedback
uh then we'll get them available to you
so you can just order those and get your
moonshots tea your moonshots poster at
home
it will be um so awesome to spread the
moonshots word and it's all thanks to
you our members we said if we got to 50
members would launch the merch we're
getting really close now so head over to
moonshots.io
check out the blog and you'll be able to
see the designs there or head to any of
our social we'll have it all published
and once again thanks again to our
members for helping us get across the
line to get the merch out the door and
to
spread the word so everybody can learn
out loud and as we think about learning
out loud mark where is our next step in
the one minute manager journey well as
ken was revealing and teasing in that
first intro clip mic there are three big
pieces to learn from the one minute
manager so we've got some great clips
from a productivity game one of our
absolute favorites on youtube who has a
really nice
approach and a good job at breaking down
those three buckets so let's hear from
productivity game now introduce us and
help us break down that first piece
within ken blanchard's the one minute
manager which is all about one minute
goals
if you don't give your people a clear
goal to aim at you're essentially
blindfolding them and telling them to
shoot an arrow at a target they can't
see a good manager takes the blindfold
off and points at a target but a great
manager takes the blindfold off and lets
his or her people pick the target and
then adjust their distance from the
target so it feels like a challenging
and fun game
in other words great managers don't tell
their people what their goal should be
they help their people set their own
goals with the one minute goal-setting
process
here's what a weekly one-minute
goal-setting session might look like
note that this will take longer than a
minute to complete initially but once
your people get familiar with the
process they will do the work up front
so future goal-setting sessions will
take just one minute of your time
start by asking what are you hoping to
complete this week don't be afraid to
stretch yourself
as they think of the different things
they could do this week ask
of those goals
what one could have the largest impact
remind them of the 80 20 rule if you
have five goals well one goal if
completed would help the team more than
all the other goals combined
as they think out loud and choose their
most important goal
ask can you clarify what exactly you
plan to accomplish
get them to explain the goal in as much
detail as possible and then say
now that you've clarified your most
important goal type out your goal with
the steps you plan to take to accomplish
your goal keep it to less than a page
then after you've written out your goal
email it to me so i can review it and
approve it
by getting your direct reports to write
out their goals and share them with you
you force them to clarify their goals
and ensure that you and your direct
reports are on the same page
and you avoid the situation where you
thought they understood what they needed
to do but were mistaken when you get
back work that looks nothing like you
expected
after a direct report sends you his or
her plan tell them now print out your
goal and keep it in front of you then at
the end of each day take a minute to ask
yourself did my actions today get me
closer to completing my goal
at this point your direct report has
created a game that will keep him or her
engaged and focused
they have a clear target a time limit
hit the goal by the end of the week and
regular feedback
the one minute goal you know the thing
that i think was most important about
what we were discovering that's inside
of ken blanch as one minute manager is
it all starts with setting the goal but
i think there was an interesting
activity
that we heard there which is choosing
the one that really matters what's the
one that's going to get 80 of the
results what is the actual single
biggest goal and the reason i think that
this is so important mark is i think
most of us
fall victim to having too many goals
that are not prioritized correctly so
we're like oh my gosh my list is so big
and so
i think that could be one of the most
helpful things any of us could do with a
peer or colleague a direct report is to
say hey mark i know you've got lots of
girls but what is the one goal that
really matters what's the one thing you
really want to get done today and how
can i help you be accountable to that so
those other goals don't creep in and
distract you don't you think yeah it's
very similar
i think the foundation that we were
learning from atul gwandi's
work in checklists the checklist
manifesto
is helping you almost trim down and and
even going back to chris bailey with
hyperfocus start focusing on
what you're trying to achieve and i
think you're you're totally right and i
think where ken's coming from is less is
more rather than having lots and lots of
distractions lots of things pulling you
one way to the other lots of uh
deadlines that aren't either
fundamentally false
or it's not as important it's not a
priority like your other work
i'm thinking of you know the eisenhower
matrix of of looking at things that are
urgent versus less important and so on
um but also i think
what you're really finding from from ken
in that clip is the community the value
of communication
so you're sitting there with your
manager in this case and you're
determining together
what you should be focusing on and that
communication piece is what i think is
is so important because everybody's
getting on the same page the same hymn
sheet
and if you agree at this point and we'll
figure out you know addressing feedback
and so on later in the show today but
just getting on that same page right at
the very beginning and knowing how
you'll be
uh reviewing or judging the work i think
is so important because then you feel
confident
just to get started right
yeah and and i think there's a couple of
things that happen when two people know
uh
the goal right let's just say for
example you are aware of what my big
goal for the day is mark all the big
project that i'm working on that's my
big priority
i mean the first thing is you know
that uh my goal
is let's say i'm going to design the
moonshots merch okay it's my number one
goal well
you can make
a v you can make such a big difference
in holding me accountable because i can
say
oh hey mark i was working on the
moonshots app and you can say hang on a
sec
i thought your big goal was actually to
do the merchandise
i'd be like oh yeah but it was so cool i
got to play with this tech and i was
getting this new feature going it was
really exciting but but mike
mike you said the merchandise which you
know and you're like oh
yeah you're right
but it was really cool no mike you need
to go and focus on the merch and i'm
like okay all right i'm going to put
down the app and i'll go back to the
merch this this sort of
idea of
sharing your goals helps you get clearer
in what matters and sometimes we need to
have others hold us accountable to our
own goals sometimes we need people to go
right
but also
what we can then do i think the second
thing is
when you probe so mike how are you doing
with the merch and i'd be like oh well
i'm a bit stuck on this thing
then you ask the really powerful
question how can i help right what can i
do to to support you maybe if you just
talk it through
that will that will actually really help
you so this idea is that there's there's
accountability and there's support
when you actually know each other's
goals
if you don't know them
maybe what you could have done i'm
working away on the merch and say hey
mike we've got a really urgent thing
with the app and you might tempt me but
if you know i'm working on the
merchandise so you might you know what
i'll tell him tomorrow and let him get
the merchandise finish that's where you
really start
having empathy for each other and not
just like well i don't care this is a
this is a priority for me
if you understand what your colleague is
trying to get done what your direct
report is trying to get done then you
can let them have the time and space to
achieve their goals support them help
them be accountable help them talk it
through and i mean that's why it's so
simple talking about goals a lot and
regularly is at the very heart of an
effective productive
manager
isn't that right
it's just about getting on that same
page getting the goals and feeling
supported
and sometimes we can get a little lazy
can't we can we're like oh i don't
really want to talk about that stuff
right oh yeah it's always
but you know it's it's like waking up in
the morning and having a cold shower you
do it every day you wake yourself up
it's good
hygiene for productivity is like what
are your goals how can i help you today
and just being on the same page it's so
simple matt but we kind of let it go huh
why do you think it is that we
we can't just keep up that that
discipline why do we let go of that is
it do you think it's sometimes it's a
bit awkward or or do you think we get a
little selfish i don't want to talk
about them today let's talk about me
yeah i mean it could be that for sure
yeah uh i i think it's
i i think the word fear might be too
strong
but i think the word uncomfortable yes
exactly
i think if you are setting a goal
with a colleague um whether it's with
your let's say it's with a manager so
i'm setting my goal for the week with my
manager maybe i've started a new job
maybe it's a new quarter there's a time
when we're reviewing or maybe it's just
a standard week
and i know that there's something that's
been hanging over my head or there's
something on the pipeline down the road
map that i just i'm a bit let's say
afraid of it makes me a bit
uncomfortable
to then have to discuss
that being a goal and maybe how i'm
going to get there i mean i'm going to
want to try and avoid it
from lack of responsibility perhaps
but more just because it's a bit of a
drag it's a bit of a
it's a bad vibe right like a bad vibe i
got this thing and i'm not in good shape
exactly maybe there's uh almost a level
of embarrassment maybe
or
maybe it's just because you've been so
distracted with your other items your
other goals that you haven't had time to
give it the proper due diligence and the
proper work so actually you don't have
you don't have an update at all
and yeah that's when it becomes
uh clear that you haven't prioritized
things correctly i know it's really
fascinating study of human behavior
isn't it yes it is it is and it's very
in line with what we were trying to um
uncover with david allen's
but getting things done the art of
stress-free productivity again it
doesn't have to be stressful all of this
as long as you take ownership and you
start being honest with yourself with
regards to time blocking maybe
privatization
as well as setting the goals i mean talk
about productivity being a huge topic
mike oh listen it keeps on giving and if
you're
really interested in what we're
discussing this show and you haven't
heard the dave allen show or any of the
others from this series or other
productivity shows we've covered you can
head to a destination can't you make
there is a place to answer the call my
goodness there's a place online that
features
breakdowns with transcriptions with
models with frameworks with links to all
of our clips that we show in the show as
well as our back catalogue of 184
shows and mike that is a little
destination i like to call
moonshots.io listeners you can get
access to our newsletter you can access
to the moonshots model and you can also
click on the banner right at the very
top and become a moonshot member maybe
you'll get your name called out next
week
yeah you know i got a funny message on
um
squarespace uh this week which is
you have so many pages on your website
because we've done so many shows
squarespace had this little message are
you sure you need all of these pages you
might want to go and archive some of
these because this is a rather big
website
that's funny how funny is that that we
have so we have done so many shows we
have studied so many amazing superstars
authors and experts to learn how they do
it that even squarespace is struggling
to keep up with us come on squarespace
you can do this
so
um
look mark moonshots.io hopefully this is
everything you need if you want to be
the best version of yourself
go there
check out uh some of the previous shows
in this series or any of the others we
have lots of links you name it we have a
whole directory of all the models that
we've discovered you can access the
master series you can even become a
member how good is that but i think you
know when we talk about a destination to
help you be the best version of yourself
you're to find a lot of inspiration
at menshots.io so it is only appropriate
that if we're talking about being a
manager
that we go find some inspiration where
can we see the one minute manager
actually happening in real life
and you know we could have gone and got
a boring old office
situation where the manager is saying
what's your goal how you doing and all
of that sort of stuff
but you know what we've done today is
we've gone out and found somebody who i
think is pretty much being the best
version of themselves
and
they
they need feedback too
and they're getting feedback from
somebody else who's rather amazing
that's right we are going to play a clip
in a moment
that is the one minute manager actually
being played out in real life between
one of the greatest basketball coaches
ever steve kerr
and one of the greatest
players ever steph
curry from the golden state warriors
so you can have a listen to just a quick
few samples
of steve kerr giving feedback
to
the mvp the greatest all-time
three-point shooter on the planet mr
steph curry i would love to feel
whatever the hell you're feeling right
now just once in my life
for me like if i went like five for six
and made four threes that was about the
best i ever did
here's what i'm going to show you
[Music]
that's your shooting totals
that's your plus minus
all right so it's not always tied
together you're doing great stuff out
there the tempo is so different when
you're out there
everything you generate for us is so
positive it shows up here not always
there but it always shows right here
you're doing great
carry on my son
everything you generate
is positive for us
mark
even steph curry
in his prime the greatest three-point
shooter in the nba's history he still
needs the coach to say you're doing
great isn't that important
what what a reminder that no matter
where you are
whether you're in an office you're
working from home you're on the court
you're an nba superstar
uh we all do need that little bit of
reinforcement you know maybe it's um
that a bit of a confidence boost maybe
sometimes it's to drag you back and
focus you but more often than not the
most powerful thing to
get you focused get you motivated is
that little bit of positive
reinforcement and what you're hearing
from there
uh from the manager steve kerr is that
positive reinforcement isn't it you're
doing great we're reviewing your turtles
it's it's really interesting to
take a moment to think about managers in
different industries
and how relatable and um almost cross
industry this uh these tips from ken
blanchard can be isn't it one minute
yeah apply to any managerial situation
and i think importantly if we're a
little reluctant to give this kind of
feedback
hopefully what you can see there if
steph curry
needs that feedback
somebody who is
performing at a high level
i mean they they play an enormous amount
of games do you realize this season
he will play close to a hundred
games that's how many games are in the
golden state warriors series uh season
this year because they're gonna they're
in the finals against boston
um and he has to be great every single
time so what does his coach need to do
praise him so if you're feeling a little
reluctant to give praise remember this
if
tell you what if steph curry needs
praise we all need a little bit of
praise right so don't hold back right
so mark why don't we now hear from
productivity game
and break down the art of one minute
praising
having a game makes work more enjoyable
but only if you can play the game
if a direct report lacks the skills
required to do a task it doesn't matter
how clear the goal is they're going to
be disengaged
this is where the second secret of the
new one minute manager comes in
one minute praisings
suppose one of your direct reports needs
to use a new software program to
complete a task
you give her a self-guided tutorial and
tell her to come to you if she has any
questions
she doesn't return so you assume that
she's learning rapidly but later you
learn that she was stuck and frustrated
but didn't want to come to you with a
stupid question so she kept spinning her
wheels
this is what you should have done
ask your direct report to share her
screen then watch her figure out the new
software
if you sense that she's nervous
say don't worry i'm only watching to
catch you doing something right
when you see you're starting to
understand a new command turn up the
emotion and say something like nice you
figure out how to use command xyz this
is going to help you and then explain a
few things she'll be able to do as a
result of learning this command
then pause and give her a chance to feel
some pride
then encourage her to keep learning and
try another command
at this point you've completed a one
minute praising
first you've specified what they did
right and why it's important
second
you've paused to let them feel good
about it as detailed in the book tiny
habits by bj fogg letting a feeling of
pride wash over someone rapidly wires in
a new behavior
and then third encourage them to keep
learning
these one-minute praisings should be
handed out early and often in a learning
phase for any approximate success
think of it like encouraging a child to
walk
initially you praise them for standing
up and taking a wobbly first step and
then falling
you don't hold your praise until the
child can sprint across the room like
using both no you praise anything that
looks like progress
praising early and often is the best way
to accelerate learning and the fastest
way to increase the confidence of your
people
at the start of any new task it's okay
to watch your direct reports like a hawk
as long as you're there to deliver one
minute praisings
then you must slowly back off the
praisings and encourage your people to
praise themselves each time they use
what they've learned
i think mike that's a really nice
breakdown of this concept of the
one-minute praising
um particularly i quite enjoy the
reference to you wouldn't necessarily
praise a child once he's reached the
speed of usain bolt
yes you praise in the run-up to that
that point and i think it's an unfair
assumption
that we we possibly a lot of us have
which is you only should hand out praise
when somebody does the miraculous
when you've reached the pinnacle of
success above and beyond right exactly
when you've gone beyond maybe you've
you've landed on the moon this is when
i'll hand out some praise but actually
as we're hearing from from ken blemchard
via productivity game
if you hand out
and positively reinforce these people
through one minute praise every so often
you're going to build up that
runway
towards liftoff let's call it much much
quicker and also you're going to make
the team that individual a lot happier
as well and therefore they're going to
benefit from feeling more confident and
comfortable with any work that you give
them so that i mean i think we're really
learning and getting the sense of uh the
argument behind praise aren't we
we are and i love that little build he
does is that at
when they've really got it
that's when you kind of taper it off a
bit and then you encourage self-praise
which surely is just so fantastic that
they can feel that inner confidence
that they have not only mastered this
activity but
when you know you can do one maybe you
you know you can take a shot at doing a
second or a third or a fourth skill that
you can develop and grow
and
i i just like you know it all started
with praise early and often right that
is such good advice isn't it praise
early and often because actually i think
if you uh then rewind or you take a step
back
it's more likely that that individual
will get themselves into a position that
they a feel comfortable with and maybe b
they could even become a manager
themselves one day because you've given
them enough confidence and autonomy
to learn from the situation
well what you're getting into there is
like oh well then now we've got a
scalable thing because maybe a co
founder
they
build managers around them that can go
on to manage on their behalf and then
hey the business can grow because we're
not people depend you know not people
depending on so much as oh it's all
about the one founder no the founder has
inspired growing support and nurtured
others who are nurturing their own
people and hey we really got a thing
going at that point don't we yeah that's
right and i feel as though that's one
uh step on isn't it if you can convince
somebody to feel confident with the work
that they're delivering today they're
going to be more confident to deliver it
tomorrow and in the years to come
that's right that's right but mark it's
not only about the praise is it
no sometimes there are going to be
moments when you feel the need to give a
little bit of maybe criticism or maybe
it's just a little bit of casual
feedback in order to realign where
somebody's going so the third part of
ken blanchard's one minute manager is
all about redirection so now let's hear
from productivity game again breaking
down ken blanchard's uh advice on how to
give a one minute redirect
once you know a direct report knows how
to do their job and hit their goal
but get lazy and miss their goal
it's time for a one minute redirect
the third secret of the new one minute
manager
the authors in the book use the
following sports analogy to illustrate
the one minute redirect
it's the championship game and a star
basketball player is playing terribly
unless he picks up his game his team
will lose
so the coach takes him off the court and
tells the star player exactly what he's
doing wrong
you're missing easy shots you're not
grabbing any rebounds and you're loafing
on defense
i'm angry at you because you don't look
like you're even trying
then the coach pauses for a long moment
and says
you're better than that
you need to sit on the bench until
you're ready to play the way you're
capable of playing
after what seemed like forever the
player stood up went to the coach and
said i'm ready to go in coach
okay
get back in there and show me what you
can do the coach said
when the player went back in he was all
over the court diving for loose balls
grabbing rebounds and making his usual
shots
thanks to his effort the team improved
their play and they won the game
in that short story the coach delivered
a one-minute redirect by first telling
the player exactly what he was doing
wrong
then telling the player how he felt
about it and then letting that
disappointment and that emotional pain
sink in
but then reminding the player he was
better than his mistake this one-minute
redirect sounds simple but most managers
fail to do it correctly
most managers fail to catch mistakes
quickly and point out exactly what
someone's doing wrong
in many organizations managers wait till
the annual performance review to tell a
direct report what they've done wrong
and why they're getting a low rating
and some managers give critical feedback
without personal reassurance
by failing to remind someone that
they're better than their mistake they
leave that person feeling worthless and
unmotivated
as a manager you must always find a way
to say you screwed up but you're not a
screw-up
or you did something bad but you're
better than that
look i i listen to that i was so
captivated it just had me thinking of
the real power was not that hey you're
doing something wrong
but it was
i know that you're better than that um
and i think um i think a lot of feedback
that we get in the office
is just like
hey mark hey mike
you made a mistake that's wrong
you stuffed up
but
actually
that's not really that helpful if you
don't follow that up with and i know you
can do so much better
and then i think there's a build on that
which is
would you like some help with that
yeah i think that's an important build
isn't it i think it really speaks to the
respect between two individuals yeah in
this case the manager and and the
teammate
and
without that reassurance as well as
transparency you know you've got to have
the honesty you've got to have the
ability to
be comfortable to
a
give some feedback
as well as be receive some feedback
and when you've got that respect
in that situation in that relationship
what i think happens is both parties
feel
more confident
the manager feels as though the employee
okay they've listened that maybe they
i've made sure
that they haven't taken it personally
that they know that they're better than
that so they're now inspired to go out
and work maybe that little bit more or
maybe it's focus maybe it's preparation
maybe it's confidence whatever it might
be
likewise with the employee because they
are in that relationship that feels
comfortable feels reassuring
they are therefore going to maybe raise
a hand next time that they get stuck
again
because they know that they won't be
disciplined
or it might be that they work maybe a
little bit harder if that's the issue
that they needed to
address
i think it really comes down to this
relationship again going back to ken's
uh opening clip that we had
serving the individual first
by
uh gently leading you know this idea of
being there for the uh teammate
encouraging them a little bit
being respectful understanding where
they're coming from and knowing that
they're human beings essentially
they can then come back onto the same
page a lot smoother and it feels feels
nicer and i think if if you are
sharing in their goals praising them
when they do right when you do call them
out i think you really get their
attention because they're like oh this
is the person
that encourages me and listens to me so
like i know this is not coming from just
a judgmental or a negative point of view
but most importantly
it's always this point that we made
earlier it's like hey
you did it wrong or you're not
performing
and i know you can
like i think
that is what really gets you like oh
they're right you know and i think this
is at the heart of what ken said at the
beginning of the show
serving that person
as their manager not being the boss
man
but being the servant leader unlocking
the potential within that person through
understanding the goal and really
giving praise and redirects when
required
and it can be done quickly it can be
done
daily and that's how you stay
on the same
page i mean this is a really
practical
framework it's so damn simple but
actually you don't see a lot of it like
i want you to think about all of your
career
and how often do you see managers
actively giving daily feedback on the
goal the praise the redirect
when required like
sometimes it's weekly sometimes it's
monthly you know it's like just make it
small make it you know what mark it's a
daily habit like so much of what we talk
about on moonshot it's a daily habit
isn't it yeah rather than waiting for
that performance review that comes
around once a year that everybody's late
it's too late you can't remember the
situation
uh maybe the
you now feel a little bit of animosity
towards your manager because they didn't
step in when you needed them to they
didn't identify when you were struggling
instead if you have that relationship
that is a daily or weekly check-ins goal
setting
uh receiving their praise or those
redirects along the way
suddenly by the time that you come
around to doing those
annual check-ins let's say
think about the growth that you would
have gone through over that year process
by having your weekly improvements it's
a one percent better every day from from
james clear isn't it you work out some
daily habits it comes through and little
by little
um they they add up i think the same is
true with with experience and work
it is and you know um this is uh not
only
highly related
to the work of james clear and atomic
habits but like i would say
you know
you know leaders eat last by simon sinek
another great
body of work which we did a show on so
head over to moonshots.io if you want to
check that out
but he also talked about servant
leadership so it's so powerful to see
that this moonshots model of the success
habits what great people do
to realize their potential to be the
best version of themselves there is an
intersection between what we're studying
today ken blanchard and the works of
james clear of simon cynic and many
many others
but i'll tell you there's another habit
mark that people can get into
and that
is rating and reviewing our wonderful
little moonshots podcast don't you think
that's right listeners members you can
pop along into your podcast app of
choice whether it's spotify or apple
podcast or any of the others that are
available and you can leave us a rating
or a review and this makes a big
difference mike this helps us get the
moon shots message and the idea of
learning out loud into the hands and the
ears of listeners around the world and
we really do have a great spread of
people coming from all four
corners of the globe and that's thanks
to you our dear listeners your ratings
your reviews that you can do as you pop
along as you're walking
and you're listening to us and you're
thinking okay well why not just open up
a spotify or apple podcast leave a quick
rating review it's as simple as that and
it gets those algorithms working in the
background and it gets the show out
there into the four corners of the globe
every single day and mike i mean it's
great to see so many listeners joining
us isn't it
oh listen we are we are all over this uh
great planet of ours i mean i'm i'm just
looking at the list here
so as you're listening jump into your
podcast app give us a rating give us a
review come on
you're part of the team here we need
your help we've got you know i'm just
give you an example i'm looking at the
list here
we've got listeners in namibia uganda
hungary colombia belgium denmark island
italy great britain australia uh the
list is is ginormous over 55 000
listeners every single month from all
over the world hoping to be a better
version of themselves helping to hoping
to really learn out loud together and we
have one more clip that is going to be a
source of inspiration a source of
helping us
make the shift the daily shift the habit
shift so let's have a listen
one more time
to mr ken blanchard the author of the
one minute manager and he's going to
bring it all home now all of these goals
and praisings and redirects come down to
this
fundamental idea
our belief systems how many of you know
that the computer and the mind have a
lot in common have you ever thought
about that
both your computer and your mind don't
know the difference between the truth
and what you tell it
you put information in a computer it
doesn't say where did you get these
facts these facts are wrong
what does the computer do it does
whatever it can with what the
information you've given what have we
said about the computer for years
garbage in what
garbage out do you know it's the same
way with your mind
if you woke up this morning and looked
in the mirror and said you are fabulous
your mind's not going to say who you
kidding
you know i know you're a lot better than
this
and uh so
what we put in our mind is so important
and one of the things you know people
ask me you know what business are you
really in i think
you know it's really changing the way
people think
about leading and motivating people i
mean that's really been my mission
uh for a long time and so today is
really
about belief systems and it's so
interesting most you already know the
stuff we're going to talk about
i remember when the one minute manager
came out so many people came up and said
i could have written that
you know and uh
you know because uh it's not that all
that complicated
uh but it's it's all about
about beliefs you know what what do you
believe about
people and so that's where one of the
things that we're going to really do
uh today is just kind of take on some
belief chef because
unfortunately there's a lot of stinking
thinking
about leadership i mean how many of you
know that the major problem in the world
today
is leadership i mean have we seen what
self-serving leaders have done
in every sector of society and in
countries and all that kind of thing as
we look around the
world it's just incredible you know
i mean mike this is again ken blanchard
making the case for us today
that managerial styles getting the most
out of your team and your those
colleagues around you
is by having that
belief system that mindset approach
that focus on thinking about others that
are around you in order to get the best
let's say value or the best work out of
them it's all down to having a good
relationship with these people and
communicating to them efficiently isn't
it
it's about the humility of putting your
needs aside for a moment and serving
others and the great twist marky mark
here
is that in putting the others first
you end up creating all sorts of good
things for yourself
so
it starts with help others and you know
what they'll do good in their work maybe
they'll help you you'll have a culture
of high performers rather than
stragglers this is all in front of you
if you choose to put their development
in front of your own
needs
and so to me
it's just so tempting like as as ken
said in that last clip
you know the bright lights and the fame
and the and the and the ego can take
over here i think what ken is saying put
your ego in a box serve others
really understand their goals give them
praise give them the redirects and good
things are gonna happen right yep it's
all about like you say humility as well
as the understanding that yeah others
can help you too maybe there's something
that you will learn by uh being that
little bit more productive with the
teammates maybe you'll pick up something
as well i mean that's a pretty good
proposition isn't it mike and it all
only takes one minute
well yes if if if only uh more managers
had the capacity to stick
with
it
every single day but it's like life you
know habits are hard to keep you know it
takes discipline and structure and
commitment
and
you could say that's not only you know
relevant to productivity but i would say
that's kind of the whole moonshots thing
isn't it yes
it is that's right
oh my gosh so listen mark we have
covered a massive universe of the one
minute manager
uh i'm i'm dead keen to to see
uh is it the big inspirational ideas or
some of that really practical
advice what's really stuck with you over
the course of the show
it feels very interconnected this one i
think that there's a great structure
from the goal setting through to the the
praise or the redirects but i think for
me mike it's the call out that we heard
at the very beginning from ken with
regards to servant leadership and how it
just starts with serving that individual
because i think if you if you haven't
quite got that right with the respect
with the knowledge that the other person
is a human being then your goal setting
your praising and redirects aren't quite
gonna come off quite as effectively so
for me it's all about remembering if
you're in a managerial position to help
those around you first prior to uh
trying to lead and bark orders what
about you what was what was
the big um
message or
learning from you today
i i tell you what i've walked away with
is to
drill down a bit more on the goals like
what is the one goal that's the game
changer here
i think i'm always fighting to to define
what that is for myself so if i help
others to do that i just see everybody
dealing with so many competing
uh priorities
like if i can help uh others
focus on the one that really matters the
one that's going to get you know the the
outsized results
that's going to really help them so
that's what i'm going to focus on yeah
yeah that's great
what what a lot of
action-packed tips from ken blanchard oh
an absolute cracker today and uh mark i
just want to say thank you for joining
me on this uh mission not only of being
a one minute manager but i think
uh unlocking a little bit of uh servant
leadership pretty good right yeah pretty
darn good
well thank you and thank you to you our
listeners and our members once again you
have joined us on a journey of discovery
a journey into being the very best
version of ourselves and today in our
productivity series show 184 we studied
the work of ken blanchard the one minute
manager and boy did he come in with both
big ideas and practical steps he said
this is all about productivity and so
much more and the so much more is
servant leadership and servant
leadership starts putting others before
yourself understanding their goals in
one minute and we heard that you know it
takes a bit of praising and some
redirects and we even got to hear steph
curry the greatest all-time nba
three-point shooter getting feedback
from steve kerr so if he needs it we
need it and i'm sure he gets some
redirects as well and this is your
choice as a manager how do you want to
treat the people around you what are
your beliefs what are your values if you
get tuned in to humility and to serving
others you will be well on the way to
being the best version of yourself and
you can do that all together with mark
and myself here on the moonshots podcast
where we learn out loud together
that's a wrap