A long time ago—though not in a galaxy far, far away—Ken Blanchard and Spencer Johnson wrote The One Minute Manager (1981), a classic that quietly revolutionized how we think about managing people. While the title focuses on management, a closer look reveals that it’s really a brilliant guide to coaching. The book introduces three simple but powerful tools: One-Minute Goals, One-Minute Praising, and One-Minute Reprimands.
Let’s explore how these concepts form the foundation of coaching success.
Start with Listening
The book opens with a conversation:
“How do you manage people?” asks a young man.
“I listen while they review and analyze their week—what went well, what didn’t, and what still needs to be done,” replies the seasoned manager.
Sound familiar? That’s exactly how a good coaching session begins—by listening. Whether you’re a manager or a coach, meaningful progress starts with truly hearing your people.
Results and People Go Hand in Hand
When asked whether he’s more results-oriented or people-oriented, the manager responds wisely: “How on earth can I get results if it’s not through people?”
This mindset captures the essence of coaching. The goal isn’t just to deliver outcomes; it’s to help people grow. When people feel good about themselves, they perform better. Productivity isn’t just about doing more—it’s about doing better.
Why the “One Minute” Approach Works
Why “one minute”? Because it doesn’t take much time to make a big difference—if you’re intentional. The One Minute Coach leverages three coaching tools that take little time but deliver significant impact.
1. One-Minute Goal Setting: Clear, Focused Direction
Start by identifying responsibilities and expectations. Write clear, concise goals—no more than 250 words each. Set 3 to 6 goals that define what success looks like. If there’s a problem, frame it in behavioral, observable terms—not complaints.
“A problem only exists if there’s a gap between what is happening and what you want to be happening.”
Ask the right questions:
- What solutions have you considered?
- If you do that, what will happen?
The goal is empowerment: to help people solve their own problems, not depend on you.
“Now get out there and start solving your own problems on your time—not mine.”
One-Minute Goals are essentially a streamlined version of the Work-Focus-Outcome (WFO) model. They promote clarity and accountability.
2. One-Minute Praising: Catch People Doing Things Right
The fastest way to build confidence? Catch people doing something right—then let them know.
This is positive reinforcement in action. Give praise immediately, not once a year during a performance review. Over time, people will begin to recognize and celebrate their own wins.
“The number one motivator of people is feedback on results.”
Even if they’re only approximately right—acknowledge it. It encourages growth. This approach creates a culture of trust, positivity, and progress.
3. One-Minute Reprimands: Correct Behavior, Not People
Mistakes happen. When they do, address them promptly and fairly:
- Describe the specific behavior—not the person.
- Express your feelings (e.g., frustrated, disappointed).
- Clarify what should happen next time.
Importantly, separate the behavior from the individual. Finish with a handshake or positive reinforcement. Show them they’re still valued.
“Be tough on behavior, supportive of the person.”
Done well, this builds resilience. And when the reprimand is over—it’s over.
Is It Really Just One Minute?
Not always. One minute is symbolic—it means these tools are simple, not time-consuming. The key principle is this:
“The best minute I spend is the one I invest in people.”
The idea is to be intentional and focused—not to rush.
The One-Minute Attitude: Believe in People
Underpinning all of this is your mindset. The One-Minute Coach starts with belief: Everyone is a potential winner—even if they don’t look like it yet.
“Some people are disguised as losers. Don’t let appearances fool you.”
As a coach or manager, your job is to help people realize their potential.
And remember:
- Goals begin behavior.
- Consequences sustain it.
Final Thought: Coaching That Makes Every Minute Count
The beauty of the One-Minute Coach approach lies in its simplicity. You don’t need hours of meetings, elaborate tools, or complex theories. Just three clear practices—setting goals, giving praise, and correcting behavior—delivered with intention and care.
It’s not about how long you coach; it’s about how effectively you use each moment. When you listen well, give clear direction, recognize progress, and correct with respect, you create a powerful environment where people grow—and results follow.
In the end, the best minute you’ll ever spend is the one you invest in someone else.
Curated by Danielle Tan.
Reference:
- [Certified_meta-coach] 2025 Morpheus #25 THE ONE-MINUTE COACH — Part I by L. Michael Hall, Ph.D. Executive Director, ISNS.
