Coaching practices for The One Minute Manager Three Practices That Still Work as a Parent
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Does this sound like the set of challenges you might be facing?
- My whole attention as a manager is tuned to what’s broken
- There are a few situations that go badly every single time
- I lose my temper with my kid and then feel sick about it for hours
- My kid only seems to come at me when they want something or when they’re acting out, and I realize the only time I really pay full attention is when I’m correcting them
- My check-ins with people are rare and long, and by the time we sit down so much has piled up that the meeting feels heavy and high-stakes
Practices that may help
- The One Minute Manager: Three Practices That Still Work
Blanchard and Johnson’s One Minute Manager distills management to three practices: one-minute goals (clear, written, short), one-minute praisings (specific, immediate, genuine), and one-minute reprimands (immediate, behavior-specific, followed by reaffirmation). The framework is a 1982 practitioner classic, not a clinical protocol, but the mechanisms — specificity in feedback, timeliness, and the separation of behavior from character — are supported by decades of subsequent research in reinforcement and feedback theory. - Catch people doing things right
Most management attention goes to problems — systematically noticing good work is both rarer and more powerful.
The One Minute Manager: Three Practices That Still Work - Plan behavior management strategies in advance
Decide how you will respond to predictable problems before they happen.
Triple P Parenting (Matthew Sanders) - Manage your own emotional state before responding
A regulated parent is the single most powerful behavior management tool available.
Triple P Parenting (Matthew Sanders) - Spend quality one-on-one time with your child
Fifteen minutes of child-led, uninterrupted attention per day builds the relationship that discipline depends on.
Triple P Parenting (Matthew Sanders) - Use brief, frequent touch-points rather than long, rare meetings
Frequent short feedback loops beat rare long reviews because the gap between behavior and feedback is what determines whether feedback changes anything.
The One Minute Manager: Three Practices That Still Work - One-minute praisings: specific, immediate, genuine
Praise that names the exact behavior immediately after it occurs reinforces that behavior far more effectively than delayed or generic recognition.
The One Minute Manager: Three Practices That Still Work - Give clear, calm, single instructions
One specific direction at a time, calmly stated once, is more effective than repeated commands.
Triple P Parenting (Matthew Sanders) - Agree in advance on what good performance looks like
Performance conversations go badly because the standard was never made explicit — the reprimand is the first time it is stated.
The One Minute Manager: Three Practices That Still Work - Practice emotion coaching during low-stakes moments
Build the skill in small moments so it’s available in the big ones.
Emotion Coaching (John Gottman)
Related concerns
- The One Minute Manager Three Practices That Still Work For My Teenager
Blanchard and Johnson’s One Minute Manager distills management to three practices: one-minute goals (clear, written, short), one-minute praisings (specific, immediate, genuine), and one-minute reprimands (immediate, behavior-specific, followed by reaffirmation). The framework is a 1982 practitioner classic, not a clinical protocol, but the mechanisms — specificity in feedback, timeliness, and the separation of behavior from character — are supported by decades of subsequent research in reinforcement and feedback theory.
- One Minute Manager Summary
Blanchard and Johnson’s One Minute Manager distills management to three practices: one-minute goals (clear, written, short), one-minute praisings (specific, immediate, genuine), and one-minute reprimands (immediate, behavior-specific, followed by reaffirmation). The framework is a 1982 practitioner classic, not a clinical protocol, but the mechanisms — specificity in feedback, timeliness, and the separation of behavior from character — are supported by decades of subsequent research in reinforcement and feedback theory.
- The One Minute Manager Three Practices That Still Work After A Loss
Blanchard and Johnson’s One Minute Manager distills management to three practices: one-minute goals (clear, written, short), one-minute praisings (specific, immediate, genuine), and one-minute reprimands (immediate, behavior-specific, followed by reaffirmation). The framework is a 1982 practitioner classic, not a clinical protocol, but the mechanisms — specificity in feedback, timeliness, and the separation of behavior from character — are supported by decades of subsequent research in reinforcement and feedback theory.
- The One Minute Manager Three Practices That Still Work After A Setback
Blanchard and Johnson’s One Minute Manager distills management to three practices: one-minute goals (clear, written, short), one-minute praisings (specific, immediate, genuine), and one-minute reprimands (immediate, behavior-specific, followed by reaffirmation). The framework is a 1982 practitioner classic, not a clinical protocol, but the mechanisms — specificity in feedback, timeliness, and the separation of behavior from character — are supported by decades of subsequent research in reinforcement and feedback theory.
- The One Minute Manager Three Practices That Still Work As A Caregiver
Blanchard and Johnson’s One Minute Manager distills management to three practices: one-minute goals (clear, written, short), one-minute praisings (specific, immediate, genuine), and one-minute reprimands (immediate, behavior-specific, followed by reaffirmation). The framework is a 1982 practitioner classic, not a clinical protocol, but the mechanisms — specificity in feedback, timeliness, and the separation of behavior from character — are supported by decades of subsequent research in reinforcement and feedback theory.
- The One Minute Manager Three Practices That Still Work At Work
Blanchard and Johnson’s One Minute Manager distills management to three practices: one-minute goals (clear, written, short), one-minute praisings (specific, immediate, genuine), and one-minute reprimands (immediate, behavior-specific, followed by reaffirmation). The framework is a 1982 practitioner classic, not a clinical protocol, but the mechanisms — specificity in feedback, timeliness, and the separation of behavior from character — are supported by decades of subsequent research in reinforcement and feedback theory.
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