Tag Archives: purpose

Re-fueling

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RefuelHow are you feeling . . . right now? Are you energized and ready to take on the world? If so, wouldn’t it be nice to know how to maintain that full tank of motivation over the long term? And if you are not feeling so great about your own energy level, or that of your team, perhaps a few tips on how to refuel and get your passion back on track are in order.

Tony Schwartz has written extensively on fueling an organization’s potential, and has identified four basic energy needs that, when met, lead to higher performance: renewal (physical); value (emotional); focus (mental); and purpose (spiritual). That seems pretty self-evident, right? When we are well rested, appreciated, and can focus on things that we are passionate about, both our energy level and our performance are likely to improve. You might be surprised, however, at how much of an impact these factors actually have on fueling performance.

Schwartz, together with Christine Porath, conducted a survey with the Harvard Business Review which demonstrated that when even one of an employee’s basic energy needs has been met (that is, their tank is ¼ full), there is a 30% increase in their ability to focus and a nearly 50% increase in their level of engagement. If all four needs are met — when their tank is full — the engagement levels increase to 125%! In addition, the study indicated that when all four energy needs are met, there is a 72% drop in employees’ stress levels.

Addressing your employees’ basic energy needs isn’t costly. It doesn’t require implementing a complex new program or require a huge allocation of time.

  • Encourage your staff (and model the behavior yourself!) to take 10 – 15-minute breaks at regular intervals where they physically step away from their desk or other work environments.
  • Express your appreciation to others — in detailed, specific ways. Get creative in letting others know you value their efforts.
  • Take steps to reduce interruptions when working on a project. Encourage your staff to put the phone down and ignore the ping of email to increase their focus.
  • Find ways for staff to spend time doing the things that they do best, or find enjoyable, or that make a positive difference.

Renew. Value. Focus. Purpose.

Physical. Emotional. Mental. Spiritual.

Where is your energy level running? How about that of your staff? If the tank is running a bit low, maybe it’s time to step away from the computer and take a few minutes to refuel.

How Will They Know?

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Christmas Tree and Gifts. Over black background

Have you ever noticed that moments of insight, or reminders, often come in the most unexpected of ways?

Last weekend my boys were home from college, so they had the opportunity to help out a bit as I started decorating for Christmas. I am, perhaps, a bit enthusiastic about this task. As my oldest son finished setting up the third tree he commented, “That’s the last one, right?” “Almost, there is one more little one for the porch.” To which my son replied, “Mom (insert eye roll here) . . . they will know we are Christians by our love, not by the number of Christmas trees we have . . .”

We both chuckled at his comment, but it echoed in my head all weekend. How often, as leaders, do we get so caught up in what we are doing . . . the meetings, the projects, the initiatives, the never-ending to-do lists . . . that it seems to overshadow the why? Sure we often need all those things to accomplish the why, but if we are not careful, over time, we can focus so much on the details of the new endeavor, overcoming the identified foe, reaching projections, that we forget why we were doing all of that in the first place. Is it to grow by X%, to capture more market share, to bolster our own ego?

I hope not. I hope that you started on the leadership odyssey because you believed in something . . . something that tugged on you in such a way that you could not sit on the sidelines . . .that you saw important work and knew you had the gifts and graces to move it forward. And I hope that mission still drives you, because that is what will keep you going among all the minutia that is required along the way. Sure, we all occasionally get consumed by the “stuff” of leadership, but when that happens I challenge you to ask yourself, “How will they know?”

How will your people know your “why”, the mission that compels you, and hopefully your entire organization, forward? Will they know it through your words and actions, or are they left to draw their own conclusions? Do you talk frequently and openly about the underlying purpose of why you are doing what you are doing? When your people see you keeping the “why” front and center, they will be encouraged to do the same. Not only that, but leading off discussions with the why also opens up possibilities that might not be considered if people are only focused on a task, rather than a larger mission.

Meeting performance indicators doesn’t tell people your “why” any more than a fourth tree does. If you are going to accomplish great things you, and your people, have to be clear on the why. So the question remains . . . how will they know?

Golden Leadership

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golden-leadershipWhat does one write in a leadership blog the day after one of the most contentious, divisive national elections in recent history? We need more leaders. I’m not talking about individuals who covet positions of leadership for the perceived power and prestige such roles might bring. I’m talking about people who feel compelled to step up to the plate, right where they are, to change a circumstance.

True leadership is not about a position. It is about having a purpose, and how you treat others on the way to fulfilling that purpose.

Which should be a source of encouragement, regardless of whether you are excited, anxious or in a bit of a stupor about the results of yesterday’s election. You can step up and take a leadership role, right now, right where you are, to work toward an improved circumstance. How?

For starters, listen. When was the last time you truly listened to someone who had a perspective different from your own — not with the goal of telling them why and how they are wrong, but to try to understand where they were coming from? You aren’t going to change someone’s perspective simply by shouting louder or questioning their intelligence, and you won’t make the best decisions by only listening to those who already agree with you. Granted, part of leadership is making decisions that won’t please everyone, however if you can allow those with a different perspective to feel heard, and treat them with respect, it is likely you will gain followers even if they don’t agree with every decision you make.

Secondly, be willing to question your thinking. No one is “right” all the time. And just because a decision might have been the best solution with one set of circumstances, when variables change sometimes the most appropriate response changes too. I’m not suggesting that you don’t hold true to your values and purpose. You absolutely should. However rigidity and an unwillingness to consider new information or to look for a “third way” doesn’t expand your influence or strengthen your position, it only makes it harder to accomplish your goal.

Finally, take the plank from your own eye before you go after the speck in someone else’s. Pointing fingers, being judgmental or condescending or patronizing lessens your own credibility more than that of those you are calling out. Again, that does not mean you should condone inappropriate actions or downplay your values, but somewhere along the way it seems we checked respect at the door. You can disagree with someone, or make the hard decisions, while still being respectful.

 Bottom line, the golden rule really is still golden. Treat others the way you want to be treated. If you are less than enthusiastic about those seeking positions of leadership, be a role model of the kind of leader you want. On this “day after” my challenge to each of you is simply this . . .

Be a golden example.