The Heart Of Business

Have you ever walked into an office and felt the energy? Some organizations exude positive energy—the type of energy that makes you excited just to be there and it’s catching. Other organizations breed an energy that is just down right depressing. There is an attitude of discontent and un-empowerment and this energy can also permeate an organization.

Why is the energy different between these two types of organizations? Certainly the organizations are different, but each has talented individuals, a mission, good pay and benefits, and a willingness to do quality work.

What I’ve discovered is that it comes down to leadership—and not the leadership at the top of the hierarchy, although that is still important. The leadership that is provided in mid-management or on project teams, in my opinion, is the most important in infusing positive energy into the organization.

All too often, however, the ability for mid-management to provide the supportive leadership to the organization is stifled at the top. Top leaders seem to be too concerned with issues of control, ownership, and ego that with the actual success of the organization and its ability to produce the positive energy.

To best understand how to create an organization that is built on positive energy, let’s examine some of the traits of organizations that have continually led in a supportive way and with positive energy. These organizations have:

Common purpose and constancy—Organizations that have reached their potential and have developed a positive work energy are those where people are engaged with the work in a distinct way. They understand and align with the purpose and the work. I know of an advertising agency where the people that work on certain accounts become the leaders and champions of their client’s success. They have deep and personal connections with their clients. This organization has created an environment of purpose and it is constantly reinforced through the stories they tell for their clients.

Demonstrated role models within the organization—People need role models within their organizations, those who can walk the organization’s talk. Organizations that have developed a positive energy have people who demonstrate daily the “way we do it around here.” Many organizations talk about a variety of things. Organizations who have those who can show the organizational path have less cynicism and less distractions from the work. Role models are important as it blurs the lines of talking and doing.

An attitude of inclusiveness—Organizations with positive energy also have a culture of inclusiveness. People within the organization know what’s going on with the organization and they are not kept guessing as to what is important. Their voices are heard and the organization values these voices. People in an inclusive organization do things together during and after working hours. Through this inclusive attitude, they work together to make the organization better—they truly have ownership in its direction. They know that they have a stake. This inclusiveness builds the bonds between employer and employee and between employees.

Empowerment—Organizations that have developed positive energy also are empowered, meaning that people at all levels of the organization have the ability and authorization to make decisions on behalf of the organization. They clearly understand that the decisions are theirs and look to the organization’s values to guide them. What I’ve found is that the ability to create an empowered organization is one of the single biggest driving factors of a positive culture.

Continual self and organization reflection and renewal—Another attribute found in positive organizations is a propensity toward reflection and renewal. These organizations are continually thinking about who they are, and how they can continue to be their best. They take time to talk together about the organization and they have built learning and other renewal mechanisms into their ways of working. They make sure that people take their vacations and have time off for recharge. They work hard, but they also play hard too.

People are not like machines. You don’t just turn them on and they work. People need reasons to give their all—they need to see the big picture and find something they are aligned with. Give them the reasons they need and get out of the way. The energy of your organization will change for the positive.

Questions for thought:

§ Can you feel your organization’s energy? Is it as positive as you want?
§ Can you describe a situation when the energy was right? What conditions existed that made it that way?

Until next week….

Craig