in yourself and then in those around you.”
In a recent UNH Executive Development
Program, the instructor, Professor Jim Clawson, challenged a group a senior
managers to reflect on how they are managing their personal energy, and as
leaders, the impact they are having on their employee’s energy.
He used the following short videos to illustrate the difference between
high energy (penguins) and low energy (polar bears) employees (minus the titles
on this YouTube version):
and others, are they leaving the meeting as penguins or polar bears? And how are
you showing up?
Great leaders raise the energy level – and bring out the best in those around
them. Their positive outlook and attitude is infectious. You can walk into any
work environment and feel the energy (or lack of).
Robert Griffin (RG3) is a penguin quarterback, and you can see the
positive impact he has on his team and the entire city of Washington. Jay Cutler, on the other hand,
while a very talented quarterback, comes across to be as a bit of a polar bear.
No emotions at all – in fact, he often appears to be sulking. See the popular Jay Cutler smoking meme.
It’s unrealistic to expect dramatic changes in the energy level of any employee
– after all, there’s a lot more that comes into play other than the impact of a
manager, even a great leader. However, there are a few important aspects of managing employee energy
that a leader can impact, including:
1. Start with yourself. As a manager, how are you showing up – as a
penguin or polar bear? If you’re more on the polar bear end of the energy
spectrum, perhaps it’s time to get some balance in your life. A few years ago I
learned about the field of positive psychology, and I think it made a
difference for me. If you are not familiar with it, I’d recommend this
23 minute Ted Talk for an overview.
2. Give your employees Once you get them a sense of control and ownership, then get out of the way! Micromanagement will polarbearize an employee who may have started out with penguin enthusiasm.
more control over their work. Again, there is science to support this
recommendation – see another Ted Talk, Dan Pink’s The Puzzle of
Motivation. People are motivated when they have choices, or are empowered.
They drag their rear ends when they are told what to do – even when they
are “incented” – and it becomes an nothing more than an obligation.
Once you get them a sense of control and ownership, then get out of the way! Micromanagement will polarbearize an employee who may have started out with penguin enthusiasm.
energy out of your employees through your own annoying behaviors. The BEST
list of “energy draining” (and annoying) manager behaviors comes from Marshall
Goldsmith’s book What Got
You Here Won’t Get You There. Here’s
a summary. For example, stop trying to “add too much value” – i.e., feel compelled to add your own two cents to every one of your employee’s ideas. Others include not listening, not expressing gratitude, or the need to blame everyone but yourself.
correct. You don’t have to learn anything new – you just need to stop
doing each any of them!
Not sure if you’re being annoying? Then get
some feedback and act on it.