Energy Message

Refreshing Leadership

I received an interesting and encouraging email just this morning that actually relates to the four categories of managers I mentioned in a previous Energy Message.  If you recall the four categories are high focus-high energy, low focus-low energy, low focus-high energy and high focus-low energy.  The smallest, but most efficient group are the high focus-high energy.  According to the research completed by Sumantra and Bruch one of the factors that increases the number of managers with high focus-high energy is the behavior of the CEO.  They suggest that frantic behavior at the top tends to generate frenzied and unfocused managers.  Obviously when top leadership exercises high focus-high energy it tends to generate more efficient managers.

Now, back to the email I received.  It came from a general manager who was advising a friend who had recently been hired to take a management position in a new company.  The refreshing and, I might add, accurate advice was, "Your number one asset is your PEOPLE and you must invest in THEM ALL THE TIME.  Develop plans to make them successful and your success will take care of itself."  Well said!

Best to you,

Dr. Bob      

The Person in the Mirror

Hi,

Here's one hot off the press that I think you will really enjoy.  I was shutting down for the day on Friday and a guy called me from the New England area.  He had gotten my name from one of my clients and needed a little coaching on a special problem he was experiencing.  He works for a company that is high stress and, according to him, is not completely satisfied with his performance.  Actually, he's not quite satisfied either.  Anyway, he gets a call from a friend that another company is looking for a person with his qualification.  So he contacts the company.  To make a long story short, his present company finds out and confronts him with the fact that he's looking for another job.  He tells them the truth about how this came about and thought that would be all there was to it.  But, no - it's not all there is to it.  The hiring company calls him for an interview.

So, here's the question he had for me - "Do I tell them I'm going for the interview or not?  It was a great question that he actually already had the answer to.  Yes, you do tell them.  It's always better, and I might add ethical, to tell the truth.  In this situation we came up with several good things that will come out of the truth.  First, the guy will feel better about himself for being honest (he will also be more energized - it takes a lot of energy to be dishonest).  Second, if the present employer would fire him for wanting to better himself he might be working for the wrong company.  Third, his action will let his present boss know they can trust him (no secrets).  Fourth, and most important, this will reinforce this man's commitment to be truthful, even if it costs in the long run.

I congratulate him for his character.

Dr. Bob

    

What is Energy?

I had an insightful email in response to yesterday's survey.  The lady who sent the email is one of the best marketing people I have every known, very bright and energetic.  She suggested it might be helpful to better define energy and especially what I mean when I talk about energy.  It sounded like a good idea, so here goes!

Energy is the fuel that drives our mental, emotional, and physical being.  Like the gasoline in our cars energy provides the fuel for our thinking, feeling, and behaving.  We can't see it, but in many cases we can feel when we are low on energy.  If you have ever felt fatigued, exhausted, or burned out you understand the feeling of low energy.  We experience these when energy has been used ineffectively.  For example, spending time worrying or any type of negative thought pattern will eventually drain your energy supply and cause stress.  This is only the tip of iceberg for comprehending all there is to know about our resource of energy.

If you would like to understand more about my approach to energy I suggest you check out the link below.  I'm discussing it with Mike Jay during an interview on his Leadership University series.

http://www.1executivecoachingclub.com/rausch/    

Enjoy,

Dr. Bob

   

Energy Survey - What are your needs?

One of the key characteristics of successful people is their ability to focus energy – another is to understand the needs of their customers.  I’d like to do both of these and you can help. 

I've developed a survey designed to provide me with suggestions concerning your “energy needs.”  In my endeavor to address your energy needs more effectively I encourage you to take a few minutes (less that 10) and complete this survey.  Then immediately be looking for energy information from me that will address those needs. 

Please use this link to take the survey.

Four Types of Managers

I like the way Sumantra and Bruch catergorize the four types of managers.

Category I - Highly focused, highly energerized - this manager concentrates his or her energy on the goal without falling prey to distractions.  This category makes up 10% of the study.

Category II - Low focus, low energy - these managers are massive procrastinators - Can you imagine working around a person like this - boring!!!

Category III - High focus, low energy - I once had a CPA that fit in this category.  At times I wanted to check his pulse to see if he was still alive!  The researchers call it "No passion."  I agree!

Category IV - Low focus, high energy - 40% fall into this category  - frenzied, jumping from project to project.  They quickly accept new projects but because they lack the ability to priortize they abandon them just as quickly.

What do you do if you fall into one of these last three categories or you work for someone that does?   In the next few Energy Messages I'm going to take a stab at some suggestions. 

Before I sign off let me add that I believe the responsibility of changing to a High Focus, High Energy Manager is always the responsibility of the manager.  I've seen some managers so frustrated with their leaders that they throw in the towel and hold on until retirement.  In my humble opinion there will always be reasons to slack off, but all of them are unacceptable.  Personal responsibility is the key to all success. 

Talk to you soon,

Dr. Bob

             

Beware the Barrenness of Busy Part 3

I've really enjoyed thinking and writing about the research Sumantra and Bruch did on the busy, ineffective manager.  Here's something to think about; 'how' do you suppose those managers became so busy in the first place.  I know a lot of busy managers, some are effective and some are not and the reasons  for being busy are as numerous as there are busy managers.  I believe one of the big things that produces a busy manager is the example set by their leaders.  If a leader values busy-ness he or she will expect managers to be just like them.  I've heard more than once - "Our job is to get results..." or "Our job is to get product out the door no matter what."  And, the 'no matter what' included not paying attention to safety and little to no training.    

So, I'm inclined not to cast too much judgment on those busy, ineffective managers.  They may be "Saluting and Executing" to satisfy their leaders.  After all, leaders set the stage for how the culture operates and if they want to replace skill and competence with busy-ness it's completely up to them.  Although I believe a really self-confident manager can look beyond the influence of 'higher ups" and focus his or her energy where it will create the most good for the team and the company. 

I'd like to get your thougths on this - just hit the comment button.

Best to you,

Dr. Bob