energising leadership

8/9/2019 Energising Leadership

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Energising

Leadership


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Energising leadership is aboutsupporting, motivating and enthusingboth our selves and others.

We all know motivation is intrinsic butwe also know that positive energy iscontagious.

Negative energy is also contagious so weneed to make a choice as to whether wewant to move forward positively,energising others as we go along.

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Hawkins (2002) conducted a studyaround the levels of humanconsciousness and the energy fields

connected to them. Specific energy fields were linked to sets

of attitudes and emotions.

The results of this study are extraordinary.

Hawkins places the values on a scale of1-1000, 1000 being the highest level ofenergy.

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VALUE ENERGY LEVEL EMOTION

Enlightenment 700-1000 Ineffable

Peace 600 Bliss

Joy 540 Serenity

Love 500 Reverence

Reason 400 Understanding

Acceptance 350 Forgiveness

Willingness 310 Optimism

Neurality 250 TrustCourage 200 Affirmation

Pride 175 Scorn

Anger 150 Hate

Desire 125 Craving

Fear 100 Anxiety

Grief 75 Regret

Apathy 50 Despair

Guilt 30 Blame

Shame 20 Humiliation 4


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If you consider this table and therelationship of levels of energy to

certain emotions, many of theemotions we feel daily can be verylow in energy.

If we commit to being optimistic &forgiving and seekpeace & joythis would impact on the level ofenergy you have and give out

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Leadership is about energising

others

You can decide to energise every personyou meet

Enthusing enables others to get excited

about the actions they are about to take. It also gets them inspired to make

changes in their life. They are so full ofenergy that they look forward to the

change! Enthusing creates a powerful space for

others to step into.

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Enthusiasm is infectious

Did you know that enthusiasm is infectious?Positive energy builds on positive energy untilpositive action becomes irresistible.

The more you enthuse others, the more theywill feel positive and the easier they willbecome to enthuse.

They will then go out into the world able toenthuse others into supporting them in theirchange. Their success will feed your success,thus building up your stocks of energy.

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Small Group Exercise

Instructions

Working in small groups answer thefollowing questions:

How would your life be different today, ifpeople around you enthused you?

How do you enthuse and energiseyourself when things are tough?

Timing

10 mins small group work

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Instructions

Working in small groups, identify some

ways you can enthuse and energise

others around you

Timing

5-10 mins small group work

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Exercise Debrief

When you enthuse, you make anemotional connection with others.They feel your enthusiasm as much

as they respond to your actual words. If you think of positive energy as a fuel

that powers movement, enthusingcould be described as giving others atop up of enough positive energy tohelp them move into action

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Some examples of enthusing

I know you can do this!

This is exciting!

I think youre more than capable Youve got what it takes!

Im so excited by this decision!

Let me acknowledge how powerfulyou are!

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Energising &Change


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Sometimes people accept change withreluctance. Other times they welcome it withopen arms.

The more willingly we embrace change, themore likely that we can shape it to meet ourneeds instead of being overwhelmed by it.

The old adage that people have to want tochange before they really can, is very true. Trying to force another person to change is

almost never successful.

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Instructions

Working in small groups:

Think of an example of when someonehas tried a negative technique to get

you to change.

What did they do?

How successful were they in getting youto change?

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Using threats

Another way people try to bring aboutchange is to revert to coercion; pressuring oreven threatening others to get somethingdone.

Some people believe that coercing others is asign of strength or even confidence. Nothingcould be further from the truth.

If we are secure and confident in our ownlives, we are able to allow others to make theirown choices. Our self worth is not caught upin making others do what we want, even if wethink it is in their best interests.

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Guilt trip

Another way people try to make someonechange is the guilt trip, making someonefeel guilty for not acting in a particular way. Ifyou dont do it this way, something bad will

happen and it will be your fault. This is perhaps the most damaging of all

because it sacrifices a persons all-importantsense of self for little gain.

The person may be motivated by guilt toachieve a goal, but the damage to theirconfidence or self esteem will be long lasting

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Short-term success

These techniques all work occasionally tobring about change in others but only in theshort term.

None of them assist people to make

meaningful or long-term changes in their lives. Generally they will lead to enough superficial

change to get the other person off their backbefore they default back to their previousbehaviour.

All of these approaches disempower anddeskill the other personsomething a leadershould not be doing

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Energise by questioning

When a direct report comes to a leaderwith a problem, the answer to theproblem often lies within themselves They are seeking out the leader to act as a

sounding board, not a solution provider The best way a leader can support their

direct report is to ask questions What is concerning you?

What are your options? What have you considered doing about it?

How can I help?

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Trio Exercise

Instructions - Practicing enthusing

To enthuse is to energize others to takethat important step in the direction they

are envisioning their life will go. Thefollowing are examples of when to usethe enthusing technique: Person is afraid to take on new responsibilities

Person is upset at having failed an interview Person is afraid to stand up to someone who

is manipulating or dominating them.

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Energising Exercise

Observer

Person acting asthe manager

To energise and

support the

employee by

asking questions

and getting

them to identify

a solutionKeep time and provide

feedback on the technique

Person acting asthe employee

To come to the

manager with

one of the 3

issues:

1. Afraid to takeon newresponsibilities

2. Upset at having

failed an interview

3. Afraid to standup to someonewho ismanipulating or

dominating them.

Timing: 5 minutes per round, 3 rounds

(For PairsObserver & Candidate

are the same person)


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Trio Exercise Debrief

How easy or hard was it for the

manager to energise the

employee?

As the employee how did it feel

having an energising manager?

What learning will you take back to

your work?

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