What will the Energy Index do for you?
It gives you insights into your perceptions, attitudes, and behaviors…and how others see you.
The Energy Index laser-focuses on what you can do to create great results at work.
This Index is a powerful attitudinal assessment. Attitudes are subjective. You can change an attitude. This Index shows you how you show up with your staff and colleagues. And gives you insights into more successful ways to get better results. Other assessments label you, put you in ab ox. They don;t show you what you can do differently to be more successful.
The Energy Index is different. Once you take it (It only takes a few minutes.), we talk together and turn the insights you gain into a roadmap and action plan to make your career goals come true.
Professionals face sticky situations with staff all the time: most managers don’t know what to do the get the results they want. For example, Jeff stops his manager in the hallway and asks again if he can have next Tuesday off for a family need. The manager knows how far behind Jeff is and he won’t have finished crucial work by then. Jeff also asks for time off more often than anyone. Others have grumbled that Jeff gets special treatment. This is a crucial moment in their relationship, and Jeff’s engagement at work is at risk. What should the manager say?
Many respond in one of the ways below:
“Why me?”
A manager may feel put on the spot here. That makes it easy to slip into feeling like a victim. “Why is he doing this to me again?” “Why do I have all the slackers?” “What did I do to deserve this?” If this manager thinks like this, he might snarl: “No and don’t ask again.” Or perhaps bend over backwards even though he doesn’t want to: “Sure. I’m late for a meeting,” to escape quickly.
“I’m so angry…”
If the manager thinks Jeff’s a slacker, he may lash out punitively. ”He’s delaying everybody else and they’re angry. How in the world did he get this job and this much responsibility!” Thinking these thoughts, the manager might snap: “You’re not getting your work done and you’re hurting all of us. Don’t ask for a thing until you start meeting your deadlines!”
The manager’s job is to get the work done through his staff. It takes only one unthinking reaction to ruin a person’s willingness to do great work for and with him. Either of these approaches will likely trigger resentment and spoil their relationship. This creates bigger problems for the future.
What will improve this situation?
The manager might respond with curiosity, asking for more information. Jeff may say his wife is really sick, and he’s trying but knows his performance is suffering. With that understanding, they may talk about ways to solve the work problem. The manager communicates he cares about and wants Jeff involved for the long-term.
The manager’s job is to bring out the best in his staff. A great manager shows up as a great manager in every interaction with his staff.
For most, this requires a shift in thinking, attitude and energy.