Figure 3 is an excerpt from a client’s heart variance rate data, (Firstbeat Heart Rate Analytics).

5. Reap the rewards from marginal gains and tiny steps

Whilst the goal to build a more highly energised business might seem lofty, we can borrow tactics used in sport and car manufacturing to close the gap.

We have just witnessed the extraordinary performance of the GB Track Cycling Team at the Rio Olympics; they came home with 11 medals, 6 of which were gold. Much of their success is attributed to the pursuit of marginal gains – tiny incremental improvements in every area that could enhance their performance, which compounded to deliver an outstanding result. The same principle is followed in Japan, named Kaizen; it is the process of breaking a huge goal in to small but positive steps which synergistically combine to achieve it. The reliability record of Toyota Cars is built upon this principle.

If as a first step we chose just one aspect of the energy model in figure 1, consider what it might look like if everyone on your team just experienced better quality sleep?

6. Signs of Burnout - know what to look for

Prevention is better than cure. How readily would you recognise the signs if a member of your team or a colleague were approaching burnout? Here are a few to watch out for:

Someone becoming cynical or highly critical at work

Someone becoming cynical or highly critical at work Signs of irritability around people

Signs of irritability around people Lack of energy and productivity

Lack of energy and productivity Using food, drugs or alcohol as a prop

Physical symptoms associated with stress, e.g. palpitations, migraines

Physical symptoms associated with stress, e.g. palpitations, migraines Signs of ill health, e.g. unexplained infections, head ache, back ache

Consider someone you know who has experienced some form of burnout, were there any signs in retrospect? How might you intervene next time if you were to spot them in someone else?

7. Energise the connections between people

We can probably all think of meetings that leave us feeling drained, or conversations that we dread having. As an alternative, is there an opportunity to strengthen, deepen and energise more of the connections we have at work?

How we lead, manage and communicate with people can raise energy levels, e.g.

Managers who provide personalised leadership to individuals

Managers who are equipped to address sensitive or emotive topics.

Leaders who communicate a clear sense of purpose. This is illustrated by KPMG’s Higher Purpose Initiative, which resulted in a more engaged, committed and energised global workforce.

People who enjoy a high quality relationship with their line manager. This might sound basic, but “conflict with their manager” is an often-cited reason why people leave businesses.

8. Manage and share knowledge on energy management for everyone to discover

To help people to discover ways that they can support themselves, your organisation could create a central repository for information on the subject. This could be as formal as an e-learning system or as simple as a location by the coffee machine to share relevant books and articles.

A few ways to collect and share knowledge include:

Articles, TED Talks and “energy hacks” hosted on the company intranet site

Books that people can read at work or borrow

Workshops focused on specific aspects around energy

Sessions designed to inspire and energise people, held at team away days

Lunchtime speakers who can talk knowledgably about specific topics, e.g. nutrition, sleep, fitness, resilience.

9. Put your own oxygen mask on first before helping others

As leaders, we cannot hope to perform at a high level, sustainably nor inspire the same of others if we fail to look after ourselves. And as we’re well aware, inconsistency between what leaders say and what they do tends to breed cynicism.

As a starting point, consider the following sentence:

I would feel more energised if I could just,

Sleep better

Sleep better Feel less stressed

Find more time for exercise

Clarify what I really want

Find more meaning in my work

Find more meaning in my work Be less reliant on alcohol to relax

Be less reliant on alcohol to relax Enjoy a better diet

Enjoy a better diet Focus and get more done

Focus and get more done Improve my relationships at work / at home

Enjoy a sense of feeling well

If you could improve just one of the factors named above, which would give you the greatest benefit?

In summary, there are multiple ways in which energy levels can be improved in organisations, and we believe that this is best achieved through a culture that supports people to help themselves. This article sets out 9 ways in which leadership can contribute to that process. In future articles we will examine some of the more detailed ways in which individuals, including leaders and people on their teams can manage their energy from physical and psychological sources and the use of technology to support this.

If the content of this or the preceding article provokes any curiosity, please get in touch with us to explore your interest in more depth.

By WDI Consulting, a niche consultancy with one main goal – to partner with organisations who want to bring about change.

Originally trained in biomedical sciences, Natalie Carrick has held commercial and managerial roles in life sciences and professional services organisations, working extensively overseas. Today, as part of her work with WDI, she’s focused on supporting business leaders through day-to-day challenges, with strategic direction and with practical strategies that whole businesses and individuals can apply to help people remain healthy and energised for the long term. Natalie.Carrick@wdiconsulting.com

Caroline Sharley has over twenty years experience, as an external consultant and in-house working with organisations to create the conditions where people, teams and the overall organisation develop to achieve their full potential and goals. Today, her work with WDI is based on a view that change is about people making different choices in the course of their everyday lives, that is grounded in real work, and what is happening in the here and now. Caroline.Sharley@wdiconsulting.com

Do you have a view to share on any of the issues raised in this article? Are you using energy management in your organisation? Leave your thoughts in the box below.

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