Energising

Leadership
• Energising leadership is about
supporting, motivating and enthusing
both our selves and others.
• We all know motivation is intrinsic but
we also know that positive energy is
contagious.
– Negative energy is also contagious so we
need to make a choice as to whether we
want to move forward positively,
energising others as we go along.
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• Hawkins (2002) conducted a study
around the levels of human
consciousness 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 of
1-1000, 1000 being the highest level of
energy.
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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 Trust
Courage 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
• If you consider this table and the
relationship of levels of energy to
certain emotions, many of the
emotions we feel daily can be very
low in energy.
• If we commit to being “optimistic” &
“forgiving” and seek “peace” & “joy”
this would impact on the level of
energy you have and give out

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 Leadership is about energising
others
• You can decide to energise every person
you 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 of
energy 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 until
positive action becomes irresistible.
• The more you enthuse others, the more they
will feel positive and the easier they will
become to enthuse.
• They will then go out into the world able to
enthuse others into supporting them in their
change. 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 the
following questions:
– How would your life be different today, if
people around you enthused you?
– How do you enthuse and energise
yourself when things are tough?
Timing
• 10 mins small group work

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 Small Group Exercise
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 an
emotional 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, enthusing
could be described as giving others a
“top up” of enough positive energy to
help them move into action

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Some examples of enthusing
• I know you can do this!
• This is exciting!
• I think you‟re more than capable
• You‟ve got what it takes!
• I‟m so excited by this decision!
• Let me acknowledge how powerful
you are!

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Energising &
Change

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• Sometimes people accept change with
reluctance. Other times they welcome it with
open arms.
• The more willingly we embrace change, the
more likely that we can shape it to meet our
needs instead of being overwhelmed by it.
• The old adage that people have to want to
change before they really can, is very true.
– Trying to force another person to change is
almost never successful.

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 Small Group Exercise
Instructions
Working in small groups:
• Think of an example of when someone
has tried a negative technique to get
you to change.
– What did they do?
– How successful were they in getting you
to change?

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 You are bad or in the wrong
• A common method people use to force
someone to change their way - or make
a shift – is to imply that they are bad or
wrong. “This isn‟t right, why can‟t you do
it this way?”
• Often this is done in a subtle way. Simply
questioning their choice in a particular
tone of voice can be enough to make
someone question their judgement and
defer to our judgement.

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 Using threats
• Another way people try to bring about
change is to revert to coercion; pressuring or
even threatening others to get something
done.
• Some people believe that coercing others is a
sign of strength or even confidence. Nothing
could be further from the truth.
• If we are secure and confident in our own
lives, we are able to allow others to make their
own choices. Our self worth is not caught up
in making others do what we want, even if we
think it is in their best interests.

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 Guilt trip
• Another way people try to make someone
change is the “guilt trip”, making someone
feel guilty for not acting in a particular way. “If
you don‟t 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 person‟s all-important
sense of self for little gain.
• The person may be motivated by guilt to
achieve a goal, but the damage to their
confidence or self esteem will be long lasting

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 Short-term success
• These techniques all work occasionally to
bring about change in others but only in the
short 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 back
before they default back to their previous
behaviour.
• All of these approaches disempower and
deskill the other person – something a leader
should not be doing

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 Energise by questioning
• When a direct report comes to a leader
with a problem, the answer to the
problem 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 take
that important step in the direction they
are envisioning their life will go. The
following are examples of when to use
the 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
Person acting as
Person acting as
„the employee‟
„the manager‟
To come to the
To energise and
manager with
support the
one of the 3
employee by
issues:
asking questions
and getting 1. Afraid to take
Observer on new
them to identify Keep time and provide
a solution responsibilities
feedback on the technique
2. Upset at having
Timing: 5 minutes per round, 3 rounds failed an interview
3. Afraid to stand
(For Pairs – Observer & Candidate up to someone
are the same person) who is
manipulating or
dominating them.
 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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