Are you managing your energy — or your capacity to do work — to the best of your ability? As a leader, are you an advocate for your employees' energy and engagement? The following assessment can identify leadership areas that need improvement, which can help an organization's workforce become more motivated, engaged and focused.
The audit is provided by The Energy Project, a company that works with some of America's largest corporations to recharge their productivity.
If a statement is true, it is worth one point. A key is provided at the end of the audit.
1. I actively encourage my employees to work out, even during the work day if that's what they prefer.
2. I address conflict openly and in a timely, proactive way.
3. I avoid scheduling meetings very early in the morning or over lunch.
4. I often see and call out in people potentials and capabilities they don't yet see in themselves.
5. People who work for me would say that I am trustworthy, honest and authentic.
6. I make sure healthy foods are served at meetings I hold.
7. I spend most of my days communicating positive energy to those who work for me.
8. I actively encourage my employees to regularly renew themselves, especially when demand is high.
9. I actively encourage my employees to take all of their vacations and to recover on the weekends.
10. I regularly express appreciation to my employees.
11. I assess how I'm feeling throughout the day and avoid making decisions when I'm in a negative mood.
12. I rarely feel overwhelmed, burdened or resentful about my responsibilities.
13. I rarely express irritability, frustration or anger, even under high stress.
14. I always try to take into account what people may be feeling and how that influences their current perspective and behavior.
15. I am much less focused on the number of hours people work than I am on the value they produce.
16. I regularly schedule time with my team for reflection, strategizing and big picture thinking.
17. I encourage those who work for me to set aside periods of time when they are not checking email, so they can focus without interruption on the most important tasks.
18. I limit meetings to no more than 90 minutes without a break, and I never permit side conversations or the use of Blackberries.
19. I encourage my employees to define for themselves how best to get their work done, and I do my best to accommodate their needs.
20. I have a clear vision, and I communicate it regularly to my employees.
21. I inspire in others a sense of passion and purpose that transcends their self-interest.
22. As a leader, I am invested in making sure that my organization focuses on adding value to the larger community beyond itself.
23. I have deeply held values, and people would say I consistently act in alignment with them as a leader.
24. I always focus on doing the right thing even if it's at a cost to my company's immediate interests or to my own.
25. I intentionally create an environment that my people would agree is enjoyable, positive and engaging
Key
21-25: You are fully addressing your people's energy needs.
17-20: You are meeting many but not all of your people's energy needs.
11-17: You are falling significantly short of meeting your people's energy needs.
10 or less: You are failing to meet your people's energy needs.
Learn more tips on energy management.
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The audit is provided by The Energy Project, a company that works with some of America's largest corporations to recharge their productivity.
If a statement is true, it is worth one point. A key is provided at the end of the audit.
1. I actively encourage my employees to work out, even during the work day if that's what they prefer.
2. I address conflict openly and in a timely, proactive way.
3. I avoid scheduling meetings very early in the morning or over lunch.
4. I often see and call out in people potentials and capabilities they don't yet see in themselves.
5. People who work for me would say that I am trustworthy, honest and authentic.
6. I make sure healthy foods are served at meetings I hold.
7. I spend most of my days communicating positive energy to those who work for me.
8. I actively encourage my employees to regularly renew themselves, especially when demand is high.
9. I actively encourage my employees to take all of their vacations and to recover on the weekends.
10. I regularly express appreciation to my employees.
11. I assess how I'm feeling throughout the day and avoid making decisions when I'm in a negative mood.
12. I rarely feel overwhelmed, burdened or resentful about my responsibilities.
13. I rarely express irritability, frustration or anger, even under high stress.
14. I always try to take into account what people may be feeling and how that influences their current perspective and behavior.
15. I am much less focused on the number of hours people work than I am on the value they produce.
16. I regularly schedule time with my team for reflection, strategizing and big picture thinking.
17. I encourage those who work for me to set aside periods of time when they are not checking email, so they can focus without interruption on the most important tasks.
18. I limit meetings to no more than 90 minutes without a break, and I never permit side conversations or the use of Blackberries.
19. I encourage my employees to define for themselves how best to get their work done, and I do my best to accommodate their needs.
20. I have a clear vision, and I communicate it regularly to my employees.
21. I inspire in others a sense of passion and purpose that transcends their self-interest.
22. As a leader, I am invested in making sure that my organization focuses on adding value to the larger community beyond itself.
23. I have deeply held values, and people would say I consistently act in alignment with them as a leader.
24. I always focus on doing the right thing even if it's at a cost to my company's immediate interests or to my own.
25. I intentionally create an environment that my people would agree is enjoyable, positive and engaging
Key
21-25: You are fully addressing your people's energy needs.
17-20: You are meeting many but not all of your people's energy needs.
11-17: You are falling significantly short of meeting your people's energy needs.
10 or less: You are failing to meet your people's energy needs.
Learn more tips on energy management.
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Diversity in the Hospital C-Suite: Walk it Like You Talk it