Ryan Scholz is a colleague in our industry that I have watched grow in this business and who has matured into a true professional. In his excellent book, Turning Potential into Action, Ryan talks about creating a highly engaged workplace. I know you will enjoy the following excerpts from Chapter One of his book.
People are the most underutilized asset in today's corporate world. Each day, businesses lose millions of dollars because employees are not encouraged to tap into and use their full potential. In order to unleash this untapped talent, managers must transform the way they think and act toward their employees. Often, managers complain about how their employees lack work ethic and motivation. They expect their workers to change - but real change needs to begin with the manager.
ENERGY TRANSFORMATION
Ryan's book is about transforming energy that already exists in each person. It is about creating a culture where each person has the opportunity to achieve his or her full potential.
In physics, the Law of Conservation of Energy states that the total amount of energy available is a constant -- it cannot be created or destroyed. However, it can change from one form to another. Potential energy is stored energy, like a roller coaster poised at the top of a hill. When the coaster starts moving forward, it converts this potential energy into kinetic energy -- the energy of motion.
People in the workforce are a lot like that roller coaster sitting on top of the hill -- full of potential energy, untapped until it is put into motion. The challenge that today's business leaders face is converting that untapped potential energy into useful kinetic energy. They can overcome the inertia that exists in the organization by exerting positive forces to begin the energy transformation process. Once the cultural inertia is overcome and momentum builds, the energy transformation becomes self sustaining.
HUMAN ENERGY - PHYSICAL AND EMOTIONAL
A person's energy comes from two sources -- physical and emotional. The general consensus of endocrinologists, nutritionists and sports medicine specialists is that physical energy only supplies at most thirty percent of a person's total energy.
Enthusiasm, drive and resilience come from emotional energy, not physical energy. The amount of physical energy that someone possesses is primarily related to his or her physical condition. It is limited. However, emotional energy is much more abundant and practically limitless. (Some good news for our readers is that we now have the ability to measure a person's EQ -- Emotional Quotient -- remember to ask us how!) Positive thoughts, feelings and experiences recharge emotional energy. Likewise, negative thoughts, feelings and experiences drain emotional energy. When emotional energy is low, the only available reserves are physical.
To unleash the potential energy of employees, management needs to focus on emotional energy, not physical. The eight principles Ryan describes in his book will help leaders to motivate their employees and build a more engaged, productive workplace.
Here are some statistics that support what is being stated in this Power Idea:
- 29% of employees are actively engaged in their jobs
- 54% are not engaged
- 17% are actively disengaged
Employees who are not engaged tend to focus on tasks rather than results. They avoid taking initiative and lack commitment to their work. Actively disengaged workers are negative forces in the workplace. The Gallop Organization estimates that actively disengaged workers cost the American economy $350 billion per year in lost productivity.
As Ryan points out in his excellent book, there are eight principles to follow to instill these cultures in the workplace. The eight principles are:
1. Having positive attitudes about other people.
2. Seeing and valuing people as unique individuals.
3. Creating a high level of mutual trust and respect.
4. Creating strong boss-subordinate relationships.
5. Creating an atmosphere of optimism (this is especially true in the current economy).
6. Thinking big.
7. Using praise and encouragement to manage performance.
8. Providing feedback in a constructive manner.
By using these eight principles to guide and direct the leadership style and culture of the organization, you will see outstanding results.
If you want to read the rest of the story about Turning Potential into Action, drop a note to info@houstonpartnersinternational.com and we'll be happy to send you information on how to get Ryan's book.
Have a Great Week!
Jerry
READERS: If you want to understand how all of this plays out in terms of different generations in the workplace, contact us at info@houstonpartnersinternational.com for more information about our upcoming public workshop at the Arizona Small Business Association, Understanding Generational Differences, presented by our Strategic Partner, Charles Parnell on April 2nd.
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