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Energizing, is it an end or a process?
February 22, 2022

In this first quarter of 2022, human energy seems to come to life in different ways within companies. We are talking here about the energy that animates the body in the work environment. Recent circumstances, notably management of the new variant, dwindling resources, shortage of manpower and talent retention, added to the numerous daily challenges, continue to increase the organizational « energetic turmoil ». Lately, we’ve noticed that leaders link in the same sentence the word energy with words like lack and loss. We then hear a paradox being expressed which creates internal duality: Do I have the energy or not? Many mention how preoccupied they are because they don’t manage to recharge their batteries despite recent days off.

What if one of the sources of your leadership came from a healthy management of your « energy »? Through a « Living Process » management perspective and not through the quest of an « end to reach »? The presence of self at the present moment?

Resource

Each leader is above all a HUMAN BEING, a being who is motivated by his desires and his needs. In periods of severe turmoil, especially when they go on and on, leaders use more energy to address the challenges that come their way. They then perceive their energy as a decreasing resource, a commodity that become more and more difficult to find and for which they face more obstacles to get. In such a context, it is easy and normal to experience a loss of balance.

This need of energy, this quest of means to obtain it, can they increase the sluggishness associated with this quest to reach this end?

State

Each leader, by his very HUMAN NATURE, is constantly stimulated. In business, these stimulations derive, in part, from the challenges and circumstances allowing us to learn, to adapt and to evolve. In this context, leaders enjoy attaining a « flow state » where their attention span and performance capacities are at their best. However, when their work environment is in perpetual movement, they are more likely to experience cognitive overload and, as a consequence, to rely more on the prefrontal cortex in the brain, which is more energy-hungry. Moreover, stress-related hormones are more present such as adrenaline to prepare the body to react to stress (heartbeat, breathing and blood pressure) and cortisol to supply energy to the brain (regulation of blood pressure and of cardiovascular and immune functions). As soon as this overload and these hormones appear, the state of well-being felt previously is less and less there. So, they see energy as a regulation technique to help them recover this « flow state ».

Can this desire to regulate energy become a new quest for the leader? Is it another end to reach?

Relation

Each leader is above all a SOCIAL BEING who appreciates and seeks the presence of others. No matter his behaviour, his personality and his motivations, the human being as a rational and emotional person loves the human connection. Without a pandemic, business relations are more spontaneous and can be expressed in different ways, be it exchanges in the hallway and during work sessions, at breaktime or lunchtime, through a smile or laughter, information sharing or a « Eureka! » moment at the coffee machine. With the pandemic, business relations are transforming at a fast pace. Space, location, frequency, content, number, variety, presence and proximity in terms of relations have all been disrupted.

So, are we still waiting for a return to normality? Is this another end to reach?

Connecting to self

What if the leader took a few seconds to stop when he feels out of breath, needs to regulate and to wait because of a quest and not an end to reach and if he brought himself back to the present moment thanks to self-consciousness… AND what if he was simply curious and kind to himself and asked himself « What’s the impact of pursuing an « End to reach » perspective on me?… AND what if this impact was not the one hoped for, how long will he continue to cling to this perspective knowing that it will not help him attain individual and collective well-being?

And what if this perspective was part of his automatic reflexes, unconscious biases and/or training due to past experiences? And what if it activated only unconscious mechanisms and automatic responses to obtain results? For example, I’m going to recharge my batteries at the end of the project or on my next day off… I’m going to recharge my batteries by having a little drink or by shopping online tonight… What does this « End to reach » perspective generate that propels him so much towards a gain to reach in the future and deprives him of a gain in the present moment? What is prioritized? What must be realigned in him?

And what if there were a simpler perspective, promising meaning and serenity? What if I chose a « Living Process » perspective instead of an « End to reach » one?

A Living Process

Each leader is unique, rich in perspectives, diversity and resources. Your teams and organizations need your perspectives that reflect your well-being and that help you fulfill yourself all together!

This is why the HODYSS team favors the « Living Process » perspective, because it honors a better connection and presence to self, and makes individual well-being stand out which will have an impact on collective well-being. This perspective encourages self-awareness, allows to take a step back, to see time as an opportunity here and now, to use creativity in order to anticipate new possibilities and to dare new actions resulting in energizing positive choices. In short, this perspective allows you to reconnect to yourself, lets you give yourself the space needed to reconnect to your flow and will offer a real action leverage for the here and now.

In conclusion

So, when, in the future, you think of increasing your energy level, we invite you to explore the « Living Process » perspective instead of pursuing a quest with an « End to reach »! We are convinced that the movement you’ll be creating will change your individual dynamic and will impact your collective dynamic! We hope that you’ll dare make this change!

If some of you wish to share their point of view after this reading, we would be very happy to hear from you. You may write to us at info@hodyssevolution.com.

 

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