Measuring Organizational and Team Energy Levels by Jim Clemmer

"Energy will do anything that can be done in the world." — Johann Wolfgang von Goethe, 18th century German poet, dramatist, novelist, and scientist

We designed the "Energy Index" to help leaders dig deeper and uncover the root causes of why people they are trying to lead may not be mobilized and feel energized. The Index also points to areas that can be strengthened in order to further mobilize or energize a team or organization. The assessment is based on a five-point scale. 1 is extremely weak, 2 is fairly weak, 3 is moderate, 4 is fairly strong, and 5 is extremely strong.

— We see change as a new challenge and opportunity to grow
— We feel hopeful and optimistic and don't have the Victimitis Virus
— We take responsibility for our choices
— Our leaders are authentic and provide good examples to follow
— We operate with a high degree of honesty and integrity
— We give each other regular feedback on personal actions and behavior
— We have deep passion and commitment to our cause
— We take pride in, and joy from, our work
— We persist in the face of setbacks and failures
— We are self-disciplined
— Our work is meaningful and makes a difference
— We regularly devote time to learning and improvement
— Our leaders are highly effective coaches who help us develop
— We don't use threats, intimidation, or punishments
— Rewards are used to recognize and share success rather than as incentives to manipulate performance
— Our leaders have strong verbal communication skills
— Our team has many cooperative partnerships and strong relationships
— We frequently recognize, appreciate, and celebrate our small wins and significant successes
— We move beyond our "reality rut" of current problems to focus on what could be
— We have a strong and clear picture of our preferred future (vision)
— We have 3 - 4 principles (core values) that guide our behavior
— We have a strong sense of purpose

A total score of 85 points or higher, means the group is likely very energized. A score of 60 - 84 is not very strong. The lowest scoring areas need to be addressed if the team or organization is going to increase its energy and mobilization. A score of 59 points or lower, probably means there's a serious morale or motivation problem in that team or organization. This is a deep-rooted problem that won't be quickly or easily fixed. Increasing energy levels starts with systematically addressing the lowest scoring areas.

Self-rating is a good place to start with this Index. But the clearest picture will emerge by asking the team you're leading to rate each of these areas. Taking that courageous approach is the mark of a leader. It's a key part of building team commitment and ownership.

About The Author

Jim Clemmer

Excerpted from Jim's fourth bestseller, Growing the Distance: Timeless Principles for Personal, Career, and Family Success. View the book's unique format and content, Introduction and Chapter One, and feedback showing why nearly 100,000 copies are now in print at http://www.growingthedistance.com. Jim's new companion book to Growing the Distance is The Leader's Digest: Timeless Principles for Team and Organization Success. Jim Clemmer is an internationally acclaimed keynote speaker, workshop/retreat leader, and management team developer on leadership, change, customer focus, culture, teams, and personal growth. His web site is http://www.clemmer.net/articles