Are you known as a Positive Energizer?

ace alignment energy mindset Mar 30, 2022


In the last post, we covered the topic of Positive Energy and how it can be leveraged in organizations and on teams. Specifically, we focused on leaders. But being a positive energizer or at least a constructive one, does not have to happen only at the leadership level. While we recognize there are leaders at all levels of organizations, being a positive energizer is one of the ways someone with leadership qualities or potential can stand out. This year has given many people hopes that the corporate world can be a good place for professionals and their abilities to impact their environments is needed more than ever. This is exciting because we are now realizing that expecting others to “save us” from ourselves, professionally speaking, is a thing of the past. The great news is, being a Positive Energizer can really help improve people’s professional lives, and personally, as well. Let’s create some understanding:

Positive Energy is a set of behaviors, it is not inherent, meaning anyone can develop it. It has 4 times more impact on predicting performance than the things we normally manage like information and influence. Positive energizers have a major impact on those who work around them and the organization’s performance itself even in complex systems. It is learnable, anybody can develop positively energizing leadership. In our last blog, we mentioned this formula: A set of behaviors that is consistently maintained over time

Still, what is the big deal about Positive Energy anyway? We are paid to do our jobs, not to act or behave overly enthusiastic, especially when one’s organization culture sees positivity in a delirium context. Why are we not managing  Positive Energy as a resource in organizations, especially in the post 2020 era?  Positive energy is known as an efficiency and effectiveness mechanism, meaning we get better performance and we save money on behalf of our organization. Well, for one, it can contribute to being a healthy corporate citizen. From a mindset perspective, consider this:

Some attributes of  Energizers:

Positive Energizers (+) 

  • Help people flourish without expecting a payback
  • Are problem solvers
  • See opportunities
  • Inspire and provide meaning
  • Are both trusting and trustworthy
  • Express gratitude and humility
  • Instill confidence and self-efficacy in others
  • Smile
  • Are genuine and authentic
  • Expect very high standards of emotional intelligence
  • Forgive weaknesses
  • Support when absent 

Negative Energizers (-)

  • Ensure that they get the credit
  • Are problem creators
  • Are indifferent and uncaring
  • See roadblocks and are critics
  • Are skeptical and lack integrity
  • Are inflexible and reject feedback
  • Don’t create opportunities for others to be recognized
  • Are somber and seldom smile
  • Are superficial and insincere
  • Are satisfied with mediocrity
  • Induce guilt or shame
  • Talk behind other people’s backs unproductively

*Source: Ross School of Business at the University of Michigan

Now, let’s be clear on the intent of the De-Energizer mentioned above. Let’s take for example “seeing roadblocks and being critics”. The ability to anticipate potential problems does not make one a De-Energizer. Think of an Engineer or Architect whose job is to ensure we do not miss opportunities for balancing a building, for example, by only choosing to look at what can go well. Clearly, anticipating what could also go wrong is not only important, it is necessary for any project’s success. What we are saying here is that when it comes to one's mindset and influence on a team or organization, it is important to leverage Positive and Constructive energy as a resource to influence and elevate the culture of a team or organization. 

If being a positive energizer is a skill you’d like to master, start with asking yourself - on average, how do others tend to feel after interacting with me? That’s a good indication of the energy you most connect with and/or of your current state. If the majority of your colleagues respond similarly, then take these as clues to make your transition toward engaging a different mindset.

If you have a tendency to identify more with a de-energizer than an energizer mindset, this is telling.

Some questions of relevance:

  • Is this the case because of my team/organizations’ culture or environment?
  • Is it my personal habit that I bring to the workplace?
  • Depending on my level of influence, am I a de-energizing leader?
  • How has it worked for me so far? 
  • What is my general stance toward my place in this environment?

 Your responses to these questions will help you analyze your current state and help you decide whether you want to elevate your mindset to that of a positive energizer. Let us know your thoughts! Have you noticed the energy level on your teams/organizations? How do you propose leading by the clarity of your example? Enlighten us!


Want to know more about Alignment?  Listen to the Ace Podcast Hub.
Apply to the "My Alignment" and "My Success" programs today!


Learn More >

Stay connected with news and updates!

Join our mailing list to receive the latest news and updates from our team.
Don't worry, your information will not be shared.

We hate SPAM. We will never sell your information, for any reason.