Understanding Potential Energy:
A Composite Measure Rooted in Self-Determination Theory
Potential Energy is a comprehensive measure that captures an individual’s intrinsic level of self-motivation. It is a concept rooted in Self-Determination Theory (SDT), a widely recognized framework in psychology that explains the drivers of human motivation and behavior.
SDT proposes that individuals have three basic psychological needs: competence, relatedness, and autonomy. Fulfilling these needs is crucial for intrinsic motivation, psychological well-being, and optimal functioning. Potential Energy extends this concept by incorporating a fourth factor, passion, into the mix. Let’s delve into each of these components.
Competence (read more) refers to the need to feel effective and capable in one’s interactions with the environment. It’s about having a sense of mastery and achieving desired outcomes. When individuals feel competent, they are more likely to be motivated to take on challenges and persist in their efforts.
Autonomy (read more) is the need to feel that one’s actions are self-determined and aligned with one’s values and beliefs. It’s about having a sense of control and freedom in one’s actions. When individuals feel autonomous, they are more likely to be intrinsically motivated and engaged in their activities.
Relatedness (read more) refers to the need to feel connected to others, to love and care, and to be loved and cared for. It’s about forming meaningful relationships and having a sense of belonging. When individuals feel a strong sense of relatedness, they are more likely to be motivated to contribute to their communities and maintain their relationships.
In addition to these three measures of SDT, Life Engineering adds Passion.
Passion (read more) is the intense, intrinsic emotion or enthusiasm for an activity. It’s about having a deep interest and deriving joy from an activity. When individuals are passionate about an activity, they are more likely to be motivated to engage in it and persist despite challenges. Passion can be independent of autonomy, relatedness and competence, but is simultaneously (and collectively) impacted by all three. In other words, you’re more likely to be passionate about things for which you have high competence, high autonomy, and high relatedness.
Potential Energy can be derived by averaging out the measures of these four factors for each of the 16 Elements of Achievement in the Life Engineering Identity Assessment. A high Potential Energy score suggests a strong inclination towards self-motivation, while a low score might suggest a reliance on external factors for motivation.
Understanding your level of Potential Energy is crucial as it can provide valuable insights into your motivational landscape. It can guide you in identifying activities that you are naturally drawn to and in which you are likely to persist and succeed. It can also help you understand potential challenges and areas for growth.
Engagement and Potential Energy Across Contexts
a comparative analysis
Engagement and Potential Energy are two fundamental concepts that play a pivotal role in our lives. They work together to impact performance, satisfaction, and overall well-being in various contexts, from work and education to personal relationships and individual growth. While they are distinct concepts, they are closely related and often interact in complex ways.
To truly understand Energy and how it relates to engagement and performance in life, it’s important to understand the following concepts.
Engagement (read more) refers to the level of involvement, enthusiasm, and commitment an individual has towards a task or role. You can think of Engagement as the energy of action. It involves emotional, cognitive, and behavioral components, and is often context-specific. For instance, one might be highly engaged in their work, deeply involved in a personal hobby, or emotionally invested in a relationship.
Someone can experience high engagement in one context, and simultaneously experience low engagement in another.
Potential Energy, on the other hand, is a broader concept that captures an individual’s overall propensity towards self-motivation. It is a composite measure of competence, autonomy, relatedness, and passion, reflecting an individual’s inherent drive to engage in and persist with activities.
It represents the total Energy someone has available. This Potential Energy can be converted into Engagement Energy (the energy of action).
Activation Energy is the energy required to unlock the potential energy and convert it into Engagement energy (the energy of action). This usually requires a catalyst. The most common catalyst of Activation Energy when it comes to Engagement and human behavior is the Element of Alignment.
The Role of Alignment on Engagement and Intrinsic Motivation
The key to unlocking this Potential Energy lies in the Element of Alignment. When there is alignment between an individual’s core personality and interests and the activities or roles they participate in, they are likely to invest their full energy potential, leading to high levels of engagement.
They are not only willing to engage in the activities but are also likely to persist, invest effort, and perform well, leading to a sense of fulfillment and satisfaction.
Conversely, when there is a lack of Alignment, individuals may find it challenging to fully engage. They may have less energy to offer, and their level of engagement may be lower. This could lead to lower performance, less satisfaction, and potentially a higher likelihood of disengagement or burnout.
For this reason, it’s hugely valuable for an individual to understand their full Energy Profile, which they can discover by taking the Life Engineering Identity Assessment, or Personal Energy Profile. This allows an individual to gain critical, granular insight into their traits, strengths, characteristics and “motivational inclinations.”
When you understand your Identity Profile, you can be more intentional about selecting opportunities and objectives that align to who you are, increasing your probability of success and increasing the overall satisfaction and fulfillment from life.
The Element of Alignment is the most common catalyst for activating the energy inside an individual and getting them to engage, creating a strong source of intrinsic motivation.
But this isn’t the only catalyst available.
catalysts of extrinsic motivation
The other kind of motivation is extrinsic motivation. It’s when our Potential Energy is activated by some extrinsic factor, like compensation, rewards, or recognition. These catalysts are represented as “Value” in the 16 Elements. It’s important to note that not all aspects of the Value Element are extrinsic. Sometimes that Value can be fulfilled by the Elements of Impact, Renewal, or Growth.
When our Energy Potential is activated by extrinsic factors (extrinsic motivation), it tends to yield a lower energy outcome, only tapping into a small amount of our total Energy Potential.
For this reason, extrinsic motivation tends to be overall less motivating, and with more temporary motivational impact than intrinsic motivation, which is found through high degrees of alignment between the activity and the individual.
Because of this, engagement can be harder to maintain (in ourselves, for our teams, or in our organizations) when it is won through extrinsic means, as opposed to really recognizing ourselves (or our team members) and optimizing our activities for true Identity Alignment.
interconnections
Engagement and Potential Energy are closely interconnected.
High Potential Energy can foster engagement by enhancing an individual’s intrinsic motivation to invest emotionally, cognitively, and behaviorally in various roles or tasks. For instance, a person with high Potential Energy in a work context (i.e., they feel competent, autonomous, connected, and passionate about their work) is likely to be highly engaged in their job.
Someone with high Potential Energy has a higher likelihood to engage in the first place (regardless the context), and a higher likelihood to overcome obstacles and stay engaged (experiencing higher resilience, stick-to-it-iveness, and grit).
Conversely, high engagement can also feed into and enhance Potential Energy.
When individuals are deeply engaged in an activity, they are likely to develop and experience a sense of competence, autonomy, relatedness, and passion, which can further fuel their intrinsic motivation.
This is one of the reasons why it’s so important that we pursue activities and opportunities where our engagement is high. When we do we tend to achieve more, find more success and fulfillment from life, and in the process we also increase our inherent Potential Energy (or our total Potential Energy).
Life Engineering provides both the instrumentation to understand your own Identity (or the identity of your teams and the people in your organization), so that you can create opportunities in Alignment with their personality, strengths and motivations, and also an Engagement Assessment (both based on the same science of the 16 Elements). The Engagement Assessment allows you to measure your level of engagement across activities, initiatives and the various contexts (or journeys) of life. Doing so not only gives you a view into your level of engagement, but provides you insight into what types of things tend to engage you, so you can focus more (alignment) on those types of things.
This is the secret to high-performing, highly successful people. They learn to identify what they have natural Alignment for, because they understand who they are!
why it matters
Understanding engagement and Potential Energy and their interplay is crucial for both individuals, leaders and organizations.
For individuals, it can provide valuable insights into their motivational landscape, guiding them in identifying activities that they are naturally drawn to and in which they are likely to persist and succeed. It can also help them understand potential challenges and areas for growth.
For organizations, understanding the Potential Energy of their employees can help them create conditions that foster engagement, leading to enhanced productivity, job satisfaction, employee engagement, culture, and employee retention.
It underscores the importance of job-person fit (which we provide an instrument to diagnose) and the need for organizations to align job roles and tasks with the inherent motivations of their employees.
By fostering alignment between one’s core personality and the activities or roles one engages in, individuals and organizations can unlock this potential energy, maximizing engagement and overall satisfaction in various life contexts.
The research is clear that when it comes to how well we perform in any aspect of life, the number one driver of performance is our Energy, which can be described by our level of engagement, or our ability to convert Potential Energy into Engagement Energy (the energy of action). To get to engagement, we need to seek Alignment (activities that align to our Identity). To get to alignment, we need to understand our Identity.
The journey of self-discovery, of learning who you are and what you’re good at, is one of the most important journeys of someone’s life, and is fundamental to their ability to achieve success and experience high degrees of satisfaction, happiness, and fulfillment.
life engineering assessments
Life Engineering provides individuals, leaders, and organizations alike the ability to truly optimize for engagement by providing a number of critical assessments.
identity assessment (or personal energy profile)
Life Engineering’s proprietary Identity Assessment (or Personal Energy Profile) is based on over 20 years and millions of dollars spent on research. It gives individuals the ability to truly understand who they are, what they’re good at, and what motivates them. It’s a rich and powerful analysis that includes critical insight you can use to optimize your life.
Leaders can use this insight to truly understand the individuals on their teams, so they can align those individuals to doing work that is most likely to engage them, and by so doing, dramatically increase their performance and success probability.
Organizations can use this assessment to create powerful “roll-up” profiles to better understand the dynamics of their teams, departments, and geographies. This insight allows them to better optimize the employee experience, allowing them to increase performance and productivity, reduce churn, and create a strong employer brand.
engagement assessment
Life Engineering’s Engagement Assessment allows an individual to measure their actual level of engagement in the areas of life that matter most to them. This insight, also based on the Science of the 16 Elements, allows them to know exactly which Elements are missing (and the degree to which they’re missing), causing them to feel less engagement in that context.
Leaders and Organizations are able to better understand the Engagement profile of their teams, departments, or other internal segments so they can better optimize the employee experience and solve for Alignment. By doing so, they naturally increase engagement, satisfaction, tenure, culture, and performance. It gives them actual optics on exactly what to solve for, so that they aren’t left just guessing and applying broad-strokes solutions, hoping that something works.
high vs low potential energy
unleashing your full engagement potential
Potential Energy, a composite measure of competence, autonomy, relatedness, and passion, provides a comprehensive view of an individual’s intrinsic level of self-motivation. But what does it mean to have high or low Potential Energy, and how does it impact various aspects of life?
**High Potential Energy: A Reservoir of Motivation Potential**
Individuals with high Potential Energy have a high degree of what you could call “motivatability”… a strong inherent drive to engage in activities due to a sense of enjoyment, curiosity, personal importance, competence, relatedness, and passion. They are likely to be naturally driven, proactive, and resilient, persisting in their efforts even in the face of challenges.
Drawing parallels with the concept of potential energy in physics, Potential Energy in the realm of human behavior represents a reservoir of natural energy and enthusiasm for life, a higher propensity to engage, and a higher degree of self-determination. When the conditions are right, this potential energy can be converted into engagement energy, or the energy of action.
In various life contexts, high Potential Energy can lead to enhanced performance, satisfaction, and well-being. For instance, in the workplace, these individuals are likely to be highly engaged, productive, and satisfied with their jobs. In personal relationships, they are likely to invest effort in maintaining and enhancing their relationships, leading to high relationship quality and satisfaction. In personal growth and development, they are likely to persist in their efforts to learn and grow, leading to a sense of fulfillment and personal achievement.
**Low Potential Energy: A Challenge and an Opportunity**
On the other hand, individuals with low Potential Energy may be less intrinsically motivated. They might rely more on external factors for motivation, such as rewards or recognition. Additionally they may experience less passion for the activities they engage in, having less Energy reserves to deploy when they do engage. They may also feel less competent, less connected with others, or less autonomous (all functions of Self-Determination Theory, or SDT).
In various life contexts, low Potential Energy might present challenges. In the workplace, these individuals might be less engaged and productive, and they might derive less satisfaction from their jobs. In personal relationships, they might invest less effort, leading to lower relationship quality and satisfaction. In personal growth and development, they might struggle to persist in their efforts to learn and grow, potentially leading to lower levels of fulfillment and personal achievement.
However, it’s important to note that low Potential Energy is not a fixed trait. Individuals can enhance their Potential Energy by working on their sense of competence, autonomy, relatedness, and passion. For instance, they can seek out learning opportunities to enhance their competence, strive for roles that provide autonomy, invest in relationships to enhance relatedness, and pursue activities that they are passionate about. In this way, they can increase their potential energy and enhance their capacity to engage.
taking control
Whether you have high or low Potential Energy, it’s not about good or bad, but about understanding your unique motivational needs and preferences and how they shape your life. By understanding and effectively managing your Potential Energy, you can enhance your well-being, performance, and overall life satisfaction. It is not just a measure, but a guide to living a more fulfilling and self-determined life. By tapping into your potential energy, you can unleash your full potential and live a life of engagement and fulfillment.
FOR INDIVIDUALS:
How to Increase Potential Energy
Potential Energy is something you have complete control over. By increasing your Autonomy, Relatedness, and Competence across the 16 Elements, you will naturally increase the reservoir of energy you have to draw on to engage in life, increasing your ability to achieve success and realize your full potential. Below are some quick tips you can use to increase your Potential Energy, by Element.
Additional opportunities to increase your Potential Energy include taking courses on each of the Elements through our Achievement Academy, Engaging with others in the Achievement Network to increase your understanding of each Element, and by taking the Engagement Assessment to increase your awareness of how active each Element is across the most important contexts of your life.
suggestions for each of the 16 Elements of achievement
- Perspective: Cultivate an open-minded approach to life. Embrace new experiences and viewpoints to broaden your understanding and enhance your intrinsic motivation.
- Identity: Understand and embrace your unique qualities. Align your actions with your authentic self to increase your sense of competence and autonomy.
- Objective: Set meaningful and achievable goals that align with your interests and values. This enhances your sense of competence and autonomy, increasing your potential energy.
- Plan: Develop detailed plans for achieving your goals. Having a clear roadmap increases your sense of competence and autonomy, boosting your potential energy.
- Relationship: Foster meaningful relationships. Feeling connected to others can enhance your sense of relatedness and increase your potential energy.
- Space: Create an environment that supports your goals and values. This can enhance your sense of autonomy and competence, increasing your potential energy.
- Mentor: Seek guidance from mentors who align with your interests and values. Their support can enhance your sense of competence and relatedness, boosting your potential energy.
- Environment: Shape your surroundings to support your goals and values. This enhances your sense of autonomy and competence, increasing your potential energy.
- Score: Keep track of your progress towards your goals. Seeing your progress can enhance your sense of competence, boosting your potential energy.
- Momentum: Develop strategies to overcome obstacles and maintain progress towards your goals. This can enhance your sense of competence and autonomy, increasing your potential energy.
- Investment: Invest time and resources in activities that align with your interests and values. This enhances your sense of autonomy and competence, boosting your potential energy.
- Alignment: Regularly reassess your path and make necessary adjustments to stay aligned with your goals and values. This enhances your sense of autonomy and competence, increasing your potential energy.
- Impact: Seek opportunities to make a positive impact on others and the world. This can enhance your sense of relatedness and competence, boosting your potential energy.
- Growth: Embrace lifelong learning and personal growth. This enhances your sense of competence and autonomy, increasing your potential energy.
- Value: Recognize and appreciate the value you bring to your work and relationships. This enhances your sense of competence and relatedness, boosting your potential energy.
- Renewal: Regularly take time to rest and rejuvenate. This can enhance your sense of autonomy and relatedness, increasing your potential energy.
Remember, increasing your Potential Energy is about aligning your actions with your intrinsic motivations, interests, and values. It’s about tapping into your inherent capacity for engagement and fulfillment in various life contexts.
FoR LEADERS
why potential energy is vital to team success
Potential Energy, as a measure of a team’s collective intrinsic motivation, is a critical factor in a team’s success and productivity. It represents the inherent capacity of the team members to engage in their tasks with a sense of enjoyment, personal importance, competence, relatedness, and passion. Here’s why it’s important:
- Enhanced Performance: Teams with high Potential Energy are likely to be more productive and efficient. When team members are intrinsically motivated, they are more likely to put forth their best effort, leading to higher quality work. This isn’t just about meeting targets or deadlines, but about the quality of the work produced. High Potential Energy can lead to innovative solutions, meticulous attention to detail, and a commitment to excellence that sets the team apart.
- Increased Engagement: High Potential Energy often translates into higher engagement. Engaged team members are more invested in their tasks, leading to increased focus, creativity, and persistence. This engagement goes beyond mere participation. It involves emotional investment in the work and a deep commitment to the team’s goals. Engaged team members are more likely to take initiative, propose new ideas, and go the extra mile to ensure the team’s success.
- Improved Collaboration: When team members feel competent, autonomous, connected, and passionate, they are more likely to collaborate effectively. They are more likely to share ideas, support each other, and work towards common goals. This sense of connectedness and shared purpose can foster a strong team spirit, making the team more cohesive and resilient. It can also lead to a more positive and supportive team culture, which can further enhance team performance and job satisfaction.
- Greater Job Satisfaction: Intrinsic motivation is closely linked with job satisfaction. When team members are able to tap into their Potential Energy, they are more likely to find their work fulfilling and meaningful, leading to greater job satisfaction. This can have a significant impact on employee retention, as satisfied employees are less likely to leave the organization. It can also contribute to a more positive workplace culture, which can attract high-quality talent.
- Resilience: Teams with high Potential Energy are more resilient in the face of challenges. They are more likely to persist in their efforts, find creative solutions, and bounce back from setbacks. This resilience can be crucial in times of change or uncertainty, allowing the team to adapt and thrive even under difficult conditions.
- Leadership Development: High Potential Energy can also contribute to leadership development within the team. When team members are intrinsically motivated, they are more likely to take on leadership roles, take responsibility for their tasks, and contribute to the team’s strategic direction. This can help to develop a pipeline of future leaders for the organization.
- Organizational Success: Ultimately, the Potential Energy of a team contributes to the success of the organization as a whole. High-performing, engaged, and resilient teams are the building blocks of a successful organization. By fostering high Potential Energy within teams, leaders can drive organizational performance, innovation, and growth.
In essence, Potential Energy is a key driver of a team’s success. By understanding and effectively managing the Potential Energy within a team, leaders can enhance team performance, engagement, collaboration, job satisfaction, and resilience, contribute to leadership development, and drive organizational success.
FoR LEADERS
Increasing Potential Energy On Your Team
Leaders can foster the growth of Potential Energy in their teams by creating an environment that supports intrinsic motivation. This involves recognizing and valuing each team member’s unique strengths and interests, providing opportunities for growth and learning, and fostering a sense of competence, autonomy, connectedness, and passion within the team.
Leaders can do this by setting clear and meaningful goals, providing constructive feedback, recognizing and appreciating contributions, and promoting open communication and collaboration. By doing so, leaders can help their team members tap into their inherent capacity for engagement and fulfillment, thereby enhancing their overall performance and job satisfaction.
Below are some suggestions—based on the science of the 16 Elements—for how to increase Potential Energy on your team.
- Perspective: Encourage individuals to embrace new experiences and viewpoints. Foster an environment that values diversity and open-mindedness.
- Identity: Help individuals understand and embrace their unique qualities. Encourage them to align their actions with their authentic selves.
- Objective: Assist individuals in setting meaningful and achievable goals that align with their interests and values. Provide support and resources to help them reach these goals.
- Plan: Guide individuals in developing detailed plans for achieving their goals. Offer your expertise and experience to help them create effective strategies.
- Relationship: Foster a team culture that values meaningful relationships. Encourage collaboration and mutual support among team members.
- Space: Help create an environment that supports individuals’ goals and values. This could involve physical workspace arrangements or fostering a particular team culture.
- Mentor: Be a supportive mentor. Offer guidance and share your experiences. Connect individuals with other mentors who align with their interests and values.
- Environment: Encourage individuals to shape their surroundings to support their goals and values. This could involve providing resources or advocating for their needs.
- Score: Encourage individuals to track their progress towards their goals. Celebrate their achievements to enhance their sense of competence.
- Momentum: Help individuals develop strategies to overcome obstacles and maintain progress towards their goals. Be a source of motivation and encouragement.
- Investment: Support individuals in investing time and resources in activities that align with their interests and values. Recognize and value their contributions.
- Alignment: Encourage individuals to regularly reassess their path and make necessary adjustments to stay aligned with their goals and values. Provide feedback and guidance.
- Impact: Provide opportunities for individuals to make a positive impact on others and the world. Recognize and celebrate their contributions.
- Growth: Foster a culture of lifelong learning and personal growth. Provide learning opportunities and encourage individuals to pursue their interests.
- Value: Recognize and appreciate the value individuals bring to their work and relationships. Regularly express your appreciation and highlight their contributions.
- Renewal: Encourage individuals to take time to rest and rejuvenate. Respect their need for work-life balance and support them in maintaining it.
As a leader or mentor, your role is to create an environment that supports individuals’ intrinsic motivations, interests, and values, thereby helping them tap into their inherent capacity for engagement and fulfillment.
FoR organizations
Potential Energy is an untapped organizational asset
Potential Energy, a measure of an organization’s collective intrinsic motivation, is a powerful and often untapped resource that can significantly impact an organization’s success. It represents the inherent capacity of the organization’s members to engage in their tasks with a sense of enjoyment, personal importance, competence, relatedness, and passion. Harnessing this Potential Energy can lead to enhanced performance, increased employee engagement, improved collaboration, greater job satisfaction, and resilience, all of which are critical for an organization’s success. By understanding and effectively managing Potential Energy, executives can unlock a wealth of benefits that drive organizational performance, innovation, and growth.
- Enhanced Organizational Performance: Organizations with high Potential Energy are likely to see enhanced performance across various metrics. High Potential Energy translates into employees who are more dedicated, innovative, and productive, leading to improved operational efficiency, customer satisfaction, and ultimately, financial performance.
- Increased Employee Engagement: High Potential Energy often correlates with higher employee engagement. Engaged employees are more invested in their work, leading to increased focus, creativity, and persistence. This engagement can lead to improved customer service, innovative problem-solving, and a greater commitment to achieving organizational goals.
- Improved Collaboration and Teamwork: When employees feel competent, autonomous, connected, and passionate, they are more likely to collaborate effectively. This sense of connectedness and shared purpose can foster a strong organizational culture, making the organization more cohesive and resilient. It can also lead to a more positive and supportive workplace environment, which can further enhance organizational performance.
- Greater Employee Satisfaction and Retention: Intrinsic motivation is closely linked with job satisfaction. When employees are able to tap into their Potential Energy, they are more likely to find their work fulfilling and meaningful, leading to greater job satisfaction. This can have a significant impact on employee retention, as satisfied employees are less likely to leave the organization. It can also contribute to a more positive workplace culture, which can attract high-quality talent.
- Resilience and Adaptability: Organizations with high Potential Energy are more resilient in the face of challenges. They are more likely to persist in their efforts, find creative solutions, and bounce back from setbacks. This resilience can be crucial in times of change or uncertainty, allowing the organization to adapt and thrive even under difficult conditions.
- Leadership Development: High Potential Energy can also contribute to leadership development within the organization. When employees are intrinsically motivated, they are more likely to take on leadership roles, take responsibility for their tasks, and contribute to the organization’s strategic direction. This can help to develop a pipeline of future leaders for the organization.
- Strategic Advantage: Ultimately, the Potential Energy of an organization can be a strategic advantage. High-performing, engaged, and resilient employees are the building blocks of a successful organization. By fostering high Potential Energy within the organization, executives can drive organizational performance, innovation, and growth.
In essence, Potential Energy is a key driver of an organization’s success. By understanding and effectively managing the Potential Energy within the organization, executives can enhance organizational performance, employee engagement, collaboration, job satisfaction, and resilience, contribute to leadership development, and gain a strategic advantage.
FoR organizations
Increasing Potential Energy in your organization
An organization can support and encourage the growth of Potential Energy by fostering a culture that values and supports intrinsic motivation. This involves creating an environment where employees feel competent, autonomous, connected, and passionate. It includes providing opportunities for growth and learning, recognizing and appreciating employees’ contributions, fostering meaningful relationships, and aligning work with employees’ interests and values.
- Perspective: Promote diversity and inclusion to expose employees to different viewpoints and experiences. Encourage open-mindedness and creativity.
- Identity: Foster a culture that values authenticity. Encourage employees to bring their whole selves to work and align their roles with their unique strengths and interests.
- Objective: Help employees set and achieve meaningful goals that align with their interests and the organization’s mission. Provide resources and support to help them succeed.
- Plan: Encourage strategic planning and provide resources and training to help employees develop effective plans for achieving their goals.
- Relationship: Foster a collaborative and supportive work environment. Encourage team-building activities and open communication.
- Space: Provide a physical and psychological environment that supports employees’ goals and values. This could involve ergonomic workspaces or a supportive team culture.
- Mentor: Implement a mentorship program. Connect employees with mentors who can provide guidance and support.
- Environment: Involve employees in decisions about their work environment. This could involve workspace design or team culture.
- Score: Implement a system for tracking and recognizing progress. Celebrate achievements and milestones.
- Momentum: Provide resources and support to help employees overcome obstacles and maintain momentum towards their goals.
- Investment: Support employees in investing time and resources in activities that align with their interests and values. Recognize and value their contributions.
- Alignment: Encourage regular feedback and course corrections. Provide guidance and support to help employees stay aligned with their goals and the organization’s mission.
- Impact: Provide opportunities for employees to make a positive impact. Recognize and celebrate their contributions.
- Growth: Foster a culture of continuous learning and development. Provide learning opportunities and encourage employees to pursue their interests.
- Value: Regularly recognize and appreciate the value employees bring to their work. Implement a fair and transparent reward system.
- Renewal: Respect employees’ need for work-life balance. Implement policies that support rest and rejuvenation, such as flexible work hours or wellness programs.
By implementing these strategies, an organization can enhance the Potential Energy of its employees, leading to increased engagement, productivity, and overall job satisfaction.