The Positive Energy Workplace

Are you the lowest vibration in the room?

Have you ever been in a meeting where 8 people in the room are really showing up and feeling great, but one or two people seem to be committed to taking all of the energy in the room? They’re unengaged, slumping, buried in their phones, grousing? That’s the lowest vibration in the room. And it has the gravity of a collapsed star.

The quality of your feedback has the power to make or break results in your organization, strengthen or dissolve connection, build or break trust, and elicit creativity or carefulness. What's the quality of your feedback?

I find feedback to be one of the most important leadership skills people can work with yet also one of the most intimidating; people fear it, avoid it, sugar coat it, and "feedback sandwich" it leaving the receiver with diluted feedback, hurt feelings, and lost opportunities that do no one any good.

Often people view performance reviews and feedback as scary, something to avoid—from both the giving and receiving ends. But it doesn't have to be that way. Are you giving reviews as a top-down activity, just going through the motions because you have to? Or do you take advantage of a rich opportunity to truly impact someone in a meaningful way?

You CAN give feedback powerfully, beautifully, and effectively. The solution is to bring more IEP (Intentional Energetic Presence) and TLC (Tender Loving Care) to the feedback and performance review process, more rigor, and more powerful “truth telling” and “pointing” in service of others. Your effectiveness in doing this will depend on the intention, energy, and presence you bring to the table.

You have something you really want to do in your organization. Or with your partner. Or in your life.

But there's a quiet fear that they just aren't going to go for it.

And you really want it. You know in your heart of hearts that this is important. What do you do?

Shut it down before it's even started, blame it on the infamous "they" for not letting you be fabulous, and let it go? OR get in there, face it head on, and make it happen?

If you're doing it for the right reasons and your leadership wisdom is taking you there--yeah--you get in there.