The Positive Energy Workplace

At Active Choices, Inc., our team regularly interacts with leaders in organizations who are interested in supporting and optimizing their company culture. In today’s business landscape, “culture” isn’t just a buzzword: it’s evolved into a strategic approach that can be leveraged to drive performance, attract top talent, and foster innovation for your company. 

Culture has surfaced as a critical factor that can make or break an organization's success. 

One of the keys to unlocking the power of a strong company culture lies in proactivity and approaching culture optimization strategically. It can sometimes feel simpler and more straightforward to approach your company culture reactively (by changing policies hastily, disregarding employee input, moving forward on engagement campaigns without leadership commitment, prioritizing short-term fixes, etc.), but in the long term, these “quick fixes” are not sustainable and can end up costing your company more time, energy, money, and trust with your people.

Let’s delve into some of the top reasons why being ahead of the game in cultivating a positive culture is not just a choice, but a strategic necessity for leaders and executives to pay attention to:

Is your organization looking to create a positive and thriving work environment that fuels innovation and inspires your employees to perform at their best?

By tapping into ACI’s Positive Energy Workplace Initiative™ (PEW-i) Credential Program, your organization and workforce are empowered to learn and embrace the IEP Method® and build a culture that sustainably nurtures innovation, performance, and well-being.

Pursuing organizational credentials through PEW-i provides immediate benefits for your workforce AND a future-forward strategy for your company culture, especially since the criteria is centered around the IEP Methodology. By focusing on quality intentions, energy, and presence for each employee, it empowers everyone to contribute to the success and impact of a company’s mission and goals.

Here are three energizing outcomes to envision when your organization begins the IEP Method journey and completes credentialing:

In my work with business leaders and their organizations, the majority of them want to avoid "hierarchy" in the organization in as many ways as possible. Many of them are highly successful at doing so. They set structures in place to create more of a "flat" organization, they get clear on organizational values, and they get very intentional about the culture they want to create. While the reporting structure may have a hierarchy to it (this structure can be an intentional system that supports culture vs. hinders or lids it), the goal is to have a collaborative and peer-oriented mindset with non-hierarchical behaviors.

When I do IEP (Intentional Energetic Presence) Cultural Assessments for companies, I go in looking through the lens of "What's the energy of the company?" What's not being said? What's going great/where are they super strong? What needs attention? And where might possible blind spots be that may be creeping up, especially as they grow quickly and on-board more people?

In my last post about preparing for leadership in the year 2020, I talked about shifting your culture's mindset from "jobs" to "callings" and tapping into purpose to energize, fuel, and bring out the best thinking and intrinsic motivation in your employees. I also mentioned that part of the secret sauce to building a meaningful highly energized team (and organization) is to tap into the mindset of collaboration vs. competition.

I get phone calls almost every week from people who are brilliant, in high positions, making great money, super talented, awesome ... but ... They're not quite having the impact they want to have. For some reason, it's just not happening.