Have you ever worked with a negative person, a chronic complainer who always points out why things are not going to work, often called a naysayer? And have you felt how this affects your mood and drains the energy in you and your team?
You have probably come across the opposite type of person. Someone who brings positivity into a room, who has the ability to cheer you up when you are down, who makes you feel better about yourself.
These are what we call positive energizers, they have the capacity to spread positivity. And by positivity we don’t mean the happy flappy superficial thing, but the genuine open-minded approach based on the science of positive psychology.
The natural attraction of positive energy
When we look at nature, we see a natural tendency towards light or positive energy.The most well-known source of energy is the sun. The sun gives life to all species, including human beings. Every living system has a tendency toward light (life giving) and away from darkness (danger). This is called the ‘heliotropic effect’
Think about it, if you have a choice would you rather spend time with a positive or a negative person?
Energy can have different forms. Some energies, when used, will diminish in strength. For example, when you do a sports activity, you will become physically exhausted.The same goes for mental or emotional energy. When we use it, we get tired and sometimes even worn out. But when we use our relational energy and interact with positive people this energy grows. We don’t get exhausted from being with people we love. On the contrary, it will uplift and refresh us. So, the more we use our positive energy with people, the more we have of it.
Positive energy in organizations
The research is clear: positive energy is one of the most powerful and important predictors of individual and organizational success. It leads to higher levels of work satisfaction, performance and productivity.
Not only are positive energizers higher performers, they also enhance the performance of those around them. Additionally, the research showed that successful organizations have three times more positive energizers than the average organizations.
What is a positive energizer?
Individuals can be identified as a ‘positive energizer’ or a ‘negative energizer’ and the difference has important implications.
Negative energizers have a fixed mindset, look for problems, can be inauthentic and often critical. They absorb energy and don’t show a lot of concern for those around them.
Positive energizers are trustworthy and authentic, optimistic and supportive. They are fully engaged, show integrity, see opportunities and they build on strengths rather than weaknesses. They listen actively and empathetically and help others to flourish without expecting anything in return.
The positive energy network
If you want to build a high performing organization, you want to have as many positive energizers in the team as possible, since they are the ones that stimulate vitality in others and make them feel motivated and inspired.
Do you know who the energizers are in your organization? You could measure this by creating a bubble chart. Just ask your employees to write down three colleagues who energize, support, and inspire them most. With every mention the individual’s bubble size will increase. Those with the biggest bubbles are the people that can help you develop a positive culture.
Are you a positive energizer? If not, don’t worry, you can learn how to become one. You don’t have to be an extravert to be a positive energizer. It is possible to learn the skills and put them into practice, improving not only your professional life but also your personal well-being. If you want to learn more about this, I highly recommend Kim Cameron’s latest book ‘Positively energizing leadership’.
Closing remarks
This blog is part of a series of articles on Positive Leadership, written as a contributor for The Positive Psychology People. www.thepositivepeople.com
As a Positive Psychology Practitioner and Coach, I am a firm believer of the impact Positive Leadership can have on both individuals and organizations. Feel free to leave a comment or get in touch. I always love hearing from you.
References
Baker, W., Cross, R., & Wooten, M. (2003). Positive organizational network analysis and energizing relationships. In K. Cameron, J. Dutton, & R. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 328-342). San Francisco: Berrett-Kohler.
Cameron, K. (2021). Positively energizing leadership. Berrett-Koehler.
Cameron, K. (2013). Practicing positive leadership. Berrett-Koehler.
