Management Articles


Measuring Organizational and Team Energy Levels

By: Jim Clemmer

Jim Clemmer is an international keynote speaker, workshop leader, author, and president of The CLEMMER Group, a North American network of organization, team, and personal improvement consultants based in Kitchener, Ontario, Canada. His other bestsellers include Firing on All Cylinders: The Service/Quality System for High-Powered Corporate Performance, and his most recent book, Growing the Distance: Timeless Principles for Personal, Career, and Family Success. His web site is

"Energy will do anything that can be done in the world."
Johann Wolfgang von Goethe, 18th century German poet, dramatist, novelist, and scientist
We designed the "Energy Index" to help leaders dig deeper and uncover the root causes of why people they are trying to lead may not be mobilized and feel energized. The Index also points to areas that can be strengthened in order to further mobilize or energize a team or organization. The assessment is based on a five-point scale. 1 is extremely weak, 2 is fairly weak, 3 is moderate, 4 is fairly strong, and 5 is extremely strong.

__ We see change as a new challenge and opportunity to grow
__ We see change as a new challenge and opportunity to grow
__ We take responsibility for our choices
__ Our leaders are authentic and provide good examples to follow
__ We operate with a high degree of honesty and integrity
__ We give each other regular feedback on personal actions and behavior
__ We have deep passion and commitment to our cause
__ We take pride in, and joy from, our work
__ We persist in the face of setbacks and failures
__ We are self-disciplined
__ Our work is meaningful and makes a difference
__ We regularly devote time to learning and improvement
__ Our leaders are highly effective coaches who help us develop
__ We don't use threats, intimidation, or punishments
__ Rewards are used to recognize and share success rather than as incentives to manipulate performance
__ Our leaders have strong verbal communication skills
__ Our team has many cooperative partnerships and strong relationships
__ We frequently recognize, appreciate, and celebrate our small wins and significant successes
__ We move beyond our "reality rut" of current problems to focus on what could be
__ We have a strong and clear picture of our preferred future (vision)
__ We have 3 - 4 principles (core values) that guide our behavior
__ We have a strong sense of purpose

A total score of 85 points or higher, means the group is likely very energized. A score of 60 - 84 is not very strong. The lowest scoring areas need to be addressed if the team or organization is going to increase its energy and mobilization. A score of 59 points or lower, probably means there's a serious morale or motivation problem in that team or organization. This is a deep-rooted problem that won't be quickly or easily fixed. Increasing energy levels starts with systematically addressing the lowest scoring areas.

Self-rating is a good place to start with this Index. But the clearest picture will emerge by asking the team you're leading to rate each of these areas. Taking that courageous approach is the mark of a leader. It's a key part of building team commitment and ownership.

© Copyright 2001 The CLEMMER Group

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