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Nikita Pillay - Energy and Culture

A person’s energy is a combination of their mindset, their dominant thoughts, and their perception of the world. Sometimes that energy is easily felt, and other times it manifests subtly and subconsciously. Positive energised people, often make you feel safe, happy, and relaxed around them.

You might also absorb the emotions and moods of those around you. Being in a crowd could leave you feeling exhausted and emotionally drained. It is probably difficult to watch violent movies, or even the news.

If you absorb the energy around you and feel what others are feeling, then you might be an empath. Human energy can be depleted in a business from various perspectives. One of which we touch on are virtual meetings.

Virtual meetings, interactions or online social events drain our energy more than in-person meetings, and it isn’t hard to understand why.

Virtual meetings require a much higher level of concentration. You have to focus and concentrate on the speaker; extract relevant information and you feel you have to make the extra effort to give social gestures so everyone knows you are paying attention. There is also a lot of set up involved. We worry whether the internet will work, what we look like, our backgrounds and making sure that loved ones won’t walk in mid call if conducted from home or our private space.

Virtual meetings go against every primal instinct our brains have learnt over the years. The sustained eye-contact for extended periods can register as intimidating, engulfing the body with stress hormones. The problem isn’t helped by the fact that we can’t gauge our colleague’s body language over video. This makes it difficult to fully understand whether people are following the meeting and judge social cues. It is no wonder that we get off a video call and feel fatigued.

Virtual meeting etiquette is a must to avoid people speaking over each other. Mute when not talking to avoid any annoying or awkward background noises and keep your background as plain as possible.
Encourage attendees to switch to Speaker view. The standard video gallery view can be overwhelming and distracting.

After all that, virtual meetings don’t sound too great as they did when we were in the recent Covid-19 pandemic and forced to engage online.

Workplace Culture and Energy
There are several different types of workplace cultures, and each of these has an impact on how we
absorb or deplete our energy.

It is for you to analyse your organisation to see if you fit into one or a combination of these cultures. This will help provide answers on how energy is being utilised.

Some common types include:
• Innovative Culture: In organisations with an innovative culture, creativity and experimentation are encouraged. There’s a focus on finding new solutions and pushing boundaries.
• Collaborative Culture: This culture emphasies teamwork, open communication, and cooperation among employees. Collaboration is valued, and hierarchies may be less pronounced.
• Hierarchical Culture: In a hierarchical culture, there is a strong emphasis on structure and authority. Decision-making tends to be top-down, and roles and responsibilities are clearly defined.
• Results-Oriented Culture: These workplaces prioritise outcomes and performance. Goals are set, and employees are expected to achieve them, often with a focus on metrics and accountability.
• Customer-Centric Culture: Customer satisfaction is the primary focus in these organisations. Employees are encouraged to understand and meet customer needs and expectations.
• Inclusive and Diverse Culture: Diversity and inclusion are key values in such workplaces. They strive to create an environment where people of all backgrounds feel welcome and valued.
• Adaptive Culture: Adaptive cultures are flexible and responsive to change. They embrace change as a constant and encourage employees to adapt and innovate accordingly.
• Traditional Culture: Traditional cultures often have long-established norms and practices. They may be resistant to change and tend to value stability and continuity.
• Ethical Culture: These organisations prioritise ethical behaviour and integrity in all aspects of their operations. They have strong codes of conduct and ethics.
• Learning Culture: Learning is highly valued in these workplaces. They encourage continuous development and provide opportunities for employees to acquire new skills and knowledge.
• High-Pressure Culture: In contrast, high-pressure cultures are demanding and stressful. They may have tight deadlines and intense performance expectations.

It’s important to note that a workplace culture can be a combination of these types or evolve over time. Organisations often strive to define and shape their culture to align with their values and goals.

Practice Good Faith, and this isn’t about religion; it’s about knowing that the energy you give off is what you’ll attract. Take the time you need to calm down and constructively address it or let step aside and refocus your attention. Take care of yourself, focus on gratitude, being kind to others, working hard, and surrounding yourself with positive influences.

Keep your frequency high, and you’ll project the positive energy you desire.

We would love to take you through our DRG Sustainability Model which also touches on Energy and Culture within the workplace.

Contact Person: Nikita Pillay
T: +27 (0)31 767 0625

 Nikita Pillay Energy and Culture.PNG
 Nikita Pillay Energy and Culture.pdf

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