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Seven Ways Leaders Can Energise Their Teams by Sean Hall, General Manager Employee Experience – Telstra

One of the extraordinary opportunities afforded to you as a scholar of The Marketing Academy is to have one-on-one time with CEO’s and CMO’s across the industry. I personally have had discussions as broad ranging as the ethics of warfare and the root causes of inequality through to managing morale and focus through times of extreme pressure on the business.

The consistent message to me has been the absolute necessity to be aware of the impact that the energy of a leader can have on organisational energy. It led me to reflect on my own leadership mistakes and those I have observed throughout my career. Here’s how you can avoid them.

1. Fuel your own energy first
Being the boss is a tough gig. Energy is contagious, both in the positive and negative sense. So, if you aren’t energised or able to manage your energy well, how can you expect to lead with energy?

2. Set a team vision
This is the difference between inspiration and motivation. Motivating people is exhausting. Inspire your team behind a goal that is bigger than the individual, clearly define success and you will un-leash energy in your team you never knew existed. And, without any additional energy required from you.

3. Be consistent
As a leader it is your job to be aware of your energy levels and create a consistent experience of your leadership. Extreme highs and lows in energy will leave a lasting impact on your team. If you are experiencing either, and you are unable to control it, remove yourself from the situation until you can.

4. Remember to make time for recovery
Everyone needs to recharge their batteries. Role model down time and insist your team schedule it for themselves too. A depleted team member can impact the energy of the whole team so make the call and give them permission to take the day off rather than affect everyone. Remember to be consistent about this too.

5. Make sure individual contribution and KPIs match
Make sure your team are rewarded for directing their energy in the right direction.  Check that your performance incentives are actually driving the right behaviours.

6. The small moments matter more than the big
Creating the big rah rah of a team workshop is great. Until you walk in the next day and don’t say ‘Hello’ or chose to send an email to a person metres away from you. Get up off your ass and have a proper chat, every single day.

7. Rather than trying fix and manage make your focus to enable and lead
It’s not your responsibility to fix people. Enable them with tools, knowledge, experience and they’ll take responsibility themselves. Read more on this here.

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