{"id":19064,"date":"2022-04-29T22:27:27","date_gmt":"2022-04-29T22:27:27","guid":{"rendered":"https:\/\/www.franklincovey.com\/?page_id=19064"},"modified":"2026-07-08T10:24:26","modified_gmt":"2026-07-08T17:24:26","slug":"gain-dont-drain-energy","status":"publish","type":"page","link":"https:\/\/franklincovey.kz\/en\/courses\/6-critical-practices\/gain-dont-drain-energy\/","title":{"rendered":"Practice 5: Gain, Don’t Drain, Energy"},"content":{"rendered":"\n
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\n\t\t\t\t\t\t\t\t\t\t\t\tCourses<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t6 Critical Practices for Leading a Team®<\/sup><\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t

Practice 5:
Gain, Don’t Drain, Energy<\/h1>\n\t\t\t\t\t\t\t\t\t\t\t\t\t
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\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span> Practice 4<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\tPractice 6 <\/span><\/a>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t
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Insight Report<\/p>\n

AI Transformation & The Human Imperative
<\/div><\/div>\n
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Explore Disruption, Trust, and AI<\/p>\n <\/div>\n

\n Download Now <\/span><\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n \n
\n
\n
\n

Free Guide<\/p>\n

From Burnout to Breakthrough
<\/div><\/div>\n
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Drive Higher Engagement and Results<\/p>\n <\/div>\n

\n Download Now <\/span><\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n \n
\n
\n
\n

Free Guide<\/p>\n

Too Much Disruption, Too Little Leadership
<\/div><\/div>\n
\n

The Gap Behind Burnout and Disengagement<\/p>\n <\/div>\n

\n Download Now <\/span><\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n \n
\n
\n
\n

Live Webcast<\/p>\n

From Disruption to Direction
<\/div><\/div>\n
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Featuring James Patterson & Patrick Leddin, Ph.D.<\/p>\n <\/div>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n\n
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How do you model renewal as a leader?\n<\/h2>\n <\/div>\n
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Many leaders subscribe to the idea of the \u201cdaily grind\u201d\u2014they see work is an inherently draining endeavor they need to simply push through. But great leaders recognize the importance of renewal<\/strong> and view energy as a crucial asset they cultivate to lift both people and performance.<\/p>\n

When you can readily identify and eliminate common energy drainers, focus on the factors in your control, and reframe your leadership role as a crucial contribution, you\u2019ll drive alignment, engagement, and fulfillment across your team.<\/p>\n \n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n\n

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Low energy may be low engagement in disguise. <\/h2>

The most obvious signs of low energy at work\u2014like fatigue, irritation, and lack of focus, initiative, or productivity\u2014are often a symptom of low engagement. When team members are overwhelmed with interruptions, unproductive meetings, or competing priorities, they\u2019ll understandably feel drained and worn out. But they\u2019ll need more than a giant cup of coffee or a good night\u2019s sleep to feel reinvigorated in their roles.<\/p>\n

By zeroing in on and zapping the biggest energy drainers affecting your team, you can free up time and resources for more meaningful, re-energizing work\u2014all while building trust, connection, and creative excitement<\/p>\n <\/div>\n

\n \"\"\n\n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n\n
\n \"Quote\n
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We must never become too busy sawing to take time to sharpen the saw.<\/h2>\n

— Stephen R. Covey <\/p>\n <\/div>\n <\/span>\n<\/section>\n\n\n

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Practice 1<\/div>\n\t\t\t\t\t\t
Align Purpose & Performance<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Ensure your team feels motivated to contribute their best efforts by helping them understand how their role and goals connect to a compelling, meaningful purpose. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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Practice 2<\/div>\n\t\t\t\t\t\t
Communicate as a Coach

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Tap into your people\u2019s potential by asking, listening, and guiding them to become independent thinkers and problem-solvers by building capability, trust, and ownership. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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Practice 3<\/div>\n\t\t\t\t\t\t
Delegate to Elevate

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Leverage everyone\u2019s strengths, bridge gaps, assign stretch work, and establish accountability to help team members build autonomy and essential skills for success. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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Practice 4<\/div>\n\t\t\t\t\t\t
Use Feedback as Fuel<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Create a powerful learning engine with a proven feedback framework that helps leaders and teams accelerate performance together.

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\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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Practice 5<\/div>\n\t\t\t\t\t\t
Gain, Don\u2019t Drain, Energy<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Become a self-renewal role model for your team by eliminating common energy drainers and embodying revitalizing behaviors for long-term effectiveness. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t

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Practice 6<\/div>\n\t\t\t\t\t\t
Leverage 1-on-1s to Win<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Using what you\u2019ve learned, hold high-value 1-on-1s consistently with each team member to strengthen relationships and drive clarity, commitment, and sustained results. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t<\/span>\n<\/section>\n\n\n\n
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Leadership Success Stories<\/h2>\n
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Taylor Corporation<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
\n
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Filling a Leadership Development Gap and Empowering Employees<\/h3>\n

Taylor found itself looking to invest more time and attention into employee attraction, retention, and engagement. Inspired by a core purpose of \u201ccreating opportunity and security for employees,\u201d Taylor wanted its employees to know that they are the company\u2019s most important assets.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n
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PepsiCo Food<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
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Building Empathic Leaders Across the Organization<\/h3>\n

PepsiCo Foods North America desired a consistent leadership training with content that progressed over time. Curating content from FranklinCovey’s All Access Pass®<\/sup>, they launched their CORE Leadership program to build empathic leaders at all levels of their organization.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n
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ODW Logistics<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
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Redefining Leadership<\/h3>\n

ODW Logistics sought to empower their managers by designing leadership development opportunities. They started asking, \u201cWhat does good leadership mean
\nfor us?\u201d and found the question to be more complicated than they originally thought. They knew their leadership programs needed to be execution-driven, results-oriented, and intellectually engaging.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n
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ASICS<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
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Brought Together by Leadership Development, Diversity, and Inclusion<\/h3>\n

ASICS N.A. understands that creating healthy change requires a mental change as much as it does a physical one. They saw a great need for leadership development at every level as the pandemic quickly changed the way of working and connecting with learners. They enlisted FranklinCovey\u2019s help to develop a common language and culture of leadership development and inclusion.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n
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Equip your leaders to achieve outstanding results.<\/div>\n

Connect with a FranklinCovey expert today to gain a proven leadership framework that builds high-performing teams and drives consistent outcomes.<\/p>\n <\/div>\n

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<\/div>\n <\/div>\n <\/div>\n <\/span>\n<\/section>","protected":false},"excerpt":{"rendered":"","protected":false},"author":23,"featured_media":0,"parent":7,"menu_order":1,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-19064","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/pages\/19064","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/users\/23"}],"replies":[{"embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/comments?post=19064"}],"version-history":[{"count":20,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/pages\/19064\/revisions"}],"predecessor-version":[{"id":55033,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/pages\/19064\/revisions\/55033"}],"up":[{"embeddable":true,"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/pages\/7"}],"wp:attachment":[{"href":"https:\/\/franklincovey.kz\/en\/wp-json\/wp\/v2\/media?parent=19064"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}