Harnessing Emotional Energy: A Unified Framework for Tech Leaders

This article introduces a unified framework for understanding and managing emotional energy, drawing inspiration from renowned psychological models like Csikszentmihalyi's "Flow" and the Hicks' "Emotion Guidance Scale." By applying these principles, tech leaders can better manage their emotions, improve communication, and create more positive and productive work environments. The article emphasizes the importance of self-awareness, empathy and mindful communication in navigating complex work challenges and achieving personal and professional goals. #emotionalintelligence, #leadershipdevelopment, #personalgrowth, #mindfulness, #wellbeing, #mentalhealth, #psychology, #productivity, #success, #motivation

Becoming more self-aware of my emotions, then effectively communicating my emotions to others, has been a challenge for me to build more effective professional relationships. As a technocrat with a computer science and engineering background, increasing emotional awareness has also enabled me to significantly increase impact. Championing other people and their product development successes has become much easier as a result.

This article shares a unified infographic of emotional and personal energy management concepts from psychology that I’ve found particularly helpful, and hopefully you will too.

Figure 1 combines three popular emotion models. First, the concept of “Flow” introduced by Mihaly Czikszentmihalyi [1] where individuals become so engrossed in an activity that they lose track of time and feel a sense of effortless joy and fulfillment. Second, the “Emotion Guidance Scale” introduced by Esther and Jerry Hicks [2] where understanding and harnessing our emotions can create positive change. Third, the “Affect Grid” introduced by James Russell, Anna Weiss and Gerald A. Mendelsohn [3] where a person’s current emotional state can be quickly and efficiently assessed along two primary dimensions: pleasure (aka valence) and arousal. I’ve also added eight additional key implementation concepts based on years of real-life positive and challenging personal experiences.

Figure 1: Unified emotion energy framework

“Joy + Energy + Growth” at the top right of Figure 1 represent the ideal states of Flow [1] where one’s skill level and challenge level are in balance. We are neither anxious nor bored, but in a positive state focused in the present. The core 22 levels of the Emotion Guidance Scale [2] are in the middle of Figure 1. The line between “7. Contentment” and “8. Boredom”, which I’ll refer to below as “The Line", is the conceptual tipping point where one typically has either positive, upward spiral momentum or negative, downward spiral momentum of emotional energy. The Emotion Guidance Scale model suggests that one needs to move through each intermediary emotional level. For example, if a person’s dominant emotional level is “14. Worry”, the person will typically need to traverse “13. Doubt, 12. Disappointment, … 8. Boredom, 7. Contentment, 6. Hopefulness” to pivot their dominant emotional level to “5. Optimism”. The normal distribution (aka Gaussian distribution) curves for each level are a key difference between the Emotion Guidance Scale levels in Figure 1 compared to any other infographic that I have yet to see. The normal distributions convey the concept that our emotions are complex and multifaceted, with multiple underlying feelings influencing our overall emotional experience. The line between “7. Contentment” and “8. Boredom” (referred to as “The Line” from now on) also maps to the primary dimension of “pleasure” (aka “valence”) in the Affect Grid [3]. Levels above the line represent positive emotions (positive valence) whereas levels below the line represent negative emotions (negative valence). The secondary dimension of “arousal” is illustrated at the ends of The Line. Arousal can be either positive or negative. For example, a VP of Engineering can be slightly joyous (low arousal) receiving a positive email or very joyous (high arousal) receiving a large bonus or promotion. The positive arousal bar (right side of The Line) represents a state where one feels a balanced level of arousal and mental calmness, whereas the negative arousal bars (left side of The Line) represent low-to-high and high-to-low swings of arousal that are disruptive and unsettling.

Finally, the eight callouts (two positive clouds, two negative clouds and four approach boxes) represent key implementation concepts. Being open & curious (top-right cloud) and committed to learning propels positive energy up the Emotion Guidance Scale. Conversely, Being closed & defensive and committed to being right (bottom-left cloud) propels negative energy down the Emotion Guidance Scale. The four boxes highlight dangerous communication and self-description approaches that are likely to lead to downward emotional spirals:  generalizations, comparisons, deflections and dismissals. For example, Judy, a VP of Engineering, could potentially create negative emotional energy directly telling Sam, one of her Directors, to manage his team more like Emma, another Director on her team (i.e., a Comparison “You should be more like…”).

For instance, consider Judy, a VP of Engineering, concerned about Sam, a Director on her team. Figure 1 can guide Judy to ask open & curious questions about his management activities, with a commitment to better understanding what’s driving and blocking his team’s performance. At the same time, Judy can be reminded to minimize dangerous communication approaches such as generalizations, comparisons, deflections, and dismissals. Self-monitoring her emotions over time (possibly minutes, hours, days or weeks), Judy will start to notice domination of doubt, then more positive emotions like pessimism and boredom, not further negative spiraling towards blame, anger, etc. As Judy starts to feel contentment, she will likely feel increasing hopefulness and optimism that her leadership interventions with Sam are working to create more positive energy – as well as all the associated positive tech product quality, efficiency and profitability benefits associated with being in a state of Flow.

Similarly, Sam, if in a state of rage with his team’s performance, can benefit from a similar approach. Sam will have significant personal development work asking open & curious questions, with a commitment to learning, from Judy, his team and his other stakeholders to gradually work up to feeling discouraged, then blame, worry, etc. until he has returned to a more positive emotional state such as optimism and enthusiasm related to his team’s performance.

This article unifies key emotion energy principles in a way that tech leaders can enhance their effectiveness and create more positive work environments. By understanding and managing our emotions, we can unlock our full potential and achieve greater success.

[1] Czikszentmihalyi M. Flow: The psychology of optimal experience. New York: Harper & Row; 1990.

[2] Hicks E, Hicks J. The Astonishing Power of Emotions: Let Your Feelings Be Your Guide. Hay House, Inc; 2020 Jan 28.

[3] Russell JA, Weiss A, Mendelsohn GA. Affect grid: a single-item scale of pleasure and arousal. Journal of personality and social psychology. 1989 Sep;57(3):493.