Energy Transformation

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We live in a world where everything is energy, the physical elements of which are measurable with scientific instruments and transformable using the principles of Newtonian physics. However, as scientists have delved into smaller and smaller particles, they have observed that new principles are needed to understand the workings of the quantum world.

For example, while in the world of classical physics, experiments with identical circumstances and variables will always produce identical results, in the quantum world there is something called the observer effect, which suggests that the act of observing a phenomenon necessarily changes that phenomenon. This suggests that our universe is not an entirely predictable machine as Newton’s theories would have us believe, but rather that we are participating in how it behaves merely by our observation of it.

So, what might this imply for management science? Could it be that there are elements of organizational behavior that would change if we viewed them from a different perspective?

Thirteen years ago I provided energy coaching to a client, who happened to be a sports coach. The coaching related to a personal issue that turned out to originate from his relationship with his father. I worked with him on a Friday, using life energy coaching to transform the emotional energy associated with certain father-son events he’d experienced back into love and peace, allowing him to finally release these traumas once and for all. The mutual friend who’d introduced this client contacted me the next day to report that this fellow had reported finally being able to feel happiness, which had eluded him since childhood. I was delighted at how effective our session had been.

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However, I was surprised to hear back from the client the following Tuesday asking “Murray, is it possible that the work we did last week could have affected my team?” He went on to report that he had noticed a significant change in the demeanor of his team, who had gone from typically expressing frustration with themselves and each other in previous matches, to exhibiting a lightness and playfulness that weekend and, while they didn’t win, all agreed that they wanted to keep this kind of team spirit for the rest of the season.

I told him I didn’t know, but offered him another coaching session, this time to work on his energy relating to success, so we could see if this might transfer to the team and confirm my client’s theory. He agreed, and I worked with him to identify and transform emotional energy from his younger days as a very successful sportsman. It turned out that his Dad had not been at all supportive of him relating to his sports, and this had compromised his energy in relation to coaches and mentors, which turned out to be rather important, as he was now fulfilling this role in the lives of the youngsters he was leading.

The next week he called me again to report that the two teams he was coaching both had wins. The more senior team had their first win of the season, and the second team absolutely annihilated their opposition, both departures from their previous performance levels. And both teams maintained their new levels for the rest of their seasons. My client had not changed anything in terms of training or even coaching guidance. The only thing that had changed was his energy.

The main implications for businesses are confirmation on the effect on organizations of “the tone at the top” and that, using the life energy coaching process, it is now possible to improve organizational behavior and performance by just optimizing the energy of the leader. Applications for this powerful new management technology include (1) leadership development, (2) organizational alignment, (3) increasing employee engagement, (4) stimulating creativity, and (5) improving teamwork.

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