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» This question seems simple but the more you think about it, the deeper and richer it gets from idealawg
Bob Sutton presented a wonderful question at his Work Matters and I do believe you will want to know about it. He leads up to the question by describing some research by Robert Cross and colleagues on interactions that are energizing or de-energizing. ... [Read More]

» Assessing the impact of arseholes from Anecdote
Bob Sutton is on a campaign against workplace arseholes. In yesterdays post he describes Rob Cross work on social network analysis. In particular he looks at how to identify people who energise and de-energise. Bobs interesting in ... [Read More]

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Bob

How does your limited Asshole rule and Rob Cross' energizer idea work with Jim Collins Level 5 leader? It seems that he describes a nice guy thrust into a role that then brings a group of good people together to create the energy needed to succeed.

susan

Referring to your Wasted Talent because FSI allow's their Broken Arrow FlightSafety G.M and H.R. to be A-- by bullying and psychological abuse -- a top superior and extremely talented employee with only superior reviews and a chosen Key Employee suddenly with no warning and no reason gets called in by the G.M. and H.R. and they both bring false accusations.The G.M. and H.R. both know they are bullying and are ignorant. The H.R.Director (Robn) involved from her sexual relationship love which is a contractor and he wants the Key Employee fired so that H.R. and contractor won't have anyone looking over the contractor's shoulder when he does something wrong business wise. You get an ignorant brand new G.M. to approve a wrongful termination. Before this all happens they go to one person and try to get them to go along with the wrong the H.R.Director and G.M. are doing. The person refuses to lie and be dishonest. Because of that the person's common duties/authority was lessened because of it. That's called bullying and greatly wrong. The Key Employee is shocked and had no warning as just a few days prior he received a maximum raise for his superior talent and vision which he has the reputation of for years with F.S.I on documented on his yearly reviews. The key TALENTED key employee has done nothing wrong but is wrongfully terminated to make way for the H.R.'s love interest contractor so the contractor can be awarded the financial reward of the business he wants (and receives.
This is seriously wrong and a true story. You see example of Harry Stonecipher of Boeing where he developed the code of condut then had an extramarital office affair where sexual fav.was not appreciated. Boeing takes care of the problem where F.S.I. did not. Two examples of companies where FlightSafety should have immediately fired the H.R.Director and the contractor. Other talented engineers eventually also leave from being sickened from such dishonesty being allowed by Robn their H.R. Director and G.M. Derek. The contractor should have been fired.

susan

Referring to your Wasted Talent because FSI allow's their Broken Arrow FlightSafety G.M and H.R. to be A-- by bullying and psychological abuse -- a top superior and extremely talented employee with only superior reviews and a chosen Key Employee suddenly with no warning and no reason gets called in by the G.M. and H.R. and they both bring false accusations.The G.M. and H.R. both know they are bullying and are ignorant. The H.R.Director (Robn) involved from her sexual relationship love which is a contractor and he wants the Key Employee fired so that H.R. and contractor won't have anyone looking over the contractor's shoulder when he does something wrong business wise. You get an ignorant brand new G.M. to approve a wrongful termination. Before this all happens they go to one person and try to get them to go along with the wrong the H.R.Director and G.M. are doing. The person refuses to lie and be dishonest. Because of that the person's common duties/authority was lessened because of it. That's called bullying and greatly wrong. The Key Employee is shocked and had no warning as just a few days prior he received a maximum raise for his superior talent and vision which he has the reputation of for years with F.S.I on documented on his yearly reviews. The key TALENTED key employee has done nothing wrong but is wrongfully terminated to make way for the H.R.'s love interest contractor so the contractor can be awarded the financial reward of the business he wants (and receives.
This is seriously wrong and a true story. You see example of Harry Stonecipher of Boeing where he developed the code of condut then had an extramarital office affair where sexual fav.was not appreciated. Boeing takes care of the problem where F.S.I. did not. Two examples of companies where FlightSafety should have immediately fired the H.R.Director and the contractor. Other talented engineers eventually also leave from being sickened from such dishonesty being allowed by Robn their H.R. Director and G.M. Derek. The contractor should have been fired.

Wally Bock

This is a marvelous question. I wonder if it might make up part of a 360 review process?

StephanieWestAllen

Bob, I have a question about the energizing, de-energizing ranking. As I thought about it over the last day, I realized in many instances my response would be situational rather than dispositional: Several people sometimes energize me and sometimes de-energize me and sometimes are neutral. How would I score them? May I give them more than one ranking? Thanks.

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