iscover
In my work with leaders across industries, from global brands to government agencies, one truth continues to emerge: performance is powered by energy, writes Tim Jack Adams.
Yet, despite decades of investment in workplace wellbeing, recent reports show something isn’t adding up. According to Gallup’s State of the Global Workplace report, only 23 per cent of employees are thriving, and burnout remains at an all-time high. We’re measuring engagement, but we’re missing energy – the real fuel behind resilience, innovation, and sustainable performance. It’s time we made human sustainability our core leadership metric.
From helplessness to empowerment
This shift is more than semantic; it’s structural. By prioritising daily rituals and proactive check-ins, we rewire workplace culture from one of silence and struggle to one of shared responsibility. Empowerment doesn’t mean employees are left to fend for themselves. It means they’re given the skills, support, and space to lead their own wellbeing journey. For years, workplace wellbeing has been reactive. We wait for burnout, then send people to counselling or give them time off. This approach reinforces a dangerous message: wellbeing is something you deal with only after it’s already gone.
This is where employee assistance programs (EAPs) have traditionally come in – responding to stress, conflict, or mental health decline. They play an important role. But they’re built around a cycle of problem – panic – patch-up. We need to shift towards proactive empowerment, where people are given the tools to understand, manage, and grow their energy every day. Where ownership replaces outsourcing. In my company, we help leaders move from reaction to prevention, using a mindset that shifts from:
- “I need help” to “I want to lead myself better”.
- Responding to burnout to building habits that prevent it.
- Offering temporary relief to creating sustainable performance.
This isn’t about support alone. It’s about agency, giving people the awareness and frameworks to lead themselves with energy and intention.
Energy: the missing link in performance
And the implications go beyond individual contribution. Teams fuelled by sustainable energy create a ripple effect, better communication, stronger decision making, and a culture where high performance doesn’t come at the cost of health. Energy management isn’t just another HR initiative; it’s a strategic lever for growth. Energy isn’t fluffy; it’s foundational. And it affects every business metric that matters. Here’s how:
- Cognitive clarity – High energy supports sharper thinking, faster decisions, and fewer mistakes. Low energy leads to fog, delay, and inconsistency.
- Emotional regulation – Regulated teams are resilient teams. When emotional energy is strong, people handle stress better and maintain trust during tough times.
- Momentum – Energy fuels productivity. Energised teams stay motivated longer, adapt faster, and recover from challenges more effectively.
- Connection and culture – Energy is contagious. When it’s high, morale lifts. When it’s low, collaboration and engagement fade, even among talented teams.
A tool to reflect and perform
To address this gap, we developed a tool that measures energy across four domains in just 60 seconds: physical, mental, emotional, and social. It’s not about scoring performance; it’s about increasing awareness, opening conversations, and aligning actions with what people actually need. We call this human energy intelligence. And when teams build it, they don’t just avoid burnout – they access higher performance, together. Below are three signs you’re building a culture that brings sustainable wellbeing to the forefront in your organisation.
1. People aren’t afraid to pause
In high-performance environments, pausing isn’t a weakness – it’s part of the rhythm. Leaders who normalise rest create safer, more creative, and more sustainable teams.
2. Energy is tracked, not assumed
Engagement surveys are static snapshots. But energy is dynamic – it changes daily. When leaders track energy trends, they lead with empathy and precision.
3. Self-leadership is valued
True leadership starts with self-awareness. When leaders manage their own energy well, setting boundaries and modelling wellbeing, they give others permission to do the same.
Whether I’m speaking with a CEO or sitting with a founder, the challenge is the same: you can’t scale a business if you’re not managing your energy, or your team’s. Human sustainability isn’t a side initiative. It’s the bedrock of culture, retention, and performance. And as the next generation of leaders steps up, they’re not just looking for tools to survive, they’re asking for tools to thrive. The future of leadership will be measured by how well we empower people to lead themselves. And that starts with one question: How’s your battery?
Tim Jack Adams is a global speaker and thought leader in human sustainability and performance.
