Sometimes the most well-intended leaders care so much that helping quietly turns into controlling.

Overhelpers often have big hearts. They want others to succeed, avoid mistakes, and feel supported. But when help becomes attached to outcomes, it can shift from supportive to suffocating really fast.

Day shift was certain they shared the update.
Night shift was just as certain they didn’t hear it.

By the time the issue surfaced, production was delayed, frustration was high, and fingers were already pointing. Sound familiar?

In manufacturing, shift handoffs are one of the most critical and most fragile communication moments of the day.

Everyone could feel it the moment he walked onto the floor.

No words ye, just the tense energy. Tight shoulders. Short answers. Heads down.

The work still got done, but the room felt tense, quiet, and cautious.

This leader wasn’t “bad.” He was under pressure. And that pressure leaked out as command-and-control communication.

A lead was answering every question that came their way.

“What should I do?”
“How do you want this handled?”
“Can you check this real quick?”

By the end of the shift, the lead was exhausted, and the team was still waiting.

More than a hundred years ago, Albert Einstein addressed the scientific community, passionately presenting the idea that everything we see, hear, taste, touch, and smell is not matter, but energy. Everything that "matters" is energy.

There I was, standing in line at the coffee shop, passing the time by chatting with another person in line. She asked me what I did and I told her I was a life development coach. She was instantly intrigued and I could see a look of bewilderment on her face.

A supervisor pulled an employee aside for a “quick correction.”
The feedback was accurate, but the tone was sharp, rushed, and public enough for others to notice.

After that day, the employee stopped asking questions.
Mistakes increased. Engagement dropped.

The leader was confused. “I was just trying to help.”

A manager vented, “My team just doesn’t care anymore.”

But when we slowed down and listened, the story underneath was different.
The last few times team members spoke up, they were shut down or ignored.

Eventually, they stopped trying.

Production was frustrated. Maintenance felt blamed.
The same argument surfaced every month, just with different details.

Both sides wanted the same thing uptime, quality, and fewer surprises but their conversations kept them stuck.

A leader gave a long explanation during a pre-shift meeting.
Ten minutes later, three different interpretations surfaced on the floor.

Everyone heard the message, but no one heard the same thing.

Self-doubt is not your friend. You might be thinking, “well…duh, I know that.” You know this to be true, but do you believe it to be true? Self doubt tends to grow and grow until it impacts our thoughts and decisions at every turn.

Fear is our natural response to real and imagined danger and can arise from many sources. Many times, it is a result of allowing our imagination to run away with all the disastrous things that could or might happen especially if we try something new or treading into unknown territory.

Change affects us everywhere and in everything we live for. Today, the security we seek from the various aspects of our lives is no longer guaranteed on any level

The Energy Leadership™ Index (E.L.I.) is an attitudinal assessment that describes how you approach projects, tasks, and situations under optimal and stressful situations.

The Energy Leadership™ Index (E.L.I.) is a one-of-a-kind assessment that enables leaders to hold up mirrors to their perceptions, attitudes, behaviors, and overall leadership capabilities.

The Energy Leadership Development System is firmly rooted in 7 levels of awareness, which will catapult your energy and performance to a level that is perceived by all those around you as the "ideal" for your role.