Teams will take action on high-energy decisions. Action is less certain with low-energy decisions.

How do you detect a low-energy decision? What do you do about it?

All work requires energy. Middle-managers who divert all energy to new actions fall into a common trap: They fail to reenergize existing actions, which may kill the success of new actions.

Middle management success depends on fueling both new and existing actions. How can appreciative feedback help you discover existing, effective actions and preserve them?