Our contributions need to supply us with energy- both the inspiration and confidence to keep going; and with momentum, towards achieving our goals and making a broad impact through purposeful endeavors. Any insight that we can get that helps us get clear about the things that give us inspiration and energy…and what doesn’t, enables us to be more intentional about seeking out and delivering best-self contributions. The alternative, of course, is blind trial and error.

To coin a phrase, there is little benefit in ‘flogging a dead horse,’ pretending you are enjoying something (and consequently failing to give and deliver your best work), if you are not that way inclined. In the end, any lack of enthusiasm will show up! In fact in 100% of the reviews we have done where people were feeling underwhelmed by their role at work, it has in all cases been (in part) because they were being asked to contribute in a way that drained their energy.

This usually shows up as tasks that do not feel ‘quite you’. You may even have the skillset, knowledge and experience to have strong capability in these areas…but it just doesn’t feel right, it’s not the best representation you could give of yourself and certainly not in a sustainable way. Most of us feel that if they we not fulfilled or happy, things seem to be much more difficult. This is why it’s important to understand the contributory factors to the ‘best you’.

To sustain peak performance we need to feel energized, fulfilled & happy; we need opportunities to get info flow. We can do this with the knowledge of the components that energize our ‘best selves’, as we are then in a position to adapt and refine our approach, improve our contribution. We feel more on-purpose- experiencing more inspiration, happiness & fulfillment, and thus we consistently deliver more meaningful outcomes and impact.

Here are some internal and external drivers along with areas of behavioral focus, for each of the 5 proclivities assessed by The GC Index. Which ones resonate most with you?