From Energy to Execution – How to Operationalize the 5E Framework in Your Team
- Brainz Magazine
- 1 day ago
- 4 min read
Stephen H. Whitehead, Ed.D., is the founder of 5th Hammer Innovation and a higher education and business leader with 20+ years of experience. He helps organizations unlock clarity, creativity, and sustainable growth through design thinking, human-centered leadership, and strategic transformation.
We’ve all felt it, that post-retreat high. Your team leaves a strategy session buzzing with new ideas, commitments, and a sense of possibility. But by Tuesday, the energy that filled the room has vanished into the inbox abyss.
It’s not that people didn’t care. It’s that energy, like momentum, that needs rhythm and ritual to survive.
In my previous Brainz article, “Leading With Energy, Not Just Process,” I shared how energy became my north star, how it transformed the way I lead, create, and build culture. But insight alone doesn’t create change. Energy has to move through something, a structure, a framework, a set of daily practices that channel inspiration into execution.
That’s where the 5E Framework comes alive.
The 5Es in motion
The 5Es – Energize, Empathize, Envision, Experiment, and Empower are simple by design. But when woven into daily leadership habits, they become a powerful operating system for teams.
Let’s take a closer look at how to operationalize each one.
1. Energize: Start with a spark, not a slide deck
Energy isn’t charisma, it’s clarity. It’s the sense of purpose people feel when they know why they’re in the room.
Leaders often start meetings with data and tasks. Try starting with curiosity instead. Open with a story. Pose a question. Ask, “What’s giving you energy right now?”
At 5th Hammer Innovation, we call these “micro-ignitions.” They take less than five minutes but change the tone of the entire conversation. They remind people that energy is contagious and you set the temperature.
2. Empathize: Listen for what’s not being said
Empathy is leadership’s most underrated energy source.
Before solving problems, pause to ask, “What’s really happening here?” Conduct short empathy check-ins with your team, one-word energy levels, anonymous pulse surveys, or simply five minutes of uninterrupted listening.
The goal isn’t to fix. It’s to understand. When people feel seen, they show up with renewed energy.
One client of ours, a higher education organization going through a major transformation, realized their team wasn’t burned out from workload but from uncertainty. Once leaders started acknowledging fear instead of avoiding it, energy naturally returned. Sometimes the spark you’re missing is emotional safety.
3. Envision: Paint the future together
Most vision statements are printed once and forgotten. But a shared vision isn’t a slogan, it’s a living picture everyone helps to paint.
In workshops, we invite teams to visualize success, literally. Using LEGO® bricks, sticky notes, or sketches, people build what “great” looks like. This act unlocks ownership because vision is no longer handed down, it’s built up together.
When you co-create the future, alignment follows naturally. It’s not “my plan” or “their plan,” it’s our picture.
4. Experiment: Build to learn, not to prove
Innovation isn’t a department. It’s a mindset.
The Experiment phase is where ideas meet action, but with lightness, not pressure. Encourage “micro-pilots” that last a week or two. Measure learning, not perfection. Celebrate intelligent failures.
A mid-sized tech startup we worked with ran into analysis paralysis, endless planning, and zero momentum. When they applied the Experiment principle, launching a 7-day prototype challenge, they uncovered solutions that had been stuck behind fear. The change wasn’t just operational, it was emotional. Experimenting gave them permission to move.
5. Empower: Let the energy belong to everyone
The final E is where transformation sustains itself.
Too many leaders carry energy like it’s their personal fuel source. But empowerment is distributing that energy across the system. Let others lead rituals. Let ideas flow sideways, not just upward. Recognize invisible wins, the person who diffused tension, the teammate who asked the brave question.
Energy becomes culture when it no longer depends on you.
One of my favorite leadership moments came from watching a team I’d coached launch their own “Energy Fridays,” short, peer-led sessions to celebrate weekly experiments and learnings. I wasn’t in the room. That’s when I knew they’d truly embraced Empower.
From inspiration to implementation
Most frameworks die in PowerPoint because they’re never practiced.
To operationalize the 5Es, build micro-rituals around them. Here are three starting points:
Daily: Start one meeting this week with a “Spark Check-In.”
Weekly: Run a 15-minute “Experiment Debrief” every Friday, one success, one learning.
Monthly: Ask your team, “Which E do we need more of right now?” and design one new ritual around it.
The key isn’t perfection. It’s rhythm. Consistent, small steps that keep energy visible and alive.
The mindset shift
Energy-based leadership isn’t about hype or positivity. It’s about designing the conditions where people bring their best selves and stay connected to purpose through change.
Traditional leadership manages outputs. Energy leadership manages vitality. It asks, “What do people need to feel engaged, safe, and creative?”
When leaders learn to sense and steward energy, performance naturally follows.
Reflection and activation
Take a moment to pause.
Which of the 5Es is strongest in your leadership today? Which one needs your focus next?
Try this:
Choose one “E” this week.
Create a small ritual that amplifies it.
Reflect on what changes – in tone, in connection, in energy.
Leading with energy isn’t a one-time initiative. It’s a lifelong practice. The more you operationalize it, the more your people and your organization begin to hum in harmony.
Read more from Stephen Whitehead
Stephen Whitehead, Founder of 5th Hammer Innovation
Stephen H. Whitehead, Ed.D., is the founder of 5th Hammer Innovation, where he guides organizations to embrace creativity, clarity, and lasting impact through design thinking and human-centered leadership. With more than 20 years of experience in higher education and organizational transformation, he has helped leaders across industries reimagine culture, strategy, and innovation. A former associate provost and national practice leader, he is also a keynote speaker and facilitator recognized for building environments where people and ideas thrive. His mission is to help leaders cut through the noise, unlock hidden talent, and design sustainable solutions that matter.
