By: Michael Beas – Atlas Elite Publishing
Explore transformative leadership with Evan Hackel’s latest book, “Ingaging Leadership – The Ultimate Edition.” In this informative talk, Hackel discusses his notion of Ingaged Leadership, emphasizing the need to engage people’s hearts and minds to create organizational success.
Hackel, who has regenerated businesses and mentored CEOs, shares effective practices for employee engagement, highlighting the significance of seeking assistance to foster collaboration and thankfulness. Hackel explains the unusual spelling of “Ingagement,” which emphasizes the shift from delegation to shared responsibility and purpose. Hackel cites teachers such as Alan Greenburg and Howard Brodsky, who shaped his leadership philosophy, emphasizing the transformative power of trust and vision in organizational success. Discover Ingaging Leadership’s transformative potential as Hackel’s expertise leads you to exceptional success.
What is your core philosophy or approach when it comes to business and leadership?
I believe in my system, Ingaged Leadership, which holds that to build a staggeringly successful enterprise, it is not enough to assign work. You have to Ingage people’s hearts and minds. That is what Ingaged Leadership is all about.
Can you share some effective techniques or approaches for improving employee Ingagement within an organization?
Get in the habit of asking for help. Very few people like to do it—it’s a personality thing. Some people are just too shy to ask. Others hesitate to ask because they feel they are bothering or inconveniencing other people. Further, some feel that if they ask for help, they will appear incapable, unintelligent, or unresourceful.
I have a different take on this issue based on my experience. I am convinced other people feel validated and appreciated when I ask them for help. I also believe that people typically enjoy giving help because we all naturally feel good about helping others. Another benefit is that when someone helps you, they sense that you “owe” them a favor in return. That can establish a pattern of healthy cooperation and give-and-take.
The title of Ingaging Leadership has a unique spelling. Can you discuss the reasoning behind this?
As you notice, “Ingagement” starts with the letter “I,” which, in essence, means that everyone in the organization knows that he or she is not just working for an organization but IS the organization. It all starts when you stop focusing on delegating work to people and engage their hearts and minds. Ingaging Leadership lays out the steps to making it happen.
What are some key lessons you’ve learned throughout your career in business consulting and coaching?
Engaging a coach or consultant isn’t a cost. It’s an investment. Ineffective workplace culture and organization are by far more costly than coaching and consulting.
As a leader in your industry, can you talk about any role models that have influenced your own perspective on leadership?
I express deep gratitude to Alan Greenburg and Howard Brodsky, co-CEOs of CCA Global Partners, where I joined in 1988 as the fifth employee. Their unwavering trust enabled me to spearhead initiatives, including a marketing department, a training division, an international design group, and new franchises. Over 20 years, our average annual growth rate was 29%, reaching $5 billion in system-wide sales and contributing to 70% of the firm’s profitability. Alan and Howard, akin to brothers, provided the vision and support crucial for these accomplishments.
Learn more about Evan Hackel’s new book at the following link.
Published By: Aize Perez
