Evan Hackel is the author of Ingaging Leadership, A New Approach to Leading that Builds Excellence and Organizational Success, and the book is about how you involve people, inspire people and how to get the best out of the organization. He argues that sometimes people are engaged but not involved (the “I” of ingaged stands for involvement). Hackel believes in involving employees in the decision-making process by having managers listen and allow everyone to contribute ideas when the company is looking to incorporate changes. It’s human nature to fight change, but if employees are fully engaged in the process, they tend to embrace the changes and move the company forward at a much faster pace. Hackel also describes three main types of communication: evasive, conclusive, openness and honesty. Managers must recognize that employees are at different stages at different times; however, managers should not get caught being evasive as it erodes their leadership. Conclusive communication helps drive discussion, but the most important one is an open and honest conversation. It’s a game-changer because it incorporates an idea instead of rejecting it, helping a company become a community where everyone is involved in the process.
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