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Author: Evan Hackel

A dynamic, innovative, thoughtful and inspiring leader with 30 years of experience in franchising, distributed networks and cooperatives. Successful history of: (i) turning around a $700 million distressed franchise system into a $2.0 billion revenue business in four years, (ii) reviving and re-energizing a $3.5 billion revenue franchisor and (iii) founding three franchise systems. Experienced corporate board member.

Currently, a consultant to some of the largest franchise systems in North America. A franchise industry leader, widely published, keynote speaker, member of the New England Franchise Association Board, and Co-chair of the International Franchise Associations Knowledge Share Task Force.|A dynamic, innovative, thoughtful and inspiring leader with 30 years of experience in franchising, distributed networks and cooperatives. Successful history of: (i) turning around a $700 million distressed franchise system into a $2.0 billion revenue business in four years, (ii) reviving and re-energizing a $3.5 billion revenue franchisor and (iii) founding three franchise systems. Experienced corporate board member.

Categories
Advice Best Practices Management

The Importance of Authenticity in Leadership

Authenticity is crucial for effective leadership. My book Ingaging Leadership: The Ultimate Edition discusses why authenticity matters and how to cultivate it.

Why Authenticity Matters

  • It Builds Trust: Authentic leaders build trust with their team. When leaders are genuine and transparent, employees are more likely to trust them. This trust forms the foundation of a strong and cohesive team.
  • It Enhances Engagement: Employees are more engaged when they feel their leader is genuine. Authentic leaders inspire their team by being true to themselves, which in turn motivates employees to be more committed and enthusiastic about their work.
  • It Improves Communication: Authentic leaders communicate more effectively. They are open and honest in their interactions, which fosters a culture of transparency and open dialogue. This leads to better understanding and collaboration within the team.

Practical Tips for Building Authenticity

  • Be Transparent: Share information openly and honestly. Transparency is key to building trust and credibility. When leaders are open about their decisions and the reasons behind them, employees feel more included and valued.
  • Show Vulnerability: Admit mistakes and show vulnerability to build trust. Leaders who acknowledge their own imperfections and are willing to learn from their mistakes create a more supportive and trusting environment. This encourages employees to be more open and honest as well.
  • Stay True to Your Values: Lead by example and stay true to your core values. Authentic leaders are guided by their principles and values, which helps them make consistent and ethical decisions. This consistency reinforces trust and respect from the team.

In Conclusion . . .

Authenticity is a cornerstone of effective leadership and personal integrity. When leaders are authentic, they build trust and credibility with their teams, fostering an environment where open communication and genuine connections thrive. Authenticity encourages leaders to be transparent, admit mistakes, and stay true to their values, which in turn inspires employees to engage more deeply and perform at their best. In a world where superficiality can often dominate, authenticity stands out as a beacon of sincerity and reliability, driving sustainable success and meaningful relationships both in and out of the workplace.

To learn more about authenticity, I invite you to explore my book Ingaging Leadership: The Ultimate Edition.

Categories
Advice Leadership

The Importance of Feedback in Ingaged Leadership

When managers welcome honest feedback from the people they supervise, the result is an effective and open communication channel within the organization. This feedback can take many forms. When a major decision needs to be made for the organization and its future, that decision will be more authentic if everyone in the organization gets to help shape it. Yet feedback can benefit many other aspects of management, including leadership style, decision-making, communication effectiveness, and overall management practices.

Here are some of the benefits of accepting feedback . . .

  • Employees can highlight areas where managers can improve, leading to better leadership and a more positive work environment.
  • Feedback fosters open communication, ensuring that managers are aware of employees’ concerns, suggestions, and needs.
  • Employees feel valued and empowered when their opinions are considered, leading to increased job satisfaction and engagement.
  • Managers gain insights into their performance from the employees’ perspective, which can help them adjust their strategies and approaches.
  • Feedback builds trust and transparency within the team, as employees see that their ideas are taken seriously and acted upon.

Overall, employee feedback to managers is crucial for continuous improvement, fostering a collaborative work environment, and enhancing overall organizational performance.

Practical Tips for Increasing Feedback from Employees

  • Create a safe environment to ensure that employees feel safe and comfortable sharing their thoughts without fear of retaliation. This can be achieved by fostering a culture of trust and openness.
  • Conduct regular surveys to gather feedback on various aspects of the workplace. Make sure these surveys are anonymous to encourage honest responses.
  • Establish multiple channels for feedback, such as suggestion boxes, online platforms, and regular meetings. This allows employees to choose the method they are most comfortable with.
  • Encourage managers to adopt an open-door policy, where employees can freely discuss their concerns and suggestions.
  • Consider providing feedback training, which teaches managers and employees how to give and receive feedback effectively. This can help in making feedback a regular part of the workplace culture.
  • Show employees that their feedback is valued by acting on their suggestions and concerns. This demonstrates that their opinions matter and can lead to positive changes.
  • Implement recognition programs that reward employees for providing valuable feedback. This can motivate others to share their thoughts as well.
  • Schedule regular one-on-one meetings between managers and employees to discuss performance, goals, and any concerns they might have.
  • Establish employee committees or focus groups that include employees from different departments to discuss and address workplace issues. This can provide a platform for more in-depth feedback and collaboration.

In Conclusion

Effective feedback can drive employee engagement and performance. To learn more about the role of feedback in Ingaged leadership, I invite you to explore my new book Ingaging Leadership: The Ultimate Guide.

Categories
Advice Leadership Negotiating

Unlocking the Power of Intrinsic Motivation

Intrinsic motivation is an internal drive that goes beyond external rewards, igniting a sense of purpose and personal satisfaction. My book Ingaging Leadership: The Ultimate Edition explores how intrinsic motivation can be a transformative force in enhancing employee engagement, satisfaction, and performance.

In today’s workplace, where traditional incentives like bonuses and promotions don’t always lead to long-term engagement, intrinsic motivation becomes crucial. This approach, which is about connecting employees with meaningful and fulfilling work, can be the key to a more motivated, productive workforce.

What is Intrinsic Motivation?

Intrinsic motivation is fueled by personal fulfillment, a sense of achievement, and alignment with one’s values and goals. It stands in contrast to extrinsic motivation, which relies on external factors such as monetary rewards or recognition. Employees driven by intrinsic motivation work because they genuinely enjoy what they do, feel connected to the purpose of their work, and gain satisfaction from their contributions. This internal drive makes them more resilient and often more creative in overcoming challenges.

Why It Matters

There are several reasons intrinsic motivation is essential in the workplace:

• Sustainable Engagement: When employees are intrinsically motivated, their commitment is more likely to last. They don’t just work for a paycheck; they work because they care about the outcomes of their efforts, leading to consistent engagement.
• Higher Performance: Intrinsically motivated employees are typically more dedicated and go the extra mile. They invest greater mental and emotional energy in their tasks, often leading to higher-quality work and innovation.
• Greater Satisfaction: When employees feel connected to what they do, their job satisfaction increases. This sense of personal achievement and relevance creates a positive work experience, which benefits both the employee and the company.

Practical Tips for Leaders

My book provides leaders with actionable strategies to unlock intrinsic motivation in their teams:

• Align Roles with Passions: Help employees work on tasks that match their strengths and interests. When people enjoy what they do, they’re more motivated to excel.
• Foster Autonomy: Give employees the freedom to make decisions and take ownership of their projects. Autonomy can empower them to approach challenges creatively and confidently.
• Provide Purpose: Make sure employees understand how their work impacts the broader mission of the organization. When individuals see the big picture, they’re more likely to feel invested in the results.

Conclusion

Unlocking intrinsic motivation can elevate employee engagement and performance, leading to a more productive, satisfied workforce. For more insights on fostering intrinsic motivation, my book Ingaging Leadership is a valuable resource for leaders and managers alike.

 

Categories
Best Practices Leadership Personal Development

Harnessing Curiosity to Achieve Leadership and Life Goals

Curiosity is a fundamental driver of both personal and professional growth. In my book, Ingaging Leadership: The Ultimate Edition, I explore how curiosity can be harnessed to achieve your goals. Curiosity is not just a trait but a powerful tool that can lead to significant advancements in all aspects of life.

The Role of Curiosity

Curiosity plays crucial roles in leadership and personal development:

  1. It drives learning: Curiosity is the engine of continuous learning and development. It pushes individuals to seek out new knowledge and skills, which is essential for staying relevant in a rapidly changing world. Leaders who are curious are more likely to invest in their own education and encourage their teams to do the same.
  2. It fosters innovation: Curious leaders are more inclined to explore new ideas and solutions. This openness to new experiences and perspectives can lead to innovative breakthroughs that drive organizational success. By fostering a culture of curiosity, leaders can create an environment where creativity and innovation thrive.
  3. It builds resilience: Curiosity helps leaders adapt to change and overcome challenges. When faced with obstacles, curious leaders view them as opportunities to learn and grow rather than as insurmountable problems. This mindset builds resilience and the ability to navigate through difficult times with a positive outlook.

Practical Tips for Cultivating Curiosity

  1. Model the curiosity you want to inspire in others:  To encourage curiosity in the people you lead, become an intensely curious learner yourself. As is the case in all things in business, leadership starts at the top. So attend seminars, seek out vibrant life experiences, read voraciously and share what you learn.
  2. Ask questions: Develop a habit of asking questions and seeking new information. This practice not only enhances your own understanding but also encourages others to think more deeply and critically. Questions can open up new avenues of thought and lead to unexpected insights.
  3. Explore new ideas: Encourage yourself and your team to explore new ideas and perspectives. This can be done through brainstorming sessions, attending workshops, or simply being open to suggestions from all levels of the organization. By valuing diverse viewpoints, leaders can uncover innovative solutions to complex problems.
  4. Embrace challenges: View challenges as opportunities to learn and grow. Instead of shying away from difficult situations, approach them with a curious mindset. This approach can transform challenges into valuable learning experiences that contribute to personal and professional development.

Conclusion

Harnessing the power of curiosity can drive success in both your personal and professional life. By fostering a culture of curiosity, leaders can inspire continuous learning, innovation, and resilience within their teams. Ingaging Leadership: The Ultimate Edition offers valuable insights and practical advice on how to cultivate curiosity and leverage it for achieving your goals. For those interested in delving deeper into this topic, I invite you to explore my new book.

 

Categories
Human Resources

Strategies for Recruiting and Hiring Millennials and Gen Z

 

By Evan Hackel

Recruiting and hiring Millennials and members of Generation Z requires different approaches than it takes to hire members of older generations. These younger cohorts have distinct preferences and expectations when it comes to their careers. My book Ingaging Leadership: The Ultimate Edition provides effective strategies for attracting, hiring and retaining younger employees. By understanding and implementing these strategies, organizations can successfully recruit and retain top talent from these generations.

Key Strategies

Use Social Media – Members of these generations are digital natives, having grown up with the internet and social media. Popular social platforms for younger people are:

  • YouTube: This platform tops the list, with roughly three-quarters of younger people using it.
  • TikTok: Known for its short-form videos, TikTok is used by more than 50% of younger people.
  • Snapchat: This app, popular for its disappearing messages and stories, is used by 60% of teens and about 50% of millennials.
  • Instagram: With its focus on photos and videos, Instagram is also used by more than 50% of Millennials and members of Gen Z.

Highlight Your Company Values – Millennials and Gen Z place a high value on working for companies that align with their personal values and beliefs. They are more likely to be attracted to organizations that emphasize their mission, vision, and values in job postings. Highlighting your company’s commitment to social responsibility, sustainability, and diversity can make your job postings stand out. Sharing stories and examples of how your company lives its values can also be very compelling.

Offer Flexibility – Flexibility is a key factor for Millennials and Gen Z when choosing an employer. They value work-life balance and are often looking for opportunities that offer flexible working hours and remote work options. Highlighting these aspects in your job postings can make your positions more attractive. Additionally, consider offering flexible benefits packages that allow employees to choose the rewards that matter most to them.

Streamline the Process – The application process can be a major factor in whether a candidate decides to apply for a job. Make sure your application process is quick and easy to navigate. Use mobile-friendly applications and use one-click apply options. Providing clear instructions and timely communication throughout the hiring process can also improve the candidate experience. Offering same or next-day video interviews can also make you a company of choice for younger applicants.

In Conclusion

By leveraging technology, highlighting company values, and offering flexibility, you can create a recruitment strategy that appeals to Millennials and Gen Z. Streamlining the application process can further enhance your efforts. To explore more strategies for recruiting Millennials and Gen Z, explore by new book Ingaging Leadership: The Ultimate Edition.

Categories
Advice Leadership Personal Development

Harnessing Curiosity to Achieve Leadership and Life Goals

Curiosity is one of the most important, yet often underestimated, traits for personal and professional success. It’s not just about asking questions, but about a mindset that drives learning, innovation, and adaptability. In my book, Ingaging Leadership: The Ultimate Edition, I delve into how leaders and individuals can leverage curiosity to achieve their life and leadership goals. By fostering a curious mindset, you open doors to continuous growth, better decision-making, and stronger leadership.

The Role of Curiosity in Leadership

Curiosity plays a critical role in shaping leaders who inspire innovation, encourage resilience, and drive organizational success. Here are the key areas where curiosity impacts leadership:

  1. It Drives Continuous Learning
    Curiosity encourages ongoing personal and professional development. Leaders who ask questions and seek knowledge are more equipped to adapt in a constantly changing world. The process of learning should never end for leaders. They must always seek out new information, whether it’s through reading, listening to others, or experiencing new things. A curious mind propels a leader forward by constantly feeding it new knowledge that informs better decisions and stronger strategies.
  2. It Fosters Innovation
    Innovation is born out of curiosity. Leaders who are open to new ideas and perspectives are the ones who drive change within their organizations. Rather than sticking to the status quo, curious leaders challenge the norm and inspire creativity. They encourage their teams to explore new solutions, take risks, and think outside the box. This mindset allows organizations to remain competitive and adapt to emerging trends.
  3. It Builds Resilience
    Curiosity helps leaders face adversity with a mindset of growth rather than defeat. By viewing challenges as learning opportunities, curious leaders build resilience and foster a culture of perseverance within their teams. They remain flexible in the face of obstacles and see failure as a stepping stone to future success. This adaptive approach not only benefits the leader but also empowers the entire team to navigate difficulties and changes with a positive outlook.

Practical Ways to Harness Curiosity

To leverage the power of curiosity in your leadership journey and personal life, there are several practical steps you can implement:

  1. Ask More Questions
    Make a habit of asking questions in every situation. Don’t be afraid to challenge assumptions or dig deeper into the “why” behind processes, decisions, or challenges. Encourage your team to do the same. By fostering a culture of curiosity, you create an environment where continuous learning becomes the norm.
  2. Explore New Ideas and Perspectives
    Break away from routine thinking and encourage yourself and others to seek out diverse viewpoints. This could involve engaging with different departments, reading widely across topics, or networking with professionals outside your field. Exposure to new perspectives opens up a world of possibilities and fuels creativity.
  3. Embrace Challenges as Learning Opportunities
    Rather than shying away from difficulties, approach them with curiosity. View obstacles as opportunities for growth and problem-solving. When you encounter a challenge, ask yourself, “What can I learn from this experience?” This mindset not only helps you to overcome obstacles but also strengthens your ability to lead through uncertainty.

Conclusion

Curiosity is a crucial trait for success in both leadership and personal life. By cultivating a curious mindset, you encourage growth, drive innovation, and build resilience. Implementing practical strategies such as asking more questions, exploring new perspectives, and embracing challenges can transform the way you lead and live. For a deeper dive into how to harness the power of curiosity for leadership success, consider exploring my book, Ingaging Leadership: The Ultimate Edition.

 

Categories
Best Practices Leadership

The Critical Role of Coaching in Building an Ingaged Organization

Blog Post 10: The Critical Role of Coaching in Building an Ingaged Organization

 

Coaching is a vital component of building an Ingaged organization. My book Ingaging Leadership: The Ultimate Edition explores the critical role of coaching. In today’s fast-paced and ever-evolving business landscape, organizations must prioritize employee development and engagement to stay competitive. Coaching serves as a powerful tool to achieve these goals by fostering a culture of continuous learning and growth.

Why Coaching Matters

Coaching is not just a buzzword; it is a strategic approach that can transform an organization. Here are some key reasons why coaching is essential:

  • Develops Talent: Coaching helps employees develop their skills and reach their potential. By providing personalized guidance and support, coaches can identify individual strengths and areas for improvement, creating tailored development plans that align with both personal and organizational goals. This targeted approach ensures that employees are equipped with the necessary skills to excel in their roles and contribute to the organization’s success.
  • Enhances Performance: Regular coaching sessions can improve employee performance and productivity. Coaches work closely with employees to set clear objectives, provide constructive feedback, and track progress. This ongoing support helps employees stay focused and motivated, leading to higher levels of performance and efficiency. Moreover, coaching can address performance issues early on, preventing them from escalating and impacting overall productivity.
  • Boosts Engagement: Employees who receive coaching are more engaged and committed to the organization. Coaching fosters a sense of belonging and purpose by showing employees that their development is valued. Engaged employees are more likely to be proactive, innovative, and loyal, which can significantly enhance the organization’s overall performance and retention rates.

Practical Tips

Implementing effective coaching practices requires careful planning and execution. Here are some practical tips to help you get started:

  • Establish Coaching Programs: Create structured coaching programs within your organization. These programs should outline the goals, processes, and expected outcomes of coaching. By formalizing coaching initiatives, you can ensure consistency and accountability across the organization.
  • Train Coaches: Provide training for managers and leaders on effective coaching techniques. Coaching is a skill that requires continuous development, so it is essential to invest in training programs that equip coaches with the knowledge and tools they need to succeed. This training should cover various coaching methodologies, communication skills, and strategies for overcoming common coaching challenges.
  • Monitor Progress: Regularly review coaching outcomes and adjust strategies as needed. Collect feedback from both coaches and employees to assess the effectiveness of coaching programs. Use this data to make informed decisions about how to improve and refine your coaching initiatives. Monitoring progress also helps to identify any gaps or areas that require additional support.

Conclusion

Investing in coaching can significantly enhance your organization’s success. By developing talent, enhancing performance, and boosting engagement, coaching creates a positive and productive work environment. To learn more about the role of coaching and how to implement effective coaching practices, consider purchasing my book, Ingaging Leadership: The Ultimate Edition. This comprehensive guide provides valuable insights and practical advice for building an Ingaged organization through the power of coaching.

By prioritizing coaching, organizations can unlock the full potential of their employees and achieve sustainable growth and success.

Be sure to learn more in my new book Ingaging Leadership: The Ultimate Edition.

 

Categories
Body Language Leadership

Mastering the Three Types of Communication for Effective Leadership

By Evan Hackel

Effective leaders know how to communicate. Yet effective communication is not as simple as it might seem. It involves not just the ability to convey messages, but also the skill to understand and interpret the messages of others.

Mastering three forms of communication can significantly enhance a leader’s ability to inspire, motivate, and guide their team.

The Three Types of Communication:

  1. Verbal Communication: Verbal communication is the use of words to share information. This includes not only the words we choose but also how we say them. Tone, pitch, and pace all play crucial roles in how our message is received. For leaders, verbal communication is essential in meetings, presentations, and one-on-one conversations. It is important to practice clear and concise speech to avoid misunderstandings. Additionally, being mindful of your tone can help convey the right emotions and intentions behind your words.
  2. Non-Verbal Communication: Non-verbal communication encompasses body language, facial expressions, and gestures. These non-verbal cues can often convey more than words alone. For instance, maintaining eye contact can show confidence and sincerity, while crossed arms might be interpreted as defensiveness or resistance. Leaders must be aware of their own body language and ensure it aligns with their verbal messages. This congruence between verbal and non-verbal communication helps build trust and credibility with team members.
  3. Written Communication: Written communication includes emails, reports, memos, and other written materials. It is a critical skill for leaders, as much of today’s business communication happens in written form. Effective written communication should be clear, concise, and free of errors. Proofreading is essential to avoid misunderstandings and to present a professional image. Additionally, understanding the appropriate tone and formality for different types of written communication can enhance its effectiveness.

Practical Tips

  1. Verbal Communication:
    • Practice speaking clearly and concisely.
    • Be mindful of your tone to ensure it matches your message.
    • Use active listening techniques to engage with your audience and show that you value their input.
  2. Non-Verbal Communication:
    • Be aware of your body language and ensure it supports your verbal messages.
    • Use facial expressions to convey empathy and understanding.
    • Maintain appropriate eye contact to build trust and rapport.
  3. Written Communication:
    • Write clearly and professionally, avoiding jargon and overly complex language.
    • Proofread all written materials to catch errors and ensure clarity.
    • Tailor your writing style to suit the audience and the context of the communication.

In Conclusion . . .

Mastering verbal, non-verbal, and written communication is essential for effective leadership. These skills enable leaders to convey their vision, build strong relationships, and foster a collaborative and productive work environment. By practicing and refining these communication techniques, leaders can enhance their ability to lead effectively and achieve their organizational goals. For more in-depth tips and strategies on mastering communication, consider exploring my new book Ingaging Leadership: The Ultimate Edition.

Categories
Advice Leadership

Essential Communication Skills for Ingaged Leaders

Essential Communication Skills for Ingaged Leaders

Effective communication is a cornerstone of Ingaged leadership. Evan Hackel’s “Ingaging Leadership: The Ultimate Edition” highlights the essential communication skills for leaders.

Key Communication Skills:

  • Active Listening: Truly listen to understand, not just to respond.
  • Clarity: Communicate messages clearly and concisely.
  • Empathy: Show understanding and compassion in your communications.

Practical Tips:

  • Practice Active Listening: Use techniques like paraphrasing and summarizing to ensure understanding.
  • Be Clear and Concise: Avoid jargon and be direct in your communications.
  • Show Empathy: Acknowledge employees’ feelings and perspectives in your interactions.

In Conclusion . . .

Mastering these communication skills can enhance your effectiveness as a leader. To learn more about essential communication skills, consider purchasing my new book HERE.

Categories
Advice Best Practices Leadership

Creating and Communicating a Robust Vision for Your Organization

Are you merely working, or are you building toward the best possible future you can achieve? And what about the people who work in your organization? Are they ingaged with you to build something that will last, and maybe even make a permanent contribution to the world we live in? The first step toward meaningful work is creating a vision for what you want to achieve in the world.

For an organization to thrive, it requires a robust vision that it can show to the world. The need for such a vision is fundamental and straightforward. If every individual in an organization understands the company’s intended direction and is aware of their roles and responsibilities in actualizing this vision, the result is a harmonious organization operating like a rowboat powered by coordinated rowers. Everyone is rowing in unison, towards a common destination.

Identifying Roadblocks

Running an organization can be challenging and complex, which is often why organizations overlook the importance of focusing on a long-term vision. There’s immediate work that demands attention!

But there are other reasons companies fail to develop vision . . .

  • Leadership may genuinely lack a vision as they are too consumed in day-to-day business operations to formulate one.
  • Leaders may have a vision, but assume it’s inherently understood by all since it appears clear to them . . . but not really clear to others.
  • Leaders may possess a vision but hesitate to share it due to fear of judgment or mockery.

Some leaders are fearful of charting new territory. If no one has ever shared a vision with them, why should they? They overlook that a robust vision can make them significantly more potent than their competitors. “Dare to be different” is a philosophy worth considering.

Building Blocks of a Vision

Although one executive’s vision differs from another’s, they generally encompass certain elements:

  • A lucid declaration of the company’s intended destination, such as becoming the leading manufacturer of glass fiber panels in the U.S.A, or the top vocational training institute in a specific field.
  • A detailed plan outlining how the company intends to reach the stated goal. This could involve entrusting employees with leadership roles, or deploying technological solutions to design and deliver products to the market.
  • A proclamation of deeper societal or human values. While it’s not mandatory to declare that your enterprise will positively impact your local community, if such thought forms a part of your belief system, why not include it in your vision statement?

Here’s What to Do

Divide the company into small groups. Invite the members of each to work together to create a description of where they think your organization will be in five years. Have each group choose a representative and then bring the representatives together.  Share and compare those visions, looking for both common areas of agreement and new conceptions of what your future will be. Really large organizations may need to have multiple layers of this process.  At the end you have a powerful vision that you can and should share with the world.