In his book, Ingaging Leadership, Evan Hackel coined the term “Ingaged Leadership.” Hackel talked about leaders who become vastly more successful when they truly value and seek input from all stakeholders. To achieve results, leaders need to “ingage” people’s minds, creativity, and even their emotions.
What is Ingaged Leadership?
Ingagement is an ongoing, dynamic business practice that has the power to transform your organization, your people, and your success. Hackel summarized it this way: “When you align people and create an organization where everyone works together in partnership, that organization becomes vastly more successful.”
In my experience, leaders exist at every level in the organization and ingagement is the same thing…everyone in your organization can create ingagement. Ingagement is not about “management” where, typically, top executives believe their job is to give instructions and provide incentives.
According to Hackel, the difference between “ingagement” and engagement is that ingagement requires more than being willing to go along with an idea or project. The “I” stands for involvement, and it is about being engaged in a process and involved in creating the vision allowing great things to happen when people have been part of the process of determining the direction. “Engagement occurs by a leader who is telling them what to do.
Ingagement and democracy are not the same thing?
It’s still up to leaders to finalize the direction and make critical decisions, even in ingaged organizations.
What are the key concepts of ingaged leadership?
Is it good enough to be a good listener? It depends on what your goal is when listening. Are you only listening to people so you can find ways to prove their ideas wrong and advance your own views of what should be done? Or, are you constantly listening for nuggets of high value in what other people are saying? Using the latter approach will genuinely influence your plans about what your organization should be doing.
Let people try new things! When leaders allow people to be innovative and creative and, in fact, encourage it, new and ongoing improvements often result. It’s about culture…when people see that their ideas are valued and heard, they start to own the transformation. A micromanager can be defined as a leader who has to like everything. When you allow your staff to do things that in your opinion aren’t the right things, you then truly have an empowered team. It’s amazing how often you find you are wrong.
Inspire people to actively develop and communicate your organization’s vision, values, and mission Active and visible leaders can inspire people at all levels to contribute on a higher level and advance your company’s success.
You can’t do it yourself…ask for help!
Asking for help provides the opportunity for people to contribute. Doing this demonstrates your respect for their expertise, it cultivates an organization where collaboration is valued, and it shows that you are a confident leader, not an arrogant one.
The status quo is not good enough! To help your company grow and excel, constantly challenge yourself to find new solutions and to show your people that you want them to do so, too.
It’s all about the team you recruit!
Are you one of those leaders hiring people who are just like you are? Do you bssemble teams of “yes people?” If you are an ingaged leader, you will courageously hire people who possess skills and abilities that are different or better than their own. Hiring people who have positive attitudes is critically important…the smallest can spread like a poison in any organization.
Learning and Development Today’s millennial workforce demands the opportunity to learn and develop…grow their carerr. Put a development plan in place for employees and reward them…you want to be an employer of choice, don’t you?
Let me know what you think!!
As a Project Management Professional (PMP) and Prosci Change Management Practitioner with ten years experience, I would love to hear from you…please leave a question or comment! Here is a link to my profile.
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