How to Fix Staff Engagement?

By | March 20, 2016

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.

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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?

Tick off your "ingagement" checklist

Tick off your “ingagement” checklist

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.

Cheers,

Miles

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About Miles

Miles offers business consulting services designed to assist organizations in creating business solutions and boosting organizational performance.

12 thoughts on “How to Fix Staff Engagement?

  1. troy

    I myself have been in numerous jobs where upper management will always hire those who are that “yes, yes” person only because they want to be in full control of everything. The slightest bit of opposition or questioning of their decisions will give you your walking papers.

    Leadership to me is someone who is willing to pass the baton and provide the other person with everything they have come to know on top of what the other person knows. To me that is called Increase and Teamwork to its Best!

    If those in management can’t provide this then, to me they are not really a leader, just a manager who likes to throw their weight around and make others lives more complicated. They are more concerned about themselves and their Glory only!

    Reply
    1. admin

      Excellent points, Troy! Is it really fear about the loss of control that causes managers to act this way?

      Reply
  2. Michel

    Great advice for anybody hiring staff. It is a good idea to hire people who are different to you or better in some areas, so you can grow your organisation.

    Positive yes people are also a better choice than negative people, as those are the ones that get the job done. Letting people be creative is another great way tho improve your organisation.

    Reply
    1. admin

      Thank you, Michel, for taking the time to comment. When was the last time you hired staff? How many staff do you supervise?

      Mile

      Reply
  3. Pingback: How Do Millennials Lead Change? | How To Lead Organizational Change Today

  4. Timothy

    Miles,
    Excellent article on the difference between true leaders and people with just a title.
    I don’t even like the word manager anymore due to the fact that people have handled the title as a reason to run over everyone else under them.
    Such poor leaders (myself included at times) do not encourage people to think for themselves, they only stifle creativity which is one necessary ingredient to a healthy, growing business.
    I like the term Ingagement because that requires leaders to be involved in the process and not just look down from on top of high as some sort of dictator! Also Ingagement needs to be taught in school so that we could raise up a great leader class whether it be in business, politics or in marriage. This world needs that.
    Thanks Miles and Ingage us some more.

    Reply
  5. Timothy

    Miles,
    Excellent article on the difference between true leaders and people with just a title.
    I don’t even like the word manager anymore due to the fact that people have handled the title as a reason to run over everyone else under them.
    Such poor leaders (myself included at times) do not encourage people to think for themselves, they only stifle creativity which is one necessary ingredient to a healthy, growing business.
    I like the term Ingagement because that requires leaders to be involved in the process and not just look down from on top of high as some sort of dictator! Also Ingagement needs to be taught in school so that we could raise up a great leader class whether it be in business, politics or in marriage. This world needs that.
    Thanks Miles and Ingage us some more.

    Reply
    1. admin

      Timothy, I really appreciate your thoughtful comments. I agree completely that transformational change, at its core, begins with an education/awareness piece that starts to shift the conversation for people early in life…i.e. in the schools.

      Do you feel like this information might be beneficial for sharing with some of your colleagues?

      Cheers,

      Miles

      Reply
  6. Vinnie Prasad

    Hi Miles,

    This was a really insightful article to read and i do agree what you had to say about sometimes it’s okay to ask for help. As a leader it defiantly is important to let your staff at times take control and make decisions on their behalf.

    Do you feel at times it’s hard to give up control since you have put so much effort into your business?

    Reply
    1. admin

      Thanks, Vinnie, for your review and kind comments. Yes, it is hard to give up control. In my experience, success takes a giant leap forward when I engage my staff…they have the best ideas and when they get to implement their ideas, the buy-in and commitment takes off.

      I have enjoyed so much more success when I have higher levels of staff engagement…do you think you might try this approach?

      For an excellent resource on leading change, you may enjoy my personal product review on the book, “Leading Change!”

      Cheers,

      Miles

      Reply
    1. Miles Post author

      Hi Majella,

      Thanks so much for taking the time to review this post. I know you love this topic and you model the way as a leader who truly believes in employee engagement.

      Talk soon,

      Miles

      Reply

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