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News, Articles, Book Reviews, Podcasts
Lessons For Leaders in Implementing Change
Digital disruption is changing today’s business landscape at an unprecedented speed. Leaders guiding their companies sustainably into the future must first look at the implementation of successful business transformation. Read On.
Leadership Disrupted in a Fast World
Leaders must step up and learn to be agile in order to guide their brands through digital disruption into a sustainable future. Read On.
5 Traits Every Leader Needs
In modern business, successful leadership is implementing change with accuracy to drive sustainability. Whether it’s a digital transformation or just business transformation, there are some key principles all leaders should practice to achieve their goals. Read On.
Why tried and tested management techniques remain relevant in modern business
Tried and tested management techniques are still as relevant in the current business scenario as they were at the time of their conception. We look at how you can apply traditional thinking to complex, modern-day problems. Read On.
Why tried and tested management techniques remain relevant in modern business
Tried and tested management techniques are still as relevant in the current business scenario as they were at the time of their conception. We look at how you can apply traditional thinking to complex, modern-day problems. Read On.
5 Simple Principles That Fuel Workplace Connection—and Results
Value in business today comes from who you know and how you connect with them. These connections build whole new forms of capital—personal, social, intellectual, operational, reputational, and, of course, financial. Read On
Engage Your Team and You’ll Engage Your Customers
We all know we feel valued when others make us feel valued. And in the restaurant business, particularly coming out of a pandemic, it can be tough from both sides – enabling the boss to help people feel valued and engaging teams to feel valuable. We also know there are a lot of people working who just don’t enjoy it – they are far from feeling valued at work, or in corporate speak, they are not engaged. The stats prove it with some surveys telling the story of only two out of ten people really feeling good about work. Read On
When You Manage to Engage, You Drive Results
How we manage to engage through leadership development could be the greatest back-to-basics, natural solution of the 21st century. Read on.
Leadership Now
WANT A WORKPLACE with fewer accidents? Want to achieve better results? Perhaps your boss wants to avoid the 75% to 80% failure rate that plagues company transformations. You’ve probably heard the stats: only 25% of business transformations cross the finish line. No matter how big or small the change you want to make, if you’re a team leader, it all comes down to you. Read On.
Employee Engagement: The New 80/20 Rule That Gets Results
“Engagement” is such a corporate word. It conjures up visions of HR and the perks and policies you hope will ultimately win over employees. If HR leads the parade of free lattes, trendy Facebook pages, and company-branded baseball caps, your people will get on board with your mission, right?
Wrong. It doesn’t work that way, and the stats show it. As many as eight out of every 10 people are disengaged at work. Not exactly the 80/20 rule you want.
Users Don’t Adopt, People Do!
Why do management gurus still speak of resistance to change and failed digital transformations, yet whole new IT platforms have been rolled out across the globe to billions of people without a single memo, town hall, or training program? Read on.
7 Ways Volunterrism Gives Your Employees Purpose and Your Organization Results
Why do people take to the streets for what they believe in, but they find it tough to get out of bed and onto the same road that leads them to work?
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Engagement. Five Pragmatic Solutions to Apply Today
t’s not perks and policies that move the dial on employee engagement. It’s the boss’s behavior. If you’re a boss, here are five tools to up your game.
How Many Engaged Employees is Good Enough?
When managers ask me what level of engagement they should aim for on their teams, my shoulders slump, and I feel an ache in my stomach. That question makes me believe that I’ve missed my mark, that I must not have communicated my thoughts well enough. After all, I’ve just spent an hour in a presentation espousing the merits of an engaged workforce and highlighting that if you address engagement, you address performance. I’ve touted how people, productivity, and profitability go hand in hand. How “humanize,” “optimize,” and “digitize” are three sisters making the journey to a healthy and fit business. Read On.
7 Ways Volunteerism Gives Your Employees Purpose and Your Organization Results
Why do people take to the streets for what they believe in, but they find it tough to get out of bed and onto the very street that leads them to work?
Out in the community, where people are already giving their time and energy freely, there are clues about what we need to do to foster this same enthusiasm and emotional commitment in our workforces. Any one of the recent peaceful national protests, such as the 2017 Women’s
Marchor Brexit, show people’s strong desire to have a voice and rise for a cause. At protests, participants have one thing in common: passion. Read On.
We’ve Coached Over a Million Supervisors. Here’s what we’ve learnt
No matter how big or small the change you want to make, if you’re a team leader, it all comes down to you.
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That’s a little different than what our guts tell us, right? It’s easy to point the finger at top leadership—it starts with them. The CEO needs to be leading the parade, setting the vision, and pointing the way. Well, yes, she does. But that’s not enough. Read On.
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Medium
"The work as a result doesn’t feel disingenuous or coming from a place that could be interpreted as self-serving. Plus, the humor, wit, and conciseness with which she presents her arguments never make you feel talked down to. There’s a healthy amount of hard-earned knowledge and wisdom she packs top to bottom in each of the book’s pages, but it’s the humility that ultimately makes the entirety of the presentational aesthetics work." Read more
Colin Jordan
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“The book’s themes and messaging are expertly articulated in its commercial, titular choice: Manage to Engage: How Great Managers Create Remarkable Results. It’s short, sparing, but has all the necessary articulations and detail to summarize in one sentence the entirety of its points, statistically backed methodologies, as well as statistically backed outcomes of said methodologies’ implementation. Hackett breaks everything down in candid, sometimes overly simplified prose, the structure of the book less like that of a literary work and more like the systematic layout of an MLA paper. But the cold, pragmatic technicality of the book’s structure is balanced out by the informality and colloquialism of the writing style, which is a comforting thing for the reader given the severity of the world with which Hackett is fully conscious of in the backdrop.” Read more.
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The Hollywood Digest
“To say Pamela Hackett knows of what she speaks would be a massive understatement…… recently was the recipient of the Global CEO Award from the 2019 CEO Today Management Consulting Awards. But on a human level, part of the feeling you’re in good hands reading Hackett’s new book is her writing style. It’s relaxed, a bit humorous, and lacks any sort of pretension, high-handedness, or otherwise indicative red flags that sadly populate the majority of the ‘business advice’ sub-category of the nonfiction and leadership literary genres.” Read more
Goodreads
“She approaches her new book Manage to Engage: How Great Managers Create Remarkable Results with a sort of appropriately cavalier, cool confidence that is at once compelling and simultaneously blunt in the best of ways. This is reflected through witty, tongue-in-cheek writing styles such as subtitles in Hackett’s introduction reading The Times, They Are a-Changin’. Read More
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ABOUT PAM
Pam is on a quest to enable frontline leaders to be remarkable, and it starts with how they engage.
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