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Please do use this form if you would like to contact me about anything related to the content on this site or the publications i have produced. 

I am always keen to hear from people on business / speaking and writing opportunities or you just may simply want to have a chat - believe that meeting new people is the route to everything so happy to just chew the fat! 

76 St Gerards Road
Solihull, B91 1UD
United Kingdom


This gives you an insight into Adam Hutchison including his work, life and general contacts.



Adam Hutchison's Blog - just a little space in the world were i air my thoughts on anything and everything i am either involved in or enjoy. Many of you may wish to skip by and ignore my meandering thoughts but others may find them informative...


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Adam Hutchison

Like most of us at some point in our careers, Adam Hutchison woke up one Monday morning dreading the week ahead and wondering if it was all worth it. Unlike most of us, Adam decided to take action. This book is the result …  Available Now on Amazon

Adam Hutchison has learned the hard way how to run a company and manage staff, through wide experience in senior positions in the telecoms and private healthcare sectors. Now he has distilled his knowledge and experience into Risk v Reward, a down-to-earth and straightforward account of what really matters when building a business and improving performance, including: 

Choosing, hiring, managing and retaining staff

Motivating and mentoring

Recognising and managing different personality types

Management structure and how to make it work

Creating and maintaining a culture

The author knows, from experience, that it is people that make a business great, and this book shows how to get the best out of those within your teams. 

Written by a senior executive with wide and varied industry experience. 

Will enable any junior or middle manager to get better results from staff. 

Detailed examples throughout to show how to make it work. 

Author Adam Hutchison says, “What makes a business great? The answer every time is people. People are paramount to any business. This book explores the ‘dos’ and ‘don’ts’ of successful people-management. I hope it will help managers and team leaders in businesses of all sizes. Whether they employ 5 people or 5000, my message is the same: human beings need rewards to perform well. Positive comments drive attitudes and behaviours. Forget these simple rules at your own risk!” 

About the author: Adam Hutchison, MA, BSc has spent the last 15 years working in both the private and public sectors, operating within corporate and SME environments, working at the operational level on the front line and doing everything from running departments to operating his own businesses. Twitter: @adamhutchison80

Media opportunities: Extracts/serialisation. The author is available for interviews. 

Local UK interest: The author is currently based in Solihull (near Birmingham, West Midlands). He has also lived and worked in London and Medway (Kent). 

To request a review copy or to be put in touch with the author, please contact

Elly Donovan PR tel: 0790 508 7779 / 01273 205 246 twitter: @EllyDonovanPR Donovan Linked-In: Elly Donovan PR 

The Big C - Communication

Adam Hutchison

So we begin to look at communications, why so late on? Well its because communication between employers and their employees is almost the final string of the bow as many of the initial tasks become a working reality. If you were to ask any employee about a key challenge within their current work environment most often often communication issues will top of the list - or maybe 2nd behind benefits, I hope we have covered this earlier on. There is so much available on the subject out in the ether but not all seemed to be adhered to sadly. So why do businesses still face issues when it comes to communication?

Many believe this is infact because it is always reviewed from the communicators / business owners point of view rather than that of the listeners / employee’s point of view. Any communicator must understand the needs and perspectives of those in which they wish to communicate with. So the information in which is being shared with any individuals must be of interest, useful or simply relevant to their daily activity. We go to that word “engagement’ again - is the communication engaging employees to listen and process effectively, or sadly are they just switching off.

Some points for communication can include these following 4 steps heavily discussed in Dale Carnegie's training on Leadership and management.

  1. Entertain - Make the verbatim interesting to listen to, be humorous or include interesting facts related to the subject matter. I personally have always found video a great way to engage during communication especially in large groups. With multiple clips on any subject matter available on Youtube it is always a good engagement tool to link in a pithy video into your communications. During sales briefings on getting the most out your day - I would always refer to a clip from the Will Smith film “In the pursuit of Happyness” the film has great moment about selling and how to achieve more in less time. It worked overtime to get people on board to next part of the communication.
  2. Inform - Once people are engagement make sure it is then informative in the next steps. The last thing you need is meetings for meetings sake, this gets your and your teams nowhere and essentially wastes time.
  3. Convince - Make sure that the people your are engaging with listen and take on board the specifics of your communication. Compelling people to act on the communication, or indeed encourage the additional input with the current meeting. Remember discussion is good.
  4. Communicate to Action - This is the next steps, the energy behind the communication. Always having an outcome in mind before communicating is essential to allow some measurement on whether the communication was successful and whether it needs changing for the next attempt. A goal must be communicated for the the individuals to achieve.

More often than not what happens is that an action or measurement is never identified by the communication. What will likely happen is a disappointment from the communicator / presenter because the goal they wanted is not achieved. Furthermore frustration from the employees as they are confused by the communication as not demonstrating a benefit to them or their work environment. The next steps must be clear and concise, well planned in advance of the communication. This preparation will bring more valuable outcomes for all concerned.


There is risks still with communication with a desire to always avoid telling or what I call one-way contact. I was brought up with this and from the very first paragraph it has been discuss that you can’t order people around and expect the best results. You always have to be concerned about who is listening and what are their perspectives in the communication. Some may think this is a lot to put into a message but you have to look at the risks of not doing it properly, poor delivery of communication will only lead to one definite outcome - no passion for delivery, poor outcomes and a frustrated workforce. So like or not you have to engage with employees on their level getting them to buy into whatever you are selling.

So communication is business critical for a businesses success, as business leaders everyone can continually improve their focus and purpose of communications. Always presenting an ideal of why the communication is important, clear concise points which benefit those who are listening in a way which achieves an outcome. 

In your next meeting follow a couple of simple new steps and see how you get on this time with what return you gain:

First, actually plan the discussion, pinpoint your outcomes and engage them with the listeners. Second, find some interesting content whether it be video or event quotations from well known outlets (these are easy to find on the internet) and finally engage in discussions on the goals for the listeners allowing them to buy in to the message at hand. This will work for every meeting, 1-2-1 or presentation you intend on communicating in.

What could have been... The new Fantastic Four movie...

Adam Hutchison

So i finally watched the much maligned and anticipated Marvel Movie Fantastic Four, as huge comic book and especially marvel bias fan boy i was originally really looking forward to seeing this movie. What was there to initially dislike great up and coming director CHECK, great cast CHECK, great comic book history CHECK, new innovative ideas for the story CHECK.

So as a movie and cinema fan i wanted to go to watch the on the big screen but constant poor reviews led me to avoid going at my peril. Although finally i succumbed to the peer pressure. 

So after watching it this its as if moments of the script where removed for no reason which ruined continuity and meant you have to make your own mind up of what could have been. Considering many comic book movies run at an average of 2 hours +, who made the strange decision to cut out many of the key plot beats and expect his audience to work it out for themselves or even assume how characters got to where they are. There was real potential in the plot and how the process of these characters reimagining was created but it seems that the writers and directors imagination was stifled by some sort of board room disagreement. One of my pet hates in movies is the "1 Year Later" moment! it completely ruins any of the buy in to the plot? Why disregard, why these characters would suddenly become who they are. The issues they raise would have been raised throughout this 12 month hiatus from the plot and poor verbal exposition is just insulting to the watcher.

Even with the original very comic focused Fantastic Four movies of a decade back, they showed a character development that is severely lacking in the new incarnation, which is a drastic statement i know. For example The Thing (Ben Grimm) why is he so ok with who he has become - in that year of waiting for nothing why has he not developed a real frustration of who he has become / what he has become. Instead he just happily becomes a warrior for the US Armed forces that is just such an insult to viewers.

This film could have been a breakout in innovation for a Non Marvel Studios movie and regain the faith of fans ruined by Spiderman reboots and X-Men movies which lets be honest have been miles away from Marvel owned properties such as Avengers, Thor, Cap America and a personal favourite Guardians of the Galaxy.

I truly dont believe the issue was in the writing or development as the story seems to be really quite innovative, its as if some board room executive has decided to make a mark and scale it down to a quick fire origin story with the hope that a new franchise is born. The problem is a franchise is only born from the development of the initial properties you cant assume people will just say "Fantastic Four, ok ill watch whatever comes out" this is just not true and a naive take on the fan base.

I truly wanted to love this movie and i think there is a real version of the movie out there somewhere which is for a change a longer version with a more balanced plot and less of a rushed feel. I dont hate it all i just know there is a good comic book movie in there somewhere which i really want to see. So Josh Trank/Simon Kinberg i salute your innovative ideas and hope to see you make more movies which are not screen tested and cut within an inch of their life, one day studios will just let talented writers write and director direct and the final product will produce the same revenue as it would have done but will at least be a good watch rather than and deflating disappointment of what could have been..