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NeuroLeadership in Organization Development

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Contemporary research in neuroscience provides new insights into the deeply social nature of the human brain and its importance for how we get things done at work. The emerging practice of NeuroLeadership (a term coined by Dr. David Rock) incorporates the most recent findings from neuroscience research with the latest in leadership theory.

This workshop will explore the brain science of social interactions, why they matter so much and why change is often so difficult. The SCARF brain-based model for collaborating with and influencing others will be introduced. We’ll look at how our brains respond when we interact with other people and how this knowledge can be applied to boost performance.

Key outcomes will be to improve everyday coaching conversations and to learn to strategically apply science to human performance.
http://concentricleadership.com

Published in: Business
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NeuroLeadership in Organization Development

  1. 1. Neuroleadership What Brain Science Teaches Us About Leadership Presented to OD Network WNY May 15, 2014 Matilda Lorenzo, SPHR Concentric Leadership Partners www.concentricleadership.com http://concentricleadership.com
  2. 2. Housekeeping items http://concentricleadership.com
  3. 3. Objectives • Learn how science impacts leadership • Understand why change resistance is so strong and what can be done • Gain insights that help shift from resistance to engagement • Gain an introduction to the SCARF model – a communications approach • Become more self-aware http://concentricleadership.com
  4. 4. Neural basis of leadership and change management practices http://concentricleadership.com
  5. 5. Why is Change So Difficult? http://concentricleadership.com
  6. 6. What is Neuroleadership? • Decision-making and problem-solving • Emotional regulation • Collaborating • Facilitating change http://concentricleadership.com
  7. 7. Dr. David Rock • Australian Author of Quiet Leadership: Six Steps to Transforming Performance atWork and Your Brain atWork. • Coined term "Neuroleadership” • Cofounder of Neuroleadership Institute, a global initiative bringing together neuroscientists and leadership experts to build a new science for leadership development. http://concentricleadership.com
  8. 8. 6 Insights about the Brain 1. The brain is a connection machine 2. Up close, no two brains are alike 3. Hardwires everything it can 4. Hardwiring drives automatic perception 5. Practically impossible to deconstruct our old wiring 6. We can create new wiring http://concentricleadership.com
  9. 9. Connection Machine Focusing the mind on identifying and creating new leadership behavior, rather than continuing with the same old habits, can actually create chemical and physical changes in your brain. http://concentricleadership.com
  10. 10. Connection Machine Constantly making connections - millions per second Seeks to understand new info by comparing it to existing maps Impasse happens when we can’t reconcile the maps Repeated until resolved http://concentricleadership.com
  11. 11. No 2 Brains Alike • There is no clear pattern across brains • We all think differently http://concentricleadership.com
  12. 12. Our Brains Hardwire Everything Working Memory Limitations Long-Term Memory Hard-wiring http://concentricleadership.com
  13. 13. Perception driven by hard-wiring Every brain sees the world differently, based on its’ hardwiring. Chemical response of our perceptions – reward + dopamine, threat = cortisol and affects behavior and thinking http://concentricleadership.com
  14. 14. Changing old wiring is difficult The more attention we give any connection, the more connections are deepened in the brain. http://concentricleadership.com
  15. 15. Creating new wiring is easy • Constantly create new maps. • Reconcile dilemmas by creating new maps.This occurs in a moment of insight – “aha” • Can become hardwiring with enough attention and positive feedback. http://concentricleadership.com
  16. 16. 10 x 3 http://concentricleadership.com
  17. 17. 120 x 5/2 http://concentricleadership.com
  18. 18. Processing Capacity http://concentricleadership.com
  19. 19. Three Key Areas Prefrontal Cortex Limbic System Basal Ganglia http://concentricleadership.com
  20. 20. Prefrontal Cortex - thinking http://concentricleadership.com
  21. 21. Thinking Brain Limitations http://concentricleadership.com
  22. 22. Multi-tasking http://concentricleadership.com
  23. 23. Basal Ganglia - habits http://concentricleadership.com
  24. 24. The Limbic System - emotions http://concentricleadership.com
  25. 25. Detecting Threats http://concentricleadership.com
  26. 26. Moving From Resistance to Engagement http://concentricleadership.com
  27. 27. The Incredibly Social Brain The human brain is our “social organ”. http://concentricleadership.com
  28. 28. Brain as Operating Network http://concentricleadership.com
  29. 29. Social Pain • Social and physical pain share same circuitry • Social rejection = physiological pain http://concentricleadership.com
  30. 30. The Biology of Engagement Minimize Danger Maximize Reward Organizing principle http://concentricleadership.com
  31. 31. Fear - Stronger than Motivation http://concentricleadership.com
  32. 32. When threatened, the increased overall activation in the brain inhibits people from perceiving the more subtle signals required for solving non-linear problems, involved in the insight or “aha!” experience (Subramaniam et al, 2007). http://concentricleadership.com
  33. 33. And … with the amygdala activated, the tendency is to generalize more, which increases the likelihood of accidental connections. There is a tendency to err on the safe side, shrinking from opportunities, as they are perceived to be more dangerous. People become more likely to react defensively to stimuli. http://concentricleadership.com
  34. 34. Meeting expectations generates an increase in dopamine levels in the brain, a reward response (Schultz, 1999). . Going back to a well- known place feels good because the mental maps of the environment can be easily recalled. http://concentricleadership.com
  35. 35. Away Toward + Status Certainty Autonomy Relatedness Fairness Threat Reward http://concentricleadership.com
  36. 36. Status • Relative Importance to Others: How We Compare http://concentricleadership.com
  37. 37. Increasing Status • Status can be increased without cost to others of an effect on relatedness • Playing against oneself • Changes the community one focuses on http://concentricleadership.com
  38. 38. Reducing status threat When threatened, people may defend a position that doesn’t make sense, to avoid the perceived pain of a drop in status. http://concentricleadership.com
  39. 39. The human resistance to change is really … the human resistance to pain. http://concentricleadership.com
  40. 40. Certainty The brain likes to be able to predict and have a say in the future. http://concentricleadership.com
  41. 41. Even a small amount of uncertainty generates an ‘error’ response in the orbital frontal cortex (OFC). .This takes attention away from one’s goals, forcing attention to the error (Hedden, Garbrielli, 2006) http://concentricleadership.com
  42. 42. Autonomy The brain likes to be able to predict. A feeling of having a choice dramatically reduces stress levels http://concentricleadership.com
  43. 43. “Even if we have the illusion that we are in control, our cognitive functions are preserved.” Amy Arnsten, Professor of Neurobiology, Yale Medical School http://concentricleadership.com
  44. 44. Relatedness Friend or foe Trust or distrust Connect or don’t connect Foe is the default http://concentricleadership.com
  45. 45. Fairness http://concentricleadership.com
  46. 46. http://concentricleadership.com
  47. 47. Threat = Away State DISENGAGEMENT • Reduction in cognitive resources • Decrease in prefrontal cortex capacity • More narrow field of view • Generalize to other areas • Erring on the side of pessimism • Decrease in creativity http://concentricleadership.com
  48. 48. Reward = Toward State ENGAGEMENT  Access to cognitive resources (Amy Arnsten)  More creative ideas (Barbara Fredericson)  More insights (Mark Jung-Beeman)  Able to see more and take in more info  Decrease in mistakes  Increase in collaboration  Increase in dopamine levels http://concentricleadership.com
  49. 49. What Does this Mean For Leaders? The workplace is a social system, not just a contract where labor is exchanged for a paycheck. Commitment, engagement levels and performance are profoundly impacted by the social context of the workplace http://concentricleadership.com
  50. 50. What Leaders Can Do • Create shared goals • Focus on linking rather than ranking – connect people together • Focus on how people are improving • Be more transparent & over- communicate • Increase feeling of “being valued” and on the same team • Give choices • Provide clear expectation http://concentricleadership.com
  51. 51. Effective leaders are relationship architects and social context engineers http://concentricleadership.com
  52. 52. Compounding Threat Leaders can activate the threat response in multiple domains Creates a powerful inability to think differently, take a novel perspective or stay attuned to the vision http://concentricleadership.com
  53. 53. Counteracting Threat Decrease the threat in one domain by increasing reward in a different domain http://concentricleadership.com
  54. 54. Model the Way http://concentricleadership.com
  55. 55. What Science Tells Us Works • A toward state … reducing threat • Helping people come to their own insights • Leading with the social brain in mind • Focus on the “attention” to solutions and new habits • A quiet brain • Self awareness • Emotion regulation http://concentricleadership.com
  56. 56. Neuroplasticity “Neurons that fire together wire together.” ~ Hebb’s Rule http://concentricleadership.com
  57. 57. “The ability to intentionally address the social brain in the service of optimal performance will be a distinguishing leadership capability in the years ahead.” - David Rock http://concentricleadership.com
  58. 58. “Brain development is the same as leadership development.” ~ Dr. Paul McDonald ddd http://concentricleadership.com
  59. 59. http://concentricleadership.com
  60. 60. http://concentricleadership.com

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