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
Utilizing recent neuroscience research, this presentation builds awareness of 5 key factors which enable leaders to more effectively communicate in ways that build connection through the establishment of safety and respect.
Resilience: how to build resilience in your people and your organizationDelta Partners
"It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change."
- Charles Darwin
Those people who are familiar with our work know that we write quite a lot about the pace of change in our global business environment. It is continual, it is unrelenting, and it appears to be accelerating.
We cannot slow the pace of change, so do we give up? Throw our hands up and succumb to the tidal wave of knowledge that we are adrift and rudderless? And if not, what can we do to make our people and our organizations more resilient in the face of this ongoing pressure?
"Resilience: an ability to recover from or adjust easily to misfortune or change."
- Merriam-Webster Dictionary
It turns out that there are definitely steps that a manager can take to influence the resilience of both the organization and the individual.
The goal of this presentation is to provide a starting point for leaders and managers as they seek ways to battle back against the apathy and exhaustion that builds in everyone. It is not the final word in these matters – rather it is best considered a jumping off point for those who are looking for a different way.
So enjoy it, share it, and use it. Just let everyone know where you found it!
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
Executive Presence: Defining Yourself As A Leadermctenzyk
Executive Presence can and is the game changer for leaders - whether you are starting your career or already advanced. Learn the 3 key components of executive presence and what you can do to strengthen each.
Utilizing recent neuroscience research, this presentation builds awareness of 5 key factors which enable leaders to more effectively communicate in ways that build connection through the establishment of safety and respect.
Resilience: how to build resilience in your people and your organizationDelta Partners
"It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change."
- Charles Darwin
Those people who are familiar with our work know that we write quite a lot about the pace of change in our global business environment. It is continual, it is unrelenting, and it appears to be accelerating.
We cannot slow the pace of change, so do we give up? Throw our hands up and succumb to the tidal wave of knowledge that we are adrift and rudderless? And if not, what can we do to make our people and our organizations more resilient in the face of this ongoing pressure?
"Resilience: an ability to recover from or adjust easily to misfortune or change."
- Merriam-Webster Dictionary
It turns out that there are definitely steps that a manager can take to influence the resilience of both the organization and the individual.
The goal of this presentation is to provide a starting point for leaders and managers as they seek ways to battle back against the apathy and exhaustion that builds in everyone. It is not the final word in these matters – rather it is best considered a jumping off point for those who are looking for a different way.
So enjoy it, share it, and use it. Just let everyone know where you found it!
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
Executive Presence: Defining Yourself As A Leadermctenzyk
Executive Presence can and is the game changer for leaders - whether you are starting your career or already advanced. Learn the 3 key components of executive presence and what you can do to strengthen each.
This is a 2012 book based on a course run in Google by Chade-Meng Tan. #Meditation or Dhyana when it reached China became #Chen, on reaching Japan became #Zen and on reaching west became #Mindfulness. This course & book is a commendable attempt to make meditation accessible to all and "align with the lives and interests of real people, the average Joes of the world " says the author.
Supported by a vast and growing body of research, mindfulness and mindful leadership is a much talked about trend among Fortune 500 visionaries. An increasing number of organizations have discovered the advantages of incorporating mindfulness in their culture and professional development practices. This presentation is an introduction to the concept of Mindful Leadership. It invites leaders to explore the possibility of bringing all of their mind’s capacities to each moment as they go about their work and interact with colleagues, resulting in enhanced performance, improved decision-making, sustainable productivity and overall well-being
Like A Boss: Why Executive Presence Matters and How You Can Master ItJennifer McClure
A recent study reported that 81% of business leaders found the concept of executive presence so contradictory and confusing that they don’t know how to act on it; however, having an effective “executive presence” is a determining factor in the ability to impact business strategy, grow your career and influence others.
Credibility, communication, countenance, courage and cultivation are the behavioral competencies honed by all leaders who speak clearly, ask mindful questions and have maximum influence in an organization.
While some people are natural born communicators, the good news is that an executive presence can be developed. Whether you’re an introvert or an extrovert, you can grow as a leader and advance your career by understanding the five keys to developing an executive presence that will allow you to communicate in a powerful way.
Presentation by Jennifer McClure, President of Unbridled Talent LLC - http://unbridledtalent.com
Influence: the Psychology of Persuasion (Cialdini)Hugo Guyader
Lecturing on Cialdini's Influence book to Master students for a course in Advanced Consumer Marketing at Linköping University, Sweden.
Cialdini (2016) - "Pre-Suasion": http://www.slideshare.net/guyaderhugo/presuasion-a-revolutionary-way-to-influence-and-persuade
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
In this Webinar, Shirzad Chamine - author of New York Times best seller “Positive Intelligence” -
explores a groundbreaking new science and practice that has helped hundreds of CEOs and their executive teams train their minds to combat “saboteurs” and make lasting improvements in performance and personal fulfillment.
The neuroscience of the brain and conflictRichard Riche
Use the elements of the SCARF model (David Rock) to reduce conflict. Understand the that the brain seeks pleasure and strives to avoid pain. If we don't take these elements into account we often trigger the fight response and conflict is the result. Presentation skills training tips.
How do we transform every leader into a compassionate leader?
In this one-hour webinar, we explore what new research reveals about compassionate leaders, and provide you with tools to support leaders in learning to actively demonstrate compassion.
Peter Cauwelier - Team Psychological Safety – what Google discovered about hi...Certes
» What is team psychological safety and why is it critical for team
performance?
» What impacts team psychological safety and how can you further
develop it?
» What is the impact of Action
Learning on team psychological safety?
Psychological Safety: Creating conducive working environments for Designers t...Sebabatso Mtimkulu
Design is the conception and realisation of new things. With new things, problems arise, and problems make us uncomfortable. With discomfort comes fear and anxiety.
Designers spend a lot of time prioritising the needs of customers and organisations.
We need to be just as deliberate in making certain that environments in which Designers operate, are conducive to helping them perform at their best.
This is a 2012 book based on a course run in Google by Chade-Meng Tan. #Meditation or Dhyana when it reached China became #Chen, on reaching Japan became #Zen and on reaching west became #Mindfulness. This course & book is a commendable attempt to make meditation accessible to all and "align with the lives and interests of real people, the average Joes of the world " says the author.
Supported by a vast and growing body of research, mindfulness and mindful leadership is a much talked about trend among Fortune 500 visionaries. An increasing number of organizations have discovered the advantages of incorporating mindfulness in their culture and professional development practices. This presentation is an introduction to the concept of Mindful Leadership. It invites leaders to explore the possibility of bringing all of their mind’s capacities to each moment as they go about their work and interact with colleagues, resulting in enhanced performance, improved decision-making, sustainable productivity and overall well-being
Like A Boss: Why Executive Presence Matters and How You Can Master ItJennifer McClure
A recent study reported that 81% of business leaders found the concept of executive presence so contradictory and confusing that they don’t know how to act on it; however, having an effective “executive presence” is a determining factor in the ability to impact business strategy, grow your career and influence others.
Credibility, communication, countenance, courage and cultivation are the behavioral competencies honed by all leaders who speak clearly, ask mindful questions and have maximum influence in an organization.
While some people are natural born communicators, the good news is that an executive presence can be developed. Whether you’re an introvert or an extrovert, you can grow as a leader and advance your career by understanding the five keys to developing an executive presence that will allow you to communicate in a powerful way.
Presentation by Jennifer McClure, President of Unbridled Talent LLC - http://unbridledtalent.com
Influence: the Psychology of Persuasion (Cialdini)Hugo Guyader
Lecturing on Cialdini's Influence book to Master students for a course in Advanced Consumer Marketing at Linköping University, Sweden.
Cialdini (2016) - "Pre-Suasion": http://www.slideshare.net/guyaderhugo/presuasion-a-revolutionary-way-to-influence-and-persuade
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
In this Webinar, Shirzad Chamine - author of New York Times best seller “Positive Intelligence” -
explores a groundbreaking new science and practice that has helped hundreds of CEOs and their executive teams train their minds to combat “saboteurs” and make lasting improvements in performance and personal fulfillment.
The neuroscience of the brain and conflictRichard Riche
Use the elements of the SCARF model (David Rock) to reduce conflict. Understand the that the brain seeks pleasure and strives to avoid pain. If we don't take these elements into account we often trigger the fight response and conflict is the result. Presentation skills training tips.
How do we transform every leader into a compassionate leader?
In this one-hour webinar, we explore what new research reveals about compassionate leaders, and provide you with tools to support leaders in learning to actively demonstrate compassion.
Peter Cauwelier - Team Psychological Safety – what Google discovered about hi...Certes
» What is team psychological safety and why is it critical for team
performance?
» What impacts team psychological safety and how can you further
develop it?
» What is the impact of Action
Learning on team psychological safety?
Psychological Safety: Creating conducive working environments for Designers t...Sebabatso Mtimkulu
Design is the conception and realisation of new things. With new things, problems arise, and problems make us uncomfortable. With discomfort comes fear and anxiety.
Designers spend a lot of time prioritising the needs of customers and organisations.
We need to be just as deliberate in making certain that environments in which Designers operate, are conducive to helping them perform at their best.
Symposium 2016 : Workshop 104 Brain and LeadershipPMI-Montréal
This innovative, one-of-a-kind workshop will present some of the most recent findings about the brain together with implications for managing and leading employees. The workshop will challenge many current management practices by presenting relevant research on the social and emotional nature of the brain.
Biography
Robert has developed a reputation as a pioneer in using neuroscience-supported tools and processes that challenge current management practices that date back over 50 years.
Robert Paris is one of the first and very few professionals in Canada who have earned their Certificate in the Foundations of Neuroleadership from the Neuroleadership Institute led by Dr. David Rock. Robert has 35 years combined practical management and consulting experience that spans 5 continents. He has 15 years of results-oriented management experience at blue chip companies such as Johnson & Johnson and has an established track record of successfully designing and facilitating management, leadership, team-building and coaching programs that give organizations a long term, sustainable competitive advantage. Robert is an exceptionally engaging executive coach whose advice is highly valued by CEOs, other C-Suite executives, middle managers and first-time supervisors. Robert has 25 years teaching experience at McGill University. He currently lectures at McGill’s School of Continuing Studies and is certified in the Foundations of Neuroleadership, Points of You™ Leadership & Coaching, Whole Brain Thinking™ and Simplexity™ Complex Problem-Solving. Robert’s dynamic personality, business and academic experience and use of 21st century leadership and coaching tools place him among the leaders in corporate training and development programs.
Business leaders must know what really creates the results that they produce and the real causes of business failures and business success. The power of mindsets in driving business results.
Leading From The Inside Out (Linked In)jeromefeldman
Looking beyond the "what" and "how" of organizational change and leadership to the "who" and the character and quality of relationships in the organization
Leading Without Seeing: managing distributed teamsShane Pearlman
The rules are the same. Treat people well. Expect great things from them. Be human. The details though, they make all the difference. Managing the nuances of engagement and productivity with a couple thousand miles between you and your team is both science and art. My name is Shane. I have been running a fully distributed team of 20-40 North American creatives for the last 5 years. Our success has come from a cohesive set of technical and cultural systems: the right people, the right environment and the right tools.
* Build the right team: happy, helpful, curious & accountable
* The rhythm: offer consistency
* Relationships in the void
* Use the right tools
HR Webinar: Don’t Be a Bad Boss: Reframe Your Leadership Mindset & Build a Wi...Ascentis
Imagine you’ve been tapped to lead a new project, initiative, or organizational change. You will need to lead others throughout this assignment. What does effective leadership look like in this situation? When the pressure is on, and your reputation is on the line, what are you going to do to get results?
Historically, success for leaders in this situation has focused on strategies like taking orders, getting the best talent, and then telling that talent what to do. More and more, this traditional form of leadership isn’t fast enough to keep up with the rate of turnover and the evolution of tools and skills available to achieve results. Success in our emerging business environment will require a different leadership mindset.
Jak być zarąbistym developerem w oczach szefa i ... klientaWojciech Seliga
(Polish language / język polski)
Slajdy z mojej prezentacji z konferencji Confitura 2018 w Warszawie.
Pamiętacie może wystąpenia z Confitury sprzed paru lat - "How to be awesome at a Java developer job interview" czy "Java Developer Career Unplugged", które budziły spore emocje i które po latach nadal są komentowane. Lata lecą nieubłaganie. Z developera stałem się w międzyczasie szefem 150-osobowej firmy. Nabrałem nowych doświadczeń, nowego spojrzenia, muszę polegać jeszcze bardziej na ludziach niż kiedyś. I coraz bardziej polegam nie tylko na ich umiejętnościach programistycznych, ale na czymś znacznie istotniejszym. Jeśli chcecie zmierzyć się ze szczerą opinią dotyczącą tego jakie cechy charakteru, umiejętności, zachowania software developerów pozwalają według osób zarządzających przetrwać i rozwijać się ich firmom na wyjątkowo konkurencyjnym rynku globalnym IT w XXI wieku, to jest to prezentacja dla Was. "People are our biggest assets". W praktyce różni ludzie przedstawiają różną wartość dla firm. Pewnie zależy Wam na jej maksymalizacji. Nam - też :)
Organization Development Network of Western New York.
Learning and Performance through Peer Coaching
By: Philip LeNir, President CoachingOurselves
http://odofwny.com/
Presentation from Erin Johnson to the Organization Development Network of Western NY.
For many organizations, the rate of change can be overwhelming as they try to respond to fluctuating and sometimes unstable market forces. More than ever, companies around the globe need leaders who are ready to rise to the challenge but research indicated that only a quarter of organizations are equipped to move managers into the executive ranks.
Why and how is leadership evolving to increasingly be more shared, distributed and networked, what might be the advantages for teams and organizations and what are potential approaches to build systems of shared leadership?
You may be familiar with the Alderian concept of Life Style Analysis, a process by which individuals uncover their assumptions and convictions and learn how those influence they ways in they interpret and control experiences through their goals and behaviors. In a similar way, Organizational Life Style Analysis can assist in explaining an organization’s actions.
http://odofwny.wordpress.com/
The term coaching can mean different things in different contexts. In this meeting, we’ll discuss coaching as a development tool whereby a coach helps a leader move from their current state to a desired state. In this context, coaching follows a different model than training, mentoring, or giving feedback.
We want our clients to be successful. We want them to achieve their most cherished goals. And we owe it to them, and ourselves, to provide them with the best tools possible, to supply them with the right tools at the right time, and to equip them with the skills to continue to grow and to change.
Let’s face it. Organizations change when and only when the individuals within them change, but individual change can be difficult to achieve.
Presentation notes from ODN of WNY, Ehthan Schutz - Emotions have a huge impact in the workplace. Our emotions can create passion and drive resulting in great achievement, or at times can derail our best-laid plans.This impact becomes more and more magnified at higher levels. When leaders fail to manage emotions effectively, the result can be organizational chaos.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Discover the innovative and creative projects that highlight my journey throu...
NeuroLeadership in Organization Development
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
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. Neural basis of leadership
and change management
practices
http://concentricleadership.com
5. Why is Change So Difficult?
http://concentricleadership.com
6. What is Neuroleadership?
• Decision-making and problem-solving
• Emotional regulation
• Collaborating
• Facilitating change
http://concentricleadership.com
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. 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. 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. 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. No 2 Brains Alike
• There is no clear pattern across brains
• We all think differently
http://concentricleadership.com
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. Changing old wiring is difficult
The more attention we give
any connection, the more
connections are deepened in
the brain.
http://concentricleadership.com
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
29. Social Pain
• Social and physical pain share same circuitry
• Social rejection = physiological pain
http://concentricleadership.com
30. The Biology of Engagement
Minimize Danger
Maximize Reward
Organizing principle
http://concentricleadership.com
31. Fear - Stronger than Motivation
http://concentricleadership.com
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. 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. 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
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. 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. The human resistance to
change is really … the
human resistance to pain.
http://concentricleadership.com
40. Certainty
The brain likes to be able to predict
and have a say in the future.
http://concentricleadership.com
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. Autonomy
The brain likes to be
able to predict.
A feeling of having a
choice dramatically
reduces stress levels
http://concentricleadership.com
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
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. 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. 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. 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
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
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
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. “Brain development is the same
as leadership development.”
~ Dr. Paul McDonald ddd
http://concentricleadership.com
Pierre Balthazard, associate professor and the principal investigator of The Neuroscience of Leadership Project at Arizona State University - Leaders who work to ensure that people feel included vs. rejected create workplaces that promote healthy collaboration and better overall performance.