This document discusses how understanding neuroscience can help explain why 70% of change initiatives fail and provide strategies for more successful change management. It explains that the brain's amygdala responds to change as a threat which hinders problem-solving. However, the brain can rewire itself (neuroplasticity) through new thoughts and actions. The document recommends harnessing neuroplasticity and emotions to support change by providing opportunities to practice new behaviors, reinforcing positives, and acknowledging small steps forward.
Efficiency in the Workplace Mindset Mastery and Meditation | BrightonSEO 2019...Briony Gunson
Drawing from experience as Operations Director at a digital marketing consultancy and also as a Modern Meditation teacher, I want to share our how our mindset plays a huge role in our efficiency at work. We spend so much time and energy looking to understand our clients, our target audience, our competitors… but turning that attention around and focusing in on ourselves, to get a better understanding of who we are, is one of the most productive things you can do. This talk was presented at BrightonSEO in April 2019: https://www.brightonseo.com/conference-talk/meditation-for-marketers/
There’s no shortage of ideas and literature on the subject of leadership. From books to blogs to the advice of the gurus, it’s hard to avoid the glut of theories and philosophies about what it takes to be an effective leader. But taken altogether, a clear pattern emerges: This extensive catalogue of literature has evolved slowly over the last century, often presenting a lagging view backward rather than a much-needed leading view forward articulating the skills leaders will need in the future and how we will get there.
Biology of Change: How your brain react to change? - BC Talents - Wine&Learn ...BC Talents
Jennifer will highlight interesting and important facts about how our brains react to change and also offer some key elements that should be part of every change management/transition process.
Nichol Bradford is fascinated by human potential and technology. She is the CEO & Founder of the Willow Group and the Executive Director and co-founder of the Transformative Technology Lab, Conference, and TT200 List. Prior to becoming a leader in Transformative Technology, Bradford was a senior executive in video games with responsibility for strategy, operations and marketing for major brands that include: Activision Blizzard, Disney, and Vivendi Games -- including operating World of Warcraft China.
Link to video: https://youtu.be/NoKybFZ1SMw
http://nicholbradford.com/
Efficiency in the Workplace Mindset Mastery and Meditation | BrightonSEO 2019...Briony Gunson
Drawing from experience as Operations Director at a digital marketing consultancy and also as a Modern Meditation teacher, I want to share our how our mindset plays a huge role in our efficiency at work. We spend so much time and energy looking to understand our clients, our target audience, our competitors… but turning that attention around and focusing in on ourselves, to get a better understanding of who we are, is one of the most productive things you can do. This talk was presented at BrightonSEO in April 2019: https://www.brightonseo.com/conference-talk/meditation-for-marketers/
There’s no shortage of ideas and literature on the subject of leadership. From books to blogs to the advice of the gurus, it’s hard to avoid the glut of theories and philosophies about what it takes to be an effective leader. But taken altogether, a clear pattern emerges: This extensive catalogue of literature has evolved slowly over the last century, often presenting a lagging view backward rather than a much-needed leading view forward articulating the skills leaders will need in the future and how we will get there.
Biology of Change: How your brain react to change? - BC Talents - Wine&Learn ...BC Talents
Jennifer will highlight interesting and important facts about how our brains react to change and also offer some key elements that should be part of every change management/transition process.
Nichol Bradford is fascinated by human potential and technology. She is the CEO & Founder of the Willow Group and the Executive Director and co-founder of the Transformative Technology Lab, Conference, and TT200 List. Prior to becoming a leader in Transformative Technology, Bradford was a senior executive in video games with responsibility for strategy, operations and marketing for major brands that include: Activision Blizzard, Disney, and Vivendi Games -- including operating World of Warcraft China.
Link to video: https://youtu.be/NoKybFZ1SMw
http://nicholbradford.com/
Road map to better international education in AustraliaAdrian Soh
Alexandria Agenda believes that there is a better way to engage with stakeholders involved in international education to build better outcomes for them all. Please read about our road map for international education.
EmpowYOU – It Rocks!
WHY? It has been designed for YOU to learn and gain confidence and resilience as well as understand your amazing talents, strengths and abilities as a leader.
The emphasis of the program is on the YOU! Through a combination of empowering sessions and reflection, we help leaders to realise their own potential and to become the kind of leader they want to be.
What will the EmpowYOU give me?
It will give you confidence in yourself as an individual and as a leader.
You will learn about yourself and the strengths you have which can help your personal development.
You will learn how to harness your strengths as well as your personal brand. You will discover the power of resilience and how to use it wisely towards successful outcomes.
You will discover what drives and motivates you and how to maintain your motivation while still maintaining balance and focus.
Resonance Column Experiment to find the speed of soundAnkit Vatsa
The unit talks about Resonance Column Experiment to find the speed of sound in air. Few variations in the experiment along with questions and problems from various competitive exams like IITJEE, AIPMT and other entrance exams are discussed in detail.
Road map to better international education in AustraliaAdrian Soh
Alexandria Agenda believes that there is a better way to engage with stakeholders involved in international education to build better outcomes for them all. Please read about our road map for international education.
EmpowYOU – It Rocks!
WHY? It has been designed for YOU to learn and gain confidence and resilience as well as understand your amazing talents, strengths and abilities as a leader.
The emphasis of the program is on the YOU! Through a combination of empowering sessions and reflection, we help leaders to realise their own potential and to become the kind of leader they want to be.
What will the EmpowYOU give me?
It will give you confidence in yourself as an individual and as a leader.
You will learn about yourself and the strengths you have which can help your personal development.
You will learn how to harness your strengths as well as your personal brand. You will discover the power of resilience and how to use it wisely towards successful outcomes.
You will discover what drives and motivates you and how to maintain your motivation while still maintaining balance and focus.
Resonance Column Experiment to find the speed of soundAnkit Vatsa
The unit talks about Resonance Column Experiment to find the speed of sound in air. Few variations in the experiment along with questions and problems from various competitive exams like IITJEE, AIPMT and other entrance exams are discussed in detail.
This presentation is based on a book being written by the presenter. You will discover simple but highly effective brain-improvement practices that you can apply to mindfully change how you live, work and play. These practices are proven to reduce stress, increase functional behavior, and enhance physical, mental and social wellbeing.
Dynamic! Engaging! Inspiring!
Sonia McDonald is the CEO of LeadershipHQ, a highly sought after and vibrant Speaker, Entrepreneur, Leadership Expert and Thought Leader.
Internationally recognised as an expert in leadership and strategy, organisational development and neuroscience, Sonia is highly sought after to speak at high profile events. Sonia is an engaging speaker who inspires as she educates. She has a natural ability to connect with her audience and presents content in a format, which motivates people to action.
Sonia’s key focus is on the strategies behind successful business and leadership. Her presentations are both fun, vibrant and informative. Taking a neuroscience approach, Sonia shows how the power of the human brain can become the driver for business and team success, pushing your business to achieve and surpass organisational objectives.
Sonia has presented to some of Australia’s best recognised companies, events and conferences inspiring them with ideas and translating those ideas into productive strategies. For over 20 years Sonia has been inspiring leaders and organisations around the globe. She has worked across diverse industries such as retail, education, construction and engineering, consulting, executive search and the public sector.
She has also been published in The Australian, Smart Healthy Women, BBC Capital, HRD Magazine, Women’s Business Media and more...
"My model for business is The Beatles. They were four guys who kept each other’s kind of negative tendencies in check. They balanced each other and the total was greater than the sum of the parts. That's how I see business: great things in business are never done by one person, they're done by a team of people.” – Steve Jobs
https://www.linkedin.com/pulse/10-ways-engage-your-team-sonia-mcdonald?trk=mp-reader-card
Top 7 Neuroscience of Leadership ApplicationsSonia McDonald
Great leaders are made and not born, as environmental factors such as their own lessons in what is effective and what is not go into each and every decision they make. With practice, the decisions become second nature, with instinct really being a sub-conscious action of critical thinking and instantaneous analysis.
https://www.linkedin.com/pulse/top-7-neuroscience-leadership-applications-sonia-mcdonald?trk=mp-reader-card
WHY LEADERSHIPHQ
WE ARE THE LEADERS IN LEADERSHIP!
LeadershipHQ provides tailored solutions to help your organisation achieve business results through improving the effectiveness of your leaders
Executive Summary
Research by AON Hewitt tells us that nearly half of the world’s employees are not engaged, and that each disengaged employee costs your organisation an average of $10,000 in profit annually.
Why is employee disengagement so high? Is it something all organisations just have to “live with” or is there a way of managing it and perhaps converting disengaged employees into team members who are happy and enthusiastic about their work?
There are many benefits to having a workforce that is engaged in their work.
Employees who are actively engaged in their work:
• are happier and less likely to move on to another competitor
• tend to feel less stressed and call in sick less
• feel that their actions matter so are more likely to work diligently which increases quality and productivity
• have positive attitudes about their company, management,
co-workers and customers making them more likely to share their time and talents and bring their best ideas and creativity to their workplace
Unfortunately, the recent climate of economic uncertainty has thrown many organisations into turmoil as they struggle to make changes so they can maintain a competitive foothold in the marketplace. It is the employees who are feeling the strain as their employment or promotional prospects look shaky and internal communications dry up while senior executives work out how to deal with the situation. That’s where employee disengagement enters.
In this paper we pose the following questions:
• Is your workforce destined to remain disengaged?
• What does that do to your business performance?
• More importantly what does it do to morale?
• Is disengagement contagious?
• Is it systemic?
• What can you do to overcome disengagement?
We found that in many cases, employee disengagement is a systemic organisational issue. It is caused or aggravated by out-dated systems which ignore the basic needs of the employee and exist primarily for the benefit of the business. It’s an old strategy which is well past its use-by date.
Successful organisations have identified the main factors behind disengagement and have begun to address them. They have realised that their leaders hold the key to employee engagement because they are the meeting point between employee and organisational needs.
Studies reveal that both employees and business corporates continue to struggle with problems that are in fact, two sides of the same coin. Ironically, they are threading on the common issue of employee disengagement. A recent survey by AON Hewitt reveals that virtually half of the world’s employed workforce is underproductive and disengaged; further inferring that a disengaged employee individually costs the organisation an average of $ 10,000 in profit annually.
While employees end up plateauing on their jobs when they ideally have a lot more to contribute, business corporates are burdened with the adverse effects of employee disengagement. In a world where motivation drives efficiency and fuels creativity, it becomes imperative that corporates empower a smarter and satiated workforce, thereby capitalising on their collective intelligence for a common outcome.
So, why is employee disengagement a persistent problem that most corporates struggle to deal with; and is there a way to build a motivated and engaged workforce?
Statistics disclose that the number one factor known to influence and contribute to an employee’s disengagement is in fact, the level of engaged leadership their immediate managers and supervisors have on them. A team that enjoys a healthy employee-managerial relationship contributes to increased productivity and resonates with the collective goals of the team and organisation at large.
An engaged and satisfied employee:
◉ Is self-motivated, promotes employee competiveness and superior performance amidst team members
◉ Resonates with increased self-esteem and morale, creating a positive and healthy work culture in the organisation
◉ Is satisfied with current job and company, hence reducing the risk of employee attrition
This e-book addresses the adverse implications of employee disengagement and its role in the corporate structure. In this e-book, we highlight key factors that contribute to employee disengagement; while discussing remedial measures to overcome them.
Welcome to 3rd Edition of LeadershipHQ, a brand new E-Magazine that will inspire you to go further and achieve more than you ever thought possible. It ROCKS!
I am even excited about this month’s edition. Why? We have a number of Thought Leaders, CEOs, Coaches, Authors and Leaders across the Globe contributing in this month’s edition. I am thrilled to be sharing the highlights from our amazing Diversity Debate too! The recent Diversity Debate Dinners in Sydney and Melbourne were exciting and thought provoking. The panel of speakers included Laurice Temple, Amanda Rose, Nicola Mills and Fiona Vines, Chris Lamb, Barry Borzillo, Neil Dalrymple and Peter Birtles. Read all about it in this edition!
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...
Why Change is Hard! - HRD Magazine
1. HUMAN RESOURCES DIRECTOR
HCAMAG.COM
ISSUE 11.11
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CHANGE*MANAGEMENT*/*NEUROSCIENCE
As"leaders,"we"are"constantly"driving"and"facilitating"
change, yet research in this area has demonstrated
that 70% of change initiatives fail. Why? How can
we make change easier and more successful?
The neuroscience of change, and understanding
how our brains function, is vital to managing and
coping with change.
BRAINS ARE WIRED FOR SURVIVAL
Our brain functions as a survival tool by helping
us avoid danger. A part of the brain called the
amygdala helps monitor our responses and tells us
when to run from danger or towards safety. It also
tells us when to step towards a benefit or away
from a threat.
When change is happening around us in our
society, relationships and workplaces, we can feel
threatened, and that activates our amygdala. We
feel outside our comfort zones, triggering fear
and anxiety.
While this is good for our safety, it does come at
a cost. When our brain is in safety mode, protecting
Sonia"
McDonald
us from a perceived threat, it cannot function well
as a problem solver or creativity generator. In
the workplace, the fear of change causes people to
rely on tried and true routines, rather than create
new strategies to move forward. In effect, the
brain shuts down the part that is really needed at
that time.
Basically, the amygdala of your brain has been
hijacked and this is not the best time to make an
important decision.
Now you see why 70% of change initiatives fail.
By understanding how the brain works we can
manage change resistance and develop strategies
to maximise change potential. Additionally, it
gives us insights into how people learn, engage
and remember, as well as manage emotions.
BRAINS ARE LAZY
Considering that our brains weigh around 1.5kg and
absorb around 20% of our body’s energy, our brains
are not particularly energy efficient and are actually
pretty lazy. Our brains prefer comfy habits, as these
REWIRING THE BRAIN
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CHANGE
3. NOVEMBER"2013"|"45"!!HCAMAG.COM
HUMAN*RESOURCES*DIRECTOR
Sonia&McDonald
require a lot less energy. They don’t really like to
learn new habits or ways of doing things, as this
takes effort.
The design of the brain is not always helpful.
The part of the brain that is responsible for
thinkingandhigh-orderprocessing(theprefrontal
cortex) requires a lot more energy to function than
does the part of the brain that deals with emotion
(the limbic system). That means it’s a lot harder
for us to cope with change than to return to our
tried and true habits.
How can we break habits and form new ones? In
his book The Brain That Changes Itself, Dr Norman
Doidge tells us that the brain can be changed by
our thoughts and actions. They physically alter the
structure of the brain itself, which in turn changes
the way it functions. This is the most important
breakthrough in neuroscience in four centuries.
This ability of our brain to change and make
new connections, rewire itself and even grow
new brain cells as a result of experience is called
‘neuroplasticity’. Change is about forming new
wiring, habits and behaviours. Yes, we can teach
an old dog new tricks!
How can we harness neuroplasticity of change?
By tapping into the emotions…
BRAINS ARE AFFECTED BY EMOTION
We know that often our behaviour is controlled by
emotion rather than common sense. What that tells
us is that the limbic system in the brain has some
control over the information that is passed onto the
cortex,whichcontrolsourdecision-makingsystem.
In other words, our thoughts and actions are
coloured or skewed by the emotion that we are
feeling. You’ve heard of rose-coloured glasses, the
phenomenon that makes certain things look better
than they really are. That’s an example of the limbic
system influencing our beliefs and perceptions.
When people are afraid, as they usually are at
the thought of change, our limbic systems colour
our perceptions with threat and fear. People only
see the negative side of change because that is all
their brain permits. If the change is brought about
for positive reasons, then people will accept it and
be ready to involve themselves in making change
happen.
MAKING THE BRAIN WORK FOR YOU
So, we know that our brains are wired for survival,
that they are lazy and will take the easiest thought
out of there, and that every thought is coloured by
emotion. We also know that actions and thoughts
can change the physical structure of the brain.
How can we use that knowledge to make the
brain lead us towards supporting change rather
than running away from it?
There are two key solutions.
First, you can use neuroplasticity to your
advantage and provide opportunities for people to
develop new thoughts and practise new actions and
behaviours, thereby rewiring the brain.
Second, you can make the limbic system work
for you by creating positives around change,
especially to reinforce behaviour and thought
changes.
We need to build organisational change systems
that capture the important role of emotions
in determining behaviour, particularly in the
contexts of engagement, resistance, cooperation,
and commitment. What that means in the
workplace is that every small step forward needs to
be acknowledged.
Change leaders are essentially helping people to
develop new connections within their brains. Our
role should involve creating opportunities and
interventions that give people the chance to trial
new behaviours in a safe environment. We should
allow them to take the ‘risk’ of doing something
uncomfortably new and succeeding at it. The more
fun we can build into the experience, the more
people will become involved in it.
Positivereinforcementisessentialtohelpembed
the new thoughts and behaviours and to show the
limbic system that this change is nothing to fear.
The more often we can encourage people to
repeat the new actions, the more comfortable their
brains will allow them to feel. When people are
comfortable, their high-order thought processes
resume functioning and their creativity and
decision-making skills start firing again.
If you are leading change in your organisation
you can create the right atmosphere for change by
building a safe and positive environment for your
team and identifying ways to acknowledge and
reward new actions or behaviours.
The fear of change causes people
to rely on tried and true routines,
rather than create new strategies
to move forward