Using science to make organizations more human.

Guiding hypothesis

Organizational performance can be significantly improved, and the brain can show us how. By following the science, it is possible to develop significantly more effective talent strategies, and drive behavior change across the globe, at a fraction of the usual cost — and in weeks, not years.

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NLI have been subject-matter experts, and partners with us, and advisers – they’ve played the gamut.

Susan Ferrier, Global Head of People at KPMG

Our partnership with NLI has been full of insights.

Liz Friedman, Director, Global Performance & Development at Microsoft

NLI has been second to none in terms of their willingness to work with us.

Doug Shupinski, Director, Leadership Development at Merck

The way the science is woven in, the flow, the activities… I think it’s a masterful job.

Senior VP & Chief Equity, Inclusion, & Diversity Officer, A 200,000-person American healthcare company

We talked about the neuroscience of trying to find things that are simple, cohesive, and sticky.

Joe Whittinghill, Corporate Vice President, Talent, Learning, and Insights at Microsoft

What really sticks out for me from our work with NLI is the combination of the science and the practical.

Megan McDonald, Head of Investment Banking (International) at Standard Bank Group

You’re seeing innovation come out of our organization like never before.

Tracy Keogh, CHRO at HP

We’ve seen this content showing up in leadership conferences, team meetings, and presentations everywhere.

Deb Bubb, Vice President, Chief Leadership, Learning and Inclusion Officer at IBM

NLI has built this to be brain friendly, to allow us to engage.

Rob Ollander-Krane, Talent Planning and Performance at Gap Inc.

The promise

Develop brain-friendly talent strategies, and educate learners at all levels about the brain — improving decision-making, conversations, and outcomes.

You’ve built a business strategy based on data.
What about a talent strategy based on science?

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Thought Leadership

Forbes Article

Follow the Science of Culture Change to Transform D&I

Many organizations are taking a renewed—or perhaps unprecedented—interest in reshaping their D&I efforts. Let's makes sure we follow the underlying science to create lasting, meaningful change.

Forbes Article

The Marvel Model: How to Tell a Story With Your I&D Initiatives

Independent I&D initiatives can be well-intentioned, well-executed, and impactful in their own right, but they often don’t build upon other initiatives in meaningful ways. Here's why you should take a page from Marvel's book when designing your I&D strategy.

Your Brain at Work

3 Myths About Allyship—and What Research Says Instead

As interest in allyship swells, so does the risk for misinterpretation. We’ve combed through the research and presented these myths about allyship.

Your Brain at Work

The Brain-Based Case for 4-Day Workweeks

With employees working longer hours than usual, leaders may wonder if they should move to a four-day workweek. Here’s what brain science says.

Your Brain at Work

What Zappos, Google, and Bridgewater Can Teach Us About the Importance of Speaking Up

Employees who are empowered to speak up and offer feedback to their superiors are more likely to offer ideas on how to improve the business.

Practice Areas

Unique and original research has shaped three key domains of expertise.

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Practice Areas

Partnering with 52% of the Fortune 100.
Since 2017, 1 million people impacted & over 3 million new habits learned.