Whether you’re trying to become more innovative, agile, or inclusive, changing culture is really a matter of changing shared everyday habits. Those habits are motivated by clear principles, reinforced by congruent systems, and modeled by leaders across the organization.
Rather than mistaking priorities for strategies, we work with clients to see through the behavior change that yields the culture they’re looking for.
As detailed in the Harvard Business Review, Microsoft remade its leadership framework with the brain in mind—going from exhaustive detail to essential principles.
Concurrently, it also embraced a growth mindset, shifting from a culture of know-it-alls to a culture of learn-it-alls.
Liz Friedman, Global Performance & Management, Microsoft, on the tech firm’s culture work with NLI.
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In 2016, NLI published the first paper on how not just individuals, but organizations, can hold fixed or growth mindsets.
The Idea Report: Growth Mindset Culture follows that up through interviewing global organizations making growth mindset come alive and exploring the science underlying what makes the relevant talent innovations work.
For more Culture & Leadership research, see the NeuroLeadership Journal.
Instill a growth mindset in your organization.
Minimize distraction and deliver what matters.
Master the science and habits of optimal hybrid work.
Label, interpret, and defuse the signals that trigger escalation.
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In 2007, David and Lisa Rock and their team had been working in leadership development and executive coaching for ten years, when David coined the term “NeuroLeadership.”ef
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