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In the next episode of the NeuroLeadership Foundations series, our research faculty will outline the principles of activating a growth mindset and lay out the habits that can transform your organization’s culture into one of continuous learning, agility and resilience.
A 125-year-old medical technology company adapted quickly to help diagnose, vaccinate, and treat COVID-19.
Elevate your organisation’s success in the new year with a growth mindset! Encourage innovation, embrace change, and foster a culture of continuous learning.
You can let the fear of AI stymie your career growth, or you can seek out opportunities to use it to your advantage.
Growth mindset shows up in nearly all aspects of life and work. But what exactly is a growth mindset, and how can we use it to get better?
Join Dr. David Rock and Christy Pruitt-Haynes at this free in-person event in San Francisco, California as they discuss growth mindset within organizations. This is a private invitation-only event with limiting seating, so we urge you to apply to attend today.
This week on Your Brain at Work LIVE, Dr. David Rock (NLI CEO and co-founder) and Tina Drews (Salt River Project Director of Talent), discuss how, through an illuminating partnership with the NeuroLeadership Institute, Salt River Project focused on supporting the needs of their teams to develop the psychologically safe climate that equipped them even further to face crisis head-on in the present and through the future.
Co-founder and CEO of The NeuroLeadership Institute, Dr. David Rock, shares three steps with Quartz on how to become a resilient leader by developing a growth mindset.
Over a decade ago, we wondered: how can we scale what we’ve learned about coaching, continuous improvement and the science of motivation for the enterprise context? That question led us to introduce the Growth Mindset thinking framework to large-scale organizations.
Growth mindset allows for a continuum of personal growth and development that allows an individual autonomy over their own personal growth.
By embracing a growth mindset, teams can absorb and act on feedback rather than dreading it and avoiding opportunities out of fear of failure.
This week on Your Brain at Work LIVE, Dr. David Rock (NLI CEO and co-founder) and Tina Drews (Salt River Project Director of Talent), discuss how, through an illuminating partnership with the NeuroLeadership Institute, Salt River Project focused on supporting the needs of their teams to develop the psychologically safe climate that equipped them even further to face crisis head-on in the present and through the future.
One way leaders can foster a growth mindset is by rewarding improvement over time.
In the next installment of our growth mindset series, we’ll connect with leaders from Akamai Technologies to explore how they’ve harnessed growth mindset to build out their global flex-based talent strategy providing a case study in how to make hybrid work at your organization.
For the past decade, the NeuroLeadership Institute has been the global leader in organizational growth mindset. Here are some of our content highlights.
In this installment of our Growth Mindset Series, we connect with leaders from Akamai Technologies to explore how they’ve harnessed Growth Mindset to build out their global Flexbase talent strategy—providing leaders like you with a true-to-life case study in how to make hybrid work at your organization.
In this episode of #YourBrainAtWorkLive, Dr. David Rock connected with Ryan Curl, Ph.D. (Researcher, NLI) to explore how the science of resilience, motivation and learning can equip leaders to build “genius cultures” where people are primed to thrive.
In the next installment of our Growth Mindset Series, we’ll connect with leaders from Akamai Technologies to explore how they’ve harnessed Growth Mindset to build out their global Flexbase talent strategy—providing leaders like you with a true-to-life case study in how to make hybrid work at your organization.
In the next episode of #YourBrainAtWorkLive, Dr. David Rock will connect with Ryan Curl, Ph.D. (Researcher, NLI) to explore how the science of resilience, motivation and learning can equip leaders to build “genius cultures” where people are primed to thrive.
In this video, we highlight some of the most powerful comments about growth mindset from our conversations at the 18th annual NeuroLeadership Summit.
In this Season 6 finale of Your Brain at Work LIVE, Priya Priyadarshini (General Manager, Employee Career and Development, Microsoft) joins us to share the amazing story of Microsoft’s Growth Mindset journey. Learn how leaders at Microsoft were able to create stronger connections between teams through the pandemic and how the organization’s growth mindset translated to bigger impacts on industries and the marketplace.
Microsoft has undergone a massive culture transformation in recent years with “growth mindset” being the driving force behind every major decision and change they’ve made. The goal for senior leadership
For governments everywhere, agility is essential. But unfortunately it’s not the norm. Growth mindset can help.
As we progress through our careers, we may feel that we’re not qualified for our role-a tendency known as imposter syndrome. Fortunately, there’s a cure.
Stress can be thought of simply as heightened attention to the negative. Using a growth mindset can help with reducing stress in the moment.
What better way to ring in 2021 than with a new perspective on your own potential? Growth mindset can help unlock skills you once thought were unattainable.
In this week’s episode, NLI Co-founder and CEO Dr. David Rock is joined by Senior Researcher Michaela Simpson. Together they unpack the importance and power of mindset. They discuss the research that suggests we can cultivate adaptive mindsets not just individually, but at scale, and explain the habits that can help us thrive through difficult times.
Organizations with cultures of collaboration, innovation, and integrity are the most successful. Here’s why, and how you can make yours one.
Chris Boruff, Director of Operations at the financial services firm Morningstar, sits down with NLI Co-Founder and CEO Dr. David Rock and NLI’s Director of Industry Research, Andrea Derler, to discuss growth mindset—what it is, how it works, and and how Morningstar has made the most of the COVID-19 crisis to transform the entire organization’s approach to learning, feedback, and growth.
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Growth mindset isn’t just a “nice-to-have.” It’s a business imperative for helping employees thrive through change and disruption.
NLI’s research has identified three key business reasons for organizations to start seriously trying to adopt a growth mindset.
In moments of disruption, there’s an opportunity to shift our mindset to find deeper meaning in our work. Brain science can show us how.
Mindset dictates the way we think about goals and determines how we interpret successes and failures. A growth mindset can help us thrive through crisis.
Let’s Start a Conversation Read the Full Case Study KEY INDUSTRY Financial Services PRACTICE AREA Culture & Leadership PRODUCT Trusted as the Bias Mitigation Partner To Some of the World’s
Discover how an industry giant became one of the most valuable companies on earth again by increasing its agility, innovation, and engagement with growth mindset.
Cigna, a global leader in healthcare services, has embraced growth mindset to transform both its agility and its approach to performance management.
Learn how Cigna utilizes a growth mindset to build an agile organizational culture. In this interview-style webinar, Karla and Andrea will discuss how Cigna utilizes the concept of a collective growth mindset to help employees become more comfortable with change, Enable employees to continuously learn and systematically embed growth mindset into talent processes such as performance management, talent development, talent acquisition, and coaching.
Growth mindset comes alive in a number of organizations, and a new NLI white paper showcases four of those success stories.
Leaders who cultivate an organizational growth mindset can focus their attention in a number of areas, all of them beneficial for overall team health.
Getting feedback doesn’t have to feel like an attack on your performance. With a growth mindset, feedback can become the useful tool it’s meant to be.
By using growth mindset, we can give performance reviews that are more accurate, less threatening, and support our team members to develop and succeed.
Our brains often get stuck on first impressions and biased assessments of others. For leaders, this can make it difficult to accurately evaluate changes in employees’ performance over time. Fortunately, NLI’s research shows that a growth mindset is the key to effective performance conversations. In fact, more than half of all companies we interviewed last year are leveraging a growth mindset approach to create sustainable performance management transformation.
Research has shown that leaders can improve multiple aspects of performance management by helping their teams to build a growth mindset.
With a continued focus on growth and key leadership principles, HP has managed to dominate its market and see huge gains in engagement.
Research shows some leaders take growth mindset and run in all sorts of directions with it. To understand why, we can look to the science of learning.
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Leaders typically think of growth mindset in terms of performance, personal growth, career development, and skills improvement. But the concept also can be crucial to driving diversity and inclusion efforts.
Across all of our industry research into growth mindset, one question keeps popping up for leaders: If we’re so focused on growth, can we still focus on results? We’ve heard
By now, most leaders understand that organizational growth mindset is a transformative tool for talent development. The belief that others can develop their abilities — and the ability to help
Just because leaders have made growth a near universal priority, doesn’t mean that they necessarily know how to implement growth mindset. New data from the NeuroLeadership Institute makes that gap
One of the key findings from NLI’s research into growth mindset — the belief that skills can be improved, and aren’t set in stone — is that organizations adopt certain
As Microsoft CEO Satya Nadella has put it, leaders should be striving for an organization full of “learn-it-alls,” not “know-it-alls.”
Growth mindset means people believe they can get better through practice, not that anyone can become an expert at anything.
Growth mindset, the research indicates, can help leaders adapt to the automation of labor and other forms of the AI revolution.
It’s easy to get overly conclusive when talking about growth mindset, or the belief that abilities can be improved over time. We may say, “Oh, I totally have a fixed
Change is the only constant, the old adage goes, which might explain why today’s organizations are so focused on adaptation. After spending several months interviewing 20 global organizations about growth
As growth mindset gains in popularity, maybe you have an idea what “organizational growth mindset” is all about. But how are the world’s largest companies putting it to use?
In-depth interviews with organizations about growth mindset revealed a fascinating collection of goals, use cases, obstacles, and outcomes.
One of the most well-established psychological concepts, growth mindset, has exploded among leadership. But how do you cultivate growth mindset culture?
Leaders naturally want their employees to bounce back from failures and strive toward improvement — the hallmarks of a growth mindset. But how to cultivate that reality is seldom easy
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In a recent pop up survey on NeuroLeadership.com, we asked visitors one question: What does it mean for a person to have a “growth mindset”? From the 208 responses we
Growth mindset has gained a lot of popularity in organizations over the past decade, now standing as many leaders’ favorite buzzword for boosting productivity. But there’s still one myth that
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Discover how organizational growth mindset creates a more flexible, positive, and engaged workplace. Research shows organizations with a growth mindset are more likely to empower their employees and equip them
Discover how organizational growth mindset creates a more flexible, positive, and engaged workplace. Research shows organizations with a growth mindset are more likely to empower their employees and set them
Presented by Dr. David Rock (Director, NeuroLeadership Institute) and Dr. Heidi Grant (Senior Consultant, NeuroLeadership Institute) Discover how organizational growth mindset creates a more flexible, positive, and engaged workplace. Research
Microsoft’s growth mindset has helped the organization develop into one of the most valuable companies in the world. Here’s how they did it.
In the next episode of Your Brain at Work Live, the NeuroLeadership Institute’s Global Vice President of Culture and Leadership will discuss the science and habits that leaders can use right now to regain balance, break the job burnout cycle, and reveal a clear path to business progress that positions organizations for regenerative, strategically coherent growth.
Let’s Start a Conversation Read the Full Case Study KEY INDUSTRY Healthcare PRACTICE AREA Performance PRODUCT Trusted as the Bias Mitigation Partner To Some of the World’s Most Impactful Organizations
This week on Your Brain at Work LIVE we’re joined by Chris Boruff, Director of Operations at Morningstar, a thriving investment research firm. Over a year ago, Morningstar bought into
Shawna Erdmann, SVP of Learning at Comcast, and Melanie Davis, CLO at Ford, work for companies that have embraced growth mindset over the past few months, shifting from one set of expectations and roles, into brand-new operations. Their stories show how keeping an open mind benefits not just individuals as they work to adapt, but entire organizations looking to transform.
Whenever we learn something new, our instincts may lead us to internalize dangerous myths and mistakes. Continue reading on Thrive Global
A shift in mindset — from a fixed mindset to a growth mindset — is the first step leaders need to take in their organization to help kickstart culture change.
If you feel stuck, you may have a fixed mindset about growth mindset itself. Here’s how to shift your thinking if you catch yourself using a fixed mindset.
Create a more engaged, resilient workforce by approaching challenges with careful communication, a growth mindset, and empathy.
With the introduction of the GROW Social Learning Experience, we offer individuals and organizations alike a groundbreaking way to understand, practice, and sustain Growth Mindset every day.
This week, we fall in lock-step with NLI Practice Leader Matt Summers and Kath Carmean of the Aerospace Corporation as they explores the power of Growth Mindset, neuroplasticity, and managing CMB (that’s capacity, motivation and bias) in preparing leaders and teams to adapt quickly, efficiently, and with the appropriate level of quality to an increasingly unpredictable playing field in the world of work.
Fast Company republished Dr. Emma Sarro’s article from the NeuroLeadership Institute Blog, which examines the benefit of a growth mindset during challenging times.
Our 18th NeuroLeadership Summit, featuring Boeing and Procter & Gamble (P&G), included insights about growth mindset, de-escalation, and inclusion.
There are four components that create optimal conditions for learning complex tasks in high stakes occupations: a growth mindset, a safe environment, the will, and the way.
There’s a cost to regarding yourself through a fixed mindset. Adopting a growth mindset can help you meet today’s challenges.
A major concept discussed at this year’s NeuroLeadership Summit was growth mindset, a critical tool for boosting teams’ performance.
As detailed in our new white paper, “Growth Mindset: Case Study Collection,” the Telenor case study illustrates how companies of any age and size can adapt.
Growth mindset is instrumental for creating the right performance management, as it builds resilience in people and helps them embrace challenges.
Just about every leader wants to create a more positive, flexible, and engaged workplace. So how do you actually make that happen? According to the research, it all begins with growth mindset.
A focus on growth mindset and building unity through conversations and bias mitigation have helped Nokia create lasting culture change.
Just about every leader wants to create a more positive, flexible, and engaged workplace. So how do you actually make that happen? According to the research, it all begins with growth mindset.
Here are four things leaders must do to keep clear amid the chaos.
Never miss a NeuroLeadership virtual learning event. Visit our recorded webinar repository to capture the best of brain-based insights on-demand.
Learn cutting-edge research for a strategic competitive advantage, led by our Culture and Leadership practice area. Our research briefings, keynotes, and other learning-event formats offer a powerful way to set your executive teams up for success.
We’re looking for smart, charismatic people that are client-centric, genuinely curious about company dynamics, and have experience with implementing learning solutions.
As an Engagement Manager for NLI EMEA, your role will be two fold in managing large scale learning initiatives and consulting with the client on culture change initiatives.
Despite what you may think, trying not to do a behavior can actually reinforce it.
We’re looking for facilitators who are inspiring speakers, compelling storytellers, and innovative thinkers. As a Facilitator, you’ll help us transform leadership by applying neuroscience and research. You’ll join a team of storytellers who delight in making workplaces more human.
In the pursuit of results, leaders don’t have to choose between kid gloves or command-and-control.
These best articles from 2023 explore how humans can find ways to work alongside AI rather than fear it.
The five biggest leadership trends for 2024, according to NLI founder and CEO David Rock.
How you can leverage AI to improve skills and drive innovation.
Will AI ever possess social skills, and what does that mean for the future of work?
Explore key insights and coverage from the 2023 NeuroLeadership Summit in our comprehensive write-up. On-demand recordings available now.
Some of the world’s brightest science and business leaders convened to share solutions to major workplace challenges, including the RTO debate, DEI, AI disruption, and reskilling.
Day 2 of the 2023 NeuroLeadership Summit featured conversations around the future of AI, neurodiversity, the need for reskilling, and more.
Hot-button issues like hybrid work, the future of DEI, and AI disruption will take center stage at the 2023 NeuroLeadership Summit. Here’s what leaders can expect to learn.
Anyone can become a toxic leader without even realizing it. Here’s how to recognize the warning signs so you can change.
Employees are often reluctant to give their managers honest feedback. Here’s why, and what to do about it.
In the face of relentless change initiatives, employees can experience burnout and resistance. Here’s how to increase engagement and reduce change fatigue.
Mary Portko, chief learning officer in the federal government, highlights how coaching creates a culture where employees want to stay.
Adapt to a new normal or embrace persistent agility? Here’s why a learning agile culture may be the way to equip organizations for continuous innovation and growth.
Harness the power of neuroscience to transform leadership, accelerate equity, and optimize organizational effectiveness. We are the NLI.
Incorporate these brain-friendly elements to make your office a place employees want to be.
Build and sustain the climate. Establish cultural principles and shared everyday habits that separate exemplary firms from the competition.
We make organizations more human and high-performing — through science.
Join us to hear case studies from peers across multiple industries who’ve begun the work of setting psychological safety as an organizational priority, and have gone on to deploy the habits—fortified by business systems—to ensure their businesses are resilient, coveted places to work for and partner with.
Building rapport with young employees in a remote or hybrid environment may seem like a tall order, but it doesn’t have to be.
This week, we’ll fall in lock-step with NLI Practice Leader Matt Summers as he explores the power of Growth Mindset, neuroplasticity, and managing CMB (that’s capacity, motivation and bias) in
Turn mistakes into opportunities by forgiving yourself first.
In a society obsessed with transparency, leaders are encouraged to reveal their innermost thoughts and feelings. But is there such a thing as too much sharing?
This week, we’ll fall in lock-step with NLI Practice Leader Matt Summers as he explores the power of Growth Mindset, neuroplasticity, and managing CMB (that’s capacity, motivation and bias) in
Becoming a manager means changing your mindset and approach. Here are five tips for navigating the change.
Can personality tests help you choose the best job applicant?
Diversity, Equity & Inclusion Despite a common belief, every organization’s DEI challenges are unique. Leveraging others’ best practices will only get you part of the way. Follow the science to
Leadership 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
Through neuroscience, we’ve cracked the code for organizational behavior change — and effectiveness — at scale. Learn what we can do for you.
Although many organizations are striving to create a psychologically safe workplace, it can be hard to picture what that actually looks like. Here are three examples.
Being authentic means being vulnerable, taking risks, and talking openly about your weaknesses.
Don’t miss out on the many upsides of candidates with “portfolio careers.”
Here’s why we should push ourselves out of our comfort zone at work.
Organizations seeking to support their workforces should start with listening. It won’t erase inequity, but it can help us define what changes are needed.
With many employees about to have their worst day ever, here’s the brain-friendly way to do layoffs.
Taking inclusion beyond lip service requires constant, dynamic efforts at improvement.
Janet M. Stovall and Michaela Simpson discuss how genuine allies can examine their intentions and use their privilege to advocate for change.
New research shows feeling uncomfortable could be key to our success.
Play isn’t just a way to relax and unwind during leisure time. Studies show that play is also a powerful way to increase employee creativity, innovation, and engagement.
Any type of job transition is hard, but particularly one in which your identity is so tied up in what you do. That’s what Eric Hipple, a former NFL quarterback for the Detroit Lions, found as he navigated life after pro football.
What brain science says about how to set yourself up for success when you’re starting a new job.
Leaders can spend a slew of time and money on organizational change initiatives. But many of them often fail. Here’s why and how to get them right.
As a society that thrives on completion, we often feel that as the finish line approaches, we become more desperate to get there. Research shows that thinking that way can undermine good habit formation. NLI’s Emma Sarro unpacks how we can make sense of this conundrum.
Decades of research show that feigning positive emotions at work can have a positive impact on a person’s career aspirations. But beneath the veneer of positivity, what dangers lurk for organizations who only see what’s on the surface for their employees?
Building Effective Teams While many organizations can persuade and recruit top talent for their teams, few can create a high-performance team destined for greatness. Creating high-performing teams requires concentrated effort
Performance management is about more than having the right technology. It enables your team to feel respected and part of something bigger, and it grows their skills to suit their
Systemic change at scale takes time, effort, and an evidence-based approach. This executive order is a golden opportunity to follow the science, experiment with novel approaches, and follow the data about what works.
Diversity training can feel performative, and elicit groans from those asked to attend. But it absolutely can be impactful, and that’s through a mix of both delivery and measurement.
What does your brain look like on goals? What’s happening? How could the process be better?
If you’re trying to differentiate some of our learning and habit activation products based on your current needs, here’s (almost) all of our product explainer videos in one place.
President Biden has continued his series of executive orders, the latest one focusing on DEIA. Here are some brain-based actions agencies can take.
Our newest product, FLEX, is designed to help executive leaders and front-line managers thrive in a hybrid world, and create a world of fairness and autonomy for their teams. Here’s some of the origin story.
One prevailing debate around remote and hybrid work is that virtual work is necessarily WORSE than any in-person work. But this doesn’t have to be true. Much can be achieved virtually. Here’s a road map.
COVID most assuredly is not “over,” and the fall might be an even worse time for some communities. Time will tell on COVID’s various impacts on work, but here’s some of what we know now.
People have lots of theories about what the “new world of work” will look like. Maybe in reality it’s just about managers learning how to structure better, insight-laden conversations.
How could companies start doing better around diversity and inclusion — but for real this time?
To affect change, changing language around privilege can strengthen the voice that’s speaking and improve the outcome with the listener.
The workplace is shaped by how people interact with other people. That’s where allies come in.
We’ve all had to become practitioners of resilience in the past year. In that time, some myths and misconceptions have arisen. Here’s what the science says.
Let’s Start a Conversation Read the Full Case Study KEY INDUSTRY Financial Services PRACTICE AREA Culture & Leadership PRODUCT Trusted as the CULTURE CHANGE Partner To Some of the World’s
Giving and receiving better feedback requires us to kick some old habits and adopt a new mindset. Here’s how science can help.
It’s hard to be cognitively effective during a crisis. Research shows that a few key shifts in mindset can help us stay focused and productive.
This year has been unlike any other, that’s why we designed a Summit unlike any we’ve ever had. Join us, and these distinguished scientists, at this year’s NeuroLeadership Summit.
Unlocking the power of a diverse organization requires creating a sense of inclusion. These three action-oriented ideas can help offer a roadmap.
Face to face with a crisis, it’s seldom clear where to focus our attention. NLI has assembled frequently asked questions about what leaders should do.
Here’s how organizations can be more actionable and purposeful about helping employees grow, through feedback, while the world works from home.
As we learn what change initiatives actually look and feel like, we want to share the themes and questions from our research to help you work through them.
The culmination of the NFL season gives us a good opportunity to think about what great coaches can teach us about great leadership.
Individual contributors all the way up to CEOs are curious where to start when it comes to diversity and inclusion. Here’s the brain-based answer.
Where most companies’ leadership models are exhaustive, Microsoft’s leadership principles contain just six words, split into three phrases.
Change will always feel slightly uncomfortable. The trick is using your mindset to interpret the change as an opportunity to grow.
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For the past few years, Microsoft has been embarking on a journey to diversify its workforce and increase feelings of inclusion company-wide.
Harness Science with Interactive Briefings Experience a half-day interactive deep dive into a key area of neuroleadership research and gain fresh perspectives on your most pressing business challenges. Research Briefings
Performance management can drum up some pretty intense emotions. Fortunately, leaders can use neuroscience to make it more effective.
The growing wisdom to “kill performance ratings” actually follows from an even larger observation about traditional performance management.
This year’s NeuroLeadership Summit will feature scientists doing research around teamwork, learning, motivation, and more.
A recent poll suggests that HR leaders may see manager capabilities as a major obstacle in performance management, but they say the solution lies elsewhere.
Author and speaker Douglas Rushkoff will give the opening keynote address at this year’s NeuroLeadership Summit, speaking on why we should keep teams human.
The theme of this year’s NeuroLeadership Summit is “A More Human Organization.” Read more to learn what makes a refocus on people so vital.
Microsoft’s culture change journey has been marked by a persistent focus on going simple and establishing its essential leadership principles.
Reframing a common question around transformation may help leaders reduce the sense of threat often provoked by major change.
In many organizations, performance management conversations happen maybe four times a year. NLI knows how to make them a regular part of work life.
Humans may instinctively resist change, since it threatens our current stability, but research suggests there are ways to reframe change as a positive.
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Conventional wisdom says leaders must prepare for specific change events. The reality is change is constant, so adaptability is key.
Exhaustive lists of leadership principles burden the brain, making them hard to remember and nearly impossible to weave into the larger culture.
Groupthink is what happens when team members stop thinking independently, don’t speak up, and race toward consensus. But leaders can still avoid it.
Establishing the right priorities are important to create long-lasting change, but leaders also need to implement the right habits and systems.
Changing a culture can feel like just about the toughest job a leader has. It’s hard enough getting yourself to act differently — how could you possibly change the behavior
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Leaders are constantly wondering how to create or strengthen their culture. So as part of its ongoing NLI Guide series, the NeuroLeadership Institute has released its latest white paper, “How
The future is coming, and getting ready for it isn’t just a matter of more refined thinking, but broadened experiences. This how the US Army War College helps service people
Think back to your last feedback conversation at work — how did it go? Chances are, you and your partner felt uneasy, maybe even threatened. The reason is hardly a mystery.
Jay Van Bavel is a social neuroscientist who studies unconscious bias, group identity, and cooperation, specializing in understanding the neural mechanisms by which a sense of belonging to a group
Peter Glick is a psychologist who studies benevolent sexism — the paternalistic belief that women are pure, fragile flowers in need of men’s protection. Benevolent sexism, unlike hostile sexism, feels
Since 1998, when Lisa Rock and I launched a coaching business that would become the NeuroLeadership Institute, we have been passionate about identifying language that helps people be more effective.
As the world continues to evolve, and as business, economic, and social influences emerge, the NeuroLeadership Institute is always revisiting the emerging research and our internal frameworks to make sure
As the world continues to evolve, and as business, economic, and social influences emerge, the NeuroLeadership Institute is always revisiting the emerging research and our internal frameworks to make sure
Does work in your organization get done in teams? Does your performance management approach reflect this reality of interdependent work contributions? If so, we’d like to hear from you. In
Case Studies: Culture & Leadership Explore how organizations transform their culture, and shift mindsets at scale. REQUEST INFORMATION Case Studies: Culture & Leadership Explore how organizations transform their culture, and
Real organizations. Real case studies. Learn how organizations spanning industries including software, biotechnology, telecommunications and beyond are harnessing behavior change programs to transform their people and business outcomes for the
Let’s Start a Conversation Read the Full Case Study KEY INDUSTRY Financial Services PRACTICE AREA Culture & Leadership PRODUCT Trusted as the Bias Mitigation Partner To Some of the World’s
This week, Starbucks responded to public outrage following the arrests of two black men who were simply waiting to meet a friend at one of its Philadelphia locations. As a
Load More FEATURED INSIGHT 3 Insights on Inclusion Organizations should think about their habits and reward systems to help women leaders thrive. Read More → Load More Popular Topics Culture
Discover how the uncertainty of change becomes an opportunity to learn and grow. Join Dr. Heidi Grant for a webinar previewing of Adapt: The Neuroscience of Change Agility. Adapt is
Never miss an insight. We draw from our NeuroLeadership Foundations and Your Brain at Work Live webinar series to provide you with limited on-demand access to some of our most important
Ted Lasso exemplifies a new, more empathetic, more collaborative kind of leader. Here’s what we can learn from him.
It’s not your imagination that rudeness is rising in the workplace. Here’s how to tackle incivility and get to a more polite and productive state.
NeuroLeadership Institute will host its 18th Summit, bringing top scientists and business leaders together to “Adapt Faster”.
The conference will explore how to optimize inclusion, growth and performance in the continuously changing world of work.
How does one become an ally? Ultimately, it’s a set of habits that we practice daily. Here’s how you can create and cultivate those habits.
At NLI we believe that now is perfect time to build a more flexible, continuous, and people-focused performance management system. Here’s how.
So, you’ve come to the conclusion that we need to modify our approach to performance management. Luckily, we have the science to show you how.
Only about a third of US employees qualify as “engaged.” It’s up to management to create the habits that can boost that figure.
Change is hard, especially for large-scale transformation efforts. NLI wants to hear from you about your experience with change and disruption.
Amid the CV-19 crisis, work relationships can be complex. The science of social threat and reward can help us understand and fulfill our partners’ needs.
For the last few years, Microsoft has been on a transformational feedback journey in which people stop giving feedback and instead start asking for it.
Scientific research suggests there are three key habits around quality conversations that leaders can build to improve employee engagement and retention.
Emails, texts, chats, and spur-of-the-moment conversations are all common distractions at work. Research suggests it’s hurting organizations’ bottom lines.
Our brains crave certainty and loathe uncertainty, both of which make thinking about even the near future extremely difficult.
When collecting data on learning sessions, the net promoter score is the default for many organizations. But there are numerous flaws with the approach.
Evidence-Based Change Methodology Our approach is informed by the constraints and possibilities presented by the human brain — how people take in new information, approach their work, and interact with
Feedback is essential for organizational (and organismal) growth, but what’s the best way to give it? Typical feedback conversations are painful and extremely stress-producing. Managers who try to avoid offending
Over the last 25 years, we’ve cracked the code for culture change at scale. Discover what science-backed habit activation can do for your organization.
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