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Christy Pruitt-Haynes of the NeuroLeadership Institute offers advice on how employers can support employees’ mental health after the divisive 2024 election. Learn strategies for flexibility, empathy, and maintaining workplace stability during a stressful time.
Christy Pruitt-Haynes of the NeuroLeadership Institute shares tips on navigating a divided office after the 2024 election, focusing on civility, mental health, and supporting productivity in a politically charged environment.
As election day nears, emotions are heightened among American workers. Christy Pruitt-Haynes, Distinguished Faculty at the NeuroLeadership Institute, emphasizes the need for employers to support their teams through potential post-election uncertainty.
In their insightful exploration, NeuroLeadership Institute’s Rahul Swali, Dr. Emma Sarro, and Dr. Laura Cassiday argue that finance leaders must evolve from mere scorekeepers to collaborative partners by fostering shared accountability across teams.
Janet M. Stovall (NLI’s Global Head of DEI) highlights the challenges facing corporate diversity, equity, and inclusion (DEI) initiatives in light of recent legal rulings, emphasizing the need for organizations to adopt science-based frameworks to navigate these complexities.
In her article, NeuroLeadership Institute’s Global Head of DEI, Janet M. Stovall, explores why the tech industry’s diversity, equity, and inclusion (DEI) efforts remain stagnant despite growing initiatives, and offers actionable strategies to drive real change, including leveraging AI responsibly to build a more just future.
Political conversations at work are on the rise, but they can be tricky to navigate. Christy Pruitt-Haynes of the NeuroLeadership Institute offers tips on setting clear boundaries to maintain team cohesion in this CNN Business article exploring the complexities of politics in the workplace.
In this WorkLife article, Christy Pruitt-Haynes, leadership expert at the NeuroLeadership Institute, warns against the rising trend of ‘demure’ behavior in the workplace, emphasizing its potential to hinder women’s career advancement.
Covid positivity rates have surged past 40% for the second time, leading to increased sick days among employees, with the summer peak attributed to waning immunity and more time spent indoors. However, NLI’s Christy Pruitt-Haynes notes that companies are now more adept at quickly adapting to rising cases, reducing panic and leveraging remote work capabilities.
AI is revolutionizing how organizations operate by transforming data into actionable insights, but true AI transformation requires a deep understanding of human behavior to drive meaningful change. Read this VentureBeat article by NLI’s Dr. David Rock and Dr. Laura Cassiday to learn more!
If you’ve been sneaking in some Olympics watching during your workday, you’re not alone. Christy Pruitt-Haynes from the NeuroLeadership Institute suggests companies embrace this reality and even leverage the Olympics for team-building, as lost productivity could amount to $2.6 billion according to a MarketWatch analysis.
This WorkLife article highlights the backlash from HR professionals over SHRM’s decision to remove “equity” from its DE&I strategy, a move many believe undermines efforts to address systemic disparities. Featuring insights from Janet M. Stovall, Global Head of DEI at the NeuroLeadership Institute, the article emphasizes that this decision weakens the foundation of fair and inclusive workplaces.
Dr. David Rock, Co-Founder and CEO of the NeuroLeadership Institute, highlights the transformative power of positive, personal engagement in difficult conversations. This article from the Cincinnati Enquirer explores how leveraging NLI’s SCARF model can help individuals diagnose and navigate communication challenges, fostering empathy and constructive dialogue across diverse perspectives.
In this Reworked article, Matt Summers, Global Head of Culture and Leadership at the NeuroLeadership Institute, emphasizes that poorly designed user interfaces increase cognitive load, recommending that organizations prioritize user-centered design to enhance tool efficiency.
HR metrics provide essential data for HR professionals to enhance engagement, optimize hiring, and improve efficiency. Christy Pruitt-Haynes, Distinguished Faculty at the NeuroLeadership Institute, highlights their connection to business goals in this article from Built In.
Despite extensive resources and efforts in leadership development, organizations are struggling to find effective, scalable training methods that build lasting habits, as traditional methods like content libraries, one-on-one coaching, and retreats often fail to produce meaningful, enduring changes in leadership behavior. Read more from Dr. David Rock and Dr. Laura Cassiday in this Fast Company article.
In this article from WorkLife, Christy Pruitt-Haynes from the Neuroleadership Institute highlights the cognitive toll of concealing one’s true self at work, as demonstrated by a TikTok trend where users humorously contrast their professional personas with their authentic selves outside of work.
As Covid-19 cases rise in the U.S., businesses are leveraging pandemic lessons to minimize disruptions. NeuroLeadership expert Christy Pruitt-Haynes explains how companies quickly adapt to remote work. Learn more in this Inc. publication.
Why are some teams more successful than others when it comes to meeting deadlines, hitting targets, and growing revenues? Researchers at the NeuroLeadership Institute looked at the cognitive processes associated with leaders who cultivate accountability on their teams. They identified three distinct habits practiced by these leaders: They think ahead, obsess about commitments, and anchor on solutions.
In this article from CNN Business, learn how to maintain workplace civility amid polarized views with advice from HR expert Christy Pruitt-Haynes from the NeuroLeadership Institute.
This SHRM article discusses the mental health challenges faced by HR professionals, with Christy Pruitt-Haynes (NLI’s Distinguished Faculty) emphasizing that overwhelmed HR leaders struggle to support their teams effectively, underscoring the importance of prioritizing their own well-being to model healthy behaviors and maintain a supportive work environment.
This article from WorkLife explores how employees believe the actions of their direct managers lead to the toxicity of the workplace, including insight from NLI’s Distinguished Faculty, Christy Pruitt-Haynes.
After the Federal Trade Commission (FTC) voted to ban non-compete agreements, EBN provides insight from NLI’s Distinguished Faculty, Christy Pruitt-Haynes, on how this will effect the workforce.
Christy Pruitt-Haynes (NLI’s Distinguished Faculty of Leadership and Performance) weighs in on today’s TikTok trend on micro-feminism at work.
Along with recommending new productivity apps, NBC News provides recommendations from CEO and Co-Founder of the NeuroLeadership Institute, Dr. David Rock, on solutions for improving focus.
In this article written for the Harvard Business Review, Dr. David Rock and Jay Dixit provide neuro-science based knowledge around the trending term, ‘quiet quitting.’
Dr. David Rock (CEO and Co-founder of the NeuroLeadership Institute) provides 4 leadership trends to look out for in 2023.
This article from Forbes references Dr. David Rock’s best selling book, Your Brain at Work, to explain how focusing less on energy-draining tasks can significantly progress your career.
Dr. David Rock (CEO & Co-founder of NeuroLeadership Institute), provides Forbes with a starting question that leaders can ask themselves when thinking about building connection and community within their organizations.
Workplace psychological safety can mean a variety of things. Here’s a primer on how to better understand it.
Learn about the AGES model, which sets conditions for optimal learning.
When we’ve invested time and effort into a project, it’s hard to let go — even if continuing will create more losses.
If you think you need to focus #change or #DEI efforts on the people who disagree, you’re missing out on the power of the middle.
As we celebrate Pride month and Juneteenth and look to other national awareness months and holidays, set your sights on goals that show your company’s authentic activism.
Although most people would never admit to following the crowd, social norms are a surprisingly powerful impetus for behavior change.
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.
Science-backed ways to help you make sense of the world in times of crisis.
It can be helpful to reassess situations to regulate our emotions. But when we’re quite stressed, that reassessment could turn malevolent.
Transitions are tough. In this Q&A, we speak with a recent college graduate about what she’s learned about transitions, and why her viral video on the topic struck a nerve.
What brain science says about how to set yourself up for success when you’re starting a new job.
Forming quality connections in the workplace — in other words, practicing the three habits of empathy — creates a culture in which everyone wants to bring their best effort.
Studies show that power leads managers to focus on goals, not people. Here’s how to make employees feel cared for in a time of disconnection.
We spoke with three neurodiversity advocates about how to create more neuro-inclusive hiring practices and workplace cultures.
Companies are finding it hard to bring people back to the office, despite luring them with everything from free lunch to free concerts with Lizzo. Here’s how to bring people back, in a brain-friendly manner.
New research suggests this one cognitive bias may give you grit, but keep you from making the career change you need or send you back to a job not right for you.
Why retooling recognition, generosity, and praise in a hybrid world can help team members become more visible, productive, and appreciated.
Why times of upheaval are the perfect time to change behavior and build new habits.
Why organizational efforts to belong have failed, and how companies can reframe the idea of belonging.
What’s happening in the news is causing conflict in unrelated places, like the office. Here’s what you need to know about the contagion effect, and how to put a lid on the flames of conflict.
In honor of Women’s History Month, we asked the question “How would work be different if no one knew your gender?” Here are highlights from the responses we received.
Is the 4-day work week the cure for burnout? Here’s what the research says.
In this video, we highlight some of our favorite thoughts from the 2022 NeuroLeadership Summit about how to successfully build a hybrid work environment.
Advantage is more than just wealth, education, and demographics. Learn about the science of generational knowledge.
In honor of Brain Awareness Week, we wanted to highlight a few of our favorite facts – and myths – about this complex, intriguing organ.
Women in the workplace have made strides in terms of equal pay and climbing the career ladder, but there’s still more work to be done.
Our 18th NeuroLeadership Summit, featuring Boeing and Procter & Gamble (P&G), included insights about growth mindset, de-escalation, and inclusion.
How do you integrate diversity and inclusion into your organization? To make sure your intent to be inclusive isn’t unintentionally exploitative, have a look at our guide to true inclusion.
For years, there’s been one mainstream way of understanding implicit bias. Now researchers have discovered something unexpected in how our brains react to biases.
Burnout might be something completely different. Read our Q&A with Dr. Noel Lipana for more about the impact of moral injury on motivation.
One of the most daunting and complex challenges of the pandemic has been how to keep workers connected. Eva Majercsik (CPO, Genesys), provides insight into how to best create a sense of belonging in the workplace.
In order to actually change behavior when it counts, new habits must be easily recallable under pressure. Here are three criteria to make behavior changes stick.
What does the neuroscience of running have in common with being a leader in conflict? A lot more than you think, according to five-time Olympian Nick Willis.
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.
What’s the best way to make new habits stick? To shed light on this complex question, we turned to Elliot Berkman, a psychologist at the University of Oregon and the associate managing director of the Center for Translational Neuroscience.
There are many benefits to giving workers more autonomy. But you must plan carefully, or things can backfire.
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.
Some anniversaries are harder than others. Here are three tools managers can use to put focus where it matters.
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.
Here are some of our greatest hits – no pun intended – on threat, de-escalation, and the skills we need to get along.
Have a look at some of our most popular content this year in performance management.
While the idea of what empathy looks like at work keeps evolving, here’s some of what we learned this year.
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.
If you think your brain has become more foggy in the past year, you’re not alone. Research shows the pandemic has given us all a bit more cog fog. Here’s how to conquer it.
One soft skill has a place on the battlefield, the boardroom, the breakroom, and the Zoom room. Immerse yourself in stories that illustrate the benefits of compassion in any setting.
Much is made about “Zoom fatigue” and the loss of innovation in a platform-centric workplace. But before we accept these narratives as fact, let’s examine some of the upsides—and how best to leverage them.
People want–and expect– more from their relationship with work, whether it’s purpose, autonomy or status. As we navigate this new era of hybrid work, and look to understand what’s driving people to leave their jobs, we’re beginning to gain insight on a macro level of resignation trends. For one, the data show resignations have been on the rise for years now. Here’s an initial glimpse into the state of discontent among workers. Up Next: Sustainable strategies for companies to manage the state of discontent.
If you allow your employees the space to be autonomous and drive some of their own decisions and approaches to work, it doesn’t so much matter where they’re physically sitting to do that work.
There’s a growing argument, and bodies of research from some places, that “work from home” destroys innovation. In reality, it often does exactly the opposite.
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.
Leadership will be critical in the year to come, as you navigate uncertainty, fierce competition and resource constraints. One way to get your organization ready for these challenges is to establish leadership principles for your organization.
If they want workers to be more vigilant, fear doesn’t work. Fortunately, there are alternatives.
Heightened uncertainty can have a devastating impact on the performance and mental health of employees, triggering a threat response in the brain that interferes with rational thinking, collaborating and solving problems. By understanding the core psychological needs of employees, leaders can focus their efforts on the strategies that will have the greatest impact on engagement and performance.
In a world that seems divided over any topic you can think of, a bit of laughter can bridge even the widest gaps. You already knew that intuitively; now learn some of the science to validate it.
Speaking up is essential to share ideas, question decisions, and challenge behaviors. Here are a few big ideas that can help any leader raise quiet voices.
Do your employees feel comfortable speaking up in a constructive manner? Or do they fly blind with disastrous consequences?
Twin crises have renewed our appreciation for open and honest communication, and especially for those who speak up when it matters most.
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.
In recent months, over the course of the COVID-19 crisis, I’ve been talking with hundreds of leaders about how they see the road ahead, and how they’re using that vision to build a better normal. This crisis has no doubt saddled us with tremendous challenges and setbacks. But it’s also provided us the rare opportunity to reimagine our organizations and make them fundamentally better.
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.
The idea of a four-day workweek received a boost from New Zealand Prime Minister Jacinda Ardern last week, when she encouraged companies to try it out as a way of stimulating domestic tourism over longer weekends. A shortened workweek in a post-COVID-19 world raises some interesting points. Like pretty much all companies, the social media app Buffer has been struggling with higher than usual stress and anxiety among its employees over the last several months. Continue Reading on Marketplace
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.
We can learn a lot from the failed speaking-up moments from ill-fated flights like the Challenger. Learn how to help your team speak up when it matters.
Speaking up does more than just elevate new voices. It creates a richer, more creative network of ideas within an organization.
There are two key habits leaders can build in their cultures to promote speaking up: minimizing a threat state in speakers and those being spoken to.
Continue Reading on strategy+business
Here’s how leaders create an environment in which both extroverts and introverts feel comfortable sharing their ideas in meetings.
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.
