Reframing a common question around transformation may help leaders reduce the sense of threat often provoked by major change.
When the right people come together, teams can think and act more efficiently. At NLI, we call this balance “optimal inclusion.”
A key aspect of organizational transformation involves leaders getting buy-in from their teams. But leadership doesn't come without followership.
Humans may instinctively resist change, since it threatens our current stability, but research suggests there are ways to reframe change as a positive.
The SCARF® Model is a handy, science-backed way for leaders to increase their employees' intrinsic motivation and engagement at work.
Here's how leaders create an environment in which both extroverts and introverts feel comfortable sharing their ideas in meetings.
Transformation is on just about every leader's mind, but not every organization is equipped to handle major change. Science can help.
As part of a research project, NLI wants to hear from talent leaders about the leadership models they've helped build in their organization.
With a continued focus on growth and key leadership principles, HP has managed to dominate its market and see huge gains in engagement.
Over the course of one year, HP Inc. partnered with the NeuroLeadership Institute to create massive culture change among thousands of leaders.