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Whether it’s a past mistake, a misunderstanding, or simply getting off on the wrong foot, not everyone will have a high opinion of you. Unfortunately, that negative perception can impact your ability to work together, lead, or get ahead.
In this article cognitive scientists including NLI’s own Dr. Michaela Simpson come together to provide readers with tips on how to assess—and improve—relationships that start off badly.
Humans love stories, and live their lives through them, from Netflix to work discussions. But what do we know about storytelling and the brain, why does it resonate, and why should it be a bigger factor at work?
There are valid brain-based reasons for hybrid concerns, but responding with surveillance might be more costly than you think.
As talent becomes increasingly global 18 months into the pandemic, more and more teams are having to achieve goals without ever having the pleasure of meeting in-person. How does that all work?
Given the scale of the workforce migration, individual employees’ reasons for leaving are pretty varied, but they generally come down to three main factors.
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.
For behavior change to occur, new learning must be easily recalled and employed when it’s needed, like “stop, drop and roll.”
Research shows that letting employees unplug can pay off. So maybe instead of embracing employee engagement models, we should disengage.
The pandemic has played havoc with our mental health, and a significant factor in our malaise is that we’re missing our people—terribly. We long for friends, family and colleagues. We are hardwired for connection, and with the need for social distancing and the reality of being away from the workplace—and everything else—for such a long period of time, we are struggling.
We’re not out of the woods yet, and won’t be for a while. So how do we thrive amidst all this? Research suggests there are two things to focus on.
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.
Ann Schulte is encouraging mindset and learning agility at Procter & Gamble to tackle challenges and disruption.
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.
