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Join Dr. David Rock and Dr. Emma Sarro to explore the transformation of organizational learning solutions over time – and recent breakthroughs that are transforming learning efficacy as we know it.
Join Dr. Amy Edmondson (Novartis Professor of Leadership, Harvard Business School) and Dr. David Rock (CEO and Co-Founder, NLI) in the last of our 3-part series. They’ll lead the NLI community in an exploration of how psych safety has the power to boost accountability and engagement, thereby driving sustainable business results over time.
The CDO-CHRO alliance is a force to be reckoned with. The SHIELD model shifts the conversation from a technical concern to a core business and ethical imperative.
Organizations should think about their habits and reward systems to help women leaders thrive.
Nobel Prize-winning psychologist’s research on decision-making influenced The SEEDS Model®.
Understanding neuroscience can help leaders be more effective at the individual, team, and organizational levels.
Understanding neuroscience can help leaders be more effective at the individual, team, and organizational levels.
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.
Create a more engaged, resilient workforce by approaching challenges with careful communication, a growth mindset, and empathy.
Explore key insights and coverage from the 2023 NeuroLeadership Summit in our comprehensive write-up. On-demand recordings available now.
Sending employees positive social signals makes them feel valued, engaged, and inspired.
Most business communications are long-winded, unclear, and ineffective — but they don’t have to be. Here’s how to make them better.
Day 2 of the 2023 NeuroLeadership Summit featured conversations around the future of AI, neurodiversity, the need for reskilling, and more.
Day 1 of the 2023 NeuroLeadership Summit left attendees with a wealth of ideas to recalibrate on topics ranging from DEI to performance management to burnout.
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.
Contrary to popular belief, AI might soon become a better leader than humans. We need to plan for that future now.
This new approach aims to maximize a low dosage of mandatory in-office time while giving everyone a sense of control and feelings of fairness.
What leaders should consider when sensitive social issues arise.
The way our brains evolve challenges our ability to excel in a leadership role.
Transparency can’t avert every crisis, but it can shed light on the path ahead.
Managers who disconnect after work are rated as better leaders.
Corporate jargon is annoying, exclusive, and confusing — so why do we keep using it?
Employers can play a pivotal role in supporting gender diversity and ensuring everyone feels valued and included. Here are some steps to consider.
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?
You may have promised to keep a secret, but research reveals why holding onto it is sometimes harder than it seems.
With a leadership gap looming, organizations need to challenge assumptions about what makes a good leader.
Disagreements happen, but with the right approach, leaders can diffuse the tension and find productive solutions.
By tapping into your heightened awareness of others’ emotional states, you can learn what your employees need and guide them effectively.
Becoming a manager means changing your mindset and approach. Here are five tips for navigating the change.
Leaders can benefit from being more empathetic and facing the individuals impacted by their decisions. Here’s how.
Leaders today face a deluge of demanding tasks and a mounting confidence crisis. Here’s how to regain courage and conviction.
If there’s one thing a multigenerational workforce has in common, it’s the importance of perks — and the potential harm from stripping them from the workplace.
Ted Lasso exemplifies a new, more empathetic, more collaborative kind of leader. Here’s what we can learn from him.
Five generations in the workplace provides plenty of opportunity for friction — and innovation.
Growth mindset allows for a continuum of personal growth and development that allows an individual autonomy over their own personal growth.
Organizations can reverse passivity among employees by offering more autonomy.
Grief at work is an opportunity for companies to demonstrate compassion and empathy.
As we look to 2023, we outline four leadership trends to keep your pulse on.
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.
Our best advice from 2022 on how leaders can create a more empathetic workplace while still accomplishing big-picture goals.
By embracing a growth mindset, teams can absorb and act on feedback rather than dreading it and avoiding opportunities out of fear of failure.
One way leaders can foster a growth mindset is by rewarding improvement over time.
Nearly a decade ago, the NeuroLeadership Institute published an influential article titled “Kill Your Performance Ratings.” Here’s an update on what we’ve learned since.
Quality connections are key for building an empathetic workplace.
Anyone can develop mindfulness by focusing on direct sensory experiences — instead of thinking about the past, future, other people, or themselves.
Leadership naturally confers high social status — which can make workplace interactions threatening. A guide for leaders on how to manage status 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.
Power doesn’t have to corrupt leaders. Here’s how to keep thinking about people first.
Despite looking good on paper, the 3-2 model threatens an employee’s sense of autonomy and could harm productivity.
Strategies leaders can take to prevent moral injury from having a lasting, negative effect on their organization.
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.
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.
Have a look at some of our most popular content this year in performance management.
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.
A landing place for some of the big themes around work as of late 2021.
NLI has worked for years to develop “sticky” acronyms to help people understand the brain science behind performance, learning, motivation, feedback, and dealing with bias. Here’s a brief summation of that work.
We talk often about the logistics of returning employees to offices, which is no doubt important. But what do managers need to do in order to manage the EMOTIONS of the moment?
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.
Despite widespread and increasing reports of job burnout in the past year, the concept of burnout is often misunderstood or overlooked—to the detriment of both individuals and organizations. Dr. Kamila
People started talking about “moonshots” back in 1949. Back then, the phrase quite literally meant to shoot for the moon—with a spacecraft, that is (eg. the Apollo missions). Since then,
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 can you count on coming your way in 2021? More ambiguity, uncertainty and change! Hooray! As a leader, your challenge is to increase your capacity in the face of
Experts say that times of great change should be seen as opportunities to help organizations form new habits.
Change can be scary and tiring, but it also represents an amazing (and fleeting) opportunity to build a better world of work. Here’s how.
Unlocking the power of a diverse organization requires creating a sense of inclusion. These three action-oriented ideas can help offer a roadmap.
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.
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.
High levels of stress and anxiety can affect your ability to focus. Science shows us how can you manage stress, maintain focus, and stay productive.
This crisis’ effects are physical and psychological. Here are the everyday psychological habits to keep your mind healthy and stay productive.
IBM, Procter & Gamble, and Netflix reacted quickly to crisis. In doing so they showed that successful organizations put humans first for good reason.
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.
Recently, our social media feeds have been plastered with companies announcing their support of the Black Lives Matter movement and other racial justice initiatives. Some of those announcements, from companies
Recently, many organizations have had to make major changes to their operations overnight. Here’s a strategy to sustain the energy of this moment.
Coronavirus poses an extraordinary threat to our sense of control. The solution is to give employees autonomy wherever possible.
We’re all trying to keep up with big changes. Here’s how Morningstar’s approach to crisis management is keeping its workforce engaged, happy, and healthy.
It feels like we’ve weathered an enormous storm in recent weeks. Seemingly without warning, forces beyond our control displaced us from our offices and cut us off from our colleagues,
If you haven’t already seen the letter from CEO Brian Chesky to his team at Airbnb, addressing the impending layoffs, you likely will very soon. It’s already starting to be shared broadly,
When global companies centralize their global HR function, members of the HR team are asked to improve employee experience, rather than improve processes.
Science tells us that people need simple, easy-to-use tools to think and work effectively. Here’s how that science can guide behavior change at your organization.
Consider a different perspective on current events: By “befriending the naysayer,” we can better navigate the pandemic, personally and professionally.
High levels of stress and anxiety can affect your ability to focus. Science shows us how can you manage the threat, maintain, focus, and stay productive.
Toxic cultures don’t stem from a lack of ping pong tables or free snacks. They stem from a poor set of priorities, habits, and systems.
At the 2019 NeuroLeadership Summit, we caught up with psychologist Dr. Valerie Purdie Greenaway to discuss what it looks like to scale social learning.
To create a culture of empathy, leaders should recognize that empathy isnt a single trait. Its a suite of skills to practice over time.
The opening session of the 2019 NeuroLeadership Summit focuses on the human: how to recognize the need for humanity and building cultures that value humans.
Arianna Huffington, Founder and CEO of Thrive Global, explains on the Your Brain at Work podcast what “thrive time” is all about.
Lynda Gratton, Professor of Management at the London School of Business, says everyone should ask themselves two questions related to the work they do.
More than 200 CEOs have agreed to put societal values ahead of profits. Here’s why brain science says this is a move in the right direction.
By using growth mindset, we can give performance reviews that are more accurate, less threatening, and support our team members to develop and succeed.
A keynote session at this year’s NeuroLeadership Summit explores the social domains that can either motivate us to perform or cause us to recede in threat.
Research has shown that leaders can improve multiple aspects of performance management by helping their teams to build a growth mindset.
Growth mindset is instrumental for creating the right performance management, as it builds resilience in people and helps them embrace challenges.
Reframing a common question around transformation may help leaders reduce the sense of threat often provoked by major change.
Here’s how leaders create an environment in which both extroverts and introverts feel comfortable sharing their ideas in meetings.
With a continued focus on growth and key leadership principles, HP has managed to dominate its market and see huge gains in engagement.
Exhaustive lists of leadership principles burden the brain, making them hard to remember and nearly impossible to weave into the larger culture.
A focus on growth mindset and building unity through conversations and bias mitigation have helped Nokia create lasting culture change.
Establishing the right priorities are important to create long-lasting change, but leaders also need to implement the right habits and systems.
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.
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
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
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
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
The key to addressing toxic behavior might be the third person in the room. A new study of more than 6,000 college students suggests a major way to reduce toxic
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.
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.
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
Management transparency has been shown to boost employee engagement, performance, and creativity. But how does transparency drive employee experience?
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
In-depth interviews with organizations about growth mindset revealed a fascinating collection of goals, use cases, obstacles, and outcomes.
When Peter Mende-Siedlecki was visiting a loved one in the hospital recently, he noticed something strange by the person’s bed. It was a set of statements, designed to remind the
One of the most well-established psychological concepts, growth mindset, has exploded among leadership. But how do you cultivate growth mindset culture?
Organizations often justify a toxic environment and masculinity contest culture with the mentality of “how we do business here.”
It’s tempting to blame toxic work cultures on an unknowable set of factors, but often the answer is much simpler. In an article for Fast Company, author Meghan E. Butler, partner
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
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
Microsoft turned to the NeuroLeadership Institute to enlist our help in designing a new approach to feedback — one grounded in the neuroscience.
If leaders want to make the best decisions possible, it’s critical for their employees to feel confident about voicing opinions that challenge the status quo — or at least what
Bias isn’t just something that happens within a person. It also happens between people — namely, in meetings. Without meaning to, people at the head of the table routinely make
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
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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