News Archive
‘I’ll Interrupt Them Back’: Micro-Feminism is Taking off in the Workplace
Christy Pruitt-Haynes (NLI’s Distinguished Faculty of Leadership and Performance) weighs in on today’s TikTok trend on micro-feminism at work.
April 22, 2024
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Christy Pruitt-Haynes (NLI’s Distinguished Faculty of Leadership and Performance) weighs in on today’s TikTok trend on micro-feminism at work.
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.
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.
Leaders often feel overwhelmed with training options. Here’s how to really scale learning, according to neuroscience.
The right hybrid work model can maximize both individual and organizational productivity.
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.
When bias mixes with exploitative business practices, the result is performance punishment. Learn how to avoid giving all your hard tasks to one person.
Contrary to popular belief, group brainstorming doesn’t actually produce more or better ideas. Here’s what to do instead.
Awe-inspiring dreams can enhance resilience and goal progress at work, research finds.
Having a friend help you reappraise a negative situation is more beneficial than reappraising it alone, according to recent studies.
By following a few key practices, it’s possible — and deeply beneficial — to create teams of high performers.
The way our brains evolve challenges our ability to excel in a leadership role.
Researchers have developed a tool to alert office workers when it may be time to take a break.
We can learn how to become more resilient through lessons from emergency department nurses.
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?
Understanding how stress impacts cognitive capacity can help you manage it.
With a leadership gap looming, organizations need to challenge assumptions about what makes a good leader.
Can personality tests help you choose the best job applicant?
Workplace conflict doesn’t have to be negative. Here’s how to help your team have a good fight.
Not sure what psychological safety is? We break down the basics — and how teams can achieve it.
For innovation to happen, you first need to increase the quantity and quality of your insights.
AI is great at saving time on tedious work but not so great at replicating abstract or creative tasks.
Conventional wisdom says sacrificing sleep to work longer hours is a path to success, but studies show missing sleep backfires.
Honing only one skill set can lead to a fixed mindset and the inability to think creatively about a new problem.
Focusing on a single task saves time, improves accuracy, and reduces stress.
In this HR Future article, Co-Founder and CEO of the NeuroLeadership Institute explains the obstacles involved when taking time off work, and what organizations can do to improve company culture.
Recent research shows we could be acting responsibly when we forget things.
Human beings struggle with a variety of cognitive biases that interfere with our ability to manage time, but brain science can help us improve.
This Fast Company article provides neuroscience-backed tips to keep talent motivated, including guidance on safety from NeuroLeadership Institute’s Global Head of Talent and Performance Practice, Christy-Pruitt Haynes.
Understanding why the way we learn and the way others learn matters.
In this article from SHRM, Christy Pruitt-Haynes (Global Head of Talent & Performance at the NeuroLeadership Institute) discusses how organizations should think about handling social media backlash to protect their public image, culture, and climate.
Achieving a psychologically safe workplace is possible, but first, here’s what you need to know.
This article from GlobeSt. explores how organizations can focus on location strategies to increase retention. Global Head of Talent & Performance at NeuroLeadership Institute, Christy Pruitt-Haynes, provides her thoughts on the importance of workplace flexibility.
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.
This article from SHRM includes insight from Christy Pruitt-Haynes (Global Head of Talent & Performance at NeuroLeadership Institute) on how organizations can better manage layoffs and set employees up for future success.
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.
NLI’s “Ask an Expert” debut dives into those aha eureka moments — and the neuroscience behind them.
Being authentic means being vulnerable, taking risks, and talking openly about your weaknesses.
Anyone can develop mindfulness by focusing on direct sensory experiences — instead of thinking about the past, future, other people, or themselves.
Here’s why we should push ourselves out of our comfort zone at work.
Organizations are systematically undervaluing critical aspects of employees’ work by measuring only what’s easy to quantify.
Is exercising during work a solution for burnout?
Teamwork achieved through collaboration leads to greater innovation, higher engagement, and increased levels of empathy.
Three ways organizations can foster social connections despite the obstacles presented by remote operations.
With people changing jobs more often, leaders are seeing multigenerational ageism as an opportunity to rethink talent practices.
Get closer to work-life symbiosis — a relationship that is regenerative to both employees and an organization — by following these three steps.
Taking a puzzle break could be just what the brain needs to refresh and refocus amid stressful, difficult, or monotonous tasks.
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.
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.
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.
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.
Have a look at some of our most popular content this year in performance management.
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.
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 want to believe all managers are now “resilience coaches”, but we have to clear a few hurdles before we get there. Here’s how.
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 Healthcare PRACTICE AREA Performance PRODUCT Trusted as the Bias Mitigation Partner To Some of the World’s Most Impactful Organizations
Let’s Start a Conversation Read the Full Case Study KEY INDUSTRY Financial Services PRACTICE AREA Talent & Performance PRODUCT Trusted as the CULTURE TRANSFORMATION Partner To Some of the World’s
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
At NLI we believe that now is perfect time to build a more flexible, continuous, and people-focused performance management system. Here’s how.
We’re busier than ever, but less able to get our own work done. Here’s how science says we can make the most of our days.
Here we are — eight months into our COVID-19 pandemic. So many changes have taken place in our outer world. Yet, it’s our inner worlds that face the task of
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
Experts say that times of great change should be seen as opportunities to help organizations form new habits.
Giving and receiving better feedback requires us to kick some old habits and adopt a new mindset. Here’s how science can help.
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.
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.
Performance reviews are loaded with cognitive biases that cloud the reviewer’s judgment and possibly put employees on the wrong career path.
Only about a third of US employees qualify as “engaged.” It’s up to management to create the habits that can boost that figure.
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.
Here’s how organizations can be more actionable and purposeful about helping employees grow, through feedback, while the world works from home.
Growth mindset isn’t just a “nice-to-have.” It’s a business imperative for helping employees thrive through change and disruption.
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.
Performance conversations are a critical moment for leaders to help their team members feel supported and keep engagement steady.
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.
Working remotely may be the new normal for the foreseeable future. Learn how you can make working remotely more brain-friendly, productive, and inclusive.
Ann Schulte is encouraging mindset and learning agility at Procter & Gamble to tackle challenges and disruption.
How do you bring your organization’s purpose to life? By relying on the science of memory and motivation to go essential, rather than exhaustive.
A major concept discussed at this year’s NeuroLeadership Summit was growth mindset, a critical tool for boosting teams’ performance.
Cigna, a global leader in healthcare services, has embraced growth mindset to transform both its agility and its approach to performance management.
Performance management can drum up some pretty intense emotions. Fortunately, leaders can use neuroscience to make it more effective.
Performance management has been in flux for the last decade, and now NLI wants to hear from you about your experiences with the PM process.
The growing wisdom to “kill performance ratings” actually follows from an even larger observation about traditional performance management.
Deb Bubb, IBM’s Chief Leadership and Learning Officer, believes the AI revolution doesn’t necessarily mean job loss, just a great need for reskilling.
Dean Carter, CHRO at Patagonia, discusses how taking a “regenerative” approach to performance management truly gets the best out of people.
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 recent poll suggests that HR leaders may see manager capabilities as a major obstacle in performance management, but they say the solution lies elsewhere.
Research has shown that leaders can improve multiple aspects of performance management by helping their teams to build a growth mindset.
Meaningful learning can’t occur when our brains are flooded with information. That’s why creating coherence in corporate learning content is so important.
Growth mindset is instrumental for creating the right performance management, as it builds resilience in people and helps them embrace challenges.
When leaders create the “conditions for insight,” as NLI calls them, they’re able to unlock the greatest creative potential from their teams.
In many organizations, performance management conversations happen maybe four times a year. NLI knows how to make them a regular part of work life.
The AGES Model helps organizations take a new approach to learning efforts, turning mandatory events into meaningful experiences.
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.
Insights, those eureka moments where you suddenly see the world totally different, don’t happen when most people may expect them.
Conventional wisdom says leaders must prepare for specific change events. The reality is change is constant, so adaptability is key.
The research has made it clear: Creating a culture of feedback is the most critical driver of positive organizational and financial outcomes.
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
Employees that have their social needs met are more likely to feel engaged in their jobs and less likely to look for greener pastures elsewhere.
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
Facts are facts — except that they’re not. In a session on idea propagation and influence at this year’s NeuroLeadership Summit, Wil Cunningham, a psychologist at the University of Toronto,
Due to the effects of bias, managers may be conducting performance reviews in such a way that sets employees on unwanted career paths for years.
Art Markman is a renaissance man of psychological science: He holds a professorship at the University of Texas-Austin, where he’s also the director of the program in the Human Dimensions
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.
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.
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
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