The NeuroLeadership Institute’s DEI Pulse Survey revealed that organizations are continuing their diversity, equity, and inclusion initiatives — but they struggle with communication.
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FEATURED INSIGHT
The NeuroLeadership Institute’s DEI Pulse Survey revealed that organizations are continuing their diversity, equity, and inclusion initiatives — but they struggle with communication.
Read More →
Groupthink is what happens when team members stop thinking independently, don’t speak up, and race toward consensus. But leaders can still avoid it.
Whether someone speaks up at work or keeps quiet often comes down to their sense of social threat or reward, which leaders play a crucial role in creating.
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.
Our brains crave certainty and loathe uncertainty, both of which make thinking about even the near future extremely difficult.
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.
Research shows some leaders take growth mindset and run in all sorts of directions with it. To understand why, we can look to the science of learning.
At NLI, we like to say “If you have a brain, you’re biased.” Ever since November 2017, the technology company Splunk has taken that insight to heart.
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 of hundreds or thousands of people? From both our research and extensive client work, helping companies like Microsoft and HP transform their cultures, the NeuroLeadership Institute is confident that all leaders are capable of effecting great change. The key is to follow the science — to know how to shift people’s mindsets to adopt new habits for the long haul. Our latest white paper, “The NLI Guide: How Culture Change Really Happens,” delves into just that topic. The report provides a two-step process that begins with building a growth mindset — that is, the pursuit of always improving, not proving, yourself — and following NLI’s method of Priorities, Habits, and Systems to cement culture change. Every Thursday for the next seven weeks, we’ll be publishing insights from the white paper on this blog, as part of our latest Master Class series. (Catch the last Master Class series, on growth mindset, here.) Table of Contents Week 2: The First Step Toward Culture Change Is a Shift in Mindset Week 3: Leaders Need More Than Buy-In to Create Culture Change Week 4: CASE STUDY: Nokia Turns Two Cultures into One Week 5: How Microsoft Changed Its Culture by Going Simple Week 6: CASE STUDY: HP Embraces Growth Mindset and Kickstarts Culture Change Together, the posts will serve as a handy reference guide for the essential science (and implementation) of culture change. The conventional wisdom around transformation is flawed. It assumes awareness of the challenge or goal is enough. But once you’ve gotten buy-in, then what? NLI’s approach to culture change helps organizations answer that question, so they can make a lasting, scalable impact — and they can do it weeks, not years. [action hash=”1c967ecd-f614-4b3d-a6f1-a14c6ec523bc”]
Because anxiety has real implications for productivity, organizations have to address it before anything else.
In 1971, a Yale psychologist borrowed a chilling concept from the novel “1984” to label a new phenomenon of human behavior.
Leaders can use insights derived from science to manage their teams’ cognitive capacity, ultimately making them smarter, happier, and more effective.
Stress can be thought of simply as heightened attention to the negative. Using a growth mindset can help with reducing stress in the moment.
At NLI we believe that now is perfect time to build a more flexible, continuous, and people-focused performance management system. Here’s how.
Join millions of employees in creating culture change at scale by reaching out today.
In 2007, David and Lisa Rock and their team had been working in leadership development and executive coaching for ten years, when David coined the term “NeuroLeadership.”ef
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