Discover the top 5 most-read blog articles from the Your Brain at Work blog — and find out what the smartest leaders are focusing on right now.
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FEATURED INSIGHT
Discover the top 5 most-read blog articles from the Your Brain at Work blog — and find out what the smartest leaders are focusing on right now.
Read More →
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.”
In many organizations, performance management conversations happen maybe four times a year. NLI knows how to make them a regular part of work life.
A key aspect of organizational transformation involves leaders getting buy-in from their teams. But leadership doesn’t come without followership.
The AGES Model helps organizations take a new approach to learning efforts, turning mandatory events into meaningful experiences.
Humans may instinctively resist change, since it threatens our current stability, but research suggests there are ways to reframe change as a positive.
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.
Every meeting contains some mixture of extroverts and introverts — people who speak up and those who keep quiet. Here’s how to raise quiet voices.
Scientific research suggests there are three key habits around quality conversations that leaders can build to improve employee engagement and retention.
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, the term has become shorthand for an audacious vision paired with an ambitious goal. This type of thinking in the organizational context, popularized by pioneering organizations like Microsoft, Apple, Google and SpaceX, has driven innovation for decades and been the source of countless technological breakthroughs. So it has us thinking: What’s the moonshot for leadership? What do the effective leaders of the future look like? And how do we help today’s leaders get there? In his latest article on Forbes, Dr. David Rock, Co-founder and CEO of the NeuroLeadership Institute, reflects on those questions. David explores the key insights that leaders should embrace and act upon right now to set themselves up for success in the future. Throughout, he explains how science should inform and transform how we think about leadership. Some of the insights David unpacks include: How to leverage the moment to do big things Why leaders should care about humans at levels you never imagined How to embrace hybrid work and autonomy And why leaders should follow the science, experiment, and follow the data To read the full article click here, or to learn more about NLI’s approach to leadership click here.
How does one become an ally? Ultimately, it’s a set of habits that we practice daily. Here’s how you can create and cultivate those habits.
We’re adding our voice to the chorus of COVID-at-1 stories, through the prism of organizational learnings and brain science.
As we progress through our careers, we may feel that we’re not qualified for our role-a tendency known as imposter syndrome. Fortunately, there’s a cure.
A new era of corporate leadership is upon us. Now is the time to reinvent your approach to leadership development. 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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