If you want to radically shift behaviors, embrace social learning.
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FEATURED INSIGHT
If you want to radically shift behaviors, embrace social learning.
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Adaptation requires flexibility, both in mind and behavior. Batia Wiesenfeld knows this firsthand. As the Andre J.L. Koo Professor of Management at NYU’s Stern School of Business, Wiesenfeld has made
Leaders naturally want their employees to bounce back from failures and strive toward improvement — the hallmarks of a growth mindset. But how to cultivate that reality is seldom easy
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.
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
Everyone knows the pain of feeling left out, but fewer discuss the dread of needlessly being left in. This is what we at the NeuroLeadership Institute call over-inclusion, and the downsides are massive.
Peter Glick is a psychologist who studies benevolent sexism — the paternalistic belief that women are pure, fragile flowers in need of men’s protection. Benevolent sexism, unlike hostile sexism, feels
In a recent pop up survey on NeuroLeadership.com, we asked visitors one question: What does it mean for a person to have a “growth mindset”? From the 208 responses we
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
Many workers won’t be returning to an in-office situation anytime soon. We know the biases baked into telework; now’s our chance to mitigate them.
Many business leaders aren’t quite sure how to define, develop, or deploy the “E” in DE&I. Here’s what the science says.
Research shows that letting employees unplug can pay off. So maybe instead of embracing employee engagement models, we should disengage.
Up to 98% of people have the potential to become allies. To reach that potential, we need to understand what makes a person an ally.
For governments everywhere, agility is essential. But unfortunately it’s not the norm. Growth mindset can help.
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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