If you’re a leader within a forward-thinking organization, it is likely that you have already received training that includes some of the neuroscience findings.
There has been an increase of neuroscientific study and application of those findings in the past decade. This includes organisational development.
It has been a common goal to improve our understanding of the brain’s functioning and how it affects behaviour.
Despite the fact that there is a lot more neuroscience “quackery”, it has been a positive application for business leaders, and their businesses. Below are three key areas that need to be improved.
It has improved the leadership
New approaches to Brandon Long Marketing are needed. We have seen over the past decade organisations with low employee engagement and high staff turnover. It is clear that there is something wrong in the workplace.
In order to give a new perspective to leadership, neuroscience is combined with philosophy and other management approaches. If we combine the key findings from human behaviour and decision-making studies with leadership to make it easier to produce leaders that are more aware of the needs of their teams and can inspire better performance.
It is helping to drive change
For organisations to succeed, leadership must be better. This will help drive the desired change, improve performance, productivity, and reduce the disengagement that can hinder progress.
Google is one of the most successful companies in the world. In the last decade, they have made significant changes to the workplace. Perhaps neuroscience played a role in all of this.
The insiders are more likely to resist change that is forced from the outside. This is even if they can see the benefits for themselves or their professional careers. Neuroscience has demonstrated that people value recognition of others and inclusion. Building a more inclusive culture can be a key to creating an organisation that is more capable of embracing change.
This has improved attitudes about learning
Leaders have the responsibility of developing the people of the organisation. Neuroscience has made it clear that the brain can change and adapt its neural patterns. This means that you don’t need to accept what you’ve been given. The brain’s “plastic” nature allows us to learn new skills, form new habits and adapt to new information. This ability actually changes the brain’s physical structure. A neuroscientist from London demonstrated that the brains for London taxi drivers grew over time as they memorized 25,000 city streets . We can therefore infer that any person’s brain can be enhanced by learning.
Organisations face the problem of finding the right training companies to provide the required expertise in management theory, neuroscience, and psychology.