Neuroscience of Leadership

Neuroscience is transforming Leadership. Our cutting-edge applied neuroscience gives your people the ‘Why’, underpins the ‘How’ and transforms the ‘What’ in almost every aspect of leadership, performance, change and engagement.

Until recently, virtually no coaching or leadership development practices were based on how our brains actually work! As early adopters of applying neuroscience in leadership we continue to give you the latest thinking. All our courses are based on practical, applied neuroscience principles.

Through constant research, we evolve our Leadership programs based on the most recent available neuroscience. So your leaders can evolve faster, stronger, better. With us you’ll have deep experience combined with the latest progressive thinking.

We’re always interested in different and forward-looking thinking. Feel free to get in touch to let us know about any new ideas and research you’ve found!

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01Neuroscience-Based Leadership Development

Neuroscience based Leadership Development

Neuroleadership T.R.E.A.D. ™ is about brain-based human leadership: leadership of human beings by human beings – by being human. This innovative, neuroscience-based leadership program is completely customisable to what your leadership team needs. By understanding how our brains work and applying the latest key principles of Neuroscience, behavioural science and experience, we’ll transform leadership, engagement and performance at every level of your organisation – from new managers to the highest level executives. Tell us what you need…you come, we will build it!

Leadership development based on the neuroscience-based T.R.E.A.D. ™ model. T.R.E.A.D. ™ stands for Think, Regulate and Renew, Engage, Adapt and Develop: with the brain in mind.
The NeuroT.R.E.A.D.™ program can be anything from a 1-hour keynote overview to a multi-day program spread over 12 months, and including supporting individual Executive Coaching, 360° assessments, and team and peer coaching along the way.
Everything is customised to your needs, even each individual group of participants. And of course additional, highly specialist leadership training elements can be added. Tell us what you need…you come, we will build it!

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02Giving and Receiving Feedback

Giving and Receiving Feedback

This program was internationally benchmarked by CEB Global (Global Corporate Leadership Council) and resulted in an increase of productivity of an average of 26% in the teams of managers who undertook the program².

Using applied Neuroscience and extremely practical communication tools, this popular Giving and Receiving Feedback Leadership Development program will transform your team’s communication and leadership practices.

Applicable to day-to-day, 360° communication, as well as more formal performance development and performance management conversations, it will empower, enable, motivate and promote understanding at all levels.

This program covers practical techniques to use in day-to-day communication as well as formal feedback and difficult conversations. The program is proven to improve productivity, performance and work satisfaction².

We take a holistic, 360° view that all parties – givers and receivers – are responsible in the process of giving and receiving feedback. It’s just as important for leaders to listen and accept feedback, as it is how they give feedback to the people who work with them.

The Giving and Receiving Feedback program has been customised to leaders at all levels, from new managers to top level executives. We’ve also had outstanding results when we’ve delivered tailored versions to non-management people in organisations.

It’s proven to be applicable to managing up, down, and across the organisation as well as outside the organisation to customers and service providers, and also in people’s personal lives.

If you want to develop a culture of mutual respect and understanding through continuous constructive feedback and communication across all levels of your organisation, both on a day-to-day basis as well as in performance appraisals, then this is the program for you, your managers, and your employees. Tell us what you need…you come, we will build it!

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03Brain-Based Coaching Conversations for Leaders

Brain-Based Coaching Conversations

A Coaching Conversations Leadership style is the single most effective day-to-day leadership style for performance, empowerment, autonomy and engagement.

A Coaching Conversations Leadership style is also the best style to make people development conversations part of the every-day norm. It’s especially critical if you wish to reorient your managers from annual performance reviews to ongoing conversations.

Coaching Conversation-Style leaders develop more independent and self-directed employees who take responsibility for their work, and the choices they make within the framework that the leader / organisation sets. Leaders develop a more helping attitude and will steer and direct less, and hence have more time for strategic thinking.

A Coaching Conversations Leadership style is particularly effective for managers leading ‘Millenials’ and ‘Gen Y’ staff, but it’s also highly effective for managers leading human beings of any age!

Our neuroscience-based program delivers practical, day-to-day coaching skills to managers who want to develop a coaching-conversations style of leadership. It creates relationship-driven leaders who listen to, empower, and engage staff through autonomy, human connection, can-do, solution-focused thinking, empathy, and superior communication. It develops advanced team leadership capabilities and enables leaders to better empower their individual team members to take their performance to a new level, as well as improving strategic thinking.

For the very best results we recommend you run it in line with the 70:20:10 principle: as 2 separate day training days 2 months apart, sandwiching a 1-on-1, individual, targeted coaching session in between the training.

However, if there are budget constraints we can deliver an effective 1-day program, or the 2 separated training days without the supporting coaching. The 2 separate training days with the interspersed supporting coaching will of course get you the very best results.

We’ve delivered this program and got great results in leaders and managers at all levels from new managers to the highest level executives.

This course can be delivered as a stand-alone program, or as phase 3 of our Giving and Receiving Feedback Leadership Development program.

Everything is customised to your needs, even each individual group of participants. And of course additional, highly specialist elements can be added. Tell us what you need…you come, we will build it!

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04Neuroscience-Based Emotional Intelligence

Neuroscience-based Emotional Intelligence

Our Emotional Intelligence programs are underpinned by practical neuroscience which not only gives people ‘the why’, but it also gives evidence-based strategies to improve ‘the how’. We combine the latest research and thinking with our deep experience to bring you Emotional Intelligence programs that get results.

Can Emotional Intelligence be learned? Yes – if people want to learn it, of course. We’ve transformed the Emotional Intelligence of leaders at all levels, including non-management staff and new managers through to senior Executives. Our customisable programs include different levels of group training; group, peer, individual coaching programs and Emotional Intelligence 360° and individual assessments. One-on-one Executive Coaching combined with our EQ 360° assessment tool is often recommended for senior leaders.

Everything is customised to your needs, even each individual group of participants. And of course additional, highly specialist elements can be added. Tell us what you need…you come, we will build it!

Emotional Intelligence is now a critical leadership capability at all levels. The most effective and respected leaders in this ultra-competitive world have high levels of Emotional Intelligence. It’s a must for today’s successful leaders. A lack of it can quickly curtail a promising career, increase staff turnover, and reduce productivity.

Your staff are your business. Take the people away and all you have is an empty office with a sign on the door/window. There is ample research indicating a robust correlation between high levels of Emotional Intelligence and improved performance and productivity.
Our neuroscience-based Emotional Intelligence programs are carefully designed to change on-the-ground behaviours in the workplace (and out of it!) to boost performance and fuel productivity as a result. And make for happier staff and leaders, in and out of the workplace.

Not only does Emotional Intelligence impact on your staff, it also impacts on your clients. Emotional Intelligence is critical to anyone in a client/customer service environment.

Our brain-based Emotional Intelligence (EQ) programs provide staff, managers and executives with practical tools to improve their EQ and their capabilities in leading and managing, as well as their understanding around themselves, their teams, decision making and improved resilience, to name a few.
Our take on Emotional Intelligence is that it’s all about the way you relate to, react and respond to, and the impact you have on others, from a completely holistic, 360-degree perspective. Whether you are a leader, peer, or a staff member, in an internal or external client-facing role, we build Emotional Intelligence to improve the practical ways people interact to create better teamwork and respectful, harmonious, happier and more engaging relationships with staff, colleagues, management and clients alike. And hence boost productivity and fuel performance.

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05Bespoke Neuroscience-Based Leadership Development Programs

Bespoke neuroscience-based Leadership Development

We can build you a completely bespoke neuroscience-based Leadership Development Program from 1 day, or to spread over 12+ months.

An example program could include:

  • NeuroLeadership TREAD multi-day program delivered over several months, each day separated by several weeks
  • 360° Leadership and/or Emotional Intelligence Assessments
  • Brain-based Coaching Conversations for Managers
  • Smart-phone App-based Social Scavenger team building
  • Strengths-based Strategic Facilitation/Team Planning
  • Neuroscience-based Emotional Intelligence
  • Supporting 1-on-1 post-training Coaching (to help further embed the skills)
  • Executive Coaching programs: individual 6-12 hour, 1-on-1 coaching with clear objectives and measures of success
  • Group and/or peer coaching

Leadership development based on the neuroscience-based T.R.E.A.D. ™ model.

T.R.E.A.D.™ stands for Think, Regulate and Renew, Engage, Adapt and Develop: with the brain in mind.

The NeuroT.R.E.A.D.™ program can be anything from a 1-hour keynote overview to a multi – day program spread over 12 months and including supporting individual Executive Coaching, 360° assessments, and team and peer coaching along the way.

Everything is customised to your needs, even each individual group of participants. And of course additional, highly specialist leadership training elements can be added. Tell us what you need…you ask, we will build it!

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Get in touch for more info

06360° Assessments

360° Assessments

Our team is experienced across a wide range of 360-degree Leadership, Emotional Intelligence, PRISM Brain-Mapping, DiSC, Strengths and other assessments (too many to list here!).

All our assessments can be supported by 1-on-1 Executive Coaching.

Please note that for any 360-degree Leadership, Emotional Intelligence or other 360-degree assessment, we must have a guarantee of at least 6 hours supporting individual coaching (or similar). We will not administer any 360-degree assessment without this assurance. We’re very happy to discuss our reasoning in more depth, should you have any questions about this.

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07Managing Up – A key Leadership Skill

Neuroscience-based Leadership

Leading yourself and your team is what most people think of when they talk about leadership. However, one of the most critically important skills that’s so often neglected is Managing Up.

Managing Up is a critical skill, even at a new manager/supervisor level. But as you climb the leadership ladder, at a certain level leading your team well is generally expected to be BAU (Business As Usual), even though that isn’t always the case!). Managing Up becomes one of the key defining skills that you need to get good at, if you want to be successful in your career. It becomes especially important when you move – or want to move – into senior management and executive level.

It may not feel like it some days, but we all have a brain. Each of our brains are a unique, ever-changing bundle of around 86-100 billion (100,000,000,000) neurons. To put some perspective on that, if you were to count to 100 billion at a rate of 1 number per second, it would take you over 3,171 years (actually, it would probably take a lot longer because it takes more than 1 second to say the large numbers!)

Add to that, each neuron may be connected to up to 10,000 other neurons, passing signals to each other via as many as 1,000 trillion (1,000,000,000,000,000!) synaptic connections. It would take you 31,688,087 years (approximately!) to count that high. So maybe you can begin to see why it is beneficial to have an understanding of neuroscience if you are a leader.

Why then, do we so often lead people as if they are all the same? And more often than not, lead people as if they are the same as us? How few of us do even think about how our own brain works when we’re leading, let alone the brains of others?

It is time leadership is catapulted into the era of brain-based, human leadership. It is time to lead with the brain in mind: to think of leading people as people. And a coaching-conversations leadership style is one of the best tools you can use to make that happen.

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WHAT OTHERS ARE SAYING

Giving and Receiving Feedback

"As a result of this program, previously chronic under-performers are now performing satisfactorily, managers are happier, and we’re meeting KPIs above and beyond what we were - especially in areas like our performance management appraisal targets. I have managers – happily - doing things like HR plans, which I have been trying to get them to do for 3 years!"

NSW FACS Western Sydney, April 2016

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