MANAGEMENT & HR CONSULTING
1300 307 207
Neuroscience is changing how we think about leadership, management & the nature of organisations
Due to advances in neuroscience and developments in the practical application for neuropsychotherapy, best practice in how to lead and engage with others is experiencing a revolution.
The roles of leadership and management have always been challenging responsibilities, with as many different theories for success as there are ways in which things can go wrong. Gradually, but not uniformly, there has been a shift from traditional authoritarian and mechanistic approaches to organisational leadership in favour of more emotionally connected leadership styles, a necessary response to the fast-changing societal demands presented by customers, competitors and employees. Now, the next big step is here – the shift from doing things we THINK will engage and inspire, to doing things we KNOW will engage and inspire, based on recent advances in neuroscience and neuropsychotherapy that enable a greater understanding of, and influence on, motivations, behaviours, resilience and well-being.
As a result it is now possible to lead and manage in ways that are healthier, more productive, more sustainable and more satisfying for everyone, from employees, supervisors and leaders through to customers and society at large. No longer do leaders and managers need to wonder whether they are doing and saying the right things at the right times. No longer do we need to wonder what things motivate and demotivate, engage or disengage. No longer do leaders have to feel that they cannot get the support they need.
Neuroleadership and neuromanagement have an important role in the workplace
By incorporating what we now know about the basics of neurobiology and neurochemistry into daily practice, it is possible for those in leadership and supervisory roles to quickly and authentically connect better with others – and themselves – for substantial improvements not only in relationships, commitment and retention, but in measurable organisational outputs.
Neuroscience also informs how we can best communicate, especially in how we can improve organisational knowledge, capabilities, innovation and flexibility by increasing the range of opinions, perspectives and knowledge available for open collaboration and problem solving – all without the harmful conflict often associated with dealing with differences in opinion. Neuromanagement in particular is especially helpful in quickly elevating employee contributions and behaviours whilst simultaneously improving workplace relationships, with the potential to dramatically improve organisational culture and performance. In this way, neuromanagement is the ultimate in performance management, not just as a rehabilitation but as an everyday, supportive, positive management style.
Taken further, neuroleadership helps leaders understand what is required to be seen by others as a leader, not just as hierarchically superior, both in and outside of the workplace, connecting and drawing on motivating emotions by leveraging neuropsychotherapeutic principles in conjunction with the magic of mirror neurons – so much more effective and sustainable than wielding power and coercion. Neuroleadership is not only consistent with leading contemporary leadership theories, it explains them and helps even the most successful leaders understand why they are so successful and how, if they choose to, they could be even more effective. Neuroleadership truly is the most evidence-based approach to leadership, and can easily be integrated with many leadership styles.
21 Triangles Australian Centre for Neuroleadership & Brain-based Organisational Development provides training, coaching and consultancy support in developing healthy, skilled and resilient leaders, managers and high-performance organisations. Our purpose is to improve the culture, reputation and performance of all types of organisations, along with the well-being, engagement and productivity of their people.
Our work involves applying a brain and sociologically derived approach to:
- The management of attitudes, behaviours and performance (Neuromanagement)
- Leadership mind-set, decision-making, activities and influencing behaviours (Neuroleadership)
- Increased capabilities in self-knowledge, self-management and resilience
- Improvements in communication, conflict resolution, change management, creativity and collaboration
- The development of superior workplace cultures and productive professional relationships
- Organisational structure, role and career pathway design
- Executive coaching (Neurocoaching) and workplace counselling (Integrated neuropsychotherapy)
- Motivational and behaviourally-predictive recruitment
Many of our models, processes and techniques have been developed internally, and so are exclusive to us. All are tested and proven, science and evidence-based, yet straightforward to understand, apply and implement.
Our processes and practices are backed by ongoing research, development and application of new knowledge. We are voracious digesters of information, appliers of critical analysis and developers of new approaches to creating better, more permanent outcomes. As a result, our methods and techniques are continually evolving and, in doing so, lead the world in best practice.
Exclusive tools include:
- The 21T High Performance Management Process – For maximising employee engagement, self-motivation, collaborative behaviours, accountability, workplace culture and performance.
- The 21T Task Cycle – A simple delegation process that can be quickly adopted by supervisory managers at all levels for improved performance, efficiency, quality and workplace relationships.
- The 21T Cellular Organisational Structure – A sociological approach to organisational design that inherently improves collaboration, inclusion and performance of individuals and workgroups.
- The 21T Temperament Chart – Predicts behaviours in times of relative calm and stress, ideal for recruitment, career planning and management skills training needs assessment.
- The 21T Working Style Chart – Indicates preferred workplace attributes of individuals for recruitment and career planning.
- The 21T Congruence Tool – Identifies levels of subconscious relative psychological needs that motivate emotions and behaviours, plus the ability of a workplace to satisfy them, ideal for recruitment, career planning, role design, workplace culture design and management practice. *Also used in conjunction with executive neurocoaching and resilience coaching.
- 21T Executive Neurocoaching – Combining executive coaching with neuropsychotherapy for more effective and sustainable improvements to performance, influence, resilience and well-being.
We provide advice, training (online and class), group coaching, and personal coaching & counselling (solution-focused and neuro-based, of course), as well as ongoing consultancy support for clients who wish to see continued improvements across their organisation over time, or simply to be able to call on us whenever needed. Outcomes include
- Improved leadership skills and capacity (personal resilience)
- Improved organisational capacity (organisational competitiveness & resilience)
- Reduced employment failure, disengagement & turnover.
- Improved employee attitudes, well-being, behaviours, collaboration & performance.
- Optimal supervisory competence & effectiveness at all levels.
- Improved culture for heightened organisational performance as well as the health, psychological safety and general well-being of individuals within and around the workplace social system.
- Superior customer satisfaction, along with increased efficiencies, adaptability, productivity & profitability.
- Enhanced brand and organisational worth & reputation.
If you or your organisation could benefit from improved interactions, attitudes, engagement and performance, contact us to discuss how we can help you to implement neuroscientifically-sound skills in leadership, management, innovation and engagement.
Call 1300 307 207 or email [email protected]