ABP conference slides 15nov15
-
Upload
mike-pounsford -
Category
Documents
-
view
117 -
download
0
Transcript of ABP conference slides 15nov15
![Page 1: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/1.jpg)
Applying Neuroscience to Performance and Change
Evidence that learning about neuroscience increases engagement and performance
ABP ConferenceNovember 27, 2015
Mike Pounsford Hilary Scarlett
![Page 2: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/2.jpg)
Purpose of this session
1. Why we conducted research
2. Some content from the masterclass
3. The findings
![Page 3: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/3.jpg)
I understand the impact of change on our brains
Strongly disagree
Disagree Neither agree nor disagree
Agree Strongly agree
![Page 4: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/4.jpg)
Participants
Scarlett Associates
![Page 5: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/5.jpg)
The full day…
1. Introduction to Neuroscience
2. Neuroplasticity
3. Why our brains don’t like organisational change
4. Performance
5. The social brain
6. Staying calm under pressure
7. Planning tool
8. Hints and tips on getting the best out of your brain
![Page 6: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/6.jpg)
What is neuroscience?
Neuroscience: study of the nervous system including the brain
Lots of applications: performance, communication, storytelling and influence, change management, emotional regulation, empathy and staying power, memory, ability to focus and perform, insight: ‘aha’ moments, decision-making, expectation and perception, resilience, learning and development, cross-cultural working, leadership behaviour, goal-setting, motivation, employee engagement…
Scarlett Associates
![Page 7: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/7.jpg)
What are you most proud of having achieved in the
last 6 months?
What are you most proud of having achieved in the
last 6 months?
Connecting
![Page 8: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/8.jpg)
Neuroplasticity
![Page 9: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/9.jpg)
Neuroplasticity: how we learn
9
Play Robert Winston video
![Page 10: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/10.jpg)
The fundamental organising principle of the brain…
…minimise threat/ maximise reward
Scarlett Associates
![Page 11: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/11.jpg)
Our brains like to predict…
I cnduo't bvleiee taht I culod aulaclty uesdtannrd waht I was rdnaieg. Unisg the icndeblire pweor of the hmuan mnid, aocdcrnig to rseecrah at Cmabrigde Uinervtisy, it dseno't mttaer in waht oderr the lterets in a wrod are, the olny irpoamtnt tihng is taht the frsit and lsat ltteer be in the rhgit pclae.
Scarlett Associates
![Page 12: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/12.jpg)
Threat vs reward
• Faster acting• Stronger• Lasts longer• Adrenalin and
cortisol up• Dopamine down
• Slower to act • Milder• Shorter• Dopamine up
Away
Threat
Toward
Reward
Scarlett Associates
![Page 13: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/13.jpg)
Illustration of discussion
1. What are the uncertainties you face?
2. How do they affect you?
3. How do you affect others?
4. What’s your biggest leadership challenge (e.g. forthcoming work, difficult relationships, leading through challenging change)?
Neuroscience of leadershipScarlett Associates
![Page 14: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/14.jpg)
Exercise – what’s the word?
psgycholoy
nneerociecus
eggeamennt
nbiar = brain
Moments of insight create dopamine and dopamine, in the right balance, is rewarding to the brain
Scarlett Associates
![Page 15: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/15.jpg)
Breaking the negative cycle anxiety creates – what can we do?
Laughter
Novelty
Give praise and recognition
Remind people of past achievements
Set short-term goals that people can achieve
(generates dopamine)
Provide information – information is rewarding to the brain
Enable people to reach their own insights
Emotional regulation eg ‘labelling’emotions
Practise ‘mindfulness’ – switch off the narrative
Scarlett Associates
![Page 16: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/16.jpg)
• SPACES - intrinsic motivators
![Page 17: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/17.jpg)
17
SPACES - motivation
Self-esteem
Purpose
Autonomy
Certainty
Equity
Social Connection
• Distracted• Anxious• Think less clearly• Reduced memory• Poorer performance• Weakened immune
system• Cortisol/stress
• Positive• More focused• Willing to
collaborate• Innovative• Creative• Willing to get
involved• Increased resilience
Away
Threat
Toward
Reward
©Hilary Scarlett
Scarlett Associates
![Page 18: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/18.jpg)
Self-esteem
18
![Page 19: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/19.jpg)
Purpose
19
![Page 20: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/20.jpg)
Autonomy
20
![Page 21: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/21.jpg)
Certainty
21
![Page 22: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/22.jpg)
Equity
Frans de Waal: TED Talk
![Page 23: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/23.jpg)
Social Connection
23
![Page 24: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/24.jpg)
Social rejection lowers our IQ – by how much?
According to various research studies conducted by Baumeister at al:
A. 6-8%
B. 10-12%
C. 13-25%
D. 30-45%
24
![Page 25: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/25.jpg)
25
SPACES
Self-esteem
Purpose
Autonomy
Certainty
Equity
Social Connection
• Distracted• Anxious• Think less clearly• Reduced memory• Poorer performance• Weakened immune
system• Cortisol/stress
• Positive• More focused• Willing to
collaborate• Innovative• Creative• Willing to get
involved• Increased resilience
Away
Threat
Toward
Reward
Scarlett Associates
©Hilary Scarlett
![Page 26: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/26.jpg)
1. Did they learn anything on the day?
2. Did they apply this learning?
3. Did this make any difference to the engagement of their teams?
4. Did this help the performance of the business?
Can learning about neuroscience make a real difference?
![Page 27: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/27.jpg)
Before the workshop (Orbit Housing)
Strongly disagree
Strongly agreeScarlett Associates
![Page 28: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/28.jpg)
Level 1: Learning during the first workshop (Orbit Housing)
Strongly disagree
Strongly agreeScarlett Associates
![Page 29: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/29.jpg)
Positive changes across 3 organisations using questionnaires immediately before and after the workshop
Learning about neuroscience appeared to increase confidence to lead change and to help people focus
Question A B C Swingaverage
I understand the impact of change on our brains 1.4 1.5* 1.25 1.38I understand the impact of the threat response on our brains ability to focusat work
1.8* 0.85 1.45 1.37
I understand the impact of choice on the brain 1.5 1.5* 0.95 1.32I understand what distracts the brain at work 1.5 0.8 1.2 1.17I know how to organize my day to get the best out of my brain 1.2 0.65 1.65* 1.17I understand the impact of being excluded at work on our brains’ ability tofocus at work
1.2 1.2 0.7 1.03
I know how to help others to focus at work 0.8 0.95 1.25 1.00If leaders understand Neuroscience it will help them to be better leaders 1.3 0.60 0.90 0.93
Scarlett Associates
![Page 30: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/30.jpg)
Level 2: Self reporting 6 – 8 weeks later showed how key aspects of the learning were used to help implement changes
Learningtheme %ofparticipants
Applications
1. SCARF 52 • Merger plan: align through common goals andtest principles against SCARF
• Team productivity: autonomy and status• Reorganization roadshows: designed around
SCARF• Coaching: use SCARF to train coaches and
structure discussions• Strategic planning (using SCARF)• Communication planning about restructure
(using SCARF)• Team building and development x 4 (both
personal reflection/behaviour; “brain friendly”meetings and SCARF)
• Email communication monitored for threat vs.reward
• Performance reviews (using personal insightsand reflection, SCARF)
• Self-coaching using SCARF
2. Mindfulness 343. In vs. out groups 284. Celebrate
achievements24
5. Personal space andreflection time
24
6. Threat/reward 217. Re-prioritization of
personal time17
8. Meeting design 149. Dopamine 710. Connect with
beneficiaries3
Scarlett Associates
![Page 31: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/31.jpg)
Level 3: All participants – “upwards feedback”. (Reversed for negative statements – higher mean = more positive)
Level 3: All participants – “upwards feedback”. (Reversed for negative statements – higher mean = more positive)
}5%+
Scarlett Associates
![Page 32: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/32.jpg)
Individual change – feedback before and after based on team responses to “upwards feedback”
Scarlett Associates
![Page 33: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/33.jpg)
Team members confirm impact of leaders’ intentions
Leader What they aimed to achieve
How perceptions changed amongst team members
Regional manager
• Built status by getting people to talk more about their proudest moments
• Helped them analyze their issues
• Built relatedness by making more of an effort to get to know people
Makes me feel a valued member of the team•73% agree before•92% agree 6 months laterIs interested in learning and development for the team•40% agree before•92% agree 6 months laterTakes a interest in me•33% before•83% after
Scarlett Associates
![Page 34: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/34.jpg)
Level 4: Harder to extract solid performance data, but one pair convinced that they generated 70% improvements in cost performance as a result of applying the learning
Scarlett Associates
![Page 35: ABP conference slides 15nov15](https://reader034.fdocuments.in/reader034/viewer/2022042517/58ea774b1a28ab0c0b8b4ded/html5/thumbnails/35.jpg)
Neuroscience for Organizational Change available for pre-order now
20% discount for ABP conference delegates until 31 December via Kogan Page website with discount code HRNOCF
Scarlett Associates
Questions?
Thank you!
Continue the conversation: Linkedin group: Neuroscience of Change and Communication