Employee wellbeing: how to support people with neurodiverse conditions
Learn practical strategies for supporting neurodiverse employees in the workplace. From opening dialogue and understanding individual strengths to making timely adjustments, employers can create an inclusive environment that benefits both workers with conditions like autism and dyslexia and the organization.
Nudging: what HR professionals should understand about behavioural science
HR professionals should understand that nudging—using behavioral science to influence employee decisions—is more complex than exploiting cognitive biases. Effective nudging requires following the scientific method to understand behavior drivers and validate solutions, while careful ethical consideration is essential to avoid manipulating employees without awareness.
‘The Brain at Work in the 21st Century’ – Baroness Susan Greenfield at UNLEASH London 2019
Baroness Susan Greenfield explores how technology is damaging brain development at UNLEASH London 2019. While neuroplasticity allows our brains to strengthen through practice and learning, modern technology’s addictive nature undermines real-world development and critical thinking in young people.
Minimise threat and maximise reward to accelerate change
Learn how neuroscience explains why employees resist change and discover evidence-based strategies leaders can use to minimize threat and maximize reward during organizational transitions.
Is there such a thing as emoji-nal intelligence?
Emojis can enhance workplace communication and emotional intelligence by helping workers better understand and express nuanced feelings in emails and text messages, though they should complement rather than replace face-to-face interactions.
Behavioural science: joined-up brain dots for the joined-up HR professional
Behavioural science is reshaping HR practice through evidence-based insights into how people actually behave. Drawing on neuroscience and psychology, HR professionals can apply behavioral principles to improve outcomes in areas like performance management, employee engagement, and organizational change.
Why leaders need to put on their oxygen mask and take care of themselves
Leaders who neglect their own wellbeing cannot effectively care for their teams or organisations. When leaders experience chronic stress and exhaustion, they spread negative emotions to those around them and lose the mental capacity to lead effectively. Prioritizing personal health—mentally, emotionally, and physically—is essential for leaders to perform at their best.
Employees who keep their smartphone close by are reducing their brain power
Keeping your smartphone within sight or arm’s reach reduces your brain’s ability to focus and perform cognitive tasks, according to research from the University of Texas. The effect intensifies for people who are more dependent on their phones, even when devices are turned off or face down.
The impact of organisational change on the brain
Organizational change triggers a threat response in the brain, reducing clarity and amplifying perceived risks. Understanding how our brains react to uncertainty—designed for survival rather than modern workplaces—helps leaders support employee wellbeing and productivity during transitions.
Why are some people more resilient when facing change?
Resilience during organizational change depends on how people perceive the situation based on their past experiences, personalities, and biases. Research shows that maintaining self-esteem, purpose, autonomy, certainty, equity, and social connection helps employees navigate change more effectively.
We have hugely underestimated people’s need for social connection at work
This is the third in a series of four articles on Better Organisational Change through Neuroscience by Hilary Scarlett, speaker, consultant and author of Neuroscience for Organizational Change – an evidence-based practical guide to managing change. We have hugely underestimated people’s need for social connection at work. We understand the importance of relationships in our personal […]
How to stay calm during organisational change
Manage your emotions during organizational change by understanding how emotions influence decision-making and memory. Learn why constant workplace stress triggers our threat response and discover evidence-based strategies to stay calm when facing uncertainty and competing demands.
Employee engagement: sometimes it is the small things that make a difference
Small daily actions significantly impact employee engagement more than major organizational initiatives. Research shows that simple gestures like acts of kindness, collaborative language, and positive feedback activate the brain’s reward centers, improving workplace wellbeing and satisfaction.
Have we got authenticity wrong?
Leading academics challenge the concept of authentic leadership, arguing that some situations require leaders to adapt their behavior rather than always expressing their true selves. The debate hinges on conflicting definitions of authenticity and what behaviors actually signal genuine leadership.
Brain-savvy Woman: a two-in-one guide to the neuroscience that can help your career
Brain-savvy Woman explores neuroscience-based strategies to overcome gender bias in the workplace. This two-in-one guide combines research on gender bias with practical survival and thriving strategies for both men and women seeking more fulfilling careers.
Book review: Brain Savvy HR by Jan Hills
Brain Savvy HR by Jan Hills applies neuroscience research to HR practice, offering evidence-based strategies for leading, engagement, and organizational change. This comprehensive guide condenses complex neuroscience into practical applications, making it essential reading for HR professionals and leaders seeking to improve effectiveness through brain-based insights.
Book review: Social: Why our brains are wired to connect
Matthew D. Lieberman’s Social explores the neuroscience behind human connection, arguing that our brains are fundamentally wired for social interaction. Drawing on brain-imaging research and behavioral experiments, the book reveals how social reasoning shapes our relationships and well-being, making it relevant for HR professionals seeking deeper insights into workplace dynamics and human behavior.
Can neuroscience enhance acceptance of Emotional Intelligence?
Neuroscience increasingly supports emotional intelligence in business leadership, showing that understanding oneself and others activates similar brain circuitry. Research suggests this scientific backing may help overcome organizational resistance to developing EI as a core leadership capability.
Evidence-based agony aunt: I feel like I’ve been harshly judged in my appraisal
After receiving a harsh performance review that contradicted positive peer feedback, an expert explains how to approach your manager effectively. Using neuroscience insights, prepare mentally and ask strategic questions to understand the evaluation criteria and improve outcomes.
Evidence-based agony aunt: I don’t know which job offer to take!
When facing two job offers, check your emotional state first. Major decisions are best made in a positive “green zone” mindset rather than fear-based thinking. Take time to discuss both roles with someone you trust before deciding.
