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About the Insight Lab:

Take the guesswork out of transforming performance management. Learn from the pioneers shaping the future.

The number of organizations making significant changes continues to grow. Immerse yourself in the latest industry research and learn directly from leading minds who are revolutionizing the field.

Develop a fresh perspective and a research-driven strategy for your organization.

About the Sessions:

Kickoff – State of Performance Management – Josh Davis & David Rock (NLI)

What’s new, what’s next?

Next Generation Goal Setting – Heidi Grant (NLI),  Jeff Jacobs (Juniper), Meagan Gregorczyk (GE), Kris Duggan (BetterWorks)

At today’s pace of change, annual goals are completely forgotten by year-end, and cascading goals are distinctly non-agile. Discover new research in this space and new, agile goal setting approaches from the field.

Continuous Feedback: How to Create a Culture of Feedback – Tessa V. West (NYU), David Rock (NLI), Roxanne Bisby Davis (Cisco), Tracey Underwood (IBM), Liz Friedman (Microsoft), Rajeev Behera (Reflektive)

Traditional approaches to providing feedback fail to deliver the performance improvement people need, at the time they need it. Explore the science and practice of how to create a culture of continuous feedback in your organization.

Getting to Better Conversations – David Rock (NLI), Heidi Grant (NLI), Angela Szymusiak (Adobe), Kathryn Guggenheim (CA Tech), Tracy Russell (Cigna), Marianne Jackson (eBay), Andee Harris (HighGround)

Talent executives disagree on a lot. One thing they all agree on is that managers need to be better at having quality conversations with their direct reports. Explore the many different ways organizations are experimenting with lifting manager capability and accountability for having better conversations.

Audio recording from NeuroLeadership’s 2017 Performance Management Insight Lab in Santa Clara, California, June 2017. 

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In order to thrive through disruption, we must remain agile. However, agility is not one thing, but rather, it is the result of a network of things. This session brings together concepts from brain and management research to explore ways of thinking about agility: What does it take to listen closer to the market, notice signals earlier, orient toward change more decisively, and follow through faster? How much can the brain truly change, and what’s the best way to make that happen? How can digital solutions help, and not be another ‘to do’? This session proposes an applicable synthesis of key learnings for becoming more agile, for any size organization.
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Breakthroughs in technology and innovation are forcing organizations to rethink learning. As learning becomes more digital, it is important we create experiences that are nevertheless human. This session will shed light on how neuroscience can help us do that. How can we make digital experiences more in step with how the brain learns? How can we curate better learning “pathways”? How can we dramatically simplify talent development? How do we design experience with real behavior change in mind? Explore these and other urgent questions to help you create learning ecosystems for the new world of work.
Become a member to access this content or log in now.How are careers evolving in the new era of work? Explore the deeper science of human growth and development, and the practice of better career conversations, along with case studies of firms pushing the edges of career innovation.

Discover the research shaping the future of performance management. Explore organizational trends, legal myths, and how to handle total rewards in the new world of PM.

NeuroLeadership Institute has been extensively researching how Fortune 500 organizations transform performance management. Join us to unpack key insights and case study data from our findings:

• Dig into why removing ratings and replacing the annual review process is worth it.
• Explore meaningful ways to reward employees that goes beyond just compensation.
• Debunk three legal myths holding companies back from making positive changes.

NLI’s Dr. Josh Davis and Ashley Willms will lead this conversation, examine the research, and discuss how it is impacting the market. Special guest Jonathan Levy (Director of Learning & Development, Autodesk) will join us to lend a practitioner’s perspective around the legal myths associated with transforming PM.

Listen to Dr. Josh Davis (Head of Research, NeuroLeadership Institute) explain the core findings from the NeuroLeadership Journal Paper, Select Better: How Managers Can Reduce Bias in Hiring.

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Diverse teams perform better, and ultimately improve an organization’s bottom line. But there’s still a diversity gap in the workforce, despite attempts to make hiring managers less biased.First of all, many of these biases are unconscious. Neuroscience says we can’t take bias out of the person. Instead, we have to take bias out of the hiring process.Second, bias in hiring isn’t just one problem to solve. Selection involves three unique stages—Resume review, Interviewing, and Choosing a candidate—that each involve different kinds of decisions. What’s key is that different decisions involve different biases, and different biases require different mitigation strategies.This paper details which biases are most active at each stage of selection, and how to use The SEEDS Model® to mitigate them.

In an increasingly global marketplace, diversity and inclusion are being recognized more and more as imperative for business success. Diverse and inclusive teams are smarter, more creative, and make better decisions. While an increasing number of organizations are embracing the notion of diversity, the practice of inclusion is often overlooked. Being respected, valued, and welcome to contribute equates to more than just good feelings: Humans have a biologically based need to belong—to feel included, supported, and valued by others socially. In fact, research shows that social exclusion can negatively impact performance, productivity, and pro-social behavior, among other consequences. The challenge is, we often make others feel excluded without realizing it. First, the language, nonverbal cues, and subtle interactions we engage in can communicate signals of exclusion. Second, initiatives that focus on minimizing exclusion can actually increase feelings of out-group. Essentially, if we’re not actively including, chances are we’re accidentally excluding. To address this challenge, rather than focus on how to not exclude, we provide a neuroscience-based approach focused on what to do more of in order to achieve an inclusive workplace.

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The New World of Work session from the 2016 NeuroLeadership Summit: Rethink the Organization

This Summit we “Rethink the Organization”. The conversation begins with an exploration of the bigger trends shaping the new world of work. Join the conversation as an industry researcher, business academic, HR executive and media CEO bring to light the challenges and opportunities in these trends, while NLI’s Director of Research explores what all this means from a neuroscience perspective.

The future of work is all about innovation and agility. We have to be prepared for ever-changing circumstances, and that means being open to learning new things.

Learning is no longer something we just do in schools. We can’t rely on just the skillset we knew when we entered the workforce–that will guarantee career stagnation.

So I decided to sit down with Dr. Josh Davis, the Director of Research and Lead Professor for the NeuroLeadership Institute…

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