Corporate Membership Pricing

Small Organizations

1 – 5,000
Employees

$7,100 Annually

Includes: One In-Person Summit Pass OR Two Virtual Passes

Mid-Sized Organizations

5,001 – 50,000
Employees

$10,500 Annually

Includes: Two In-Person Summit Passes OR Four Virtual Passes

Large Organizations

50,001 – 100,000
Employees

$16,000 Annually

Includes: Three In-Person Summit Passes OR Six Virtual Passes

Extra Large Organizations

100,000+
Employees

$21,500 Annually

Includes: Four* In-Person Summit Passes OR Eight Virtual Passes

Prices are USD and based on the number of employees in the country purchasing membership. International pricing is available. Membership includes access of all materials to full HR and talent team. This does not include manager tools/development.

Corporate Membership Includes

Journal & Industry Papers

Hours of Video

Hours of Webinars

Case Studies

Advisory Calls

Inclusion Details At-A-Glance

Over a Decade of Thought Leadership and Peer-Reviewed Research

NeuroLeadership Journal (Vols. 1 – 7). Never start from square one with a talent strategy again. Gain a deeper knowledge with easy access to an archive of peer-reviewed neuroscience and industry research.
New Papers Released Regularly. Keep your team updated on the latest insights with 6 – 10 new research papers per year.
Research Summaries (Journal Summaries). Digestible two-pagers that allow your team to quickly embed and utilize valuable insights.

100’s of Hours of On-Demand Content, Accessible Anywhere

Company Case Studies. Featuring Fortune 500 companies including Microsoft, Cigna, BlackRock, Eli LIlly, Gap, American Express, and dozens more. Content available in video & audio formats.
Webinar Recordings. Learn from pioneers in great detail. Review the neuroscience and industry research, case studies, and internal data.
NeuroLeadership Summit Recordings. Years of breakthrough research in its most digestible form. Watch whole sessions or highlights and learn from practitioners and neuroscientists at the forefront of their practices. 2013 – 2017 content is available.

VIP Access to Peer Networking & Neuroscience-Driven Experiences

Talent Leader Exchanges & C-Suite Retreats. Generate fresh insights with peers, from talent leaders to CHROs. Members get preferred access to these generative half or full day events.
NeuroLeadership Summit pass(es) included with Membership. Take your seat at NLI’s annual conference in New York City. Attend this unparalleled learning & networking experience, where we showcase the year’s breakthroughs and unveil the latest research.
Discounted pricing on Practice Area-focused Summits. Engage with the talent leaders shaping the future of performance management. Members attend this one-day event at the lowest price.

Development Opportunities for Your Talent Team

Become a change agent guru with the Certificate in the Foundations of NeuroLeadership. Inspire your talent team to explore the full scope of Neuroleadership research and theory with this purely virtual course. Learn and utilize tangible, evidence-based approaches to change at any scale. Membership includes a 10% discount.
Build your coaching skills with Brain-Based Coaching. Learn cutting-edge, research-based skills to effectively coach others in any situation. Your talent team saves on NLI’s flagship coaching training program. Membership includes a 10% discount.

Personalized Guidance to Applying the Research – Four Sessions Annually

An NLI expert designated to your account. Access the latest and most relevant research with a dedicated Research & Solutions Consultant.
Four annual consultation sessions with your Research & Solutions specialist. Find the relevant insights that apply to your talent challenges, scheduled whenever works best for your team.
Exclusive Webinars hosted by Neuroscientists Interact with the latest research alongside fellow Corporate Members, and ask questions of a resident NLI neuroscientist.

Shape Tomorrow’s Research Today

Participate in the research at the cutting edge of talent challenges. Become an integral member of the research team revealing the trends that shatter HR’s current conventional wisdom.
Early access. Review the findings before we share with the community at large.

Learn More

Appropriate and Inappropriate uses of NLI Corporate Membership Materials

Appropriate

A CHRO has decided they want to focus the culture on having a growth mindset. They speak to their NLI account manager during a quarterly advisory session and ask about best resources for their HR team to get their heads around the research. They soon access two research papers, two videos, and two webinars, which they review over two weeks and then meet internally to discuss. During the offset, they choose several headlines, slides, and other resources to put into their annual strategic plan. When the company wants to then teach their managers about the big ideas, they approach NLI to discuss manager tools.

A Chief Talent Officer wants to dig deeper into the question of removing ratings. They go online to NLI’s membership portal and discover three industry research papers, ten webinars from different organizations containing their insights, and a range of video and audio content. They share these materials internally and ask the team running performance management to synthesize the insights and report out to all of HR on trends they see. They want to dig in further and reach out to NLI to run a formal research briefing on this topic.

A Chief Diversity Officer is interested in networking with peers. They reach out to their NLI account manager and are connected by email to other thoughtful CDOs in their area. NLI coordinates a breakfast event hosted by the individual’s firm, where they share three main research papers in the D&I space and lightly facilitate discussion between several CDOs in attendance.

A Chief Learning Officer is inspired by the NLI’s AGES model. They share two papers on AGES to their team and run a retreat with their learning professionals to discuss the implications of the model, and begin to reshape their training offerings as a result.

An HR Business Partner wants to educate the rest of their HR team on neuroscience. They point their team to several webinars and then give the team the option to attend a certificate program with NLI at a deeply discounted rate.

An internal coach wants to talk about The SCARF® Model with the people they coach one-on-one.

Inappropriate

An HR professional likes the SCARF® model and posts the NLI paper onto their LMS for use in wider training programs.

A Chief Talent Officer likes the SEEDS® model and introduces it at a leadership retreat for their top 100 leaders.

The head of learning likes NLI content overall and provides several papers to their training team, to include our content into their learning solutions for managers.

A multinational organization purchases membership for the USA, based on the employee numbers in the US. Their operation in APAC wants to use the content and the US shares a link to access the portal.

A consulting company uses the SCARF® model as a framework for helping their external clients think through their challenges.

An HR business partner wants to facilitate an offsite for their business unit, and wants to teach the SCARF® model using one of the research papers and slides from the performance management practice.

1 – 5,000 Employees