Our Friday webinars continue this week with Tracy Keogh, CHRO of Hewlett Packard and Dean Carter, CHRO of Patagonia. Dr. David Rock will facilitate a discussion to unpack how the smartest companies in the world are handling this crisis.
You will hear what Tracy and Dean are doing to support their people, and how they’re adapting to this new workplace normal.
Click here to download slides.
Like many organizations, Microsoft has been undergoing a digital and cultural transformation. The company’s CEO, Satya Nadella, hit the “refresh button” a few years ago, looking to anchor Microsoft’s “aspire-to” culture in the concept of growth mindset and put a renewed emphasis on the people and teams.
Microsoft’s goal with this large-scale culture transformation has been to evolve from a culture of “know-it-alls” to a culture of “learn-it-alls.” The change has permeated the whole organization in a variety of ways – from business strategies to behavior and mindsets. In the people space this has shown up in shifts to solutions like Microsoft leadership principles, performance practices, allyship, manager role revisions, hiring strategies, feedback, and many others areas.
Join Irada Sadykhova (Senior Director of Organizational Development, Microsoft) and Dr. Andrea Derler (Director of Industry Research, NLI) for a discussion about why and how Microsoft based its culture change on growth mindset. Discover how an industry giant became one of the most valuable companies on earth again by increasing its agility, innovation, and engagement with growth mindset.
Coherence refers to a state of a system of ideas and behaviors in which all of the components form a consistent, unified whole. This paper explores the concept of coherence as it is used in cognitive science and instructional design, and discusses several hypotheses around why decoherence is pervasive in corporate learning as it is currently conceived in order to offer potential solutions. We will also touch upon the mechanisms that may give rise to coherence in networks of neurons in the brain. Our aim is to establish the importance of coherence and to provide useful strategies for how to increase the efficacy of learning design through a deliberate emphasis on creating coherence for the learner.
Click here to listen to the morning sessions.
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:
Take the Bias out of Performance Management – Heidi Grant (NLI), Kevin Delaney (Linkedin), Christie Zeigler (Providence Health), Mary Slaughter (North Highland Consulting)
Every manager views an employee’s performance through the lens of his or her own bias. That bias impacts the validity and effectiveness of performance feedback and appraisals. Discover the SEEDS® model of bias and learn from cutting edge interventions that take the bias out of the PM process.
Call for Case Studies – David Rock & Heidi Grant (NLI)
“Open mic” session to give participants the opportunity to share useful case studies on any topic related to their journey to transform PM.
Compensation Without Ratings – Josh Davis (NLI), Ashley Willms (NLI), Ted Slaughter (Autodesk), Chris Mason (Patagonia), Mirco Gros (Ring Central)
Compensation continues to receive a low score on engagement surveys and remains the focus of constant challenge. As performance management, transparency expectations, and career expectations shift, organizations need to rethink their compensation strategies. Explore new approaches to compensation that address today’s complex world and changing expectations.
The Future of PM: From AI to Predictive Analytics – Beth Jones (NLI), Abbas Golestani (IBM), Evan Wittenberg (Box), Mike Pino (Cognizant)
Recent advances in AI open up new opportunities. Many organizations aim to use predictive analytics in lieu of the traditional descriptive data to make better people decisions. Learn about the exciting future of performance improvement through the use of AI and predictive analytics.
Closing Remarks – David Rock (NLI)
Audio recording from NeuroLeadership’s 2017 Performance Management Insight Lab in Santa Clara, California, June 2017.
Become a member to access this content or log in now.The ability to stay ahead of the innovation curve can make or break an organization. In the midst of a very disruptive and constantly changing marketplace, the key to success may be enabling everyone to see things differently. This session will shed light on the power of insight, how to get to insight faster, and how to separate the signal from the noise when considering new ideas. The panel will discuss research-driven ways to foster an atmosphere of creativity and innovative drive across the workplace.
Become a member to access this content or log in now.
Design Better Organizations from the 2016 NeuroLeadership Summit: Rethink the Organization
As organizations become more global, cross-functional and less hierarchical, silos break down and the org chart is rendered obsolete. While there are upsides to this, a debilitating downside can be collaborative overload. This session combines extensive research on effective networks rooted in deeper science of the brain, to propose a set of principles for designing better teams and organizations.
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…
Read the complete article here.
“I think implicit bias is a problem for everyone, not just police…” said Hillary Clinton, at the first presidential debate. While the claim ruffled some listeners (‘Wait, did Hillary Clinton just call us all racist?’), it truly appalled one listener in particular: Mike Pence. At the VP debate, Pence called Clinton out for her “bad mouthing.” “The demeaning accusation” of implicit bias “has got to stop,” he stated.
Clinton proposed that we’re all implicitly biased. Pence proposed that being called biased is demeaning to all of America. But which one of them is out of line? Does Clinton owe us an apology? Or does Pence just not get it?
Read the complete article here.
The owner of a graphic design firm worries that her clients have dried up despite her best efforts. Even a seemingly bulletproof marketing plan that worked in the past is now yielding crickets. What should she do? And how exactly should she go about deciding what’s best for her business?
Your problem-solving instincts may tell you that she’d better start brainstorming and making a detailed spreadsheet with a step-by-step plan. But both anecdotal evidence and published research suggest that taking a moment of inaction may be just as, if not more, important…
Read the complete article here.
I sat down with Dr. David Rock, who is paving the way in “neuroleadership.”
With his team, he brings together global experts to develop the science of leadership development. The world is certainly going through a shift in the way we think about leadership these days.
Executives have begun to recognize the importance of a people-first approach to business. Workplaces are throwing out the old hierarchy and beginning anew.
We are questioning the norms of office culture and management, leading to better business outcomes, more engaged employees, and happier workplaces…