Over the past few years, NLI has been working to answer a conundrum that many organizations face:
Why do 50% to 70% of organizational change initiatives fail, even when they’re a top priority?
In our new Idea Report, Change at Scale, we analyze data from more than 200 human resource executives and working professionals to understand the relationship between organizational change efforts and behavioral change at an individual level. Through our analysis, we unpack the reasons behind failed efforts and offer a lens into how real behavior change becomes effective and sustainable: Priorities, Habits, and Systems
Learn more about how this three-pronged framework can forge connections between the intention to change and the behaviors needed to achieve a lasting outcome.
Why does most unconscious training feel so bad and accomplish so little? The answer is deceptively simple: It’s because most unconscious bias training starts from a place of telling us that we have an innate and deeply rooted problem, which must be fixed. Not only does this make people defensive; it can also paint unconscious bias in the wrong light.
In this collection, you’ll find blog posts and case studies that dive deeper into NLI’s perspective on bias mitigation. You’ll read about the five broad categories of bias that make up The SEEDS Model®, an invaluable tool for teams and organizations to accept, label, and mitigate bias in real- time. You’ll read about the subtle yet important differences between bias and inclusion. And you’ll discover how at least 85% of participants in two organizations now feel more equipped to mitigate bias on a weekly bias.
Allyship is when someone is aware of and uses their advantaged position to actively support people in less advantaged positions. Download the flyer to learn more about our POV on how to be a better ALLY.
Virtual learning has obvious benefits compared to traditional learning. Without the need for an in-person venue, a virtual learning experience can accommodate 1,000 participants as easily as it can 10.
But in addition to being faster, cheaper, and more scalable than in-person workshops, our data shows that virtual learning can also be measurably more effective—if you do it right. There are many reasons why this is so, all of them dealing with the science of how attention and memory work in the brain.
In this ebook, you will learn how to design virtual learning with the brain in mind, specifically with the hope to make it even more effective than in- person learning.
Download Now: Impact Report – Growth Mindset Supports Organizations Through Disruption
Organizations are in the midst of tremendous change and disruption. At the time of this writing, 96% of business leaders are concerned about corporate productivity in the face of a pandemic, while 81% of full-time employees’ lives have been significantly disrupted by it.
To be sure, moments like these are beyond our control. But how we respond to them isn’t. An established body of research has shown that adopting the right mindset in the face of adversity can equip people to thrive through challenging circumstances.
In NLI’s new white paper, “Growth Mindset Supports Organizations Through Disruption,” leaders will meet five companies, across various industries and size, that embraced growth mindset in the face of intense disruption. Their stories should help any leader gain newfound appreciation for the power of mindset in adapting to new realities.
Download now: Idea Report: Building Brain-Friendly Leadership Models
Organizations devote countless hours and expend enormous amounts of energy developing their leadership models. So how come so few leaders actually use them?
NLI’s latest industry research project sought to understand this imbalance. And the resulting white paper, “Idea Report: Building Brain-Friendly Leadership Models,” offers a compelling set of explanations. In short, leadership models often face three critical flaws: They aren’t memorable, they aren’t meaningful, and they don’t make sense in the context of the organization’s other goals.
By following the science, leadership model design teams can learn to build models that help not only individual employees thrive, but elevate their entire organization.
HR teams spend a lot of time and energy on designing leadership models. Often, a lengthy process ends in complex models that don’t represent business needs.As a result, few leaders remember or act on their organization’s leadership model.
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We’re way past workers being cogs in the machine of industry.
In today’s world of work, leaders looking to gain a competitive edge must focus on employees’ ideas. They must actively gather input from people with a wide variety of backgrounds and experiences. This is what it means to include.
In “Cultures of Inclusion,” we’ve compiled seven articles and blog posts capturing the NLI perspective on inclusion — pieces that bust myths, shed light, and offer advice. Implemented correctly, we believe they can help any team work more effectively.
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What do a European telecom, a tech giant, a healthcare firm, and a pharma company have in common? They all have decided to support their workforce through building a growth mindset culture.
Growth Mindset Case Study Collection features the Growth Mindset journey of Microsoft, Telenor, Cigna and Bristol Myers-Squibb.
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How do you move people from a place of feeling stuck, and competing with one another, to a place of learning and cooperation? Research from the NeuroLeadership Institute suggests the solution may lie with growth mindset. The belief that skills are fluid and can be improved, rather than fixed or innate, growth mindset can help organizations move from a culture of genius to a culture of development.
In “Transforming Performance Management with a Growth Mindset Approach,” we uncover three key insights around growth mindset’s influence on PM, as well as offer illustrative case studies showing how major organizations are embodying the habits of growth mindset in their performance practices every day.
For leaders who want to improve feedback conversations, build resilience, and engage their teams, growth mindset is a key ingredient in the performance management process.