3 Reasons Why Business Leaders Can Thank Neuroscience

If you’re a manager in an organization that is remarkably forward-thinking likely, you’ve received training that includes certain aspects of neuroscience research.

In the last ten years or more, there has been a rise in the number of research in neuroscience and applying their findings in an array of subjects, such as organizational development.

Understanding the inner workings that the brain has and how it affects behavior is an ongoing concern not just in the labs as well as in boardrooms all over the globe too.

In spite of the existence of an abundance of brain research “quackery,” its application in business has produced several positive results for executives and their organizations. Here are three significant areas that are seeing the most progress.

It has increased the effectiveness of leadership.

The leadership approach is in dire need of fresh ideas; in the past ten years, we’ve witnessed organizations with record low levels of employee engagement as well as excessive turnover among staff, which point to a problem within the workplace.

Neuroscience is a combination of traditional management methods and philosophy to offer a fresh perspective on leadership. When the main results of studies on human behavior and decision-making are utilized to support leadership and management, we can better create leaders who are aware of the structure of their team, more attuned to the needs of their team members, and more able to motivate their employees to perform better.

It has been instrumental in driving change.

A better leadership style is essential to enabling changes that are desired, increasing productivity and performance, and lessening the disengagement feelings, which can be damaging to the growth of an organization.

We’ve seen the most successful businesses like Google take actions that have transformed the working environment over the last ten years – for example, giving employees time to be creative as well as more flexible working hours. It is possible that neuroscience played something to do with it.

Change that is imposed from outside is often rejected by that inside unless they recognize the professional or personal advantages of the changes. Neuroscience has proven that people value inclusion and recognition greatly – so creating a more inclusive environment is an essential factor in creating an environment where more cohesive changes are feasible.

It has helped to improve attitudes toward learning.

One of the responsibilities of leadership is the development of individuals within the company. The fact that the brain has the capacity to alter and change its neural patterns indicates that no matter the age of your body, you don’t need to accept what you have. The “plastic” brain’s nature means that it is possible to learn new abilities and create different habits at any point in life. The brain can adapt to new environments and information, and the process of learning alters the physical structure of the brain. The brain was discovered by a neuroscientist some years ago that a part that was part of the brains used by London taxi drivers had a larger size in the course of time when they learned the streets of London for 25,000 years, and therefore we can conclude that the brain of any person can be improved through learning.

The issue for organizations is that they are unable to find training firms that have the knowledge of neuroscience, psychology, and management theories in order to develop effective frameworks and implement the executives.