Methodology

We are socially wired

Why Social Cognitive Neuroscience?

My expertise is grounded in the field of social cognitive neuroscience—the science of how the brain learns, makes decisions, adapts under pressure, and connects with others. This research shows us what capabilities and eperiences enable leaders to build trust, inspire followership, and create conditions where people can think clearly and perform at their best.

For organizations, the benefit is practical and immediate: strategies to reduce fear and bias in decision-making, conversations that accelerate learning and behavior change, leadership cultures that unlock collaboration and innovation. By translating scientific insights into simple, human-centric tools, I help executives and their teams to be better leaders, and unlock the wisdom that exists across the systems they operate in.

It's not rocket science. Its neuroscience.

But do we really need a brain based approach?

If your key talent is made up of living, breathing human beings... Yes you do! We are biologically wired to respond to uncertainty and the unfamiliar, as if they are real physical threats to our survival. So, in today's world of ongoing disruption, complexity and change, our brains are hungrier than ever before, for experiences of clarity, belonging, growth and connection - all of which dial down the brain's 'threat' response and fire up our 'reward' circuitry instead!

Are your people setting goals their brain loves?

Setting goals is easy — achieving them is hard . Neuroscience shows us how the brain prefers to articulate goals so they sharpen focus and unlock motivation. When leaders understand this science, and how to interact in ways that keep people moving forwards, their people are more energized and committed. By tapping into the neuroscience of goal pursuit, organizations turn strategy into action and create a culture of creative innovation and growth.

You can't have insights for people!

If your leaders are still telling people what to do, and innovation and accountability isnt were it needs to be, you may need to install leadership development offerings that build coaching capability. This means educating leaders, and equipping them with practial approaches for elevating thinking, promoting new insights and creative problem solving.

The big myth about psychological safety.

There is a common misunderstanding that having a culture where people feel safe, means letting them off the hook and just 'being nice'. Its quite the opposite! A safety culture is one where people are encouraged and supported to continuously learn and stretch; to experiment and be held accountable for achieving their goals and commitments. I can help you install this optimum environment for high performance.