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Arti Languages Pre Seed Teaser Deck 2024.pdf
Arti Languages Pre Seed Teaser Deck 2024.pdf
TNR2013 David Rock, The Neuroscience of Engagement
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© David Rock
2013 www.NeuroLeadership.Com 1 Annual Summit (& ongoing knowledge sharing) Journal Post-Graduate & Masters Degrees in NeuroLeadership Informing leadership development, coaching, change management, learning. Self-funding research and education. The neuroscience of: • Making decisions & solving problems • Staying cool under pressure • Collaborating with others • Facilitating change Davis & Rock, 2012 Organization 3. Applied Studies 2. Summary Frameworks 1. Laboratory Studies Davis & Rock, 2012
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© David Rock
2013 www.NeuroLeadership.Com 2 Neuroscience of High Performance Neuroscience of Engagement Neuroscience of Transitions Neuroscience of Quality Conversations Neuroscience of Organizational Change Assess pilot error in the cockpit based on cognitive load Impact of mindfulness training on high school students Teach attentive focus to mine workers to avoid falls Brain imaging of Korean leaders during apology Level of Importance Individual Line manager Manager of managers Executive Self & social awareness Technical skills Capacity for self & social awareness 1. We hire & promote goal-focused leaders 2. Being goal-focused switches off people circuits 3. High cognitive load reduces mentalizing
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© David Rock
2013 www.NeuroLeadership.Com 3 A heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work. (Conference Board 2006) A combination of commitment to the organisation and its values, plus a willingness to help out colleagues (organisational citizenship). It goes beyond job satisfaction and is not simply motivation. Engagement is something the employee has to offer: it cannot be 'required' as part of the employment contract. (CIPD, 2008) 1. The neural basis of engagement 2. The drivers that impact engagement 3. Levels of engagement from a neural perspective 4. The effect of engagement on the brain 5. Measuring engagement biologically 6. Insights on improving engagement Away Threat Toward Reward Rock (2008)
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© David Rock
2013 www.NeuroLeadership.Com 4 Away Threat Toward Reward Rock (2008) More cognitive resources (Arnsten) More insights (Jung-Beeman) More ideas for actions (Frederickson) Fewer perceptual errors Wider field of view • Increased motor functions • Reduced working memory • Reduced field of view • Generalizing of threats • Erring on the side of pessimism Friedman & Förster Small threats have a big impact…" COGNITIVE NETWORKS: Includes PFC and lateral PFC. LIMBIC SYSTEM: Includes striatum, amygdala, central/autonomic nervous system. SOCIAL NETWORK: Self and social circuits including the medial PFC. SELF-REGULATION NETWORK: Regulating both cognition and emotion, ACC. LEARNING AND HABIT CIRCUITS: Working memory, memory, basal ganglia.
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© David Rock
2013 www.NeuroLeadership.Com 5 COGNITIVE NETWORKS: Inattention. Wandering. Mistakes made. LIMBIC SYSTEM: Highly/low aroused, overactive. SOCIAL NETWORK: Misconnection. SELF-REGULATION NETWORK: Dysfunction. LEARNING AND HABIT CIRCUITS: Distracted, Disrupted. Overall: less resources available. COGNITIVE NETWORKS: Focused, not distracted easily. LIMBIC SYSTEM: Reward state. SOCIAL NETWORK: Able to read self and others well. SELF-REGULATION NETWORK: Well resourced, more effective. LEARNING AND HABIT CIRCUITS: Lots of resources for learning. Overall: Optimal and flow state. Away Threat Toward Reward Actively disengaged Disengaged Engaged Deeply engaged Neutral -100 0 +100 Our best and worst moments are social Positive social traits trump bad health habits Why heavy drinkers outlive non drinkers Collective intelligence is more social than IQ based
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© David Rock
2013 www.NeuroLeadership.Com 6 Cyberball And then…. Social pain = physical pain Away Threat Toward Reward Rock (2008)
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© David Rock
2013 www.NeuroLeadership.Com 7 1 2 3 4 5 Izuma et al., 2008 Having a good reputation = Winning money The brain is a prediction machine. Uncertainty arouses the limbic system.
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© David Rock
2013 www.NeuroLeadership.Com 8 The brain likes to be able to predict and have a say in the future. A feeling of having a choice dramatically impacts stress levels. Being able to choose is more rewarding and activates reward brain regions. Leotti & Delgado, 2011 Friend or foe Trust or distrust Connect or don’t connect Foe is the default Liking people in your own group (and disliking people in the out-group) is reflected in brain activity. Van Bavel et al., 2008
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© David Rock
2013 www.NeuroLeadership.Com 9 Rock & Cox, 2012 Perception Empathy Motivations Brain regions associated with primary rewards – food, pleasant touch or pleasant memories, money, a picture of a loved one - those same regions were active when people received fair offers, compared to unfair offers of equal level. Golnaz Tabibnia, UCLA Away Threat Toward Reward Rock (2008) Away Threat Toward Reward Rock (2008)
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© David Rock
2013 www.NeuroLeadership.Com 10 • Engagement • Leadership practices • Motivation & incentives • Managing performance, feedback, coaching • Teams & collaboration • Organizational change Predictive (Before) Rock & Cox, 2012 Regulatory (During) Explanatory (After) Leadership event How brain research helps Measure engagement A: Self report B: Bio markers: fMRI EEG Cortisol levels Skin conductance Heart rate variability Other How to increase engagement Status: Recognize incremental growth, change the comparisons Certainty: Find the patterns, normalize, over-communicate Autonomy: Provide choices, give parameters Relatedness: Connect people together, reduce social threat Fairness: Be transparent
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© David Rock
2013 www.NeuroLeadership.Com 11 Neuroscience provides a new theoretical framework for engagement. Engagement is more than an idea, it has a real biological impact. More accurate measurement and interventions may be possible. • 88% increase in engagement • 96% better prepared to lead change • 500% increase in coaching effectiveness • 17:1 return on investment Learning about your brain can be addictive. We think it’s a positive addiction. With similar benefits to mindfulness training. Resources NeuroLeadership.org" • Education up to Masters" • Summits & Recordings" • Journals" NeuroLeadership.com" • Leadership development programs" • Coach Certification Programs
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© David Rock
2013 www.NeuroLeadership.Com 12 Resources Books: Your Brain at Work Quiet Leadership Coaching with the Brain in Mind Papers: SCARF 2008 & 2012, Neuroscience of Engagement Managing with the brain in mind Email: David@NeuroLeadership.org Twitter: davidrock101 Blogs: PsychologyToday.com, Huffington post, HBR, DavidRock.net
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