NeuroLeadership is my perfect tool for the development of managers and executives. It translates neuroscientific insights in effektive leadership. The neuroscientific results lead to an important conclusion: managerial thinking and leading need an upgrade. Are you unhappy with the motivation and the performance of your employees? Please, contact me. NeuroLeadership changes beliefs, mindsets and behaviours of all employees and lead to a new organisational culture. Our goals are healthy, happy and contented managers and employees. An that leads to a healthy and stable organisation.
NeuroLeadership transforms insights of the neurosciences in usable tools. Scientific Results usually need decades to find their way into the day to day business. I accelerate this process, to make managers better leaders. The goal of neuroleadership is to change and renew the consciousness, the thinking and the behaviour of all employees. So that they are healthy, happy and contented and have fun at work and the mutual recreation.
NeuroLeadership is scientific and human oriented. It combines different neuroscientific fields, like medicine, psychology, neurobiology and business management. The brain as the central hub for the understanding of employees and managers makes it unique. The better we understand what happens in the brain, the better we can use it. For the benefit of everybody.
Most of the processes in the brain are not conscious. But these are the processes that shape our personality. They steer our decisions, our emotions and feelings and determine who we are. Neuroleadership makes subconscious processes available and shows how we can get an improved access to our subconscious. In that way, we get to know ourselves better to be in a position to act more conscious and mindfull.
No matter if a company is financially healthy or not, the majority of managers complain about similar problems. Most of them are known and are under discussion in the literature. If companies are profitable and show a nice bottom line, the management teams believes everything is okay. Cultural and social problems become obvious, when companies are in a sloping position. On the right side, there is a short list of problems that companies usually face.
For more information about problems I recommend studies of the Gallup institute. One survey, focussing on the emotional connection of the employees, show that about 60% of the employees and not emotionally involved and 25% have resigned inside. Although a lot of trainings for managers have been performed, the values did not improve in the last 15 years.