We know traditional ways of working just don’t cut it in the current global business environment. If this weren’t the case, we wouldn’t see evidence of a leadership, engagement, and culture crisis at work. Yet many businesses still make decisions, communicate internally and externally, employ, recruit, and manage using the same outdated structures that were designed for the industrial age.

The challenge is, how do you break down a framework that has been in place for decades? What do we need to do differently? Armed with the knowledge we are gaining about our neurobiology, how do we build brain-friendly organisations and teams?

It is through this lens that we like to challenge the disconnect between what science shows and what business does. If you haven’t noticed, the world is in the midst of a ‘neuro-revolution’ driven by new technologies and new disciplines in science that are uncovering fresh insights about human nature and what drives behaviour. Modern technology is supporting scientists to look at the brain in action, and we are gaining a better understanding of how our emotions, motivations, decision-making, and memory processes operate in the brain.

At Neuresource group we help leaders and businesses to replace old ways with new ways to support you to address the disconnect between what science shows and business does. Here are some examples of old ways used in organisations and new contemporary approaches taken by neureosurce group in line with our revolutionary STEAR MODEL.

OLD WAYS NEW WAYS
STRATEGY
  • Focussed on ‘What’ and ‘How’
  • Set by Board and C-Suite
  • Long and complicated
  • Reviewed quarterly
  • Focussed on ‘Why’
  • Developed collaboratively
  • Chunked and simple
  • Review regularly
TALENT
  • Performance management
  • Stand alone training
  • External Coaching
  • Set roles and teams
  • Human Capital not measured
  • Performance enhancement
  • Blended learning
  • Build internal coaching capability
  • Portfolio teams matched to interests and skill
  • Human Capital measured
ENGAGEMENT
  • Annual engagement surveys
  • Incentives and bonuses
  • Open plan offices
  • Information silos
  • Long meetings
  • Employee assistance schemes
  • Regular pulse surveys
  • Profit sharing
  • Innovation rooms/sleep pods
  • Radical transparency
  • Standing meetings
  • Resilience Initiatives
AGILITY
  • Risk Management
  • Think tanks
  • Change management
  • Primary focus on Lags
  • Active scanning for opportunities
  • Design thinking
  • Change Engagement
  • Dual focus on Leads and Lags
ROADMAP
  • Short-term focus
  • Reactive Management
  • SMART
  • Fixed goals
  • Future focus
  • Innovation
  • New SMART
  • Goal pursuit and intention planning

SOME INSPIRATION FOR OUR WHY

HOW GREAT LEADERS INSPIRE ACTION

At neuresource group we start a conversation with you to help us understand your “why” as an organisation, team or leader. As leadership expert Simon Sinek explains using his Golden Circle Model,  neuresource group, unlike most consulting organisations who start with telling you “what” they do, we start with your “why”.

“Imagine a world where people wake up every day inspired to go to work, feel safe while they are there, and return home at the end of the day feeling fulfilled by the work they do, feeling that they have contributed to something greater than themselves.”

Simon Sinek

THE PUZZLE OF MOTIVATION

In Dan Pink’s 2009 talk “The Puzzle of Motivation” Pink provides a persuasive talk on what motivates us. At neuresource group we help you unlock the puzzle of motivation.