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What is neuroleadership?

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Promoting proper leadership is one of the company’s main concerns. This affects not only work, but also the motivation and well-being of employees.

The job market has changed significantly in recent years and requires more flexibility and the emergence of new options. This is because many talents and experts dedicate their work to studying employee productivity and performance. Therefore, many strategies and actions are currently being modified for others where inclusion and communication are fundamental. That is how corporate neuroleadership was born, which continues to contribute to this work as a proven strategy with outstanding results.

In this article, we will focus on this important neuroleadership within organizations, a new vision for leaders based on the latest advances in neuroscience.

What is neuroleadership?

Neuroleadership is a business method of human resource management that uses knowledge of the brain to lead groups of employees.

This discipline deals with understanding the relationship between management and interaction between individuals. It clarifies how these behaviors affect the brain and takes these factors into account to determine what the most important qualities of a leader are. Therefore, it has become important in the workplace to ensure the use of the potential of employees.

Talent management or human resource departments must incorporate these studies into the development of programs to help business leaders better understand and communicate with their employees. Neuroscience helps leaders to better connect with their followers and create more meaningful and positive communication between both parties. Therefore, neuroleadership techniques include verbal and nonverbal elements, attention, observation, and repetition, and maximum personalization of each message sent to employees.

Principles of neuroleadership.

The general principles for applying neuroleadership are as follows:

  • Everyone’s brain is different. This premise, which is closely related to the basic principles we have mentioned, should never be forgotten. Although we believe we have found the key to maintaining high performance at work, there will always be professionals with different brain processes.
  • A rewards system is needed. For the brain to perceive certain behaviors as positive, it is very useful to create a good rewards system. In fact, this is an application of the well-known technique of positive reinforcement, in which good behavior is rewarded so that employees internalize it.
  • Emotional information. Managers cannot rely solely on the professionalism of their employees or on technical and objective matters. The brain responds more quickly to emotional stimuli, which results in more important learning for employees.
  • The mind is structured to collaborate. Many managers are surprised to see how employees who have never worked together before can collaborate to overcome particularly difficult situations.

Qualities of a good leader.

It goes without saying that the image of a neuroleader is very desirable for any company. To do this, it is necessary to promote the following qualities:

  • Emotional intelligence. This characteristic has already been mentioned and, of course, is very relevant to neuromanagement. Team leaders must be able to recognize emotions and develop empathy towards employees.
  • Ease of learning. Understanding the logic of employee behavior and mental processes is not easy. A good leader must have the ability to learn and also be able to retain what they have learned in order to use it when relevant.
  • Interest in workers. Every leader must have this quality, whether they use neuroscientific principles or not. To truly understand employees, you must truly care about their situation. Otherwise, it is difficult to understand them well enough to apply neuroleadership theories.
  • Dialogue attitude. It is of little use to intuit the brain processes and feelings of an employee if you then cannot establish a calm and constructive dialogue with them. A manager cannot expect employees to understand their message and take the desired action in all situations. It is practical to formulate clear, didactic, and coherent speeches for each individual situation.
  • Negotiation skills. When employees are under some kind of stress, their reactions are usually unpredictable. As a result, conflicts can arise between them, and these conflicts can ultimately affect the operations of the company. Neuromanagement also requires negotiation skills to find common ground between employees and ensure a good office environment.

Benefits of neuroleadership for employees.

Applying this trend to the workplace has many benefits for managers. Here are the most significant ones:

  • Effectiveness in decision making.
  • Greater self-control.
  • Ability to properly coordinate daily activities and tasks.
  • Efficiency in task delegation.
  • Autonomy in employees.

To improve the performance of the organization, it might be a good idea to take a course in neuroleadership in human resources. This can greatly improve the business and, therefore, the results will be reflected immediately.

It is important to assess these characteristics in recruitment processes, identifying the capabilities of our employees, including  psychometric tests, intelligence tests, ethics, honesty, and values, among others. Tests available in our Evalart catalog.