Brain Savvy Helps to Develop Better Leaders

All leaders are not the same. They have individual traits and qualities but they have common responsibilities. They have to lead, guide and help their team to accomplish the goals set by the organization. Leadership training programs suggest different practices to maintain objectivity and achieve goals of the organization. On the daily basis, a team leader has to:

  • Implement decisions with authority
  • Organize and solve issues
  • Provide resources and time
  • Spend more time on training than receiving feedback
  • Make the team realizes self importance in a VUCA (violate, uncertain, complex, ambiguous) world

The common perception is that employees leave organizations but the truth is that employees don’t just leave the organizations; they leave their bosses. When bosses become tyrants or when the work environment generates too much stress, workforce looks elsewhere. When bosses motivate and appreciate employees; it keeps the environment healthy, and team remains happy and satisfied.

The first step for a successful leader is to make decisions and implement them with authority. This does not mean that they have to be autocratic. It means influence employees in a positive and proactive manner.

Leaders are the busiest people in the organization but they should be 24/7 available for the team to constrain their stress, guide and assist them to solve and organize their issues and problems.

Leaders should listen to their team, give sufficient time, organize one-to-one meetings and build healthy relationship with them. Every organization needs outstanding teams that create path of success. It is the responsibility of a team leader to ensure that his/her team is well equipped with the necessary resources.

Leadership development training provides leaders to achieve improved and enhanced performance and also aims to assist the workforce to become better at their specialty. Leadership requires constant reappraisal and re-evaluation of the situations at the workplace for the betterment of the employees. This activity requires self and other truthful assessment, objectivity, and focus.

Charles Stone’s recent neuroscience studies discussed the basic working of the human brain which affects their leadership qualities. He stated in his research that memory-boosting illustrations and contractions assist leaders to increase productivity, handle stress, develop and maintain healthy teams, and manage change in the system. Brain-Savvy leaders provide tools to employees for the improvement of their personal and professional lives.

Jenifer Marshall Lippincott mentioned in her article that by combining fMRI technology with human development theory gives dominant and influential leadership insight. It shows that managers’ feedback has comprehensible results on employee’s health and productivity. Moreover, she stated three brain-savvy ways to create better and more influential leaders who can lead the team more effectively on the basis of brain visualization. This practice should be introduced and discussed at leadership training programs to help leaders to know about brain-savvy leadership.

Aim to Reward

Be careful when you are discussing your employees’ work with them; the scarcest whisper of a negative remark can overwhelm the most noteworthy acclaim. Indeed, you have talked about a lot of good remarks about their work but it won't lessen the impact of negative remark.

If someone in your team is not performing well or lacking in performance, it’s better to dig out some facts about their nil performance and help them out to overcome it. It is important for the leader to show affection and sincerity towards the team to see them performing well in the assigned tasks and reward them with verbal and non verbal incentives.

Abstain from Relying on Gut Feelings

Many leaders trust their gut feelings because of their honed and cultivated experience, and their intuitions are the most trusted advisor. But neuroscience reveals very different results. It shares that sometimes hardwired habits block decision gridlocks. Gut feelings are neither clear nor approachable; they are just a good guess or unconscious brain domination.

Slow Down

At many organizations, leaders think that speed represents efficiency and efficiency represents productivity but when we put a glance on the historical decision makers this logic is not approved. Sometimes, the human brain fools us into believing that we are faster, more influential, smarter and more efficient than anyone else.

Research demonstrates that the act of choosing and making decisions purposely and intentionally engages the key parts of brain actively. Conscious thinking requires focused efforts and more time which is justified, despite all the trouble.