Framework 150 NeuroTREADTM (Neuroscience of Change Leadership)
Introduction
Using neuroscience, the key elements are 'think, regulate, engage, adapt and develop' as a basis to improve change leadership capabilities at all levels of management. (see below diagram).
Leadership involves both self-leadership and leading others.
Key elements
1. Think (understanding basic brain structures that lead to decision-making and insights like the amygdala, impact of conscious and unconscious thinking on decision-making; insight; multi-tasking; achieving peak mental performance)
2. Regulate (it covers 3 key areas, ie
i) how to regulate emotions (including a quick circuit breaker)
ii) how to know your cognitive and creative abilities
iii) how to build daily resilience using mindfulness, diet, sleep and exercise
NB The first 2 elements (think and regulate)
"...Focus on the manager's ability to lead themselves well. This includes learning how to maximise cognitive and creative abilities to achieve good outcomes, decisions, and creative directions, as well as being able to remain calm under pressure, bounce back after setbacks and enjoy a healthy work-life balance..."
Kristen Hansen, 2017)
3. Engage (it is
"...a measure of emotional contribution measured in the effort and commitment a person has to a role..."
Kristen Hansen, 2017
Build and improve engagement by
- encouragingemotion contagion
- utilising social motivators (they shape an individual's emotional responses to another in a social context)
- adopting a high performance perspective (individually and collectively)
- exploring how can we move up the performance curve.
4. Adapt (explore adaptive leadership, ie agile and adaptive plus
"...create an environment and conditioning for others where change is an accepted norm and a place where people thrive..."
Kristen Hansen, 2017
Explore neuro-plasticity and mindset to change.
5. Develop (use a brain-based coaching approach to develop others; it utilises
"...the neuroscience of goal setting, insights, the subconscious and the likelihood of commitment to actions..."
Kristen Hansen, 2017
It explores the grow-wise model of coaching and uses brain-specific lens to help people get from where they are now to a desired outcome; it also uses techniques like 'five-minute conversations'
"...where someone may be stuck on how to move forward regarding a challenge, through to an ongoing coaching and performance series that develops team members over a period of time..."
Kristen Hansen, 2017
(source: Kristen Hansen, 2017 & 2022)