What is neuroleadership?

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Neuroleadership is a novel approach that, contrary to what many may believe, promotes warmer and more human leadership. The objective is to ensure that each of its members makes important contributions to the organization.

Neuroleadership is a concept in which neuroscience and organizational practices are linked.. Its objective is to improve leadership effectiveness based on a thorough understanding of how the human brain works. Therefore, it addresses the brains of leaders, but also workers and even consumers.

Work activities take on a new meaning if they are looked at from neuroscience. Neuroleadership focuses on finding new perspectives for aspects such as decision making, collaboration and teamwork, emotion regulation, problem solving, and change processes.

All of these activities can be approached differently if they are interpreted from the knowledge provided by neuroscience. It is important to make it clear that trying to understand the brain, within the framework of work, has nothing to do with trying to manipulate it. What is sought is to create the conditions so that everything works better.

“Neuroleadership is a science-based discipline that focuses not only on the individual’s mental processes but also on how they influence and are influenced by the environment. It refers to the part of leadership and team management from a neuroscientific perspective.”.

-Santiago Vitola-

The principles of neuroleadership

The first time the concept of neuroleadership was used was in a Harvard University publication, call Harvard Business Review in 2005. A year later the theories and principles of this new tool were collected by David Rock and Jeffrey Swartz in their article The neuroscience of leadership.

Based on what was proposed by these authors, it can be noted that the principles of neuroleadership are the following:

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Each brain is unique. Processes that tend to standardize or homogenize people are not convenient. Each person will show their own particularities.reward systems are key. Positive reinforcement techniques are much more effective than sanctions or punishments.There are no acts without emotions. The greatest motivation for actions is emotion. The brain reacts much faster to an emotional stimulus. This affects openness to learning and motivation.Information influences expectations and behavior. The lack or excess of information, as well as the lack of clarity, are aspects that significantly modify people’s expectations and behavior.The mind is programmed to cooperate. The willingness to interact with others in search of consensual solutions to complex problems is innate.The experience determines the behavior. Past events continue to dictate the way we act, until experiences occur that determine a new course.

The advantages of neuroleadership

The first beneficiaries of neuroleadership are the leaders themselves, since They can adapt their management style to more effective parameters. This perspective broadens their perspective and allows them to better understand the difficulties and potentials of the people they guide.

This tool also improves the level of satisfaction among workers. In this way, greater cohesion is achieved in teams and conflict is reduced. Motivation and sense of belonging are also increased.

On the other hand, Neuroleadership facilitates change and learning processes. It reduces the uncertainty and stress that is often present when someone faces a new situation. With this tool a more comprehensive adaptation is achieved.

Some applications of neuroleadership

There are many specific situations in which neuroleadership principles can be applied. The following are some of them:

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Delivery dates. When these are pressing, the brain reacts with stress and becomes less efficient. The ideal is to make this aspect more flexible and if this is not possible, compensate for stress with positive stimuli.Positive leadership. In this approach, great importance is given to one’s own and other people’s emotions. There is evidence that this often leads to better decisions and greater efficiency in work teams.Qualitative evaluations. Workers feel much more motivated when they are evaluated in a more comprehensive way, than with a simple “met expectations.” Neuroleadership promotes more subjective and warm evaluations.A global motivation. Money is not the only incentive to work. A cooperative and inclusive environment sometimes has even more weight in motivation. Exclusion and rejection can cause the same effects of physical pain.

Neuroleadership is based on a more realistic understanding of the human being, based on scientific knowledge. It is a new tool, but it promises to occupy a very prominent place in organizations in the immediate future.