Neuroscience and the Workplace

Neuroscience will revolutionise the way we work and do business and ultimately transform the way we view the way human beings function.

Neuroscience findings reveal key insights into understanding of the brain, how our brains work, change and outperform.

Emotions are an important aspect of how the brain changes and how we learn.

Positive feelings activated through the reward system of the brain enhance the pathways and improve learning.

   What drives our behaviour to enhance the brain’s strength and its performance?


   What it takes to create excel mindsets, as to enable more successful team interactions and improved organisational performance?


   What would be the potential impact on your performance and others?


   How to train the brain to build capacity and competency?


According to data from Google’s recent report (Project Aristotle) on teams in their organisation, the most agile and high performing teams were those with the highest sense of psychological safety; those who felt a sense of trust and security within the team so that they can express themselves freely. This in turn led to a more collaborative environment and better business outcomes.


“Brain science’s transformation of management isn’t just about another new technique or model. It’s about shifting our paradigm to incorporate the hard data of science and fundamentally changing the way we think about business.”

Charles S. Jacobs – Management Rewired


The Ultimate Gateway to


   The challenge for organisations today is how to enlist the hearts and minds of all their employees.

Robert Kaplan and David Norton, the ‘inventors’ of the Balanced Scorecard


Organisations have goals or desired ends they want to achieve.

Similarly, organisations have strategies for achieving those goals.

In addition, organisations utilise structures and processes in order to achieve their desired ends.


The Change in Transit MindSet

A shift in strategy implies a change in dynamics; it might involve different customers or markets, new technologies or business processes, and management techniques.

In this context it is important to appreciate the value-adding role of personnel development in managing the psychological and emotional attributes involved in the different stages of the change process, as well as the likely impact of transition and transformation on HR systems and practice.


The Excel MindSet leadership framework


   A Fast Response Management culture 

The evidence suggests that today the majority of employees are systematically mismanaged in a non-engaged manner, as compared to the Excel Mindset Leadership framework and the TALK Learning & Development Instruction Methodology.

   To train the brain for optimal performance

This implies that leaders need to explore and learn new skills and master new approaches that can contain better the harmful effects of deficiency; aggressive, fearful, or defensive behaviour; lack of foresight or vision; an inability to delegate; and damaging motivation.


It is our view that a Fast Response Management Culture is required to deal with rapid change in unpredictable directions if a firm is to be successful in its rapidly changing environment.