Podcast appearances and mentions of David Rock

Send us a text“I've spent years studying the brain, but it's the heart that's taught me how to lead, heal and grow.” It's all about our brains on today's episode! Meet Silvia Damiano, a scientist, author, filmmaker, and lifelong explorer of the brain who has, over two decades, dedicated her work to understanding the inner workings of the mind and the power of emotion. The Argentina-born Silvia is the founder of the About my Brain Institute and creator of the i4 Neuroleader™ Model & Methodology which has been taught around the world and is reshaping the way we think about leadership. Silvia blends her background in neuroscience, education and leadership to help people reconnect with their innate creativity, intuition and sense of purpose.Silvia's documentary Make Me A Leader and her books Leadership is Upside Down and Brain-Friendly Leadership have inspired global audiences to rethink success, balance and self-awareness in the modern world. She collaborates closely with her adult children, Relmi and Sacha. Together they've recently created two powerful card decks: ‘Heart to Heart Conversations' and ‘The Elephant in the Room', designed to spark meaningful dialogue and deepen human connection.  [03:40s] Her journey into neuroscience [11:51s] On neuro leadership and her work in About my Brain Institute  [21:45s] Top ‘brain-friendly' leadership practices [28:28s] On her ‘i4 Neuroleader™ Model assessment [38:19s] On evolution of neuroscience – the near future [44:07s] Looking ahead: About my Brain Institute [46:13s] RWL: Read ‘Your Brain at Work' by David Rock;Read Atomic Habits' by James ClearRead ‘Mind-Gut Connection' by Emeran MayerWatch Silvia's documentary film ‘Make Me A Leader' Read Silvia's book ‘Brain-Friendly Leadership'Connect with Silvia on LinkedInConnect with Vinay on LinkedIn What did you think about this episode? Write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. 

Innovation shouldn't crawl—so let's strap a jetpack on it. Aj Vaughan sits down to fuse three heavy‑hitters into one explosive playbook: Keith Ferrazzi's Co‑Elevation trust pact, David Rock's brain‑savvy SCARF model, and Gary Vee's zero‑BS culture game. In sixty high‑octane minutes we'll torch dusty “innovation committees” and replace them with:Five‑person Co‑Elevation Pods—micro‑teams sworn to ruthless candor and shared upside.Neuro‑Driven OKR Sprints—30‑day loops that turn dopamine jolts into shippable revenue.A Culture Content Flywheel—mini‑stories that keep product relevance locked on the customer's pulse.Boundaryless Jam Sessions—four‑hour collisions with partners and power users that spark wildcard revenue streams.A Radical Open Talent Marketplace—internal gigs where feedback is public, skills flow freely, and innovation outruns headcount.Expect hard truths, quick laughs, and a blueprint your CFO can love. If your org's revenue and product mojo feel stale, press play—Aj's about to rewire the way you work, one brain‑friendly, culture‑first experiment at a time.

In this episode, I dig deep into the neuroscience of bias—pulling from the groundbreaking work of Dr. David Rock—to unpack why bias isn't just a personal flaw, it's a structural feature. We explore how unchecked systems, misaligned incentives, and a lack of accountability create the perfect storm for exclusion, underperformance, and cultural decay. But this isn't just a critique—it's a call to rewire. I share why building a better business means interrogating the defaults, measuring what matters, and designing for fairness at scale. Bias thrives in silence; progress starts when we make it visible.

Even the most seasoned leaders face moments when their work feels overwhelmingly difficult—when self-doubt creeps in, motivation fades, and the usual strategies to "push through" no longer seem to work. In this episode of Second Crack – The Leadership Podcast, we explore what to do when leading starts to feel truly hard.Join us as we reflect on the emotional, mental, and physical toll that leadership challenges can take—especially in today's volatile and high-pressure corporate environments. We talk about how to recognize when it's time to take a break versus when persistence might carry you through. And we discuss why one-size-fits-all advice often falls short in these moments.The conversation introduces the Healthy Mind Platter, a concept developed by Dr. Dan Siegel and Dr. David Rock. This simple but powerful framework outlines seven essential daily activities that support mental well-being: focus time, play time, connecting time, physical time, time in (for reflection), downtime, and sleep time. We share how leaders can use this model not only to sustain their energy and focus, but also to develop the clarity and resilience required to lead through tough times.Beyond practical tools, this episode invites you to reflect more deeply on personal values, your "inner compass," and whether your current leadership path aligns with what truly matters to you. Sometimes the answer lies in small adjustments; other times, it may require bigger, more fundamental changes—for instance, changing jobs.Reflection Questions for Leaders When you feel a lack of motivation or start doubting yourself, ask yourself: What is this telling me? What can I learn from it?And when a situation is feeling just too hard: Do I simply need a break and some rest—or is something fundamentally wrong? Are my daily actions still aligned with my inner compass? And do I even know clearly in which direction my compass is pointing?About Second CrackMore information about us and our work is available on our website: secondcrackleadership.com. Contact us now to explore how we can support your leadership development in a company-wide initiative or with individual executive coaching: hello@secondcrackleadership.com. Connect with us on LinkedIn:Martin AldergårdGerrit Pelzer

Details Research shows that both giving and receiving feedback triggers stress responses similar to physical threats—but understanding these brain mechanisms can help us build better feedback cultures. Our guest today is Dr. David Rock, who coined the term “neuroleadership” and serves as Co-founder and CEO of the NeuroLeadership Institute. This 23-year-old cognitive science consultancy has … Continued The post Episode 160: Using Neuroscience to Make Feedback Work with David Rock first appeared on ZENGER FOLKMAN.

Details Research shows that both giving and receiving feedback triggers stress responses similar to physical threats—but understanding these brain mechanisms can help us build better feedback cultures. Our guest today is Dr. David Rock, who coined the term “neuroleadership” and serves as Co-founder and CEO of the NeuroLeadership Institute. This 23-year-old cognitive science consultancy has … Continued The post Episode 160: Using Neuroscience to Make Feedback Work with David Rock first appeared on ZENGER FOLKMAN.

Send us a textEp. 93 of the Cyber Law Revolution is live!Thrilled to have David Rock, chief claims officer at Trium, with us to discuss SME v. large enterprise risk, biggest fear from a claims perspective for large enterprise breaches, vendor incidents, and a lot more!You won't want to miss his insight!Keep the questions, calls, comments, etc. coming – 410-917-5189 or spollock@mcdonaldhopkins.com

BONUS: Why Your Teams Really Resist Change, The Neuroscience of Leadership That Nobody Taught You With Andra Stefanescu In this BONUS episode, we explore the challenges leaders face during transformations with leadership coach Andra Stefanescu. Drawing from her extensive research and coaching experience, Andra shares powerful insights on fostering psychological safety, understanding brain-based responses to change, and developing the emotional intelligence needed to lead effectively. She reveals practical frameworks and techniques that help leaders navigate resistance and build meaningful connections with their teams. The Leadership Challenge of Transformation "People are giving resistance... and in general, leaders are feeling overwhelmed in times of changes, whatever those changes are." Resistance and overwhelm are the two biggest challenges leaders face during transformations. Through her research and coaching work across different industries, Andra has found that leaders often feel powerless when their teams resist change. This resistance stems from basic psychological needs not being met. Leaders can overcome these challenges by understanding the different psychological needs of their team members and adapting their communication accordingly. By using specific frameworks, leaders can address resistance more effectively and rediscover their passion for leadership. Understanding the Brain's Response to Change "When something is changed, whatever that is... what your brain perceives is like a threat because the one question that we put all day long in our brains is: is this safe for me?" The brain naturally resists change because it prefers routine and automation. When facing transformation, people instinctively question whether the change is safe, which triggers resistance. This creates a challenging dynamic where leaders experiencing their own fear and resistance become less able to empathize with their team's concerns. Andra emphasizes the importance of leaders "putting their own mask on first" by acknowledging their own feelings and ensuring they're in the right state of mind before attempting to lead others through change. The Middle Manager's Dilemma "Middle managers are in the middle, they have high pressure from above, high pressure from down... And this is where they arrive in this powerless situation, where they ask themselves, how can I make this work?" One common scenario Andra encounters is middle managers feeling trapped between conflicting demands. They face pressure from upper management to implement changes quickly while experiencing resistance from their teams below. This position often leads to feelings of powerlessness and diminished job satisfaction. Andra notes that despite the depth of this challenge, it can be addressed through techniques that help leaders recalibrate themselves and improve communication with others. Fostering Psychological Safety Through Emotional Intelligence "Employees who report to have a leader with low emotional intelligence are four times more likely to leave the company within one year." Emotional intelligence is increasingly recognized as a critical leadership skill. Andra's research shows that 31% of employees who experience burnout report lacking support or recognition from leadership. She approaches developing emotional intelligence through guided self-reflection rather than external assessment, helping leaders gain insights about their communication patterns and relationships. Psychological safety doesn't happen by default—it requires active work and maintenance from leaders. The SCARF Model for Better Leadership "There are specific buttons that you press positively or negatively, and when you press them positively, you are most probably meeting also the psychological needs of the people." Andra recommends the SCARF model developed by Dr. David Rock as a practical framework for leadership communication. This model identifies five key domains that affect how people collaborate: Status, Certainty, Autonomy, Relatedness, and Fairness. By understanding and addressing these domains positively, leaders can better meet their team members' psychological needs. Additionally, she recommends the Process Communication Model (PCM), which helps leaders identify different personality types and adapt their communication accordingly. Connect Before Collaborate "Put the relationship above your agenda because it's more important to have a long-term relationship than to achieve whatever you wanted to go through with." One powerful principle Andra teaches is to connect before attempting to collaborate. Too often, leaders jump straight into tasks or discussions without first establishing a connection, failing to consider the other person's current state of mind. By asking simple questions like "What's on your mind today?" or "What is your intention for this meeting?", leaders can build psychological safety and maintain relationships that endure beyond immediate goals. This approach recognizes that workplace relationships should be viewed as long-term investments rather than transactional encounters. Sustainable Leadership Development "Ask: why do I get resistance? How can I communicate in a way that I get followers instead of resistance?" For sustainable growth, Andra encourages leaders to reflect on why they encounter resistance and how they might communicate differently to inspire followers instead. Self-awareness is crucial—leaders need to understand their own communication patterns and leadership styles before they can effectively influence others. By learning frameworks based on neuroscience and practicing new communication techniques, leaders can create environments where both they and their teams thrive during transformations. Recommended Resources To better understand how change affects our brain, Andra recommends Your Brain at Work by Dr. David Rock.   About Andra Stefanescu Andra is a leadership coach and facilitator specializing in brain-based ways to foster psychological safety and team collaboration. She helps leaders navigate transformation challenges with playful, neuroscience-driven techniques. Passionate about creating healthy workplace relationships, Andra empowers teams to resolve conflicts, make better decisions, and experience meaningful growth through customized training experiences. You can link with Andra Stefanescu on LinkedIn and follow Andra Stefanescu on Substack.

Leading colleagues who are older or more experienced than you can feel intimidating. You may wonder how to earn their respect, gain their trust, and lead effectively without micromanaging or feeling out of your depth. In this episode of The Leaders Kit Bag, I explore how David Rock's SCARF model can help you successfully lead more experienced team members. Key takeaways from this episode: Autonomy matters – Experienced colleagues value independence. Give them freedom, choice, and control in their work. Fairness is key – Avoid making assumptions based on age or experience. Treat all colleagues equitably. Build trust, not control – Support, don't micromanage. Show that you value their expertise. By focusing on autonomy and fairness—alongside the other SCARF elements—you'll create an environment where experienced colleagues feel respected, valued, and motivated to follow your lead. Ben AI – Your Instant Leadership Coach Leading more experienced colleagues can be challenging. You might find yourself wondering: How do I earn the respect of colleagues with more experience than me? How can I give feedback to an older team member without sounding patronising? What's the best way to lead someone who thinks they should have my job? These are the kinds of real-world leadership dilemmas that Ben AI helps you solve—instantly. Get expert leadership advice on demand – no waiting, no scheduling. Tackle difficult conversations with confidence. Lead with authority while earning trust and respect. Whether it's managing experienced colleagues, influencing remote teams, or handling tough feedback conversations, Ben AI is your always-on leadership coach, ready whenever you need it. Try Ben AI for free today!Click here to get started.

# 95  A Reflection On Maturity And Summer's Politics: In this episode, Dave, Gregg and Ron offer their wisdom models, especially Dave's analysis on the four capabilities of maturity. Mature thinking must include empathy and not just confrontation. Are we being emotional in our worldview, but increasing the threat in our politics. We can smarter, wiser.  We can be better.  Additional References Maturity in the Study of Wisdom- Dave Derksen With greater maturity comes a greater likelihood that one may offer a wise response in any situation. Knowledge from study and insight from experience provide background understanding which supports a wise response. However, without maturity, knowledge and experience alone may lead to responses that are unwise (self-serving and intrusive i.e. unhelpful to others). Note also that a wise response may be inaction.  To decern whether or not to act in a situation requires maturity. Four Maturity CapabilitiesTo develop maturity means to become more capable of:1.     Objective self-analysis (holding and evolving our beliefs and opinions, rather than being subject to their control*)o   Extending the time between stimulus and response to allow for analysis o   Acknowledging our emotions as part of decision making rather reacting quickly based on emotion.  2.     Understanding and integrating multiple perspectives o   Living with ambiguity o   Acknowledging the world view and motivations of others 3.     Empathetic reasoning (thinking humanely)o   Considering the welfare and experience of others as well as our own.o   Recognizing the needs that lead to decisions e.g. safety (physical, social, emotional etc.) or sense of purpose. 4.     Thinking and acting autonomously and authentically o   Aligning actions with values – congruence between beliefs and behaviouro   Giving appropriate weight to the influence of external factors (consequences of actions) SCARF- Dr. David Rock As away to understand:  either why you're behaving or acting the way that you do, or why others do. We offer you neuroscientist  Dr. David Rock. SCARF model . Rock identifies  social situations  that creates  either  are reward response for us 'threat response. Rock explains  there are five social domains : status, certainty, autonomy, relatedness & fairness that if you have in  life things move along quite nicely however, once these are threatened it causes people to react with fight, flight or freeze reaction.It can help explain our original  questions •Why the world is so polarized.•Why there is a increasing  lack of civility and citizenship responsibly and rise of populism. •Where people are tend to look for things that people are against versus what people are for. •Why there is an  erosion of pluralism and growth in tribalism

Leading other leaders is a unique challenge—one that can feel daunting, especially if some of them have as much (or more) experience than you, strong opinions, and perhaps even wanted the job you now have. In this episode of The Leaders Kit Bag, I explore how David Rock's SCARF model can help you establish credibility and take your fellow leaders with you on the journey. Key takeaways from this episode: Reflect on your own experiences – What did past leaders do well? What turned you off? Learn from both. Understand the SCARF model – Particularly status, which is likely crucial for senior leaders.Boost, don't diminish, status – Recognise achievements, seek input, and respect their expertise. Ignoring a leader's sense of status can trigger the same neural response as physical pain, making them disengage or resist your leadership. But by proactively reinforcing their value, you can foster collaboration, trust, and alignment towards shared success. On-Demand Leadership Coaching – Try Ben AI for Free! Ever found yourself struggling with tough leadership conversations? You're not alone. Leaders using Ben AI are asking questions like: Leading experienced, senior colleagues can be tough. You might find yourself asking: How do I earn the respect of senior leaders who have as much experience as me? How can I lead a team when some members wanted the job I now have? How do I balance authority with collaboration when leading other leaders? These are exactly the kinds of leadership challenges Ben AI helps you solve—instantly. These are the real, day-to-day challenges of leadership—and Ben AI is here to help. What is Ben AI? It's your personal, AI-powered leadership coach, available 24/7 to give you practical, expert insights when you need them most. Get instant, actionable advice—no waiting, no scheduling. Tackle leadership challenges with confidence—from difficult conversations to motivating teams. Access expert insights on demand—whenever and wherever you need them. Join the raft of leaders using Ben AI to level up their leadership skills. Try it for free today! Click here to get started.

Stepping into a new leadership role can be daunting—especially when leading former peers, senior colleagues, or other leaders. In this episode of The Leaders Kit Bag, I introduce David Rock's SCARF model—a neuroscience-backed framework designed to help leaders navigate these transitions with confidence. The SCARF model identifies five key factors that influence behaviour and team dynamics: Status – A sense of importance and recognition in the workplace. Certainty – The human need for predictability. Autonomy – The freedom to make choices. Relatedness – Feeling a sense of belonging and connection. Fairness – The perception of equity and justice.By understanding these triggers, you'll be able to strengthen relationships, boost team performance, and successfully position yourself as a leader in moments of change. Join me for this episode and stay tuned for the next three, where we'll explore practical ways to apply the SCARF model in real-world leadership scenarios. Try Ben AI – Your Free 24/7 Leadership CoachNeed leadership advice in the moment? Ben AI is your always-available, AI-powered leadership coach, ready to support you with personalised insights whenever you need them. Whether you're tackling leadership transitions, team motivation, or performance challenges, Ben AI is here to help. And the best part? You can try it for free today! Get instant, actionable leadership guidance. Ask any question, any time—no waiting, no scheduling. Be the best leader you can be, with support at your fingertips. Click here to start using Ben AI today!

Welcome to an eye-opening episode of Why Isn't Everyone Doing This? with your host, Emily Fletcher. This week, Emily sits down with Dr. David Rock, the brilliant founder of the NeuroLeadership Institute and bestselling author of Your Brain at Work. Together, they explore how understanding your brain can transform the way you lead, adapt, and thrive. Dr. Rock has spent over 26 years revolutionizing leadership approaches for Fortune 100 companies and millions of individuals worldwide. From the neuroscience behind mindfulness and meditation to the strategies for building lasting habits, this episode is packed with actionable tools for becoming a better leader and a better human. What you'll learn in this episode: ► The neuroscience of mindfulness, meditation, and manifestation ► How to create powerful habits using brain-based strategies ► The surprising connection between insights, leadership, and adaptability ► Why understanding your brain is the ultimate life hack If you're leading a team, growing a business, or focused on personal development, this conversation will leave you with profound insights and practical tools to elevate your performance.

In this episode, host Beth Cougler Blom talks with Theresa Destrebecq about her work facilitating book circles and how she creates deeper learning experiences for people through these book-based communities. Beth and Theresa also discuss: Theresa's career shift from teaching to coaching to facilitating Why her company's motto is "read deeper, not faster" Balancing experiential learning and personal connection in book discussions Strategies for engaging participants in book circles Using sketchnotes and accountability partners to support learning Engage with Theresa Destrebecq Website: Emerge Book Circles LinkedIn: https://www.linkedin.com/in/theresadestrebecq/ The Leader Learner Podcast Links From the Episode Adam Grant Dr. Stuart Brown Facilitating Breakthrough by Adam Kahane Dr. David Rock, Neuroleadership Institute Jim Kwik A Suitable Boy by Vikram Seth Richard Wagamese Unbound by Kasia Urbaniak The Message by Ta-Nehisi Coates The Covenant of Water by Abraham Verghese Right Within by Minda Harts MyFest Connect with the Facilitating on Purpose podcast: Follow Facilitating on Purpose on Instagram, LinkedIn, or YouTube Show notes and transcripts available at facilitatingonpurpose.com   Connect with Host Beth Cougler Blom: Give feedback or suggest upcoming show topics or guests at hello@bcblearning.com Visit bcblearning.com to explore Beth's company's services in facilitation and learning design Purchase a copy of Beth's book, Design to Engage Follow Beth on Instagram or LinkedIn Podcast production services by Mary Chan of Organized Sound Productions

When you think of a leader, who comes to mind? Maybe someone bold and commanding? I used to think the same until I worked with a leader whose quiet, intentional style completely changed my perspective. In this episode, I'm sharing what I learned from their thoughtful approach, how listening, collaboration, and purposeful action can make just as much (if not more) of an impact as the loudest voice in the room.Let's rethink what it means to lead well. Here are the highlights(02:49) Defining Quiet Leadership(04:58) The Role of Quiet Leadership(06:44) Introverts and Extroverts in Leadership(11:54) Reflections on Leadership Styles(12:00) Fostering an Inclusive Workplace(14:42) The Importance of Self Awareness in LeadershipLinks:Thinking Fast and Slow, Daniel Kahnemann: https://amzn.eu/d/gHUkDdWTime to Think, Nancy Kline: https://amzn.eu/d/eLtbqXTQuiet Leadership, David Rock: https://amzn.eu/d/91WMNBzConnect with Ruth:Instagram LinkedIn WebsiteThis podcast is proudly produced by The Podcast Boutique

Can coaching teach us to love ourselves more? Can it help us come to terms with injustice and pain? Does it offer a route towards peace?Executive coach, consultant and facilitator Philip Crocker explores all of these questions in this episode of The Coach's Journey Podcast, and shares the wisdom and insights he uses in his work with senior leaders from some of the world's most innovative organisations.Philip tells host Alex Whitton what he learned from launching several successful businesses before training as a coach and coach supervisor – an experience he describes as “a brilliant illumination”. Weaving together threads from physics and human relationships, Philip describes ways to increase the flow of energy between people in coaching conversations, utilising conductivity in much the same way as electrical circuits do.Philip says his purpose is to help people who feel written off to live a whole life. He is an expert in strategic facilitation and his own podcast, Alongsider, brings people from all walks of life into alignment with each other, allowing them to find their place and also take it.In this episode, Philip and Alex also talk about:- How to grow a coaching client base full of the people you need to help you learn and develop.- Slowing down when finding your niche, and how to navigate towards it.- The theories and relationships that underpin successful business growth.- The power of coaching to help people fall in love with themselves more.- The particular quality of connection that creates influence between people in coaching conversations.Philip also illuminates the shift we all have to make when we move from the separateness of our education system into the complexity of the world, and how coaching offers a space of integrity that can help us grapple with and utilise that complexity.Things and people we mentioned (that you might be interested in):Clare Pedrick https://www.linkedin.com/in/clairepedrick/?originalSubdomain=uk; https://www.thecoachsjourney.com/podcast/episode-55-claire-pedrick-and-lucia-baldelli-the-human-behind-the-coach Clare's books Simplifying Coaching and The Human Behind The Coach https://www.3dcoaching.com/shop/book-bundle-human-behind-the-coach-simplifying-coaching-signed-copies/ Robin Yourston https://www.linkedin.com/in/gandrprobin/?originalSubdomain=uk Dr. David Rock, Quiet Leadership: Six Steps to Transforming Performance at Work https://www.goodreads.com/book/show/2602650-quiet-leadershipDr. David Rock's SCARF model https://modelthinkers.com/mental-model/scarf-modelDr Sally Vanson and the Performance Solution https://theperformancesolution.com/the-coaches/dr-sally-vanson/ NLP https://anlp.org/knowledge-base/definition-of-nlp Carl Jung typology test https://jung.test.typologycentral.com/ ILM Level 7 Leadership and Management https://www.i-l-m.com/learning-and-development/management/management-and-leadership-generic/8617-level-7-leadership-and-management Human Conductivity https://www.humanconductivity.com/ Debra Green https://roc.uk.com/about/team/debra-green-obe/ Measure What Matters by John Doerr https://www.whatmatters.com/the-book Jung's personality types https://www.thesap.org.uk/articles-on-jungian-psychology-2/about-analysis-and-therapy/typology/DISC theory, which employ Jung's personality types https://discboulevard.com/en/theory-behind-disc/

Danusia Malina-Derben takes on the myth of “having it all” with Caroline Flanagan, author of Be the First and all-round powerhouse. Together, they shred the outdated idea that women need to do everything to have it all—and dig into what your “all” could look like.   But that's not all. Imposter syndrome? They're calling it out for the fraud it is. Caroline shares her real-life experience of feeling like she didn't belong and how she flipped the script to reclaim her power.   This isn't about perfection or keeping up appearances—it's about learning to own your worth, rewrite the rules and reframe your inner narrative to find solutions (instead of self-doubt).   Discover more from us: • Join PWT community on Substack • Follow us on Instagram • Connect with Danusia • Buy Danusia's Motherhood book: NOISE • Caroline Flanagan's book: Be the First • Mentioned reads: Your Brain at Work by David Rock and My Hidden Chimp by Prof. Steve Peters • Leave us a review on Apple Podcasts • Advertising Inquiries here   Credits: • Hosted by Danusia Malina-Derben • Edited, Mixed + Mastered by Marie Kruz • Cover art by Anthony Oram

In this episode, Ron, Dave, and Gregg describe how they are turning the surprise of Trump's win into a learning experience. The guys talk about the richness of staying calm and centered. Managing emotions and opinions. Being self-aware. How wisdom takes practiceCore Wisdom FormulaExperience + Knowledge+ Maturity = Wisdom + Experience The human experience encompasses the entirety of an individual's interactions, emotions, perceptions, and thoughts throughout their life journey.It's the subjective lens through which we perceive and interpret the world around us.KnowledgeKnowledge usually refers to information or awareness that someone has about a subject, whether from education or experience.Maturity Maturity is not a matter of age, but instead, of how you choose to respond and react to various life situations.It is essentially a level of  development or wisdom that has a bearing on all areas of an individual's life, right from their conduct to their relationship with others.WisdomWisdom refers instead to someone's good sense, judgment, or insight—in other words, to their ability to process, apply, or otherwise act on knowledge.Wisdom + represents wisdom with response with benefitsFour Wisdom Support Constructs 1.    Wisdom Practice Model  -Stories • Ologies • Beliefs • Wisdom2.    Wisdom to the 3rd Power - (Noun, Verb & Creative Subconscious) Influence Wise Action3.    Four Maturity Capabilities4.    SCARF Model- Dr David Rock1.0 Wisdom Practice Model  -Stories • Ologies • Beliefs • Wisdom•StoriesExperience gets interpreted in to Stories that are told or remembered•OlogiesThe -logy element basically means "the study of ____".Resulting in,  Influence or Impact of Biology, Theology, Psychology, Sociology, Political Ideology, Technology , Philosophy•Beliefs Stories & the impact of ologies form beliefs and behaviors•Wisdom +Experiences, Knowledge & Maturity  come together  to create our wisdom2.0 Wisdom to the 3rd Power - (Noun, Verb & Creative Subconscious) Influence on Wise ActionNounA thingA practice A philosophyVirtues & Truths VerbApplicationAn Action A ResponseCreative SubconsciousTo IncubateTo PonderTo Engage your Creative Subconscious 3.0 Four Maturity CapabilitiesTo develop maturity means to become more capable of:Objective self-analysis (holding and evolving our beliefs and opinions, rather than being subject to their control*)Understanding and integrating multiple perspectives  Empathetic reasoning (thinking humanely) Thinking and acting autonomously and authentically ) 4.0 SCARF Model- Dr David RockAs a way to understand:  either why you're behaving or acting the way that you do, or why others do. We offer you neuroscientist  Dr. David Rock. SCARF model . Rock identifies  social situations  that creates  either  are reward response for us or threat response. 

In this episode, Gregg, Dave, and Ron weigh in on Donald Trump's win, using the Wisdom Practice Model to assess their own reactions and conclusions. Once the “bubble” has been burst, now what? Is it possible to let uncertainty rule the day?What does it mean to maintain a “learning mindset”? For starters, we need to pause...Core Wisdom FormulaExperience + Knowledge+ Maturity = Wisdom + Experience The human experience encompasses the entirety of an individual's interactions, emotions, perceptions, and thoughts throughout their life journey.It's the subjective lens through which we perceive and interpret the world around us.KnowledgeKnowledge usually refers to information or awareness that someone has about a subject, whether from education or experience.Maturity Maturity is not a matter of age, but instead, of how you choose to respond and react to various life situations.It is essentially a level of  development or wisdom that has a bearing on all areas of an individual's life, right from their conduct to their relationship with others.WisdomWisdom refers instead to someone's good sense, judgment, or insight—in other words, to their ability to process, apply, or otherwise act on knowledge.Wisdom + represents wisdom with response with benefitsFour Wisdom Support Constructs 1.    Wisdom Practice Model  -Stories • Ologies • Beliefs • Wisdom2.    Wisdom to the 3rd Power - (Noun, Verb & Creative Subconscious) Influence Wise Action3.    Four Maturity Capabilities4.    SCARF Model- Dr David Rock1.0 Wisdom Practice Model  -Stories • Ologies • Beliefs • Wisdom•StoriesExperience gets interpreted in to Stories that are told or remembered•OlogiesThe -logy element basically means "the study of ____".Resulting in,  Influence or Impact of Biology, Theology, Psychology, Sociology, Political Ideology, Technology , Philosophy•Beliefs Stories & the impact of ologies form beliefs and behaviors•Wisdom +Experiences, Knowledge & Maturity  come together  to create our wisdom2.0 Wisdom to the 3rd Power - (Noun, Verb & Creative Subconscious) Influence on Wise ActionNounA thingA practice A philosophyVirtues & Truths VerbApplicationAn Action A ResponseCreative SubconsciousTo IncubateTo PonderTo Engage your Creative Subconscious 3.0 Four Maturity CapabilitiesTo develop maturity means to become more capable of:Objective self-analysis (holding and evolving our beliefs and opinions, rather than being subject to their control*)Understanding and integrating multiple perspectives  Empathetic reasoning (thinking humanely) Thinking and acting autonomously and authentically ) 4.0 SCARF Model- Dr David RockAs a way to understand:  either why you're behaving or acting the way that you do, or why others do. We offer you neuroscientist  Dr. David Rock. SCARF model . Rock identifies  social situations  that creates  either  are reward response for us or threat response. 

Jika kamu penasaran dengan cara kerja otak dan ingin meningkatkan produktivitas, informasi ini wajib kamu tonton. Saya akan membahas tips dan strategi dari buku Your Brain at Work karya David Rock. Di zaman penuh gangguan ini, memahami bagaimana otak bekerja bisa sangat membantu kamu untuk tetap fokus dan produktif. Kita akan bahas cara mengetahui kapan otakmu butuh istirahat, kapan harus dipacu, dan trik mengurangi stres. Terkadang, bukan usaha lebih keras yang dibutuhkan, tapi pendekatan yang lebih cerdas. Yuk, pelajari bagaimana cara mengoptimalkan kerja otakmu dan hindari gangguan-gangguan yang membuat fokus terpecah. Simak video ini untuk memahami otakmu dan bekerja lebih efektif!" Leave a comment and share your thoughts: https://open.firstory.me/user/clhb6d0v60kms01w226gw80p4/comments Powered by Firstory Hosting

In this conversation, Demetri and Chantz discuss the latest technological advancements from Apple, particularly the new M4 Pro chip and its implications for users. They transition into personal updates about their lives, focusing on the balance between work and school. The discussion then shifts to insights from the book 'Your Brain at Work' by David Rock, emphasizing the importance of prioritization, the dangers of multitasking, and effective task management strategies. They explore how technology can aid productivity, reflect on historical studies related to cognitive load, and conclude with thoughts on the significance of focus over multitasking. Thank you as always for listening. What did you think of this episode? Please leave us your thoughts about the episode and a ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠rating⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ on Apple Podcasts. We'll be responding to comments every Saturday on the main podcast! RESOURCES & LINKS:

In this episode, our guest is Dr. Brian Clyne who is a Professor of Emergency Medicine at the Alpert Medical School of Brown Universitywhere he has served in numerous clinical, educational, and administrative leadership roles over the past 20 years. As Vice Chair for Education at ACT Leadership, Dr. Clyne develops and supports programs across the continuum of learners from undergraduates to faculty. In addition to medical education, Dr. Clyne's areas of interest include career development and physician leadership. He founded and directed Leadership in Healthcare, a master's level course for Alpert Medical School students. He is agraduate of the Brown University Executive Master's in Healthcare Leadership program and the ACTLeadership and Performance Coaching Certificate program. His coaching practice is focused on mid-career healthcare professionals seeking to expand their leadership capabilities to make a lasting impact.Talk to Your Pharmacist Podcast Interview - Dr. Brian Cyne and Hillary BlackburnHillary Blackburn and Brian Clyne discussed their experiences in healthcare leadership and career development, emphasizing the importance of transferable knowledge and skills, navigating career transitions, and addressing burnout. They also discussed the role of coaching in healthcare leadership development, highlighting the need for practical leadership skills beyond clinical expertise and the importance of selecting the right coach with industry background or experience in healthcare-related fields. Both speakers emphasized the transformative impact of coaching on personal and professional growth.Leadership and healthcare with Dr. Brian Clyne.Hillary Blackburn discusses work-life balance as a healthcare leader with two young children.Hillary Blackburn interviews Dr. Brian Clyne on The Talk to Your Pharmacist podcast.Leadership development and coaching in healthcare.Brian Clyne discusses his background in psychology and medicine, focusing on medical education and leadership development.Brian Clyne: Read Harvard Business Review, Good to Great, and David Rock's Quiet Leadership.Hillary Blackburn: Also read leadership books, including Good to Great and David Rock's Quiet Leadership.Leadership development and coaching.Hillary Blackburn and Brian Clyne discuss leadership development and coaching.Brian Clyne learned coaching skills through Act Leadership, a training organization.Brian Clyne shares his journey from directive to curious leadership, empowering others to find solutions.Hillary Blackburn asks about what sets Act program apart, offering guidance for choosing a coach.Brian Clyne emphasizes the importance of finding a coach with relevant industry experience.Clyne suggests asking a coach about their methodology and experience with your specific challenge.Coaching in healthcare, burnout, leadership, and career development.Hillary Blackburn and Brian Clyne discuss coaching in healthcare, common triggers, and leadership skills.Brian Clyne coaches newly transitioned leaders on goal setting, prioritization, and time management.He also helps individuals experiencing burnout by exploring their core values and setting boundaries.Burnout and career transitions are common challenges in healthcare.Burnout and career development in healthcare.Brian Clyne: Realize it's a marathon, not a sprint, and don't expect it to go according to plan.Brian Clyne: Emergency medicine has highest rates of burnout, and lack of control, uncertainty lead to it.Brian Clyne: Importance of networking, mentorship, and focus in career success.Hillary Blackburn: Struggling with imposter syndrome and seeking guidance from peers.Hillary Blackburn and Brian Clyne discuss career development and burnout in the pharmacy industry.Brian Clyne shares resources for coaches and pharmacists, including ACT Leadership and Brown University.Guest -  Brian Clyne, MDHost - Hillary Blackburn, PharmD, MBAwww.hillaryblackburn.comhttps://www.linkedin.com/in/hillary-blackburn-67a92421/ @talktoyourpharmacist for Instagram and Facebook ★ Support this podcast on Patreon ★

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The Presidential Debate: First ImpressionsIn this episode, Gregg, Ron, and Dave Share their first impressions of the debate. Going deeper than who might have won, the guys use the wisdom models to look at the dynamics of the social psychology behind people's conclusions. From tribalism to political correctness to the ability to actually change one's mind.  References:Spiral Dynamics- Clare Graves & Don Beck  https://spiraldynamics.net Summary of Developmental Theory- Spiral Dynamics - Eight Stages 1.     Beige: This is the most basic level of consciousness, characterized by a focus on survival and basic needs. At this level, individuals are primarily concerned with physical safety and security, and may not have a sense of self beyond their immediate surroundings.2.    Purple: At this level, individuals begin to develop a sense of community and belonging, and may adopt the values and beliefs of their tribe or family.3.    Red: This level is marked by a focus on power, domination, and self-assertion. Individuals at this level may be impulsive and rebellious, and may not have a strong sense of right and wrong.4.    Blue: At this level, individuals develop a sense of morality and order, and may adopt a more structured and hierarchical worldview. They may be more concerned with tradition and authority, and may have a strong sense of duty and loyalty.5.    Orange: This level is characterized by a focus on innovation, achievement, and self-actualization. Individuals at this level may be more individualistic and entrepreneurial, and may be less concerned with group identity or tradition.6.    Green: At this level, individuals may develop a more inclusive and pluralistic worldview, and may be more concerned with social justice and equality. They may be more open to new ideas and ways of thinking, and may be more accepting of diversity and difference.7.    Yellow: This level is marked by a focus on integration and balance, and may involve a synthesis of the values and perspectives of different memes. Individuals at this level may be more flexible and adaptable, and may be able to hold multiple perspectives simultaneously.8.    Turquoise: This is the highest level of consciousness, characterized by a sense of unity and oneness with all of creation. Individuals at this level may have a deep understanding of the interconnectedness of all things, and may be more compassionate and empathetic towards othersDr David Rock-SCARFAs away to understand:  either why you're behaving or acting the way that you do, or why others do. We offer you neuroscientist  Dr. David Rock. SCARF model . Rock identifies  social situations  that creates  either  are reward response for us or threat response. Rock explains  there are five social domains : status, certainty, autonomy, relatedness & fairness that if you have in  life things move along quite nicely however, once these are threatened it causes people to react with fight, flight or freeze reaction.It can help explain our original  questions •Why the world is so polarized.•Why there is a increasing  lack of civility and citizenship responsibly and rise of populism. •Where people are tend to look for things that people are against versus what people are for. •Why there is an  erosion of pluralism and growth in tribalism

We hear a lot about what our bodies need, but what do our minds need? Well the doctors are in the house! We are going beyond our conversations with Dr. David Rock, Dr. Alisha Moreland-Capuia and Rajesh Anandan.  We'll discuss what our brains are doing at work. Don't worry, we are going to have a few pop culture references to simplify the science! We also are going to gain a better understanding on what neurodiversity inclusion looks like in action. And last, but not least, how love plays a part in a lot that we do. At Metlife, we are committed to diversity, equity and inclusion and we believe making a difference in the lives of our customers, community, and the world around us is #AllTogetherPossible. Learn more and join us at MetLife.com.Views and opinions expressed during the podcast are those of the individuals expressing them and do not necessarily reflect those of MetLife or Hueman Group Media

In this episode, John explores the SCARF model by David Rock with leadership and organizational coach Rachelle Thauren. They discuss how this model helps us to navigate change AND social situations.Follow us on LINKED IN for visuals of models from the podcasthttps://www.linkedin.com/company/every-little-model-podcast/?viewAsMember=trueConnect with Rachellehttps://www.linkedin.com/in/rachellethauern/

In this episode of The Rumors Are True podcast, Sean Stopnik, a musician known for his involvement in several influential bands, including Bloodshed, Innermeans, Rock Kills Kid, Stairwell, Rainy Days, and Slingshot David, shares his experiences and insights. The discussion delves into Sean's journey through the hardcore and punk music scenes, the impact of these bands on the music community, and personal stories from his time in the industry. Fans of the bands and those interested in the history of the hardcore/punk scene will find this episode particularly engaging. Produced by Wesley Hill @thebigwes Artwork by Jared Chase Bowser @jaredchasebowser Music by Brian Jerin R.I.P. --- Support this podcast: https://podcasters.spotify.com/pod/show/therumorsaretruecast/support

Inclusion and neuroscience are inextricably linked. Evolution has made us crave inclusion and the workplace is no exception to that.Dr. David Rock coined the term neuroleadership and founded the Neuroleadership Institute. He's also done years of research on how our brains work and written four books including, Your Brain at Work. In this episode, he walks us through his latest research and gives us unparalleled insights into the way we work. That includes how power affects the way we think, how bias works and why we have a biological need to be included.At Metlife, we are committed to diversity, equity and inclusion and we believe making a difference in the lives of our customers, community, and the world around us is #AllTogetherPossible. Learn more and join us at MetLife.com.Views and opinions expressed during the podcast are those of the individuals expressing them and do not necessarily reflect those of MetLife or Hueman Group Media.

You may never have noticed it, but for many people – maybe you – a full moon can mess with your sleep and cause you to lose sleep. How does that happen? Listen as I explain. https://www.self.com/story/full-moon-sleep Over the last several years, research has uncovered some remarkable benefits of listening to music. Not just vague, “music makes you feel better” benefits – it now appears music can actually treat some illnesses. Neuroscientist Dan Levitin has been looking at this research for several years and joins me to share some exciting news about the powerful, positive health effects of listening to music you like. Dan is author of a book called I Heard There Was a Secret Chord: Music as Medicine (https://amzn.to/46QoQcE). Many skills humans have possessed for ages are getting lost. For example, using a map or your sense of direction to find your way somewhere. With GPS people have lost this skill. Solitude. The idea of sitting alone with your thoughts is so uncomfortable, people just reach for their phone to keep them occupied. While technology makes these (and many other skills) no longer necessary, there is a price to pay. Here to explore and explain that is Graham Lee, author of the book, Human Being: Reclaim 12 Vital Skills We're Losing to Technology (https://amzn.to/46MP53A)  You may have noticed your brain seems sharper at some times more than others. Listen as I explore why it is important to realize when that happens and what to do when it does. David Rock author of “Your Brain At Work” https://amzn.to/4g3Fk5F Learn more about your ad choices. Visit megaphone.fm/adchoices

A “BEST OF 97% EFFECTIVE” EPISODE! Tune in this fall for new episodes and more great content.Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.comSHOW NOTES:What does it mean to be “Undeniable”? Stephen Childs, senior executive, thought leader and executive coach, is on a mission to help others achieve their ambitious goals and become the best versions of themselves. We discuss how he helped make Panasonic Automotive one of the most admired places to work – and break down “the work” you need to put in, if you want to land in the top 10%.Taking the worry out of the “success model”1 thing that will surprise you about StephenWhy Panasonic allows Stephen to also work externally as a speaker and coachWhere highly people want to come – and stayWhy it's a bad sign when your company gets you a coach, and what you should do insteadDo this and you have already wonDealing with obstaclesHow coaching differs (vs training, mentors, rotations)How coaching creates accountabilityParts of Executive Presence that most people overlookChanging "neural pathways": 65% people should first focus here63, 90, and 1%It's gotta be sticky and WTF!10-year study on successful CEOsWhy companies promote ineffective leadersHow Stephen closed the gap when he realized he wasn't qualified to do his jobHow to reach out: the quarterly goal Stephen sets for his direct reportsDEI in action and “attracting what you operate to”Unintended consequences when you put in the work BIO AND LINKS:Stephen Childs is VP & CHRO at $8.5 billion leader Panasonic Automotive, where he has been instrumental in making it one of the most admired places to work. He is a highly acclaimed global keynote speaker and executive coach, certified at Columbia University, and is on a relentless mission to help others become Undeniable. A Global Talent Fellow at the Wharton School, member of the Forbes Human Resources Council, and two-time HR Executive of the year, Stephen is an alum of the University of Alabama.Stephen on LinkedIn: https://www.linkedin.com/in/stephenchildstalentmgt/Panasonic Automotive: https://automotive.panasonic.com/enBook Stephen to speak: https://speakerhub.com/speaker/stephen-childsStephen's Coaching Website: https://www.neuroexecutivecoaching.netBrooke Vuckovic's model on Executive Presence: https://insight.kellogg.northwestern.edu/article/executive-presence-how-to-develop-yoursDr. Matthew Walker, Why We Sleep: https://www.simonandschuster.com/books/Why-We-Sleep/Matthew-Walker/978150114432563 days to create a habit (Dr. Caroline Leaf): https://drleaf.com/pages/about-dr-leafAtomic Habits by James Clear: https://jamesclear.com/atomic-habitsStephen's sticky “WTF” model: https://www.linkedin.com/pulse/wtf-stephen-childs-gtml-/David Rock at the NeuroLeadership Institute: https://neuroleadership.com10-year study: 4 Things that separate successful CEOs: https://hbr.org/2017/05/what-sets-successful-ceos-apartMichael's Book, Get Promoted: https://changwenderoth.com/#tve-jump-180481ecea3 Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

What personal experiences shaped Sriram Kalyanaraman's approach to transformation? How can someone new to personal transformation begin their journey? What are some great resources, tips, and practises to transform oneself to become their best self? Awareness of our own mortality can sharpen our thoughts and desires, aligning us with our true selves. This concept, relevant from ancient Greek and Buddhist philosophies to modern thinkers like Steve Jobs, highlights the timeless nature of this insight. In this episode, discover Sriram Kalyanaraman's groundbreaking methods for inner peace and personal growth, and unlock your true potential through his insights and wisdom. Resource List - Amaidhi Website - https://www.amaidhi.com/ Dynamic Mind Practise - https://www.amaidhi.com/dynamic-mind-practice Application for Dynamic Mind Practise - https://play.google.com/store/apps/details?id=com.dynamicmindpractice.app&hl=en Quiet Leadership, Book by David Rock - https://amzn.in/d/01pk33gO The Inner Game of Tennis, Book by W. Timothy Gallwey - https://amzn.in/d/07C3WWEd The Inner Game of Work, Book by W. Timothy Gallwey - https://amzn.in/d/0h2urQM2 You Can Heal Your Life, Book by Louise Hay - https://amzn.in/d/00mi62CA The Tibetan Book of Living and Dying, Book by Sogyal Rinpoche - https://amzn.in/d/08pg43Q3 The Top 5 Regrets of Dying, Book by Bronnie Ware - https://amzn.in/d/0eywdFM6 The 7 Habits of Highly Effective People, Book by Stephen R Covey - https://amzn.in/d/034HHZHb The Boy, The Mole. The Fox and The Horse, Book by Charlie Mackesy - https://amzn.in/d/0bZrwDpm Collective Intelligence Study by MIT, Carnegie Mellon University, and Union College Researchers - https://www.sciencedaily.com/releases/2010/09/100930143339.htm#:~:text=A%20new%20study%20co%2Dauthored,and%20that%20the%20tendency%20to Buddhist Practise of Maranasati - https://en.wikipedia.org/wiki/Mara%E1%B9%87asati The GROW Model - https://lattice.com/library/everything-you-need-to-know-about-the-grow-coaching-model#:~:text=The%20name%20is%20an%20acronym,plans%20alongside%20their%20direct%20reports. What was Google's Project Oxygen? - https://www.linkedin.com/pulse/project-oxygen-what-can-we-learn-from-way-google-train-managers?utm_source=share&utm_medium=guest_desktop&utm_campaign=copy About Gita Bellin - https://gitabellin.com/gita-bellin/ About SparX by Mukesh Bansal SparX is a podcast where we delve into cutting-edge scientific research, stories from impact-makers and tools for unlocking the secrets to human potential and growth. We believe that entrepreneurship, fitness and the science of productivity is at the forefront of the India Story; the country is at the cusp of greatness and at SparX, we wish to make these tools accessible for every generation of Indians to be able to make the most of the opportunities around us. In a new episode every Sunday, our host Mukesh Bansal (Founder Myntra and Cult.fit) will talk to guests from all walks of life and also break down everything he's learnt about the science of impact over the course of his 20-year long career. This is the India Century, and we're enthusiastic to start this journey with you. Follow us on our Instagram: / sparxbymukeshbansal Also check out our website: https://www.sparxbymukeshbansal.com You can also listen to SparX on all audio platforms! Fasion | Outbreak | Courtesy EpidemicSound.com Built to Last: Book by Jim Collins: https://amzn.in/d/06UJQDXy The HP Way, Book by David Packard: https://amzn.in/d/09M92m6N

In this conversation, Demetri and Chantz discuss the direction of their podcast and brainstorm ideas for future episodes. They reflect on the success of their book review episodes and decide to focus more on self-help topics and personal development. They also plan to incorporate 30-day challenges and reflection episodes into their podcast schedule. They discuss potential books to review, including 'Grit' by Angela Duckworth and 'Never Split the Difference' by Chris Voss. They also consider the idea of hiding previous episodes that are not related to their new direction. In this part of the conversation, Chantz and Demetri discuss their interest in learning new things and their love for books. They mention several books they have read or want to read, including 'Sapiens' and 'Homo Deus' by Yuval Noah Harari, 'Your Brain at Work' by Dr. David Rock, and 'Thinking, Fast and Slow' by Daniel Kahneman. They also discuss the importance of diversity in their reading choices and brainstorm ideas for 30-day challenges, such as stretching, taking the stairs, and going vegan or vegetarian. The conversation ends with a discussion about their plans for dinner and hanging out with friends. Thank you as always for listening. What did you think of this episode? Please leave us your thoughts about the episode and a ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠rating⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ on Apple Podcasts. We'll be responding to comments every Saturday on the main podcast! RESOURCES & LINKS:

Having a sense of purpose is critical according to several motivation theories and models.  So how do we help our people find it? In this episode, I take a look at some practical ways that you can assist your team to find their sense of purpose.  It's not our responsibility to find it for our team, but we can help to create the right environment.  Like the Show? Please Leave a Review! ✅ If you like this episode or the show in general, please take a few minutes to leave a review by clicking one of the links below. Your review really helps me to reach a wider audience of thoughtful leaders, so we can improve workplaces around the world. I appreciate you taking the time!

In this episode, Ricardo explores the SCARF model, a powerful framework developed by neuroscientist David Rock to understand and manage social behaviors in projects. He examines the five key domains of SCARF: Status, Certainty, Autonomy, Relatedness, and Fairness—and discusses how each of these elements can significantly impact team dynamics and project outcomes. By recognizing and addressing these social drivers, project managers can create a more positive and productive environment and ultimately achieve greater project success. Listen to the podcast to learn more. *Image generated using PMOtto.ai for ChatGPT.

Neste episódio, Ricardo explora o modelo SCARF, uma poderosa estrutura desenvolvida pelo neurocientista David Rock para compreender e gerenciar comportamentos sociais em projetos. Ele examina os cinco domínios principais do SCARF: Status, Certeza, Autonomia, Relacionamento e Justiça – e discute como cada um desses elementos pode impactar significativamente a dinâmica da equipe e os resultados do projeto. Ao reconhecer e abordar estes fatores sociais, os gestores de projeto podem criar um ambiente mais positivo e produtivo, alcançando, em última análise, maior sucesso do projeto. Ouça o episódio para saber mais * Imagem gerada usando PMOtto.ai para ChatGPT.

“Ah, Lord God! | David Rock”.

In this episode, host Cec Busby is joined by Charlotte Blair, the founder of Strength Partners and author of "Career Unstuck." Together, they dive into the intricacies of internal voices, self-assurance, and the power of community . Charlotte shares invaluable insights on managing limiting beliefs, harnessing personal strengths, and the transformative impact of building meaningful connections. Join us as we uncover practical tools and techniques for personal development and discover the courage to ask for help and navigate career and business obstacles. Key Topics 1. Managing Internal Voices and Emotions - Acknowledging and understanding the different voices in one's head - Empowering oneself to choose which voices drive one's decisions - Developing a growth mindset to learn and grow from challenges - Dealing with fight-flight-freeze responses and triggers, as per David Rock's SCARF model 2. Balancing Aspirations and Priorities for Business Owners - Managing limited resources as a business owner - Exploring practical tools and techniques for personal development in career and relationships - Personal experiences and insights into career struggles - Addressing limiting beliefs and imposter syndrome 3. Building Community and Support - The importance of networking and collaboration for solo workers - Cultivating connections and networking online - Virtual collaboration and increased hunger for connection post-pandemic - Transformative power of building relationships and cherishing virtual connections 4. Using Personal Strengths to Meet Goals - Discovering and naming personal values and strengths - Identifying talent through activities that bring fulfillment - Navigating roadblocks by intentional use of strengths - Seeking support systems like mentors and peer reviews Timestanped overview 00:00 Identifying and prioritizing values for motivation. 04:14 Finding talent through passion and time perception. 06:43 Solopreneurship requires intentional navigation and outsourcing. 12:07 Overcoming doubts to write a successful book. 13:52 Goal, reality, options, and the way forward. Coaching vs counselling for future and past. 19:24 Overcoming fears and doubts to move forward. 22:34 Autonomy, relatedness, and fairness influence feelings and behaviours. 25:42 Coaches collaborate, barter, and find mutual benefits. 28:50 Connect, reach out, and network effectively. 33:19 Book offers practical advice and recommendations for change. 34:36 Overcoming fear and seeking help is rewarding. Learn more about your ad choices. Visit megaphone.fm/adchoices

Easily listen to Social Skills Coaching in your podcast app of choice at https://bit.ly/social-skills-homeHear it Here - https://adbl.co/3N9lsjI00:01:53 Dr. David Rock created the SCARF model00:05:34 Assertive Communication 00:09:17 What Makes Assertive Communicators Different 00:10:45 Ten Essential Assertive Communication Habits00:22:06 Bonus: The Broken Record Technique00:23:47 Give and Take: The Art of Feedback00:27:02 The Situation-Behavior-Impact (SBI) model00:30:50 The Best Way to Receive Feedback • Regulate your own emotions by being aware of the underlying needs they express: status, certainty, autonomy, relatedness, and fairness. • Be assertive and communicate your needs, limits, and perspective with clarity and kindness. Be clear, calm, firm, open, in control, and respectful. Decide on the type of assertion that best fits your needs: basic, empathic, consequence, discrepancy, or negative feelings assertion. • When it comes to giving or receiving feedback, remember that it is about behaviors and actions and not about people. Be kind, but also don't take things too personally. #Assertive #AssertiveCommunication #BrokenRecordTechnique #DrDavidRock #Effective #EmotionalIntelligence #Feedback #SBI #SCARF #ThomasKilmann #RussellNewton #NewtonMG #PatrickKing #PatrickKingConsulting #SocialSkillsCoaching #HowtoSpeakEffectively #RegulatingYourOwnEmotions

¿Cómo aumentar nuestra productividad en el trabajo?¿Cómo optimizar tu eficiencia y desempeño?Si entendemos cómo funciona nuestro cerebro y somos capaces de identificar los bloqueos que nos impiden ser productivos, podremos eliminarlos.En este episodio analizo el libro Pon Tu Cerebro a Trabajar (Your Brain at Work, 2009), de David Rock, en el que trabajaremos en potenciar nuestro cerebro en base a 5 estrategias:Energizar tu cerebroRegular tus emocionesColaborar con tus compañeros de trabajoDesbloquear tu creatividadMantener tu foco Aquí puedes conseguir este libro:AQUÍ TIENES EL LIBRO "Your Brain At Work": https://geni.us/brainatwork En esta página encuentras las notas del episodio y todos los enlaces mencionados:https://librosparaemprendedores.net/302Ah! ¿Quieres recibir cada semana por email, gratis, estrategias y tácticas para ser mejor empleado, emprendedor y empresario? Suscríbete a mi email semanal aquí:https://librosparaemprendedores.net/newsletter ¿Quieres saber cómo aumentar tu velocidad de lectura? Mírate este vídeo y quizás hasta la dupliques en sólo 20 minutos: https://www.youtube.com/watch?v=V0VqCZlLuEc En Youtube y en Instagram estamos publicando también contenido exclusivo. Suscríbete ahora:Youtube: http://www.youtube.com/c/LibrosparaemprendedoresNetInstagram: https://instagram.com/librosparaemprendedores Además, recuerda que puedes suscribirte al podcast en:- Nuestra página: http://librosparaemprendedores.net/feed/podcast- iTunes: https://itunes.apple.com/mx/podcast/libros-para-emprendedores/id1076142249?l=es- Spotify: https://open.spotify.com/show/0qXuVDCYF8HvkEynJwHULb y seguirnos en Twitter ( https://twitter.com/EmprendeLibros ) y en Facebook ( https://www.facebook.com/EmprendeLibros/ ). This content is under Fair Use:Copyright Disclaimer Under Section 107 of the Copyright Act in 1976; Allowance is made for "Fair Use" for purposes such as criticism, comment, news reporting, teaching, scholarship and research.Fair Use is a use permitted by copyright statute that might otherwise be infringing. Non-profit, educational or personal use tips the balance in favor of fair use.I do not own the original content. All rights and credit go to its rightful owners. No copyright infringement intended. Hosted on Acast. See acast.com/privacy for more information.

¿Cómo aumentar nuestra productividad en el trabajo?¿Cómo optimizar tu eficiencia y desempeño?Si entendemos cómo funciona nuestro cerebro y somos capaces de identificar los bloqueos que nos impiden ser productivos, podremos eliminarlos.En este episodio analizo el libro Pon Tu Cerebro a Trabajar (Your Brain at Work, 2009), de David Rock, en el que trabajaremos en potenciar nuestro cerebro en base a 5 estrategias:Energizar tu cerebroRegular tus emocionesColaborar con tus compañeros de trabajoDesbloquear tu creatividadMantener tu foco Aquí puedes conseguir este libro:AQUÍ TIENES EL LIBRO "Your Brain At Work": https://geni.us/brainatwork En esta página encuentras las notas del episodio y todos los enlaces mencionados:https://librosparaemprendedores.net/302Ah! ¿Quieres recibir cada semana por email, gratis, estrategias y tácticas para ser mejor empleado, emprendedor y empresario? Suscríbete a mi email semanal aquí:https://librosparaemprendedores.net/newsletter ¿Quieres saber cómo aumentar tu velocidad de lectura? Mírate este vídeo y quizás hasta la dupliques en sólo 20 minutos: https://www.youtube.com/watch?v=V0VqCZlLuEc En Youtube y en Instagram estamos publicando también contenido exclusivo. Suscríbete ahora:Youtube: http://www.youtube.com/c/LibrosparaemprendedoresNetInstagram: https://instagram.com/librosparaemprendedores Además, recuerda que puedes suscribirte al podcast en:- Nuestra página: http://librosparaemprendedores.net/feed/podcast- iTunes: https://itunes.apple.com/mx/podcast/libros-para-emprendedores/id1076142249?l=es- Spotify: https://open.spotify.com/show/0qXuVDCYF8HvkEynJwHULb y seguirnos en Twitter ( https://twitter.com/EmprendeLibros ) y en Facebook ( https://www.facebook.com/EmprendeLibros/ ). This content is under Fair Use:Copyright Disclaimer Under Section 107 of the Copyright Act in 1976; Allowance is made for "Fair Use" for purposes such as criticism, comment, news reporting, teaching, scholarship and research.Fair Use is a use permitted by copyright statute that might otherwise be infringing. Non-profit, educational or personal use tips the balance in favor of fair use.I do not own the original content. All rights and credit go to its rightful owners. No copyright infringement intended. Hosted on Acast. See acast.com/privacy for more information.

One of the MOST effective executive coaching, parenting, and OWL around communication tool is the SCARF assessment by Dr. David Rock at the Neuroleadership Institute.  I refer to SCARF as empathy with purpose and meaning, and the results for my clients speak for themselves!  Grab your drink (for the sips) and your pen and paper (for the solutions) and have take the SCARF assessment to learn OWL about what drives your Limbic System. 

Today I want to share a re-run episode that covers a subject that is very relevant in my own life right now, as I am heading back into another semester of school while juggling all other parts of my life, MULTITASKING. David Rock in Your Brain at Work (2009) talks about multitasking being like trying to keep multiple actors on stage at the same time, all of whom demand the limelight. Multitasking impacts your working memory, drains your mental resources and affects how well you encode information into long-term memory. Stick with me for today's episode where we'll dive multitasking, why we do it, and the concept of getting into a flow state.  This is all about getting out of the rat race and working with the power of our mind.   Connect With Me: https://www.stretchintosuccess.com/ratracereboot/   Watch/Listen to the Show on: Youtube:     / @ratracerebootwithlauranoel7460  Facebook: https://www.facebook.com/RatRaceReboot Podbean: https://infogtu.podbean.com/   #Multitasking #RatRaceReboot #Mindset #LawOfAttraction #StretchIntoSuccess #ParadigmShift

Welcome to another invigorating episode of "Lives of Courage with Jessica Stong." This week, we are delving into the captivating concept of the Healthy Mind Platter, a mental wellness model formulated by renowned experts Dr. Daniel J. Siegel and Dr. David Rock. Tune in to explore the seven essential activities that promote a balanced and thriving mind in today's fast-paced world. Discover how you can apply these principles in your daily life to nurture your mental health, boost your resilience, and live with courage. Show Notes: Introduction to the concept of the Healthy Mind Platter. Understanding integration and its role in promoting a healthy mind. Exploring each component of the Healthy Mind Platter: Sleep, Movement, Focus, Time In, Play, Connecting, Time Out Your Challenge this Week - pick one aspect to focus on! Stay tuned for more enriching discussions on courage, resilience, faith, parenting, and emotional health. Until next time, take care of your mind and nurture your well-being! Ps. We'd love it if you would review our podcast. We'd love to hear your thoughts and experiences as you journey towards greater mental well-being. Thank you!

Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.com SHOW NOTES: What does it mean to be “Undeniable”? Stephen Childs, senior executive, thought leader and executive coach, is on a mission to help others achieve their ambitious goals and become the best versions of themselves. We discuss how he helped make Panasonic Automotive one of the most admired places to work – and break down “the work” you need to put in, if you want to land in the top 10%.Taking the worry out of the “success model”1 thing that will surprise you about StephenWhy Panasonic allows Stephen to also work externally as a speaker and coachWhere highly people want to come – and stayWhy it's a bad sign when your company gets you a coach, and what you should do insteadDo this and you have already wonDealing with obstaclesHow coaching differs (vs training, mentors, rotations)How coaching creates accountabilityParts of Executive Presence that most people overlookChanging "neural pathways": 65% people should first focus here63, 90, and 1%It's gotta be sticky and WTF!10-year study on successful CEOsWhy companies promote ineffective leadersHow Stephen closed the gap when he realized he wasn't qualified to do his jobHow to reach out: the quarterly goal Stephen sets for his direct reportsDEI in action and “attracting what you operate to”Unintended consequences when you put in the work BIO AND LINKS: Stephen Childs is VP & CHRO at $8.5 billion leader Panasonic Automotive, where he has been instrumental in making it one of the most admired places to work. He is a highly acclaimed global keynote speaker and executive coach, certified at Columbia University, and is on a relentless mission to help others become Undeniable. A Global Talent Fellow at the Wharton School, member of the Forbes Human Resources Council, and two-time HR Executive of the year, Stephen is an alum of the University of Alabama. Stephen on LinkedIn: https://www.linkedin.com/in/stephenchildstalentmgt/Panasonic Automotive: https://automotive.panasonic.com/enBook Stephen to speak: https://speakerhub.com/speaker/stephen-childsStephen's Coaching Website: https://www.neuroexecutivecoaching.netBrooke Vuckovic's model on Executive Presence: https://insight.kellogg.northwestern.edu/article/executive-presence-how-to-develop-yoursDr. Matthew Walker, Why We Sleep: https://www.simonandschuster.com/books/Why-We-Sleep/Matthew-Walker/978150114432563 days to create a habit (Dr. Caroline Leaf): https://drleaf.com/pages/about-dr-leafAtomic Habits by James Clear: https://jamesclear.com/atomic-habitsStephen's sticky “WTF” model: https://www.linkedin.com/pulse/wtf-stephen-childs-gtml-/David Rock at the NeuroLeadership Institute: https://neuroleadership.com10-year study: 4 Things that separate successful CEOs: https://hbr.org/2017/05/what-sets-successful-ceos-apartMichael's Book, Get Promoted: https://changwenderoth.com/#tve-jump-180481ecea3

Tiến sĩ David Rock được nhiều người coi là nhà sáng lập lĩnh vực 'Lãnh Đạo Bằng Khoa Học Não Bộ', và là người đồng sáng lập kiêm Giám đốc điều hành của Học viện NeuroLeadership. Học viện tự hào có một lượng khách hàng ấn tượng, với kinh nghiệm tư vấn cho hơn hai phần ba các công ty thuộc danh sách Fortune 100.  Ngoài ra, tiến sĩ Rock còn là tác giả của bốn cuốn sách, trong đó có cuốn sách kinh doanh bán chạy nhất Your Brain at Work. Ông cũng chia sẻ nghiên cứu của mình trên nhiều trang báo nổi tiếng như Harvard Business Review, The New York Times, The Wall Street Journal, Forbes và Fortune. Mời các bạn đón xem / lắng nghe!  #Vietsuccess #VietsuccessBusiness #DavidRock #NeuroLeadership

It all starts with meaningful conversations. That's what Jenny Herald's guest on this episode of Dreams With Deadlines believes, and he's got data points to back it up.Devon Brown of Inciting Leaders shares insights on the evolution we've seen over the past decade from traditional top-down performance management techniques to a more continuous, ongoing framework that encourages ongoing communication.Key Things Discussed Why meaningful results start with meaningful peer-to-peer conversation The difference between (and mechanics behind) one-on-ones versus check-ins How to apply OKRs and measure for individual success within a team context Driving what matters: Choosing to emphasize behavior, delivery or both The future of performance management – what it looks like and what it needs Show Notes [00:00:35] About innovating the transition from traditional performance management to continuous performance management, starting in 2009 and accelerating as the function has shifted away from HR. [00:01:50] Why shifting the performance management model away from top-down annual event to ongoing, frequent conversations empowers managers and employees. [00:03:04] About the potent combination of Conversation, Feedback and Recognition (CFRs) with Objectives & Key Results (OKRs) at the heart of visionary leadership. [00:04:06] What poor management looks like versus a continuous, integrative approach that seeks to develop skills and adapt to situations on an ongoing basis. [00:06:33] Distinguishing between leaders and managers, where their skills overlap and why their tendencies are often (wrongly) conflated: Leaders create change while managers react to/execute on it. Leaders are people-focused while managers tend to be process-oriented. Leaders seek feedback while managers avoid or minimize vulnerabilities. [00:09:00] How the tension between organizational, team and individual application of OKRs can be managed to create a culture that supports progress across the enterprise. [00:14:30] Applying OKRs to and measuring for individual success – and growth – within a team context within a robust continuous performance management framework. [00:17:28] Why performance management is trending towards a team emphasis: Increasingly complex global and internal business structures The intensifying need for cross-departmental communication and collaboration [00:18:43] Defining “check-in” versus “one-on-one” conversations: Check-ins are ongoing conversations about performance, development, expectations wellbeing, and general feedback. One-on-Ones are solution-oriented, task-oriented, operationally-oriented and tactical. [00:20:25] A deeper dive into the big-picture, strategic nature of “check-ins”, including these four types: Assessing and adjusting to effectively manage expectations and goals. Short- and longer-term career development. Ongoing feedback conversations, both positive and negative. Overall, holistic well-being within a personal and professional context. [00:22:50] Why well-being conversations are key to the current workplace landscape: Pandemic-related recognition that people are not computers and have emotions. Potentially isolating hybrid conditions. The need to be in touch with whether workers are engaged – or not. To maximize retention and corporate loyalty. [00:27:01] How “performance” and “relational” currencies impact outcomes – and why. [00:29:13] Driving what matters: A look at which levers to pull in measuring for success and how they vary based on whether the emphasis is on behavior, delivery or both. [00:34:16] Distinguishing between the “what” (results) and the “how” (behavioral) in managing OKRs for both teams/individuals. [00:37:00] About identifying and incentivizing individual behaviors that build towards positive team results (without leaving behind a trainwreck). [00:41:20] Looking at the future of performance management: A move away from the individual towards team management through ongoing feedback. A tremendous need for enhanced leadership and training for stronger ongoing conversations at all levels of the enterprise. Integrative software systems to support ongoing agility and adaptability. [00:46:39] Quick-Fire Questions for Devon: What is your dream with a deadline? To impact 1,000 leaders in 2023 with positive downstream results across company cultures and individual lives. What is the No. 1 thing leaders can be doing to uplevel performance? There's no one thing, but frequent and ongoing conversations are essential. What advice would you give to people undertaking an OKR journey? It's easy to get excited by the idea of results, but stay attuned to how concepts like stretch and transformation actually fit into your workplace culture and history. What book has shaped the way you think about leadership and performance management? "The Leadership Pipeline: How to Build the Leadership Powered Company," by Ram Charan, Stephen Drotter and Jim Noel. "The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever," by Michael Bungay Stanier. Relevant links: "Measure What Matters: OKRs, the Simple Idea that Drives 10x Growth," by John Doerr More about Daniel Montgomery and Agile Strategies, an OKR consultancy More about Dr. David Rock and his Neuroleadership Institute "The Leadership Pipeline: How to Build the Leadership Powered Company," by Ram Charan, Stephen Drotter and Jim Noel "The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever," by Michael Bungay Stanier About Our Guest:Devon Brown transforms teams and organizations using neuroscience research for insight, habits, and performance. He considers both individual and organizational behavior change with a systemic approach. Certifications include NLI Brain-based Coaching, Hogan, DiSC, MHS EQ-i/360, KAI, and Linkage – Purposeful Leader.Follow Our Guest:Website | LinkedInFollow Dreams With Deadlines:Host | Company Website | Blog | Instagram | Twitter

Joelle LaGuerre, Founder, PRO-YOU and HCI Sr. Faculty says it best when she states “fixed mindset is a prove yourself mindset and growth mindset is an improve yourself mindset”. In this episode, we explore the concept of Dr. David Rock's growth mindset and its value to the workplace. Valuing a growth mindset encourages failing, innovation, Dan Pink's concept of “non-commissioned work” and providing critical feedback. Throughout the conversation, Joelle also shares some of the obstacle's organizations may experience while building a learning culture built on a growth mindset.

I have been re-reading the book “Quiet Leadership: Six Steps to Transforming Performance at Work,” by David Rock. One of his concepts jumped out at me, and I wanted to share it with you. Brain science tells us that, when we focus on a behavior we wish to change, we are actually cementing the neural pathway that was created when we began repeating that behavior in the first place.  Once a neural pathway is created in our brain, it will always be there. The challenge is not to remove that pathway – we can't – but rather create a new neural pathway through our thinking and beliefs. Let's look at an example. Let's say you are a newly minted manager, managing two entry-level employees in the marketing department of your company.  You've never managed people before, and you haven't been given any training to do so. You feel as though you have been thrown into the deep end, but you really want to succeed.  One area you are struggling with is one of your employees consistently coming to work 30 minutes late – we'll call her Jane.  Because all of this is new to you, you sit Jane down and ask her why she is late every morning. She tells you she is a new mom and says she finds it hard to leave her son at daycare every morning.  Because this is unacceptable behavior, you tell Jane she has to come to work on time. End of conversation.  How does Jane receive this feedback? She is likely frustrated, anxious, and begins fixating on how late she is every morning. But the behavior doesn't change. The only change has been additional stress on Jane because now she's afraid you're going to fire her.  Rewind: Let's have the conversation with Jane again. You ask her why she is late every morning. She tells you she is a new mom and says she finds it hard to leave her son at daycare every morning.  You then ask her why she finds it so hard to leave her son every morning. She says it's because he starts crying, which makes her cry, and she can't bear to hand him off to the daycare worker. She admits that she has even started going to the daycare later and later because she knows what is coming.  You let Jane know you can see how hard this would be. You then ask Jane what are three possible solutions to this problem – solutions that would get her to work on time AND help with the daycare handoff. Jane at first says she doesn't know what to do, but you gently persist to help Jane solve her problem – and you resist the urge to solve it for her.  Jane finally comes up with three possible solutions: One, her husband could drop the baby off and see if that goes more smoothly; two, she could get up earlier so she could spend more time at the daycare with her baby and still get to work on time; three, she could ask for ideas from her online mom group.  You give Jane some paper so she can write her options out. Then you ask her how she wants to proceed with these three options. Jane says she will ask her husband to drop the baby off for one week, and during that time she will reach out to her online group. After one week, she and her husband will evaluate how him dropping the baby off is working and possibly she will start getting up 30 minutes earlier every morning for the next week.  You and Jane then agree that the goal is for Jane to consistently get to work on time because a) Jane is a valued member of your small team, and b) Jane will be a better employee and mom with less stressful mornings.  Now Jane feels a measure of relief because she has possible solutions to her problem, and a plan to try those solutions out. She also feels valued to you – like you want to help her and not punish her. She wants to solve this problem for you as much as for her.  How might this look with one of your own behaviors?  Let's say you tend not to speak up during meetings. You have thoughts and ideas, but in the moment you tell yourself your ideas aren't good enough to share and people will think you're dumb if you offer those ideas up.  This has become a habit for you, to the point where the dialogue in your head during meetings is “people don't want to hear what I have to say.”  You decide to focus on the behavior you do want – very specifically. You decide you will begin contributing one thing during each meeting – and you will do it during the first half of the meeting rather than waiting until everyone is ready to get out of there.  If you know what will be discussed in the meeting, you can think about what contribution you might want to make. If you don't know what will be discussed, you decide to stay present in the room, listen intently to what others are saying, and look for an opportunity to make your contribution.  After a month of focusing on the behavior of making one contribution each meeting, you next focus on specific ways you can make your contribution more confidently and competently. Perhaps you focus on how to modulate your voice, specific power words you want to use (and not use), or how to make eye contact while you are speaking.   I encourage you to think of a behavior you would like to change in yourself and how, specifically, you can make that change. If you supervise people, use this tool to help employees find their own solutions to behaviors they need to change. This strategy also works when employees want to learn a new behavior, such as improving a specific aspect of their communication skills or learning how to be a better presenter.  Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you're worth.  If you're ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

Last year, Dr. David Rock of the Neuroleadship Institute came on The New Way We Work to talk about the factors that make work meaningful. He pointed to five forms of motivation, using the acronym "SCARF" which stands for status, certainty, autonomy, relatedness, and fairness. On today's episode Kate Davis and producer Josh Christensen take the SCARF assessment and discuss their results.

What's going on in our brains when we have breakthroughs? Why do some of our most basic work habits and norms exhaust our minds rather than light them up? If feedback is essential for cognitive development, why can it freak us out and set our teeth on edge? These are some of the big questions David Rock, CEO and co-founder of the Neuroleadership Institute, ponders all of the time. David believes that if we can increase our ability to think well at work (since, spoiler alert, most work is thinking work) and bake more neuroscience into the workplace, we can be more effective, build better habits, and have better interactions within our teams and organizations. In this episode, we ask David all about our brains at work. Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com