THE NEUROWISE MANAGER

Let’s be honest, most managers lament that the people stuff is complicated and gets in the way of getting their ‘job’ done. It doesn’t have to be. Managing through the neuroscience lens enables managers to relate to people faster, more easily and more positively. It saves time and energy, people feel valued, it fuels productivity.

What is a neuroWise manager?

Managers who demonstrate and use their understanding of how the brain works to leverage wellbeing, engagement and productivity are neuroWise managers. They have the wisdom not to miss opportunities to empower people, provide certainty and encourage collaboration through a sense of belonging.

What is a neurowise manager?

Managers who demonstrate and use their understanding of how the brain works to leverage wellbeing, engagement and productivity are neurowise managers. They have the wisdom not to miss opportunities to empower people, provide certainty and encourage collaboration through a sense of purpose and contribution.

Should I delegate this or just do it myself? I can probably get it done faster.

= missed opportunities to

empower
provide a development opportunity
save time, effort & energy
fuel engagement

I’ll keep avoiding him because he’s going to waste 45 mins of my time venting instead of the 5 mins he says he needs with me.

= missed opportunities to

to have a 10 min outcome-focussed
conversation instead of getting
bogged down in detail, problem and
drama that goes on and on

I’m avoiding having a tough conversation about the amount of sick days being taken

= missed opportunities to

open dialogue, show you care
strengthen a relationship
elicit respect
turn the situation into a positive

The neurowise manager taps into the increasing body of neuroscience knowledge to:

 

  • recruit people who fit purpose, values and culture
  • onboard new employees ‘with a purpose’, giving them the space they need to get up to speed
  • ask and encourage questions
  • delegate tasks to save energy and give people autonomy
  • find out what fuels each person and what needs to be done to keep them fuelled up
  • authentically recognise contribution & performance
  • provide opportunities for growth & development
  • communicate in a way that makes sense for each person
  • use their working knowledge of HR and H&S legislation to ensure fairness, equality and inclusion
  • manage pressure and conflict
  • make decisions and solve problems

 

 

The neurowise manager knows the brain

THINK DO COMPANY

 

 

 

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