Neuroscience for organizational change an evidence-based practical guide to managing change
Machine generated contents note: PrefaceAcknowledgements Part One The Challenge -- 01 Introduction to neuroscience -- Why should organizations be interested in neuroscience? -- Key moments in the history of neuroscience -- Caveat -- About this book - how will it help? -- Summary of key points from t...
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| Format: | UnknownFormat |
| Sprache: | eng |
| Veröffentlicht: |
London, Philadelphia, New Delhi
Kogan Page
2016
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| Online Zugang: | Inhaltsverzeichnis |
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Tag hinzufügen | Zusammenfassung: | Machine generated contents note: PrefaceAcknowledgements Part One The Challenge -- 01 Introduction to neuroscience -- Why should organizations be interested in neuroscience? -- Key moments in the history of neuroscience -- Caveat -- About this book - how will it help? -- Summary of key points from this chapter -- References 02 Brain facts -- Our brains -- Fundamental facts and principles about our brains -- Some key parts of the brain - the cortical lobes -- Summary of key points from this chapter -- References 03 Why our brains don't like organizational change -- Why our brains don't like change -- The impact of change on our brains -- Summary of key points from this chapter -- References Part Two What can we do? -- 04 Performing at our best during change -- The science -- What can we do? Solutions and examples of what other leaders have done -- Summary of key points from this chapter -- Reflections and planning -- References 05 Our social brains -- The science -- What can we do? Solutions and examples of what other leaders have done -- Summary of key points from this chapter -- Reflections and planning -- References 06 Managing emotions during change -- The science -- What can we do? Solutions and examples of what other leaders have done -- Summary of key points from this chapter -- Reflections and planning -- References 07 Decision-making and bias -- The science -- What can we do? Solutions and examples of what other leaders have done -- Summary of key points in this chapter -- Reflections and planning -- References 08 Communication, involvement and the role of storytelling -- The science -- What can we do? Solutions and examples of what other leaders have done -- Summary of key points in this chapter -- Reflections and planning -- References 09 Planning change with the brain in mind -- Change models -- What can we do? Solutions and examples of what other leaders have done -- Summary of key points in this chapter -- Reflections and planning -- References 10 Applying neuroscience in the organization -- Content of the masterclass -- What did the leaders do? -- Summary of key points in this chapter -- References Index. "Understanding how employees' brains work enables organizations to build cultures, design structures and processes that help people to be more innovative, productive and engaged. This has lasting impact in terms of meeting business objectives and becoming an employer of choice. We need to change the way we manage change in organizations: by understanding the brain we can do this better. Neuroscience brings a new lens through which to look at people and to understand why they react to situations in a certain way, what they need from work relationships to perform at their best, and how they might be better motivated. Neuroscience for Organizational Change not only provides evidence that will persuade the most sceptical of leaders but also provides many practical examples of how to apply the insights. The book provides a 'win-win': it will enable the organization to improve performance and also help to support the mental and emotional well-being of employees. Amongst other areas, Neuroscience for Organizational Change explores why we find organizational change difficult and what we can do to keep people focused and performing at their best. It looks at our need for social connection at work, the essential role that leaders and managers play, how best to manage emotions and reduce bias to avoid making flawed decisions, and why we need communication, involvement and storytelling to help us through change. It also sets out a new science-based planning tool, SPACES, to enhance motivation"-- "As the pace of change in organizations increases, leaders and HR personnel must support their employees, show understanding as to why employees might react in a certain way, what they need from their working relationships, and how staff might be better motivated. Neuroscience can offer insights into all these issues. Neuroscience for Organizational Change shows how to take the findings from neuroscience and put them into action by looking at the importance of communicating change effectively through storytelling, explaining how better understanding of the brain enables better planning of organizational change, managing emotions, and creating a feeling of social connection that employees can draw on for support during times of change. Each chapter includes illustrations, solutions and examples of what other companies have done, and questions/checklist at the end"-- "As the pace of change in organizations increases, leaders and HR personnel must support their employees, show understanding as to why employees might react in a certain way, what they need from their working relationships, and how staff might be better motivated. Neuroscience can offer insights into all these issues. Neuroscience for Organizational Change shows how to take the findings from neuroscience and put them into action by looking at the importance of communicating change effectively through storytelling, explaining how better understanding of the brain enables better planning of organizational change, managing emotions, and creating a feeling of social connection that employees can draw on for support during times of change. Each chapter includes illustrations, solutions and examples of what other companies have done, and questions/checklist at the end"-- "Understanding how employees' brains work enables organizations to build cultures, design structures and processes that help people to be more innovative, productive and engaged. This has lasting impact in terms of meeting business objectives and becoming an employer of choice. We need to change the way we manage change in organizations: by understanding the brain we can do this better. Neuroscience brings a new lens through which to look at people and to understand why they react to situations in a certain way, what they need from work relationships to perform at their best, and how they might be better motivated. Neuroscience for Organizational Change not only provides evidence that will persuade the most sceptical of leaders but also provides many practical examples of how to apply the insights. The book provides a 'win-win': it will enable the organization to improve performance and also help to support the mental and emotional well-being of employees. Amongst other areas, Neuroscience for Organizational Change explores why we find organizational change difficult and what we can do to keep people focused and performing at their best. It looks at our need for social connection at work, the essential role that leaders and managers play, how best to manage emotions and reduce bias to avoid making flawed decisions, and why we need communication, involvement and storytelling to help us through change. It also sets out a new science-based planning tool, SPACES, to enhance motivation"-- |
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| Beschreibung: | Includes bibliographical references and index |
| Beschreibung: | x, 205 Seiten Illustrationen |
| ISBN: | 9780749474881 978-0-7494-7488-1 |