Ahmereen Q.’s Post

What is Neuro-leadership and how can we develop it? Neuro-leadership is the application of neuroscience to leadership. It focuses on understanding how the brain affects leadership abilities, including decision-making, problem-analysis and solution-design, emotional regulation, collaboration, and influence. The goal is to improve leadership effectiveness by leveraging insights from brain science. The developing topic of neuro-leadership provides a valuable viewpoint on leadership by emphasizing the brain's intrinsic relationship to effective leadership. Leaders may improve their mental agility, societal awareness, ability to make choices, and resilience by leveraging the strength of neuroscience. To develop neuro-leadership skills, the following steps are generally recommended: Learn and gain a basic understanding of how the brain works, especially in areas relevant to leadership; develop self-awareness to recognize your own thought patterns and emotional responses; practice techniques to manage your emotions effectively; use neuroscience principles to make more informed and rational decisions; enhance your ability to work with others in collaboration by understanding social brain functions. The issue is then, how can an institution drive deep into these areas possibly to develop the neuro-leadership skills of leaders? 

Enough with outdated pseudotheories about leadership – it’s time for evidence-based neuroleadership! The greatest danger to humanity in our time stems solely from incompetent leaders. This fact can be changed by training both current and future leaders with the latest findings from leadership science. We, the Academy of Leadership Sciences Switzerland (www.alss-edu.ch), are proud to pioneer leadership research, particularly in the field of neuroleadership. Below, you will find three links to our evidence-based, 100% scientifically validated, and practice-oriented leadership models. These models are even recommended as literature by prestigious universities like Stanford, Harvard, and Yale: 1.   Stanford University Leadership Competency Model-Drenica: Generalizability of Leadership Competencies https://lnkd.in/gPifWX84 2.   Harvard University The Neuroscientific Validation of the Leadership Competency Model Drenica https://lnkd.in/gcGUqfbG 3.   Yale University Leadership competencies for medical education and healthcare professions: population-based study https://lnkd.in/gTRusPfv Best regards, Academy of Leadership Sciences Switzerland

Enough with outdated pseudotheories about leadership – it’s time for evidence-based neuroleadership! The greatest danger to humanity in our time stems solely from incompetent leaders. This fact can be changed by training both current and future leaders with the latest findings from leadership science. We, the Academy of Leadership Sciences Switzerland (www.alss-edu.ch), are proud to pioneer leadership research, particularly in the field of neuroleadership. Below, you will find three links to our evidence-based, 100% scientifically validated, and practice-oriented leadership models. These models are even recommended as literature by prestigious universities like Stanford, Harvard, and Yale: 1.   Stanford University Leadership Competency Model-Drenica: Generalizability of Leadership Competencies https://lnkd.in/ge9fA2Xa 2.   Harvard University The Neuroscientific Validation of the Leadership Competency Model Drenica https://lnkd.in/gceeevkF 3.   Yale University Leadership competencies for medical education and healthcare professions: population-based study https://lnkd.in/gDQKTjWr Best regards, Academy of Leadership Sciences Switzerland

🌟 Recently completed the "Neuroscience of Leading High Performance Teams" course 🧠💥 In today's competitive world, team performance is crucial, and this course delivers tools to help you unlock potential in your team. As part of the "Neuroscience of Leadership" specialization, this 5 modules course redefines leadership through the lens of neuroscience, providing a foundation for effective leadership practices. backed by cutting-edge insights from social cognitive neuroscience and psychology to understand what truly drives team performance Whether you're a experienced leader or aspiring to management roles, I would recommend this course. Ready to unlock your team's full potential? Link to course: https://lnkd.in/d5AVHDf8

The Future of Leadership is in Neuroscience In a rapidly evolving world, the future of leadership is not just about emotional intelligence or strategic prowess but is intricately tied to the latest insights from neuroscience. Understanding how the brain works opens new avenues for enhancing leadership effectiveness. Neuroscience reveals that leaders who cultivate an environment that aligns with how our brains are wired can enhance creativity, engagement, and resilience in their teams. Leaders with an awareness of neuroplasticity—the brain's ability to change and adapt—can foster a growth mindset, encouraging continuous learning and innovation. Moreover, insights into mirror neurons underscore the importance of empathy and connection. Leaders who demonstrate genuine care and understanding create a ripple effect, fostering trust and collaboration. It’s a paradigm shift from command-and-control to a more empathetic, brain-friendly approach. Incorporating neuroscience into leadership development programs will shape leaders who are not just intellectually capable but also deeply attuned to the emotional and cognitive needs of their teams. This fusion of science and leadership is not just a trend but a necessity in the quest to unlock human potential in the workplace. The future of leadership is here, and it's deeply rooted in the understanding of the brain. What are your thought?

We have enormous untapped potential that can be unleashed if we would learn and master the art and science of leadership. Leadership is a competence and skill, and not a just a position. Leadership is rooted in authenticity and emotional intelligence and grounded in psychology, sociology, cognitive sciences and neuroscience. We have feelings first that then shape our thoughts and behaviors. Creating the open climate and conditions for excellence is priority one! Leaders who genuinely appreciate their workers, give them work that has great meaning, develops their skills to contribute to those things they value, gives them the autonomy and support they need to excel will reap huge benefits. Leaders need sincere humility and to lead by asking great questions (vice telling everyone the answers) to elicit game changing ideas and foster passionate engagement.

https://lnkd.in/dvDMAPyh Leadership psychology is a vital field for understanding and improving the skills necessary for effective leadership. Books on this topic offer insights into the psychological principles that can enhance a leader's ability to inspire, motivate, and guide their teams. A Stanford professor recommends "The Progress Principle" by Teresa Amabile and Steven Kramer, which delves into the impact of small wins on team motivation and morale. Robert Cialdini's "Influence" explores the psychology of persuasion, a crucial skill for any leader. "Made to Stick" by Chip and Dan Heath provides strategies for communicating ideas in memorable ways. Daniel Kahneman's "Thinking, Fast and Slow" offers a deep dive into decision-making processes. Susan Cain's "Quiet" champions the power of introverts in a world that can't stop talking, reshaping our view of leadership away from the extrovert ideal. For those seeking further exploration into leadership psychology, "The Psychology of Leadership: New Perspectives and Research" edited by David M. Messick and Roderick M. Kramer is a comprehensive resource that examines leadership from various psychological perspectives. Additionally, "Leaders Eat Last" by Simon Sinek discusses the importance of creating trust within teams. These books, among others, provide a wealth of knowledge for current and aspiring leaders to develop the soft skills and psychological acumen needed to lead effectively in today's complex and dynamic environments. For a more extensive exploration of leadership psychology, the resources provided offer a starting point for leaders to deepen their understanding and refine their approach to leadership.

Have you ever heard of the testing effect? Probably not, but I'm sure we've all experienced it at some point in our learning journey. The testing effect is a phenomenon in cognitive psychology that highlights the power of active retrieval in learning and memory. When we actively engage with material through tests, quizzes, or other retrieval practices, we strengthen our ability to remember and understand information. In other words, tests, exams, and quizzes are beneficial! Can we apply the testing effect to leadership development? Absolutely! In leadership, facing challenges and tests serves as a form of active engagement that promotes growth and development. When leaders encounter difficult situations, make decisions, and solve problems, they are actively applying their skills and knowledge. Through these experiences, leaders not only learn how to navigate challenges effectively but also gain valuable insights into their strengths and areas for improvement. Also, feedback enhances this process, helping leaders understand their style, communication effectiveness, and decision-making. By reflecting on feedback, leaders continuously refine their skills. In essence, the testing effect in cognitive psychology underscores the importance of active engagement and retrieval in learning and memory. Similarly, leaders can leverage challenges and tests in their roles to actively engage with their skills and knowledge, ultimately fostering growth, development, and effectiveness as leaders.

Today’s Task - November 13, 2024 If you are feeling inadequate today, for whatever the reason, take heart. You are not perfect….yet. And neither is anyone else in the world. So don’t give yourself a hard time each time you feel a crisis of confidence. You can only do the best you can and if that is not good enough for those who judge you….well tough! I recently read the above and was immediately reminded of some of my former students. Some felt inadequate because they were not perfect. But for others, they felt inadequate because they were unable to meet a standard set by themselves or by others. Whatever the standard, we each reach it in our own time. When we set our standard based upon the timeframe of another, we set ourselves up for feeling adequate. As educators, we have the unique opportunity to help our students develop a growth mindset based solely on their skill set and timeline. Let’s teach them that not perfect YET allows them room for growth. Feelings of inadequacy, on the other hand, becomes self-limiting. Make Today a Magnificent Day! Gary L Rupert Lead Mentor/COO II:Leaders Creating:II Leaders LCL Mentors @ Marching Arts Education

Phase 3: I spoke to the director from one of the finest UK universities with rich experience in educational management and leadership. I would like thank him for his support for my recent research titled "Comparing the Leadership in International Education in the UK and in China: Challenges and Development.". One of the leadership theories say some leaders are naturally born with gifted talent when leading others. This saying of course has been discarded by many researchers and partly it is true because what the point is if great leaders are born instead of making efforts. But believe it or not, it is somehow proven true that in some cases, great leaders cannot be trained (unfortunately). And this is what l have observed from this conversation with the director who’s in Higher Education for 18 years time. Small little things make a difference such as at the early stage of career path showing interest in helping others and the desire of making change. Here’re some of his perspectives that l wish to be enlightening for (future) leaders like myself who work in international education and beyond: 1. Take the opportunity that’s available to us; 2. Headship means having more impacts; 3. Simple but important soft skills including open to feedback, be willing to listen, give chances to others to influence and attention to details; Leadership is at the end of the day is the art of dealing with people, thus there are so many different approaches and worthwhile to continue the study in this field. Many more great insights are shared from him and stay tuned for the whole story from the research. (For all the sharing, I wish to keep it anonymous for participants’ privacy purposes.)