Attain’s Post

Thinking on one's feet, particularly in the face of challenges, is a skill coveted across various domains, from business to emergency response. Research in cognitive psychology suggests that individuals who excel at rapid decision-making and problem-solving often possess high levels of cognitive flexibility and adaptability (Cohen, 2019). One effective strategy for honing this skill is to cultivate a mindset of curiosity and open-mindedness. By embracing new perspectives and remaining receptive to alternative solutions, individuals can more readily navigate unexpected hurdles and devise creative responses on the fly. Another key aspect of thinking on one's feet is the ability to maintain composure under pressure. Drawing from insights in neuroscience, practicing mindfulness techniques such as deep breathing and visualization can help regulate stress responses and enhance cognitive function in high-pressure situations (Davidson & Begley, 2012). Additionally, developing a repertoire of go-to strategies for problem-solving, such as breaking complex tasks into smaller, more manageable steps or leveraging past experiences as a source of inspiration, can streamline decision-making processes and facilitate rapid adaptation. Furthermore, fostering a collaborative mindset can bolster one's ability to think on their feet by tapping into the collective wisdom of a team. Research on collective intelligence underscores the notion that diverse teams, when equipped with effective communication channels and mechanisms for information sharing, are often better equipped to generate innovative solutions to complex problems (Woolley et al., 2010). By fostering a culture of collaboration and leveraging the strengths of each team member, individuals can draw upon a wealth of perspectives and expertise to navigate challenges with agility and resilience. Thus, while thinking on one's feet requires quick thinking and decisiveness, it also hinges on the ability to harness collective intelligence and adapt in real-time to changing circumstances.

Turner is thrilled to welcome #1 NYT Bestselling Author Susan Cain for an exclusive virtual event on "Neurodiversity: The Power of Introverts in an Extrovert World". Sign up now to claim your spot: https://lnkd.in/epkUcScK You may know Susan Cain from her TED Talk "The Power of Introverts" which has been viewed over 34 million times! On Friday, June 14, Susan Cain (Harvard, Princeton) will share her most valuable insights on neurodiversity, specifically focusing on the power of introverts in an extrovert world. Susan will engage in a dynamic virtual fireside chat with Nathalie Van Berkel, member of the Board of Directors at UWV, and Jeroen Geurts, Rector Magnificus at VU. PROGRAM FOR FRIDAY, JUNE 14 3:40 PM | Welcome, lobby open 3:50 PM | Susan Cain – "Neurodiversity: The Power of Introverts in an Extrovert World" - Live from New York, Susan Cain provides insights into how organizations can help different thinking and character structures flourish. The benefits of embracing neurodiversity in organizations are significant. But how do you create the right organizational culture for this? What dilemmas should you consider? 5:00 PM | End of program Turner X-Over: Thought-Provoking, Inspiring, and Expanding Horizons Turner organizes a series of exclusive crossover events for clients and partners. Leading speakers (scientists, thought leaders, top-level executives) share their latest insights from the fields of psychology, ethics, HR, artificial intelligence, theology, leadership, and behavioral science. Because strategy execution is multidisciplinary. Most Turner X-Overs are condensed, often held during a single lunch hour or at the end of a working day. In many cases, you can choose to attend digitally, live, or hybrid. Martijn Babeliowsky Alex Crezee Patrick Eppink Edwin Schippers Jeroen Visscher #strategy #strategyexecution #introverts #neurodiversity #susancain

Your situation is nothing. Your response is everything. I know it’s easy to say and harder to execute.
 Our responses are driven by our thoughts and emotions.
 We can learn to navigate them more effectively, with less harm. In the workplace, we can easily get caught up in a whirlwind of emotions.
 We can't always control the situations we encounter. But we can control how we respond to them.
 That's where higher emotional intelligence (EQ) comes into play, as: ↳ It helps us recognize, understand, and manage our emotions and those of others. ↳ It’s a crucial skill that allows us to navigate the complexities of the workplace effectively. Its impact is essential in a work environment for: 🔺 𝐁𝐞𝐭𝐭𝐞𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: With high EQ, we can express our thoughts and feelings clearly and empathetically, fostering better teamwork and collaboration. 🔺 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧-𝐌𝐚𝐤𝐢𝐧𝐠: By understanding our emotions, we can make more balanced and thoughtful decisions, free from impulsive reactions. 🔺𝐈𝐦𝐩𝐫𝐨𝐯𝐞𝐝 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬: EQ helps us build stronger, more trusting relationships with colleagues by recognizing and respecting different emotional perspectives. 🔺 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭 𝐑𝐞𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧: High EQ equips us to handle conflicts with calmness and understanding, turning potential clashes into opportunities for growth. How do you use emotional intelligence in your work life? ♻️ Helpful? Repost to support your network. #MindscapeRewire #LimitlessMindset #HealthyWorkSpace #PsychologyAtWork #MindsetTraining ➰ ➰ ➰ I believe the mind is our greatest asset. With it, we can create everything—or nothing. It all depends on how we choose to use it. As a certified therapist and passionate researcher, I’m deeply fascinated by the power of mindset rewiring, especially through hypnosis and cognitive behavioral therapy (CBT). Bringing these innovative approaches into the corporate world excites me because I see the transformative potential they hold for leaders and teams.

How to find genius employees within your workplace? We know there are immense benefits of star performers to the organization. Finding them and leveraging their capabilities are two different matters. From the article - "Businesses may need help to unlock new levels of creativity, collaboration and success enriched by the contributions of these exceptional minds." #strengthsdecoder #talentmanagement #performancecoach #talendevelopment #strengthscoach #peoplestrategy

More reviews for 𝘊𝘰𝘯𝘴𝘤𝘪𝘰𝘶𝘴 𝘊𝘩𝘢𝘯𝘨𝘦: 𝘏𝘰𝘸 𝘵𝘰 𝘕𝘢𝘷𝘪𝘨𝘢𝘵𝘦 𝘋𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘤𝘦𝘴 𝘢𝘯𝘥 𝘍𝘰𝘴𝘵𝘦𝘳 𝘐𝘯𝘤𝘭𝘶𝘴𝘪𝘰𝘯 𝘪𝘯 𝘌𝘷𝘦𝘳𝘺𝘥𝘢𝘺 𝘙𝘦𝘭𝘢𝘵𝘪𝘰𝘯𝘴𝘩𝘪𝘱𝘴: “As a leader in talent development, I found Conscious Change to be a transformative read. It brilliantly intertwines real-life examples with practical strategies, providing invaluable insights for fostering positive change and enhancing workplace dynamics.” —𝐍𝐀𝐓𝐇𝐀𝐋𝐈𝐄 𝐒𝐀𝐋𝐋𝐄𝐒, former VP Talent Development, Bloom Energy, and former Director of Coaching, Team and Organizational Development, Meta “In addition to the application of Conscious Change principles, the book is filled with wisdom nuggets such as the three ingredients of an effective apology; the direction to distinguish intent from impact; and the encouragement to ‘Give grace by not assuming others’ intentions’ and ‘Call others in rather than calling them out.’” —𝐃𝐑. 𝐁𝐀𝐑𝐁𝐀𝐑𝐀 𝐋𝐎𝐕𝐄, Professor Emeritus, Social Justice Education, University of Massachusetts, and author of Developing Liberatory Consciousness “The digestible format makes Conscious Change an ideal workplace or social book club selection.” —𝐓𝐑𝐀𝐂𝐘 𝐑𝐀𝐓𝐇𝐄, Senior Vice President of Organizational Performance and Development, Nebraska Healthcare Association “This book is a must read for anyone who wants to learn how to manage their emotions, think clearly and rationally, navigate challenging situations, and have better interpersonal relationships.” —𝐂𝐀𝐑𝐎𝐋 𝐒𝐓𝐄𝐖𝐀𝐑𝐓, executive coach and author of Quietly Visible “Our prosperity and well-being depend on our ability to work together inharmony, and this book has vital answers for how we can avoid negative and self-defeating reactions while experiencing the pleasure of being at our best.” —𝐏𝐄𝐓𝐄𝐑 𝐌𝐈𝐂𝐇𝐀𝐄𝐋𝐒𝐎𝐍, psychotherapist, founder of WhyWeSuffer .com, and author of Our Deadly Flaw Our new book, 𝘊𝘰𝘯𝘴𝘤𝘪𝘰𝘶𝘴 𝘊𝘩𝘢𝘯𝘨𝘦: 𝘏𝘰𝘸 𝘵𝘰 𝘕𝘢𝘷𝘪𝘨𝘢𝘵𝘦 𝘋𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘤𝘦𝘴 𝘢𝘯𝘥 𝘍𝘰𝘴𝘵𝘦𝘳 𝘐𝘯𝘤𝘭𝘶𝘴𝘪𝘰𝘯 𝘪𝘯 𝘌𝘷𝘦𝘳𝘺𝘥𝘢𝘺 𝘙𝘦𝘭𝘢𝘵𝘪𝘰𝘯𝘴𝘩𝘪𝘱𝘴, will be published on July 9. We encourage you to preorder through our website, bookshop .org, Porchlight books, Amazon, or Barnes & Noble, links in comments.

Have you ever wondered why two people can see the same situation so differently? The answer lies in mental models, the internal filters shaped by our life experiences, culture, and upbringing. These models help us navigate complexity but can also distort how we perceive reality, creating blind spots that affect how we communicate and collaborate. As Mirror Mirror's strategic advisor, Dr Jacqui Grey explains: "Mental models come about as a result of our life experiences, and that's why people call it a worldview. All of this is like data that goes into our brains and creates what's known as a mental model. It's really creating a filter through which we see the world. We don't look at the world in a very accurate way. We look at it in a distorted way, according to our life experience." So, how do we align as a team when each of us is operating with different mental models? The process starts with awareness. Understanding how these filters shape our perceptions, decisions, and interactions. By taking a step back to reflect, and fostering inclusive habits and communication, we can begin to bridge the gaps. Here are three neuroscience-backed ways to build better alignment: • Acknowledge and lift others up: Build a habit of recognizing contributions and sharing positive feedback to strengthen trust and connection. • Find common ground: Look for shared interests or goals, even small ones. This will reduce perceived differences and foster collaboration. • Provide clarity and control: Ensure everyone knows what’s expected and how they contribute to the bigger picture. It’s essential for psychological safety. These principles, along with research on mental models, have informed Mirror Mirror’s approach to creating clarity, shared understanding and alignment within teams. Using a diagnostic tool, Mirror Mirror helps teams uncover the filters through which they see the world. We enable them to reflect more deeply, collaborate more effectively, and align on their strategic frame and actions. What role do mental models play in your team? How do you bridge the gaps? #neuroscience #mentalmodels #difference #alignment

Interesting article! How could these findings help us foster more inclusive, safe to fail spaces within the workforce?

Every year at Vizient we have culture week. This is a time for us as employees to hear great speakers and focus on personal growth. Here are a few things I learned from our first session with Alex Webber: 1)     Your challenges can create your greatest gifts to the world. They help you develop empathy to see yourself in others and help them through similar scenarios. Empathy is our superpower as leaders. How am I going to give my greatest gifts? 2)     When it comes to our goals we know we will face disappointments, hardships, pain etc. Amid that we have a choice to re-engage with our goals and stay on course. Its not easy but neither is running after the things we truly want in life. Which direction will I run? 3)     Leading myself is the most difficult person I’ll ever lead. I must lead myself through the reactions of life. Dr.  Dr. Jill Bolte Taylor, was quoted on emotions and the brain. Here is the quote: “When a person has a reaction to something in their environment,” she says, “there’s a 90-second chemical process that happens in the body; after that, any remaining emotional response is just the person choosing to stay in that emotional loop.” (note Alex quotes it in his talk but I pulled the info form this article: https://lnkd.in/eGrkQ3Qy if you want to read further). My question is how will I choose to react in those moments? 4)     Sometimes you must do first and confidence and belief will follow as you figure things out. Doing this will always lead you to the next step, which will lead to the next step and create a domino effect.  Rather then ask myself a question on this one (and spin into overthinking) my statement is simply “Go Girl!”. Looking forward to day two!

Question: ❓ Who first identified Flow State? Answer: Flow State was first identified by renowned psychologist Mihaly Csikszentmihalyi in the 1970s. He introduced the concept to explain the mental state where individuals experience deep focus and total immersion in an activity, often leading to peak performance and heightened creativity. Csikszentmihalyi observed that when people are in flow, they feel fully engaged, energized, and in control of what they’re doing, often losing track of time as a result. This concept has since become a cornerstone in both psychology and productivity studies, highlighting how essential it is for optimal performance and well-being. By understanding and cultivating flow, we can improve our work output, creativity, and overall job satisfaction. Want to tap into this state of focus and efficiency in your professional life? DM me “Flow” to learn how you can start experiencing the benefits of Flow State. #Leadership #FlowState #PeakPerformance #Productivity #MindsetMatters #CareerDevelopment #WorkLifeBalance #PsychologyOfSuccess #Innovation

The outdated model of remedial education assumed that neurodiversity was a problem that needed to be corrected. In same cases, it assumed that the child themselves was the problem and needed to be 'managed'. This thinking can only thrive in a system that is unable to be flexible. Our work is driven by flexibility and the willingness, capability and capacity to provide an education that is specific to the child. In order to do this, we have a main class teacher who directs all academic work, is trained in how to manage a classrooms with multiple needs and can give highly personal mediation, teaching, support and coaching across the full band of skills a child requires, specifically those skills outside of the curriculum. The classroom of children seldom exceeds 12 children, but it more often than not under 10. The mix of children is managed so that every child gets exactly what they need, when they need it. Every classroom had a support teacher who gives the teacher the resources she needs. Decisions around additional support are made almost daily, adding to the responsive and flexible approach we adopt. We live an IEP programme that is responsive to the child on a daily basis and makes room for their growth as we go. We see ourselves as an intervention rather than a school. Our aim is to return children to a more typical academic environment when the time is right. In some cases, this could be a highly typical, large school environment. At other times, children move on to another small school, but one that only offers assisted learning as remedial or special needs instruction is no longer necessary. Some children make their way to vocational schools because that is where their strengths have been shown and they have developed a high enough academic skill level. Neurodiversity isn't a disease to be fixed. Instead, it is a way of thinking we can assist a child to embrace and grow with. In the end, we are driving towards children having a strong sense of who they are, a high level of self-acceptance and self-worth and the ability and skills necessary for them to move into life rather than shrink from it.