This is the first in a series of interviews with HRMAE members, hr practitioners and business community members around topics that impact human resources.
Background: Nanette Nerland currently is an HR manager with the Cash Store, and a former Board of Director for the HRMAE. Her recent work on change management, management development, coaching, and employee recognition has lead her to the study of neuroscience to improve the effectiveness of these programs.
Tyler: In your opinion, what is the most practical application of neuroscience for HR?
This is the first in a series of interviews with HRMAE members, hr
practitioners and business community members around topics that impact
human resources.
Background: Nanette Nerland currently is a manager with the Cash Store, and a former Board of Director for the HRMAE. Her recent work on change management, management development, coaching, and employee recognition has lead her to the study of neuroscience to improve the effectiveness of these programs.
Tyler: In your opinion, what is the most practical application of neuroscience for HR?
Nanette: Neuroscience can really help improve the employee supervisor
relationship by introducing a better understanding of the other person’s
though process.
Tyler: Where in organizations is this opportunity most commonly found?
Nanette: Anywhere from employee coaching to leading team meetings, as
understanding neuroscience facilitates more effective conversations.
Tyler: You mentioned coaching, how do you recommend using neuroscience to improve coaching?
Nanette: By approaching the conversation from the perspective of
improving the coachees thinking rather than directing their mindset.
Neuroleadership sets out a process for good conversations. Rather than
saying “Why isn’t this working?” use “What do we need to do to make this
work?”
Tyler: Why is the second question a better approach than the first?
Nanette: There are three facets at work. First, it isn’t intimidating
them in anyway, because when emotions are involved they block the
rational thought process. Asking in this way removes the emotional
response. Secondly it is solution focused rather than problem focused.
The neuropathways are like forest paths, so when you focus on the
problem you’re reinforcing old pathways, which inhibits new insights.
Being solution focused thinking puts you on a new path and increasing
the potential for an insight. Lastly, you’re pushing it back onto the
other person to think through. This increases the likelihood of
follow-through because of the energy gained from having a personal
insight.
Tyler: Where would you suggest people go for more practical information on using neuroscience in the workplace?
Nanette: I personally really enjoyed Quiet Leadership, by David Rock.
As well as his websites Results Coaching (resultscoaching.com), and
Neuro Leadership (neuroleadership.org). Results Coaching is more
practical, while Neuro Leadership is more scientific in focus.
Tyler Totman
Twitter: @FAPhoenix
Nanette: Neuroscience can really help improve the employee supervisor relationship by introducing a better understanding of the other person’s though process.
Tyler: Where in organizations is this opportunity most commonly found?
Nanette: Anywhere from employee coaching to leading
team meetings, as understanding neuroscience facilitates more effective
conversations.
Tyler: You mentioned coaching, how do you recommend using neuroscience to improve coaching?
Nanette: By approaching the conversation from the
perspective of improving the coachees thinking rather than directing
their mindset. Neuroleadership sets out a process for good
conversations. Rather than saying “Why isn’t this working?” use
“What do we need to do to make this work?”
Tyler: Why is the second question a better approach than the first?
Nanette: There are three facets at work.
First, it isn’t intimidating them in anyway, because when emotions are
involved they block the rational thought process. Asking in this
way removes the emotional response. Secondly it is solution
focused rather than problem focused. The neuropathways are like
forest paths, so when you focus on the problem you’re reinforcing old
pathways, which inhibits new insights. Being solution focused
thinking puts you on a new path and increasing the potential for an
insight. Lastly, you’re pushing it back onto the other person to
think through. This increases the likelihood of follow-through
because of the energy gained from having a personal insight.
Tyler: Where would you suggest people go for more practical information on using neuroscience in the workplace?
Nanette: I personally really enjoyed Quiet
Leadership, by David Rock. As well as his websites Results
Coaching (resultscoaching.com), and Neuro Leadership
(neuroleadership.org). Results Coaching is more practical, while
Neuro Leadership is more scientific in focus.
Tyler Totman
Twitter: @FAPhoenix