How are we different?
Our many years in interpreting organisational culture tells us that leadership interventions that address people-development challenges at a symptomatic level achieve performative-level change with a high likelihood of reverting back to the status quo under stress.
Human Psychology doesn’t need to be complex.
At Cognitions, our approach goes deeper than symptoms, cognitively addressing the whole system including relevant interconnections, beliefs and motivations that drive defensive behavioural choices and culture.
Why is the neuroscience approach important for leaders?
Stressful situations are when people are at their most vigilant, people look to leaders for direction, reassurance and decisions. The leaders reaction to stress and the strategies that they adopt influence how people experience leaders personally and this affects relationships with their team and between team members.
We have a strong understanding around neuroplasticity, what it takes for a person to think and react differently and the role of emotional intelligence to cognitively recognise emotions and question assumptions that lead to unconscious patterns of thinking and behaving.
How do we do it?
Building on curiosity and an appreciation and acceptance of diversity in self and others, our dialogic techniques challenge and encourage leaders to find ways to connect to ideas with an open and inclusive mindset, working on feelings of imposterism in their own thinking but more importantly, how to remove barriers along the way for others to be themselves.
We believe there is no single ideal solution to good leadership.
Everyone is and can be a great leader. It’s about finding ones own authentic way and we leverage our evidence- based approach and behavioural coaching expertise to help you with that.
Where are you now?
Where do you start? Your organisation may be at the start of your people development journey or perhaps you have made strides already into developing your leaders but the pull of the status quo is making progress slow.
Perhaps there is that one senior leader who is destabilising or maybe you see teams lacking motivation following a change.
Whatever your people development needs, give us a call or email us. We are here to discuss both ideal solutions and pathways as well as other possible options you could choose from.
