I loved this article. For all leadership and management. Have you accepted the false premise “you are as you are now and that is the end of it?” Read this article!
Excerpt: How do you sharpen your thinking?
We’ve written already about how you can use auto-analytics to measure and improve the tasks you take on every day at work, but there’s another class of auto-analytics that help you improve at a more fundamental level. These tools strengthen the underlying brain and behavioral structures that support smarter thinking, decisions, and routines in any professional field.
Here are four new tools that I’ve spotted in my research. I use the term “DIY” because each option can be tested, and learning outcomes quantified, without the need for an outside instructor or expert.
Quantified Mind is a personal online cognitive testing platform based on psychometrics, the measurement of cognitive performance in areas like reaction time, executive function, and verbal learning.
Read full article via Four New Tools for Brain Workouts – H. James Wilson – Harvard Business Review.
Good read and in my favorite topics, “why we do what we do” and “why we are who we are” 🙂 In addition to the examples given in the artice, in my opinion there are many more examples over history. Following every major shift in the economy, the same fail rate of giants becomes our history. For all leadership and management with great small business takeaways
Excerpt: One source of insight may be the field of neuroscience. The study of the brain, particularly within the field of social, cognitive, and affective neuroscience, is starting to provide some underlying insights that can be applied in the real world and, perhaps, increasingly to our understanding of how to better engage human performance and creativity during change.
At the NeuroLeadership Summit, being held in New York this week, a panel discussion with senior executives and experts from The Conference Board, the Association of Change Management Professionals, Change Leaders, and Barnard College will explore the connection between neuroscience and organizational change, understanding how we can effectively deal with the human resistance to change.
Read full article via This is Your Brain on Organizational Change – Walter McFarland – Harvard Business Review.
This is a good read … I just wanted him to expand even more into how-to and why-to. For all leadership and management
Excerpt: The six goals I am referring to are:
Obsession (Mental Focus in Overdrive)
Vivid Mental Visualization (Crystal Clarity of Recall)
Innovation (Unbridled Creativity and Imagination)
Lightening Wit (Processing and Generative Speed often combined with Humor)
Terminological Command (Extensive and Effective Vocabulary)
The Art of Memory (Speed and Retention of Recollection and Recall)
Read full article via The Path to (Cognitive) Prosperity – Cracking the Code « Cerebral Musings. From NF Hannibal
Need a break this weekend? Try testing your skills with this game. Leadership and management. Your invited to let us know how you scored.
Compare ancient writing characters (Egyptian, Maya …) or other writing systems (Japanese, Thai…) and pick out the different characters.
In this activity, it is critical for you to pay close attention to the characters. You must distinguish a set of characters and memorize them. From a second set of characters, your task will be to figure out which characters were not present in the first set.
Cognitive Function Exercised
In addition to your visual memory, this exercise primarily stimulates your attention, which is the cognitive process of selectively concentrating on one aspect of the environment while ignoring other things. Further, this task will stimulate your concentration and your visual analysis of the shapes of characters.
Play game and test skills here via Ancient Writing. From Happy Neuron Brain Fitness for Life
Self help for all leadership and management. Believing your own lies can be your downfall — even worse is not knowing you are doing this.
Excerpt: Once you start to think about it, the list of situations in which people resolve cognitive dissonance through rationalisations becomes ever longer and longer. If you’re honest with yourself, I’m sure you can think of many times when you’ve done it yourself. I know I can.
Being aware of this can help us avoid falling foul of the most dangerous consequences of cognitive dissonance: believing our own lies.
Read full article via Cognitive Dissonance — PsyBlog.
Okay, guys, here is food for thought — and the possibilities, not just politics (that being scary enough BTW) — try projecting the uses. Small business and news
Excerpt: So where will all this AI cognitive video regeneration stuff end? Here’s a scenario: imagine a virtual newscaster avatar from MSNBC interviewing a virtual political avatar from the Democratic Party, who is talking about her recent debate with a hologram of the current Republican candidate. Will you ever be able to trust anyone in politics ever again? Instead of taglines like “Fair and Balanced,” the major cable news networks may need to add another disclaimer, “100% real. No virtual avatars or holograms, ever.”
Read full article via How Virtual Avatars Could Disrupt Politics | Endless Innovation | Big Think.
Human resources management. This sounds like a great free online webinar. It is free on Sept 26th but you do need to register ahead of time. Event
Excerpt introduction: Management insights drawn from breakthoughs in cognitive science Many studies show a link between high engagement and organizational success, yet until now our understanding of the science of engagement has mostly focused on outcome studies, not on the underlying mechanisms involved.
This session provides fresh insights into our understanding of what engagement is, how to measure it and most important, how to increase it. Drawing from the latest findings in neuroscience, we will explore a series of questions, such as:
What is the actual neural basis of engagement, in other words, what is engagement made up of, if you were to peer inside the brain?
What are the factors that drives engagement in the brain? How does engagement affect the brain? What are the various possible ‘levels’ of engagement?
And finally, how can we more accurately measure engagement?
What You Will Learn
Understand why your current engagement strategies do or don’t work
Discover fresh ideas for increasing engagement
Explore new thinking for measuring engagement
While attending this program is FREE, reservations are required.
Register here for Sept 26th event via The Neuroscience of Employee Engagement.
When developing learning or training programs, knowing how content is processed through the receiver’s mind is critical to the better developed programs. These are tools to use. Management
Excerpt: John Sweller’s paper, “Implications of Cognitive Load Theory for Multimedia Learning” describes the human cognitive architecture, and the need to apply sound instructional design principles based on our knowledge of the brain and memory. Sweller first describes the different types of memory, and how both are interrelated, because schemas held in long-term memory, acting as a “central executive”, directly affect the manner in which information is synthesized in working memory. Sweller then explains that in the absence of schemas, instructional guidance must provide a substitute for learners to develop either own schemas.
Sweller discusses, in his view, three types of cognitive load:
extraneous cognitive load
intrinsic cognitive load
germane cognitive load
Read full introduction via Cognitive Load Theory of Multimedia Learning (Sweller) | Learning Theories.
This is a summary of some of his previous blogs with included how-to for groups, teams, staff — how to train for learning is my take. Leadership and management
Excerpt: So here goes. I will start with the whole picture then describe the process step by step and finish with some general comments.
I am assuming some familiarity with FB as a technique here and assuming that the process has been run with multiple groups, ideally organised to maximise group think in each of the groups. This does confuse people who have been trained to try and mix groups up, but in my experience such a mistake is in error during initial sense-making. By maximising group think you increase the number of perspectives as you encourage the development of extremes, and that increases scanning. As a side here, I have often argued it was a mistake to collapse all the agencies into one post 9-11 as it encouraged a single view, rather than multiple perspectives. Obviously this is a balancing act: too much diversity you get excessive fragmentation, too little and you loose adaptive capacity. However for this exercise we want as much diversity as possible, we are trying to scan the range of all that is plausible, and that is a lot.
In a FB workshop exercise all the groups, once they are complete and not before, are rotated around all the other groups and are asked three questions of all the turning points created:
Read full article via Sidecasting in a flow – Cognitive Edge Network Blog.
Ahhh …. “why we do what we do” and “why we are who we are” 🙂 Read and learn — the takeaways included are the what and why.
Excerpt: The top management team of an organization is arguably the most important team for deciding and implementing innovation strategies. They typically decide which markets to be entered, which markets to be exited, and which new technologies to pursue. But decision making is fraught with biases – errors in judgment that affect the quality of decisions. Sometimes with devastating results. In this post we will see how basic human psychology affects the decision making of top management teams.
Read full article via Cognitive Biases Inhibiting Innovation in Top Management Teams | Innovation Management.
Good how-to help for leadership and management. Strategic thinking requires some skills that can be learned. As you know, my favorite topics, “why we do what we do” and “why we are who we are” follows along with cognitive uses.
Excerpt: Two elements/ components are required here, that must be thought and practiced;
Critical thinking and – disciplined intellectual criticism that combines research, knowledge of historical context, and balanced judgment. That follows a mental path, or map, or recipe, to formulating a strategic plan.
Cognitive control – understanding the mind – and the acquisition of knowledge, and how it works with knowledge under changing situations and conditions.
Read full article via Looking at the basic concepts of cognitive Strategic Management « Strategic Management.
I am off on some of my favorite subjects….such as why we are what we are and why we do what we do……Interesting and good read… News and management
Excerpt…….Strictly speaking, BrainGauge directly measures cognitive load, not stress. Cognitive load is different to common psychological or emotional stress because it is likely to cause errors or low performance. Emotional stress may actually improve the task performance in certain cases.
Read full article……via Cognitive Overload? How Big Brother Manages Too Much Information – Knowledge@Australian School of Business.
Filed under Management, News