What   D-O-E-S   it take IN the WAY we see ourselves, our thoughts, our emotions, & our stories that help us to thrive in an increasingly complex & fraught world?

This crucial question has been at the center of my life‘s work. Because how we deal with our inner world drives everything. Every aspect of how we love, how we live, how we parent, & how we LEAD…

The conventional view of emotions as good or bad; positive or negative is RIGID. 

And rigidity in the face of complexity is toxic. 

We need greater levels of mental agility for true resilience, thriving, & emotional diversity. 

Diversity isn’t just people. It’s also what’s INSIDE people. Including diversity of emotion. The most agile, resilient individuals, teams, organizations, families, communities are built on an openness to the normal human emotions.

It is this that allows us to say: What is my emotion telling me? Which action will bring me toward my values? Which will take me away from my values?

My journey began in the messy business of the corporate world. I moved up in an environment of a culture & leadership committed to DENIAL…

It is denial that makes past years of self-serving policies and practices POSSIBLE when people convince themselves they are doing nothing wrong…

DENIAL is EXCLUSION…

And yet, I first learned of the destructive POWER of DENIAL at a personal level before I understood what it was doing to CORPORATE CULTURE . 

After losing a VERY DEAR friend unexpectedly in the PRIME of his life, I struggled… 

MENTALLY & EMOTIONALLY depleted I began to spiral down, isolated, fast.

I stopped my regular workouts. I began unhealthy eating habits…refusing to accept the full weight of my grief. No one knew & in an environment that values relentless positivity, I thought that no one wanted to know. 

I’m grateful that my EVP, my mentor was MINDFUL. His EMPATHY invited me to show up authentically to my grief & pain. That invitation allowed me to begin healing the many emotions I was feeling. Like a soccer player I began moving beyond the rigidity of denial INTO what I’ve come to call MENTAL AGILITY. 

That traumatic experience almost 20 years ago was the start of a revolution that shaped my life’s work. 

My mentor’s empathy was the spark for change; My COURAGE to ACT was the FLAME for MENTAL AGILITY. 

This is what has influenced & inspired me to PRACTICE & teach how you can use your MIND to influence Diversity & Inclusion of EMOTION …change your brain for the better.

My vision & initiatives align with the United Nations Global Sustainability Development Goals (SDGs).

Without addressing brain health illnesses our communities & workplaces will continue to be increasingly challenged to maintain sustainability economically & socially. 

Neuroscience is changing our understanding of how the human brain works & how and why people behave the way they do. Properly understood, many of these insights could lead to profound changes in the way businesses interact with their employees & customers.

The problem is that until now, most of this research has been published in specialist journals & has not made its way to managers’ desks. At the same time, however, business leaders & managers are faced with a plethora of extravagant claims based on misunderstood, or exaggerated, neuroscientific research.

I am working to bridge the gap between rigorous science & the practical needs of business. My work is NEW, DIFFERENT…It describes the practical managerial applications of this science in an accessible, but in-depth, way that is firmly underpinned by a clear explanation of the science behind the management actions proposed. 

When I ask executives how plastic is their organization I’m usually met with blank looks & responses that relate to their environmental or sustainability policies.

But plasticity in organizational terms, & based on cognitive science is: adaptability, efficiency, & the structural resilience of a business.

A plasticity approach is needed at an organizational level to help businesses keep up with the pace of human, technological, and cultural changes facing us all.

As critical processes of change management, training, & leadership are understood more and more through the window of organizational neuroscience, the impact is clear (INCREASINGLY). Preliminary research suggests not investing in neuroscience is to remain on the fringes of global economic and social development.

This research also shows that intensive exercises in empathy, perspective – taking, & mindfulness can break selfish habits and change the brain’s negativity bias so people become more altruistic. Such results could shake the fundamental underpinnings of orthodox economics & has implications for management too. 

For decades, people studied organizations as though managers were interchangeable.

Then, researchers started to IDENTIFY the DIFFERENT types & mindsets of executives & what  IMPACT their behavior had on their companies. 

As a given, these behaviors reflect a mindset. But the question is, “what can change?“ Brains can: that much is known. If the LATEST science makes it EASIER to WORK OUT HOW to change executives from one “type” (selfish, say) to another (altruistic), it could open up whole new possibilities for training & development. 

For instance, poorly managed change can result in alarm messages within our brains. Leaders/managers must be aware of how their WORDS, EMOTIONS & CONDUCT have a significant impact on team mood & results. 

NEUROSCIENCE posits making it easier to work out how to change organizations for increased productivity & innovation. This is what my company KJL International offers: RE-WIRING the BRAIN for CHANGE. 

I believe leadership should pursue positive, sound scientific methods to improve how the brain performs, just as a CEO should work out enough to minimize the risk of heart attack.

In effect, NEUROPLASTICITY is our ability to form new pathways in our brain through conscious intention. 

A large business, when you stop to think about it, has a lot in common with the human brain. Complex networks interconnect the different parts and functions and ensure the free flow of information, ideas and operations. The pre-frontal cortex, which I like to call the CEO of the brain, predicts and plans for the future. Whilst the senior management team must (like the brain’s cerebellum) pivot pro-actively, keeping the business moving in a way that ensures it can thrive. 

…Here are a few core concepts that sit within the larger metaphor, asking you to ponder a few questions that relate to each of them.

Myelination

In the brain: A fatty coating that insulates the axons of neurons – the 'wires' that connect neurons to other neurons via synapses. This essential sheath strengthens and protects your neural connections, speeding communication along different pathways in the brain.

In a business:  Clarity of goals, vision, mission and purpose all act as myelinating factors, and rely on efficient communication 'pathways' running throughout a business to help keep an organization’s decision making on track. A 'myelinated' organisation is one that can remain on message, avoiding distractions and  and navigating potential side-tracks.

Synaptic connections

In the brain: Strengthening connections between existing neurons through repetition of desired behaviors.

In a business: The quality of your business-critical relationships. This is supported by the procedures, checks and balances that keep your business running smoothly, including management style, HR policy and organizational chain-of-command. When this is done well, the payoff is good relationships between teams, and between the business and key stakeholders, as well as customers, where communication flows both ways throughout the organization. Healthy organizations foster upward feedback  as well as downward management just as brain pathways move information in both directions. An organization that is thriving in this way will foster high levels of trust and excitement as higher levels of the bonding hormone oxytocin are free to flourish. This flow happens when the supporting factors are in place and research shows that organizations with high levels of oxytocin are more innovative.

Neurogenesis

In the brain: The growth of embryonic neurons that connect up with existing neurons to strengthen existing pathways and build new pathways.

In a business: Innovation in all its forms.

Innovation is most likely to flourish in an environment where risk-taking is supported, even if it leads to failure. Mistakes should be learned from and the desire to improve and innovate should be celebrated. Where a blame-culture takes hold, ‘lack’ thinking kicks in, where team members only see what might go wrong, and may miss exciting opportunities or ideas out of a subconscious desire to stay safe.

Epigenetics

In the brain: This describes the influence of the environment on the expression of your genes, and the impact of this on a range of behaviors and measures of mental and physical wellbeing.

In a business: In the same way, an active lifestyle and regular meditation will reduce your risk of depression, dementia and diabetes, so your workplace culture impacts on the future direction of your business.

There is always room for improvement when it comes to the Epi-Culture of a business. I ask my clients:

• What does your organization need to stop doing?
• What should it continue doing that it does well?
• What should your organization start doing that it isn’t doing already?

Asking these fundamental questions to key stakeholders across the business should provide rich food for thought, and action – firing up your organization's neurons!

Our emotions contain flashing lights to things that we care about. We tend not to feel strong emotions to stuff that doesn’t mean anything in our worlds. If you feel rage when you read the news that rage is a sign post perhaps, that you value equity & fairness and an opportunity to take active steps to shape your life in that direction. When we are open to the difficult emotions as well as emotions of others (empathy), we are able to generate responses that are values-aligned. But, there is an important caveat.

EMOTIONS are DATA they are not directives. We can show up to and mine OUR emotions for their values without needing to listen to them. (CHUCKLE)

Just like my mom showed up to me when I WAS a KID in my frustration with my baby sister…But not endorse the “five-year-old me” & my idea that I get to give her away to the first stranger I see in the shopping mall parking lot. We own our emotions, they don’t want us. When we internalize the difference between how I feel in all my wisdom & what I do in a values-aligned action, we generate the pathway to our best selves via our emotions. This is called “brain plasticity” OR NEUROPLASTICITY.  It is our ability to form new pathways in our brain through conscious intention.

So, what does this look like in practice? When you feel a strong, tough emotion don’t run for the emotions exits. Learn its contours, show up to the journal of your hearts. What is this emotion telling you? And avoid saying “I am,” as in “I’m angry” or “I’m sad.” When you say, “I am” it makes you sound as if you are the emotion. Where are you are you, and emotion is a data source. Instead, noticed the feeling for what it is…

“I’m noticing that I’m feeling angry “

           OR

“I’m noticing that I’m feeling sad”

These are essential skills for us, our families, our communities. And, it is also CRITICAL to the WORKPLACE. In my research, when I looked at what helps people to bring the best of themselves to work, I found a POWERFUL key contributor: 

INDIVIDUALIZED CONSIDERATION.

When people are allowed to FEEL their EMOTIONAL TRUTH…ENGAGEMENT, CREATIVITY, & INNOVATION flourish in the organization.

So, how do we begin to dismantle rigidity & embrace MENTAL AGILITY?

Research now shows that the radical acceptance of all of our emotions, including the messy, difficult ones is the CORNERSTONE to RESILIENCE, THRIVING, & TRUE AUTHENTIC, HAPPINESS. 

But MENTAL AGILITY is more than just an acceptance of emotions.

It’s also about forming new pathways in the brain. WHY? Because ACCURACY MATTERS. In my own research, I found that words are essential. We often use quick & easy labels to describe our feelings. “I’m stressed,” is the most common one I hear.

But there is a world of difference between stress and disappointment OR Stress and that knowing dread of “I’m in the wrong career.“ When we label our emotions accurately were able to discern the precise cause of our feelings. And what scientist call the readiness potential in our brain is activated allowing us to take concrete steps. But not just any steps… The right steps for us. Because our emotions are data.

In talking about SIMPLE, PRACTICAL steps for using your mind to change your brain for the better…

We all know how important nutrition is. But how often do we relate nutrition to our brain…? For most, not at all. 

1. You’ve GOT to FEED YOUR BRAIN

One of the most amazing and complex organs you own is your brain. It’s a costly organ to maintain and accounts for about 2 percent of your total body weight. It also requires roughly 20 percent of your energy when you are at rest—pretty significant for just one organ.

As you think about how much energy it takes just to maintain your brain at rest, let alone your other organs, think about the end of your long day. After returning home from using your brain all day, you can blame the tiredness you feel on having to feed this voracious gas-guzzler. Anything short of energy food potentially robs the capacity of your brain power. Vitamin D and magnesium are top priorities if you want to promote neuroplasticity. 

2. Don't let the work day LINGER

Like muscle-building, neuroplasticity needs downtime in order to do its work properly. Leaders/managers should embed and enforce a “close the day” ritual that prioritizes reflection and gratitude for small wins. An end-of-day slack message saying “Thanks for the great ideas in the brainstorming session today, everyone. See you tomorrow,” can help the team feel valued. Putting a hard stop to the #stress  of the day in a way that also boosts endorphins creates perfect conditions for neuroplasticity. Bonus: it also sends the signal that it’s OK to “leave” work and unplug for the evening.

3. Expand your VOCABULARY

Try to learn one new word every day. According to experts, this simple act will spark a multitude of new neural pathways, both visual and auditory. 

4. Use the “WRONG” hand

Non-dominant hand exercises are excellent for forming new neural pathways, as well as strengthening the connectivity between existing neurons. For instance, if you’re right-handed, try brushing your teeth with your left hand – and then try it while balancing on one leg for a double neuroplasticity bonus. 

5. Do mnemonic DRILLS

Teaching yourself mnemonic devices, like formulas or rhymes, can enhance connectivity in your prefrontal parietal network, paving the way to new, positive pathways in your brain. 

6. Be MNDFUL as A TEAM

One of the best things you can do to promote neuroplasticity in a work force is to incorporate regular group meditation. There are multiple online options available to get you started. Not only does it help with the positive brain rewiring process (while expanding several useful parts of the brain),it also results in team members responding to problems with a increased sense of calm, passion, and awareness. Neuroplasticity at its finest.   

I can’t stress enough that there is a POWERFUL KEY contributor: And that is INDIVIDUAL CONSIDERATION. This is what helps people bring the best of themselves to WORK, to build a START UP…In essence, DIVERSITY PERSONIFIED…

Poorly managed change can result in alarm messages within our brain. But it all starts with YOU…the LEADER. Leaders/managers must be aware of how their WORDS, EMOTIONS, & CONDUCT can have a significant impact on team mood & results.

HAPPINESS is contagious…