Only in a culture of curiosity and care, can organizations ramp up brainpower enough for innovative change that lasts. It will come from leaders who work with the proclivities of the human brain, rather than against it. Curiosity leads to transformational approaches for innovative leadership models, and care replaces broken cultures that hold back business and waste billions in toxic workplaces. My vision is to certify innovation leaders in a series of brain based smart skills that will turn toxic work settings into communities that thrive on innovation, foster risktaking, and engage a far wider circle of talents. New era capabilities for mutual dividends between worker, workplace and wider community. It will take leaders who learn to push the broken down bus that now exists and ride their new bus to innovative destinations at the same time. During certification, renewed executives will build brain based tools to help others in their organizations, based on one key organizational problem they present to be addressed in order to design and implement a curious and caring culture where innovation thrives across current silos.
Traditional business models built leaders on flawed foundations where toxins hamper innovation and growth. Workers show disdain or apathy for their work, and express lack of concern for others’ efforts. Dark, uncomfortable work areas abound. Communication appears cold, inconsistent and cynical. Conflicts predominates over calm. More problems than solutions appear evident. Change is short-lived and unexpected and valued. Music selections work against focus and innovation and growth. Knowledge comes with unreasonable demands, and is delivered. Tenure is used as an excuse to stop learning and or stomp on growth. Distribute a survey such as that on http://xrl.us/bgfnhu and you’ll quickly identify 25 workplace toxins listed at http://xrl.us/bhs3g6 - that hold organizational leadership back from innovation.
The solution is to certify innovative leaders in ways that build practical tools for detonating firepower for wars, and helping them to rewire brainpower for workplace cultures of curiosity and care. The same of innovations with winning outcomes for all. Certification would come in three levels, and would be directly application to transform toxic workplaces into innovative communities equipped to solve problems and design innovative products for a new era.
Level – the Basic level of 20 hours - would facilitate leaders to discover how to identify and work with people who cause toxins that diminish innovation at work. For example: 1. Angry folks show few skills to tame their amygdala; 2. Stubborn people often lack mental ability to let it go; 3. Fearful people tend to obsess over harm they fear facing; 4. Bullies rewire mentally and mistreat others for their way; 5. Unpredictable people tend to explode under pressure; 6. Misguided folks daily satisfy personal needs ahead of all; 7. Insincere people often speak words they rarely mean; 8. Complainers avoid solutions yet frame problems cynically; 9. Lamenters dwell on regrets for what could have bee; 10. Victims use fewer intelligences yet blame others for most miseries.
Level 2 - the Master level of 20 hours - will reconvene leaders to discuss how they applied brain based smart skills learned in basic certification. They will exchange ideas and learn from others’ experiences as applicational successes and challenges are exchanged. During the Master Level Leadership Certification leaders will extend practical smart skill tools to include mental skills that rewire human brains to target agreement in disagreeable settings. Not that practiced warriors are easily moved toward peaceful resolutions. Just the opposite. But leaders will learn to ride the bus and push it at the same time – in difficult settings.
My suggested brainpowered skills will move leaders past the ruts that brains default to based on contentious behaviors or habits. Leaders will experience the amazing reality about how the human brain literally acts as a compelling force against change, to those without mental skills to reconfigure combative actions when conflict strikes.
Leaders will experiment with practical mind tools to reflect peace in favor of fighting battles. They’ll learn neuro discoveries – for instance –that suggest how those who perform even tiny acts of peace, rewire their brains daily against war and for benefits that come from engaging respectful disagreements. They’ll find motivation to act as peacemakers at toxic workplaces.
Level 3 - the Executive level of 20 hours - starts with teaching tone skills that open opportunities and ends with the kind of curiosity and creativity that Einstein and others model so well, to inspire an innovative design for organizational growth. Participants will illustrate their innovation IQ, by implementing a well develop brain based plan for growth to replace toxins at work . They will then share evidence of innovational change with the wider community to explore further how leadership prospers organizational growth – even when others disagree.
Brainbased leadership development offers a novel way to redesign leadership with innovation at its core. Once the leaders certify at each level, they implement new tools for innovative growth of their organization. Their requirements for each certification level will draw from multiple intelligences of workers, to design tools that build more curious and caring communities – conducive to extended risk-taking and creative design at work. Not only will the brain based certification optimize neuro and cognitive discoveries that advance leadership – but the program will also link leaders and workers in symbiotic relationships to implement workplace wellbeing together.
As leaders rewire their minds they'll also design a new leadership model. Innovative models will be based on how the human brain operates for innovation at their organization. Leaders will also apply what they discover, across diverse industries, and advance the innovation that opens job opportunities to many diverse and talented people who help to advance workplace innovations for a new world order.
This program is already started and has won awards at both university and business levels. It has also been tested and received proven results at workplaces and in PhD levels. Many US leaders tell us they want to become certified – but some hold back because we have not coordinated groups large enough to create the roundtables needed to bring top leaders to diverse tables.
Marketing has all been done by word of mouth. We still need to build a strategic plan to organize and support the certification in ways that remunerate the brain based facilitators and compensate the leaders who certify.
We still need to build and replicate top level standardized certification tools that reflect at least 25 well stated brain facts, into brain based doable actions that transform how leaders will initiate their own innovative designs for workplace wellbeing – freed from toxins that limit innovation and growth.
Finally, we hope to ensure more top level leaders that relevant discoveries from the cognitive and neuro sciences can and do impact the work environment. We hope to show how those who are not deliberate in working with the human brain – are more than likely working against their organizations collective brainpower.
This work is the result of 30 years of effort and talent to build a program that enhances human brainpower for leadership innovation. It offers new discoveries to help solve old problems that diminish people, talent, and profit at work. It allows a new way to embrace diversity – by drawing on multiple intelligences and requiring innovation evidences of these at work. It offers new ways to bring genders together in ways that benefit both, by showing physiological differences in men’s and women’s brains and suggesting how both can be more valued at work. It models the innovation that it seeks as takeaways from leader participants, in that leaders facilitate and feedback is typically extremely high from any who attend. The work was developed among leaders in the High Arctic, Chile, Europe, China, Canada, Mexico, and the Caribbean, as well as in the US. That collaborative development ensures that all components are not only innovative, but appeal to diverse leader groups. Certification results in a new, reconfigured brainpower for leaders who invest more to build caring and curious work communities where novelty is more common that complacency.