The Game Changer will be
the integration of what is now
understood from the social
cognitive neuroscience about how
people work best together.
Those fancy words mean, if we
understand how relationships
and emotions work, not only do
we understand each other better;
we create a brain safe working
environment more capable of
higher performance. When our
brain feels safe, we are more
relaxed and we can fully access the
thinking part of our brain, the prefrontal cortex that allows us to work
to our full potential.
When we are fearful, anxious or
worried, our limbic system including
the amygdala, becomes hyper alert,
preparing us to either fight, fight or
flee. The amygdala is super sensitive
to any change in the environment
and generates emotion including
fear. Once in a fear state it becomes harder for us to access our ‘executive suite’ or prefrontal cortex
to use our logic, reasoning and analytical thought. Meanwhile, toxic levels of stress hormones start to
accumulate and excess cortisol is neurotoxic.
When we can effectively manage
our emotions, we can better
manage our fear state and
maintain the balance between
our conscious and unconscious
mind.
your needs? Would you feel
differently about the whole
review process? Would you feel
more positive, more confident
in your role and what your future
might bring?
safety. That’s why when we start
a new job or attend an interview,
it’s normal to feel that tinge of
anxiety. Your brain recognises
that you are doing something
new or different.
It doesn’t mean we won’t still
have worries and uncertainties.
And unfortunately we will still
have to deal with the office bully
and micromanager.
Utopia? No. Though the TV
series was an excellent example
of a workplace where no one in
their right mind would ever wish
to work at.
But wouldn’t it be good to know
you could feel more confident
and competent in dealing with
these hassles?
Building a brain safe work
environment is about
recognising and understanding
how to reduce the fear state
either in yourself or someone
else. It’s about building trust,
autonomy and certainty
and what is called our social
intelligence.
In evolutionary terms this was
jolly handy because it was safer
to assume that something
new, that rustle in the grass, or
approach of a large animal could
spell danger. Hence we have an
inbuilt mechanism that assumes
new is ‘danger first’, and asks
questions later.
And what about those
hallowed workplace protocols
like performance reviews.
What if you were asked how
your workplace could help
you to achieve your goals or
support you better regarding
Our brain craves certainty
because it creates that feeling of
But our predators today don’t
necessarily come wearing tigerprint suits. They may come in the
form of “down-sizing”, budget
cuts and workplace sociopaths
intent on doing you harm, so
they may prosper.