Published back in 2009, this article summarizes the findings of social neuroscience and makes the case for just how important being accepted and feeling socially well connected is to an individual. Yes, that also means at the workplace! When leaders make people feel good about themselves, clearly communicate their expectations, give employees latitude to make decisions, support people’s efforts to build good relationships, and treat the whole organization fairly, it prompts a reward response. Others in the organization become more effective, more open to ideas, and more creative. David uses his SCARF (Status, Certainty, Autonomy, Relatedness, and Fairness) to describe how leaders can create an environment that facilitates this reward response. Read more...
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