Courses
NeuroIQ is a framework for cultivating the behaviors that lead to inclusion. Effective leadership requires a holistic approach – one that includes the head, heart and hands.
Featured Courses
NeuroIQ: Diversity & Respect
Successful organizations know that incredible challenges can be overcome when people from different backgrounds join together in collaboration. This course helps participants to understand the subtle ways bias occurs, identify instances of devaluing others through small, subconscious behaviors and micro-inequities, recognize different ways of conveying respect and understand that respect is the pathway to inclusion.
Course Objectives
• Define ostracism and identify examples in daily life
• Explore the neuroscience of threats and rewards
• Define respect • Distinguish between identity and reputation
• Use the Johari Window to analyze personal blind spots
• Examine and disrupt functional fixedness
NeuroIQ: Leading with the Brain in Mind
This course introduces the SCARF model: a brain-based model for collaborating with and influencing others. The SCARF model involves five domains of human social experience: Status, Certainty, Autonomy, Relatedness and Fairness. Participants will learn how to leverage neuroscience to increase their impact within the organization.
Course Objectives
• Describe the SCARF brain-based model
• Employ the SCARF model to interpret personal triggers and preferences
• Apply knowledge of threat-reward states to communications
• Create strategies to better engage with peers, supervisors and direct reports
NeuroIQ: PersonalityMatters
Basic human differences in perceiving and processing information show up in work habits. The differences in styles can be the root cause of many interpersonal conflicts. Personality is at the center of the organization and personalities truly do matter. Personality assessments such as the Myers-Briggs, FIRO-B, DiSC or TrueColors, are some of the most frequently used tools in leadership development programs, and for a good reason. Understanding leaders’ type preferences, in partnership with the neuroscience of threats and rewards is useful for exploring strengths and potential weaknesses, for developing self-awareness and emotional intelligence, and for understanding the impact of behaviors on others. Participants must complete the required assessment prior to class. This course is limited to 15 participants per cohort due to the assessment required.
Course Objectives
•Increase understanding of personality type through the use of an assessment instrument
• Develop greater self-awareness and awareness of others
• Identify ways to use personality differences constructively to improve personal interactions and team performance
NeuroIQ: Elephants & Giraffes
Diversity refers to any collective mixture characterized by differences, similarities and related tensions, including its complexities. What do we prefer? What do we require? This course uses storytelling to explore and better understand different dimensions of diversity. As we consider all facets of diversity, we must also think about and rethink about the ways we unwittingly exclude others.
Course Objectives
• Analyze the difference between preferences and requirements
• Describe the tensions and benefits of multiple perspectives
• Identify strategies to create an environment in which everyone can contribute to their full potential
NeuroIQ: Inclusive Collaboration
Coming together to create change requires more than a simple acknowledgment of diversity and all of its dimensions. It requires styles of conversation that value all stakeholders as collaborative partners who are creative, resourceful and whole. Motivational interviewing is an inclusive style that aims to help people explore and resolve ambivalence about behavior change. Leaders who learn this style can better “roll with resistance” to create more inclusive, and therefore more effective, collaborations.
Course Objectives
• Define the basic principles of motivational interviewing
• Interpret and respond to resistance
• Demonstrate strategies for evoking change talk
NeuroIQ: Anti-Bias Training for Application Reviewers
Individuals in the application review process can learn how our unconscious mind works and the specific biases that show up in the application review process. They can be better prepared to safeguard the process by being aware of the biases and can mitigate the risks by interrupting the bias when it occurs.
Course Objectives
• Discuss scientific research on unconscious bias
• Explore various types of bias and the subtle ways that they can show up in the selection process and other decision-making processes, such as the application process
• Address ways to overcome unconscious biases and be a part of creating an open and inclusive environment
NeuroIQ: Anti-Bias Training for Interviewers
Interviewers can learn how our unconscious mind works and the specific biases that show up in the interview process. They can be better prepared to safeguard the process by being aware of the biases and can mitigate the risks by interrupting the bias when it occurs.
Course Objectives
• Discuss the scientific research on unconscious bias and interviewerbias
• Explore various types of bias and thesubtle ways that they can show up in the interview process and other decision-making processes
• Address ways to overcome unconscious biases andbeapartofcreatinganopenandinclusive environment
NeuroIQ: Anti-Bias Training for Application Reviewers
Individuals in the selection process can learn how our unconscious mind works and the specific biases that show up in the applicant selection process. They can be better prepared to safeguard the process by being aware of the biases and can mitigate the risks by interrupting the bias when it occurs.
Course Objectives
• Be introspective and identify your own bias and the biases you observe in the selection process
• Explore ways that bias can show up in the entire selection process, from the recruiting stage through the matching and offer stage, and the other decision-making processes throughout
• Explores the concept of Cultural “Add” versus Cultural “Fit”.
• Discuss the focus of requirements of the jobs, instead of traditions, conveniences, and preferences
• Address ways to mitigate unconscious biases in the selection process
