Join us for "The Evolution of Insight: A NeuroLeadership Summit Special," a groundbreaking webinar featuring a replay of a previous summit session exploring the latest advancements in the science of leadership. Delve into cutting-edge research on how brain science is revolutionizing our understanding of leadership and decision-making. Featuring expert speakers, Dr. Emma Sarro and Dr. Evynn McFalls, this event will provide valuable insights and practical tools to enhance your leadership skills and drive organizational success. Don’t miss this opportunity to stay ahead in the ever-evolving landscape of leadership.
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Shelby Wilburn: Welcome back to another week of your brain at work. Live! I'm your host, Shelby Wilburn, for regulars. We're happy to have you back, and for our newcomers. We're excited to have you here with us today. For the 1st time in this episode we'll start with a recap from the 2023 summit and dive into cutting edge research on how brain science is changing our understanding of leadership and decision making. Now, as I quickly share some housekeeping notes drop in the comments box or chats where you're joining in from.
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Shelby Wilburn: We are recording today's session. So if you're interested in a replay, be on the lookout for an email later today that email is going to include a survey for feedback as well as a number of resources that are aligned with today's conversation. And we suggest putting your phone on. Do not disturb quitting out of your email and messaging apps. So you can really get the most out of the show today, and it helps with audio and video quality. And we love interaction. So feel free to share your thoughts and comments with us in the chat.
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Shelby Wilburn: Now to get this show underway, I'm going to introduce our speakers.
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Shelby Wilburn: Our 1st guest today leads the research team at the Neuro Leadership Institute, where she focuses on translating cognitive and social neuroscience into actionable solutions for organizations as well as helps to communicate relevant research in an accessible manner for the public.
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Shelby Wilburn: Previously. She was a professor at Dominican College and New York University, and a researcher at the Nathan Klein Institute. She holds a bachelor's degree from Brown University and a Phd. In neuroscience from New York University. A warm welcome to the Senior Director of Research at Nla. Dr. Monsaro.
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Shelby Wilburn: Thanks for being here today. Emma.
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Dr. Emma Sarro: Thanks. Shelby.
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Shelby Wilburn: And our moderator for today is a passionate explorer of the intersecting lines of narrative, communication and culture. He steered strategic communications and public and private sector research partnerships for some of the most impactful companies in the world. This was the foundation of his academic research. Today he puts his brain to work at the Neuro Leadership Institute, where he leads our marketing and communication efforts to grow and strengthen the Nli community around the world. You might even recognize him from the Linkedin Comments section on our weekly show.
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Shelby Wilburn: Please join me in welcoming Nli's Global Vice President of marketing and brand Evan Mcfalls. Great to have you here today, Evan?
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Evynn McFalls: Thanks so much, Shelby. It's such a pleasure to be here today. And I'm really excited about today's discussion.
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Shelby Wilburn: Yes, and now we're going to start by sharing a highlight overview of the 2023 summit. So sit back and enjoy
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Shelby Wilburn: E.
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Shelby Wilburn: So I think we need to maintain the people focus in our organizations, but do it with even more discipline, even more science, even more intentionality. When you look at employee engagement, which is self-reported.
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Shelby Wilburn: We've historically had an 80 failure rate, because only 20 of people rate themselves as highly engaged. What I think is, we need to shift our mindset from the need to know and be right and be in control
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Shelby Wilburn: and save faith to one of mutual learning. We were a very successful company. We are a very successful company, for you know, 200 years, but we saw that the behaviors of
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Shelby Wilburn: are so ingrained in our culture, not all of them will take us to the future. What's going to happen is everyone is going to be reaching for the same exact talent on this skills all at once. And, as you know, there's a massive skill crisis. So you're not going to have the ability to go to the market and get a bunch of talent. Your teams are going to have to do the re-skilling Di will and must change.
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Shelby Wilburn: but so long as we remain steadfast and are resolved, it will not be moved. It will be transformed. While organizations are disinvesting. We're investing because of the challenge we're in because of the market that we're in, and our competitors are knocking at our doors, and a lot of that comes down to teaching people how to ask for feedback how to give it. But then also how to receive it? Well, we are making sure that our process
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Shelby Wilburn: is inclusive of everyone. If we want to see true culture transformation, what does the science say one habit at a time across the whole organization? One of the things that I've loved so much about being close to Nli is, I feel like I've learned more about who I am as a leader and who I am as an individual. We've learned from our partnership with Nli over the last 3 plus years kind of that essential versus exhaustive.
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Shelby Wilburn: We've definitely leaned in to that recommendation. And that advice. If we take on that intention and really believe in the creative capacity in every human.
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Shelby Wilburn: We can change the world.
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Evynn McFalls: Oh, that's exciting, and also really treasured memory. I know, Emma, you and I last year spent a lot of time working across the continent across the Nl. Organization, with so many partners around the world to to put the 2023 neural leadership summit together. And now we're working on the 2024 neural leadership Summit. Some of you on the line are probably very familiar with our summits, and have attended in the past. So you know, as as we jump into the conversation. I'd love to hear in the chat
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Evynn McFalls: chat from the group, you know, if you've attended a summit before. Go ahead and let us know. So just share in the chat. Have you joined us for a summit? If so, say yes, and if you haven't say no
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Evynn McFalls: and Emma a question for you to set the stage. Can you tell us a little bit about the background of an early leadership summit.
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Dr. Emma Sarro: Yeah. And and I've only been here for a few years. So I've been hearing a lot about its history. But this will be our 20th summit. In the 17 years since we held our 1st one, I think, in the hillside of Italy. Some place with about 50 or so attendees, you know, talking about sharing insights, about leadership, and how things are changing and like what's coming up for the future of work. And that's essentially the same, except we've been experimenting
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Dr. Emma Sarro: with doing it all over, you know it's grown. So now there's thousands of individuals who are watching either live or you know, in person or streaming, or after the fact, watching some of the episodes. So so it's definitely grown. But the main idea of delivering deep and lasting insights. That's kind of our mission with every summit has continued, and we've just grown in size.
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Dr. Emma Sarro: And one of the things that that we're doing again, as we always do. Is we always experiment? Try something new. You know what? What seems timely, what seems the best way to do it. Now, I know. Last year you saw that it was in person, but we were kind of trying something new then, with a hybrid approach, so people could log in and and watch or be there in person this year. We thought that we'd love to just be more inclusive globally.
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Dr. Emma Sarro: So we're streaming this virtually across all the major regions so essentially running this almost 24 h. Not quite, but will be on the whole time. But we'll be live for the Amia region for the North America region, the Apac region. So we'll able to see. And I guess one of the benefits of this is being able to get the best speakers in their zones, and everyone in all regions being able to log in when they want to.
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Dr. Emma Sarro: so it'll be exciting.
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Evynn McFalls: Yes, very exciting. And of course that mission, to be globally inclusive is always top of mind for me. So I'm really, really looking forward to welcoming audience members and and partners from around the world to present and exchange insights. One question I want to ask you, Emma, is a little bit about. You know, you did mention deep and lasting insight. So hopefully, this is hopefully, this is not too far a field of you know what we came to discuss today. But what makes the neural leadership summit
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Evynn McFalls: unique in terms of the the audience experience.
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Dr. Emma Sarro: Yeah, such a good question. And I wasn't thinking about this question. But I think it's great one to bring up, though, is is how we, because we understand how the brain works, how the brain learns and what happens when you have these great insights, and Aha! Moments motivationally like in terms of it, building these strong memories. And anyone who who watches this weekly knows that we talk about insights a lot we talk about how, when someone has an insight
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Dr. Emma Sarro: it more strongly develops this memory. It allows you to learn that idea better. You're driven by it. So you're motivated to go in search of more of it, or, you know, to to follow through on that idea. And so we also know how to design for it because we understand the underlying neuroscience. So one thing that we found from many other conferences and many other
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Dr. Emma Sarro: even webinars and and even learning environments, is that oftentimes there isn't space created for insights. And the way that ideas are in introduced aren't allowing for insights to just to occur. So we build those into the organization of our summer. We know this is a couple of days of information. You're getting flooded by all sorts of stuff, but we encourage the space for insights
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Dr. Emma Sarro: during a long session. So we break every 15 min or so for about 2 to 5 min, allowing people to to mind wander to, to share ideas with each other at a table or in the chat. That's what triggers those insights hearing different perspectives, and maybe just like turning off the sound and thinking about these ideas on your own. You'll have these insights, and and you'll embed that learning, and it also
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Dr. Emma Sarro: gives your attention a bit of break, so that when you, when we start back up again, you're ready to to focus and and we also the way that we deliver the information also is is a way to trigger insights. And I know that because, as we design these the question that we're always asking ourselves during the design process is, what is the insight that we're getting from this session? What's the insight? And if we don't have that, we know we have to go back to the drawing
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Dr. Emma Sarro: board and figure it out and make sure that insight is what comes out the other side. So that that was definitely a learning process. When I when I started building these with everyone is we can't just throw all the information in a in a deck or a Powerpoint, and just present it. We have to figure out what the insight we want people to walk away with and make sure that we design for it. So I think the experience that people get out of
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Dr. Emma Sarro: our summits, whether it's virtually or in person is that you're walking away with many insights, and and we also make sure that we find out if that's true, we often ask that. That's a question we ask at the end of every day. You know what was your biggest insight? For anyone who knows? As we talk about a scale of insight, so a scale from one to 5. We call it the Eureka scale, and
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Dr. Emma Sarro: you know how many level 4 s. Or level 5 insights. Have you had those really powerful Aha moments, and if you had them, what are you going to do about it?
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Dr. Emma Sarro: So that's what you want in any design. And and I know that David Rock talks about this all the time is when you're designing for best learning. You want to make sure to design for those level 4 and level 5 insights.
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Evynn McFalls: Fabulous. And as we make our way through the conversation today, our audience members, I just wanted to let you know. We will be sharing links, not only in the follow-up email, but also in the chat. So we'll share some information about the Eureka scale as well as I think. Of course, one of the other things that makes the summit so interesting and unique is that, of course, as you said, Emma, it's really built around our deep understanding of the science of learning. And so something that comes to mind for me as well is the aegis model, you know. Attention, generation, emotion, and spacing.
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Evynn McFalls: you know. Not only are we designing for
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Evynn McFalls: user experience and all those things, but really thinking with the end in mind about what it is like to be a learner and ensuring that they're having. And you know, an experience that is going to, as you said, have deep, lasting impact and deep, lasting insights. Now
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Evynn McFalls: these past couple of years, or you know, since the beginning of the summit. But you know these past couple of years that I've been here, we've been really, really listening to what's happening in the world, listening to what's happening with our clients in the market and the world of work at large. And each time we craft a summit, we're thinking, what should that
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Evynn McFalls: core underpinning theme be? In 2022? Our theme was adapt faster, and we had chosen that theme, because so much as we have a likely remember, was happening in the world at that time. Course, the massive disruption of the COVID-19 pandemic really changed so many things about how we understand work and what we need to do to move forward and then.
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Evynn McFalls: following, adapt faster, we we saw that the world was still very, very much making its way through that that process of shock, pain, and rehabilitation that you know Dr. David Roth has written about in Harvard Business Review. And so we thought, Okay, it is not. It is not enough to adapt faster. It's actually that we need to recalibrate the way we think about work.
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Evynn McFalls: And we need to recalibrate our priorities, habits and systems. And really, really think, not just how we react to what's happening, but how we how we start to build the future. And I'm sensing this really wonderful through line as we make our way from one summit to another. There's a lot of continuity. I would love to hear from you about what you're thinking about this year's theme.
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Dr. Emma Sarro: Yeah, I think this. I'm so glad you brought this up as well. And it and it does seem like, what can we? What can. What word can we use to really encompass what's happening? Again and again? It's here we are. Change is inevitable. And we're having to react to this change in some way. And you know.
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Dr. Emma Sarro: you know, I I think one of the one of the terms that is always on the table is, can we do? Can we use, adapt faster or adapt even faster? Again? I know my team smiling in the background of this, because it's always on the table, because here we are again, and we have to adapt. But what about what about the idea of evolution? Because evolution is is kind of the recognition that change is inevitable. And how do we adapt
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Dr. Emma Sarro: and and thrive despite the change so evolve is something that you know came came to us, as as you know, this is.
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Dr. Emma Sarro: here we are again. Change is maybe that more overwhelming. And and that's adding to our burnout and overwhelm and almost, maybe even to the point of we're desensitized to all the change. So how do we evolve in in its place, and the extent to which we do that will allow us to thrive despite that so evolve seems relatively timely, and all of our sessions that are built
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Dr. Emma Sarro: with the through line of how do we evolve with this current challenge? What are the ways that others have evolved in this? You know, we often bring individuals up who have experienced it, who are doing it with their companies, who understand the underlying science of why it's happening and how to evolve with it or adapt with it.
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Dr. Emma Sarro: And so we we provide the how to you know, in the face of whatever challenge we introduce. And so there are many of them, and we're trying to include as many as possible that organizations and people are facing facing now. And that's something that we'll, you know, touch on a bit without giving too much away. Today.
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Evynn McFalls: Absolutely, absolutely. And yes, we're all. We're really trying to listen widely. And so, you know, as we make our way to this discussion, I do want to remind the audience, both on social media and here with us in zoom, that we definitely welcome your comments, your insights, your questions as as as the conversation goes on. You're a part of this conversation, too. Emma.
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Evynn McFalls: I am thinking about this theme of evolution and about those core challenges. And of course we're thinking, how do you strike that balance between being essential and exhaustive? I know that our team has been running some market research in the background. And really, as I said, listening to the world of work and our audiences.
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Evynn McFalls: I would love to hear from you a little bit about
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Evynn McFalls: what are some of the key challenges that are coming up at this point? How are you seeing? How are you seeing our focuses, our Fokai building where we? Where are the the key themes beginning to collapse for you?
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Dr. Emma Sarro: Yeah, that's a great question. And and I know that 1 1 of the things we're planning to do is kind of kick off the whole event with kind of presenting. What are the what are the main
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Dr. Emma Sarro: issues or challenges or obstacles facing organizations today? And I and I do believe that as we get closer we might have to, you know, switch some of them out, because, as you said, we want to be essential. But the the list of of risks and worries and challenges that organizations are facing just seems to be endless. But some of them that we think are are have been continuous throughout 2023 and into
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Dr. Emma Sarro: 2024 have been things like, how do we? How do we approach? This continued hybrid environment? It seems that we're still trying to understand what are the best ways to manage performance in a hybrid environment? What are the best ways to really? You know, produce optimal performance and and to be most inclusive and and to lead our teams when everyone is in a different spot.
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Dr. Emma Sarro: especially with the integration of new kinds of technology. So that's 1 major challenge. I think that we'll we'll have to cover a bit of what about? As we approach? As we approach the date of our summit. There's there's no hiding from this highly politicized environment. You know. There, there are calls for, you know, better understanding of civility. Of
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Dr. Emma Sarro: how do we maintain respect in the office? Place? So in the office? So so all of these kinds of conversations will have to talk about that as well. The integration of AI. You know. We'll have a several several sessions that that talks about AI in different ways. But organizations are still trying to understand how best to integrate, train to use without inducing overwhelm. And maybe, you know, getting to the point of actually
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Dr. Emma Sarro: increasing efficiency with using it. So we'll talk about many different ways. The AI integration is is still a challenge, and it's exciting as it is how how to use it to actually boost performance.
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Dr. Emma Sarro: And with all of this one of the the underlying themes that is continuing, and I think all of us are feeling. It is this cognitive overwhelm and burnout and how do you? How do you solve for this?
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Dr. Emma Sarro: And create an environment of wellness and health in your organization, healthy organization. What does that even look like? And so and how do you? You know, fully understand what burnout is, and what we're starting to understand now is, it's a lot more difficult to solve than just something like a few days of having, you know, a bit of overwhelm or just being tired. It's it's definitely a result of a longer chronic form of stress
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Dr. Emma Sarro: and increasing globalization. That's another thing that many organizations are facing. They're spreading out, maybe intertwined with the hybrid and work from home environment. And then, you know, kind of
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Dr. Emma Sarro: highly linked to this politicized environment is how can we ignore all of these challenges that organizations are facing as they're trying to move their Dei initiatives forward. And so a lot of these very recent challenges are coming up, and so we can't ignore that as well.
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Dr. Emma Sarro: So these are just some, and I'm sure that I'm missing others that organizations are thinking about now. We'd love to hear. You know. What are you? Yeah, what are you wrestling with? Any of those that we mentioned are top of the list. It's kind of what we're hoping to get. We'd love collecting data. So anything that is really sticking out
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Dr. Emma Sarro: is
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Dr. Emma Sarro: we'd love to hear about.
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Dr. Emma Sarro: Yeah, what are we missing?
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Evynn McFalls: Yeah. And as we continue the conversation, yes, folks we want to hear about from you. So the question we're asking is, what are the biggest challenges you or your organizations are facing with regard to work right now. Oh, I see how to successfully navigate a growing Union environment. That's an interesting one. Thank you for sharing that which I think does have a lot to do. I think that that actually is an interesting thing. I think it ties meaningfully to our conversations about stability and inclusion and workplace wellness. So you know
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Evynn McFalls: all of these things. The an ecology forms. I think of of these themes and how they work together.
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Evynn McFalls: A big focus, I know, on your brain at work, live for the past several months, and at our summits we've continued to build on this over time is leadership development. And what leadership needs to look like going forward. I see that this is actually coming up in the chat right now, as we speak, leaders, discomfort with uncertainty, followed by the needing to provide leadership through unexpected outcomes. And well.
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Evynn McFalls: if you look at what's happening in the news. As some of the folks mentioned, there are unexpected outcomes taking place basically every day of our lives. So much disruption I know, in 2,020 we had. We had rolled out our focus program, which is very much about thriving through disruption. But now we know that disruption is probably not an outlier. It is basically a fact of everyday life. That's 1 of the things that I think comes up. But.
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Evynn McFalls: Emma, what are you seeing with regard to key leadership challenges or opportunities that you that will cover at the summit that we're thinking about right now.
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Dr. Emma Sarro: Yeah, that's a great question. I know it is one of the major topics we'll cover, and if anyone had tuned in last year at all. You know that we talked about it then as well. And so it really wasn't a last year problem. It's a continuous problem. You know. I wonder, in some cases, as it, you know. Has it gotten any worse? I know that
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Dr. Emma Sarro: if you look at any of the statistics around this you know, anywhere from 75 and up percent of organizations. Don't feel they have like a depth of leadership in their critical roles, or believe that the pipeline is is adequate. Now, what's interesting is that there are some recent studies showing that organizations are experiencing their largest drop in leadership confidence in a decade. So it's
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Dr. Emma Sarro: still a problem. And a very recent 2,024 risk assessment looked specifically or just found in at least in us, organizations that ineffective leadership was the highest risk.
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Dr. Emma Sarro: So this is something that's top of mind for all organizations. And what is the what is the
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Dr. Emma Sarro: the missing piece here. So is it that, you know, like individuals, don't want to be in leadership roles, or are we developing them in the way that's not setting them up for success. And so we feel that there is a better way to develop leaders. And
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Dr. Emma Sarro: and so one of the things that I know we'll be diving into. And we we have been for the last year about for anyone who's heard anything about our lead program is that there are better ways to develop leaders. And the skills that we're that we are developing and leaders is also different. So those are 2 kind of separate separate issues that we're addressing. But one thing that we will cover is
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Dr. Emma Sarro: this, you know, what are the misconceptions about leadership development that this has also evolved, or how we develop leaders. Now, should be different to face the current challenges and facing organizations. And and the way that we're expecting to manage our teams, you know. So you know, what are the skills for everyone, is it? And and how do you develop them? Are they different for everyone, you know. Do you develop bottom up or top down?
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Dr. Emma Sarro: And and what does the learning look like? I know we've talked about social learning we've talked about like in the flow, or just in case learning. So there's all different ways that we can develop leaders. And we're looking at. You know, what are the the best ways to develop leaders given. Given that they need to be learning in the flow of work. Given that they're they are the them, and and
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Dr. Emma Sarro: all managers are tend to be the most burnt out and the most cognitively overwhelmed. So how can we develop them? Given the fact that they're overwhelmed. And so that's 1 issue that I know that we'll have to be addressing. And we are currently developing. But the other. And this is one that probably is also changing often is what are the skills that leaders need?
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Dr. Emma Sarro: you know, successful leadership seems to be one that you need just a bigger bag of skills to to pull from and and even for leaders that have been
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Dr. Emma Sarro: you know, in leadership positions for years, the most experienced leaders will probably still need to dive back into that bag and pull out skills. They might not have developed in a while, and they need to update them. So that's 1 thing that I think will. I know Evan's dropped this into the chat. Now, what are the what are the skills that you think are that leaders need most. And I and I bet that we're going to get a huge array of skills. And that's 1 of the challenges, I think.
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Dr. Emma Sarro: and leadership, development.
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Evynn McFalls: Yeah, absolutely. I want to spend a little bit of time on the chat because people they were people are having a rich conversation which I'm always really excited to see. One of the themes that I'm pulling out as I scan through people's responses is that there is so much conversation about this idea of overwhelm, cognitive, overwhelmed, emotional, overwhelm overwhelm with what's happening on the news. And of course I know in our lead program we talk about the science
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Evynn McFalls: of managing oneself effectively, which involves emotional and cognitive regulation. That said, what are you seeing with regard to this? I I know you've mentioned this idea of workplace wellbeing so far. And and I also happen to know, because as a marketer, I see what's happening in the trends, and one of the biggest trends that I've seen for several years as well as in our own data. Our server data people are really, really thinking a great deal about
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Evynn McFalls: Job Burnout, and it's 1 of the most searched phrases actually in the world at this moment. So how are we thinking about that? Or how might we begin to discuss that at this year Summit.
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Dr. Emma Sarro: Yeah, such a great question. And I know I know that last year we had. We dove a bit into it last year, and it was somewhat right after the time that the World Health Organization had kind of defined it for the 1st time as as a workplace phenomenon. But it's it's continued to be an issue. And people are continuing to try to understand what's happening in the brain, in individuals who are burnt out, because that's the way
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Dr. Emma Sarro: we really work to understand how to solve for it. And it seems to be.
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Dr. Emma Sarro: you know, from our understanding now that it's just a continuation of of chronic stress over time. So you know, when you're stressed and you're maybe like hyper reactive and small things that might be like really small like cause a huge reaction or emotional reaction. You're tired or you can't get enough sleep. All of those things are building up towards burnout, and you might just be stressed, which isn't really not just. It is. It is unhealthy, and it can cause damage.
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Dr. Emma Sarro: And we have ways that we can solve for that. But once you get to the point of burnout, you've gone so far to the fact that now you are completely disengaged, and you might not even have an emotional reaction to to
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Dr. Emma Sarro: issues or challenges that you face in the workplace, and your motivation level is completely dropped, and you might even be cynical. Of like the challenges in the workplace. So it's just. It's 1 of those representations of this has gone on so far. And I think the stressors and challenges that we're facing in all different areas has led. Let a lot of people to this overwhelm to the point of burnout. And so we're
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Dr. Emma Sarro: working to understand how you can solve for that. And what's interesting is, it seems that the workplace culture is a is a huge factor in creating it. I mean, that's seems to be obvious, but also in in solving for it, too. So it's more than just saying and this is well understood. Now, it's more than just saying, Okay, take a couple of days off and you should be okay. It's more about
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Dr. Emma Sarro: large pivot in the environment for this individual and for all individuals. It's, you know, making sure that you encourage the individual to
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Dr. Emma Sarro: to heal, but also changing the social interactions in the workplace. Maybe the role, maybe changing the goals that they're approaching. So it involves not just an individual change, but a an organizational change kind of the whole ecosystem that that is that an individual is experiencing in order to begin to solve for for burnout. And I I would say there's a lot more that we really need to
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Dr. Emma Sarro: to understand, and we'll be approaching that in a couple of ways that at the summit. I think we'll have a session where we're bringing neuroscientists together to talk about like what's happening in the brain, but also experts and practitioners who are in organizations that are thinking about wellness and health.
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Dr. Emma Sarro: The future of wellness and organization so kind of the application of this piece as well. So we're going to be looking at it at 2 kind of in 2 angles, which is which is needed for sure.
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Evynn McFalls: Absolutely, absolutely. I mean, of course, we need to be thinking about the environmental factors that contribute to or mitigate job burnout as well as other negative mental health and mental hygiene outcomes. But then we also need to be thinking about, how do we address that fitness, that cognitive fitness, both at the individual and the organizational level so super excited to dive into that.
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Evynn McFalls: There's lots in the chat. But there's also lots that we want to go over today. So I'm gonna I'm going to continue to respond to some of the conversation that's happening in our in our community discussion today. But while we do that, Emma. I
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Evynn McFalls: know that we have got to talk about artificial intelligence or AI.
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Evynn McFalls: It has exploded. I remember when it was a fairly nascent idea. I remember when people were thinking that it would be a niche that would come and go fairly, or a fad that would come and go. Well, now, artificial intelligence seems to be integrating into basically every technology that we touch. I log onto a platform almost every day. And I see that little spark, that star that's indicating a new AI feature. So that's always exciting to see. Oh, well, what does this mean?
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Evynn McFalls: We talked about making AI work at work last year during one of our keynote sessions, and I would love to hear from you about how how that discussion is evolving. I know that one thing that we had discussed at that point was thinking about AI not only as artificial intelligence, but as augmented intelligence. I also know that we recently released a white paper on building more human artificial intelligence. We'll share that white paper and our link to that white paper in the chat. But, Emma.
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Evynn McFalls: how has the conversation? And AI evolved here at an align what we'll be discussing. At that in our leadership some of this year.
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Dr. Emma Sarro: Yeah. Great. Yeah, we definitely have to, whether we want to or not. Talk about AI in the workplace. It's it's a necessary now, and there's almost no going back. In organizations. We're going to be kind of talking about it in 2 very different arenas, the one arena we're going to be thinking about. This is all around innovation and creativity. And
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Dr. Emma Sarro: it somewhat sparked from a debate that's somewhat going on around like how creative we can be with AI, can AI using AI boost human creativity? Or does it impede human creativity? And we're going to be bringing together experts, neural experts in the field of creativity, innovation, and insight, and really dive into this really looking at, like the
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Dr. Emma Sarro: brain science of creativity and innovation. And just answer this debate, and if you look at surveys of people talking about creativity, you have about a 50 50 kind of response. So it's a true debate. You know 50 of people about feel that AI will amplify human creativity, and the other half feel that maybe AI will actually limit
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Dr. Emma Sarro: human creativity and human creativity, understanding that underlying neuroscience of it, there are brain areas that have been highlighted as brain areas that are causative in generating our ability to be creative or divergent in our thinking. And that's all kind of linked to our mind wandering network. We talk about this often when we talk about insight generation, and the importance of being able to mind wander. So
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Dr. Emma Sarro: how does using an AI tool? Kind of integrate with that network of of us being able to be divergent in our thinking and and kind of like tap into those different or creative areas of thinking but because this is a human network. You know. Does AI impede that network from working, or does it augment it in some way? So we'll talk about that a bit.
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Dr. Emma Sarro: And we would love your your thoughts as well here. And do you feel that AI is an amplifier or a limiter of human creativity? And we'll actually use this a bit when we when we actually talk about this at the summit as well.
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Evynn McFalls: Yes, thank you so much, Emma. So we have launched a poll. We would love to hear your thoughts on this matter. And as Emma mentioned, we will be using some of this data. So what you share with us today will really help us to craft the content for the upcoming summit. So you're co-creating the summit with us.
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Evynn McFalls: Emma. There's another big conversation have happening in AI right now that I think that we absolutely have to address, and that's Bias and AI. I know that there are some researchers who have been studying this for some time, but as it's exploded, there's a little bit of concern that the technology is perhaps outpacing our understanding of ethics with relation to AI. So what can you tell us about the bias and AI conversation right now, and how we're thinking about it.
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Dr. Emma Sarro: Yeah, absolutely. And so without giving too much away on this. But it's a necessary topic. Very different from this innovative creativity topic is, how can we, really be aware of mitigate and just kind of plan our processes around making sure that we we understand and kind of
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Dr. Emma Sarro: understand and plan for the bias, that is, that is built into all of the algorithms because they are built by humans, but also understand of being able to evaluate them have processes in place to evaluate them. One of the things that comes up for me is that we you know we're we think that an AI is producing something that like synthesizes all of the information in an unbiased way. And we take that information
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Dr. Emma Sarro: as fact
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Dr. Emma Sarro: problem with that is that it's not built. It's built into the system with any number of cognitive biases that could be inherent to the people that are building the individuals that are building the algorithm and so taking that as fact is, then also that experience bias that that we have coming into play without stopping, pausing, and checking that. So so, thinking about the ways that we can mitigate that, and also thinking.
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Dr. Emma Sarro: thinking about what that does to our own cognitive overwhelm. I know some people are are talking about the fact that by using AI tools to become more efficient, we aren't necessarily having to go through all of those daily processes that might might have made us less efficient. But now we're spending much more time evaluating the outputs of the AI
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Dr. Emma Sarro: tools, whatever we're using. And so that takes a huge amount of cognitive load. And so when we're already overwhelmed, are we going to be defaulting to just taking that information and not checking it. So that evaluation role that we're kind of putting ourselves into is adding another cognitive tax. And
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Dr. Emma Sarro: the question is, will we end up defaulting to more of our cognitive biases, because we're already overwhelmed, and just to get the job done and produce it. So you know, how do we kind of navigate that and what are the specific outputs, or what are the specific biases we really have to be aware of? And so that's something that we will be covering. It should be a really interesting topic, and totally different from the kind of exciting creativity innovation. Topic
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Dr. Emma Sarro: that we'll be covering in another session.
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Evynn McFalls: Fabulous thanks so much, and I do see a number of questions in the chat. Is there any and any question in particular that your gravitating towards. At this moment, Emma.
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Dr. Emma Sarro: Yeah, actually, Donnie, that's a great question. We're talking about Niles because we did. You know, we we are used to working and thinking about mitigating our biases as we as we work to build our own solutions. One of the things that we that we thought about as we were building Niles is, we are actually only feeding Niles, all of our own peer reviewed or internal.
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Dr. Emma Sarro: Research synthesized
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Dr. Emma Sarro: information. So all of our journal articles, all of our our product. Information that has been only synthesized from the academic literature, so so given that all of that is going to be a bit more synthesized and bounded to that tested literature and tested research. And so by doing that that kind of allows us to
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Dr. Emma Sarro: kind of like, bound against any of the untested information that's often like grouped into into the way I synthesized.
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Dr. Emma Sarro: and the information is synthesized for sure.
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Evynn McFalls: Thank you. Thank you so much for that wonderful question. And thank you for that fabulous response.
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Evynn McFalls: so
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Evynn McFalls: we've talked about bias mitigation performance, a little bit of performance. We talked about how AI can augment performance and potentially augment or perhaps limit creativity. Of course, the through line here that I've been hearing is okay. Performance seems to be changing in a meaningful way, or at least how it's evaluated, how we should be thinking about it. I know. Many years ago
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Evynn McFalls: we we publish our seminal research paper on killing performance ratings. But now, even more changes happening in the realm of performance management.
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Evynn McFalls: I actually have a multi part question for you. And this is because I saw this come up a lot, and I know that you've been involved in this work quite a bit before I jump into the big big performance question I want, or one of the many big performance questions, one of the things that I wanted to circle back on is, I saw a lot of people commenting on empathy, compassion, and
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Evynn McFalls: psychological safety. Those things are coming up a lot. But you know what else is coming up. A lot is accountability. I know that we've recently shared some points of view on, and how all of those factors come together, and I would love to hear a little bit about how we're weaving our point of view, which perhaps you can share a little bit more about into the neural leadership Summit this year.
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Dr. Emma Sarro: Yeah, yeah, definitely. I mean, this is still an an issue that organizations are asking about. And we know that some recent gallup polling has showed that only only about 2% of Chros believe that the performance management system works. So there seems to be still a lot of work to do to really boost performance and and manage it, provide the reviews needed the feedback needed to actually
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Dr. Emma Sarro: see thriving performance. And we think about these the ways to get performance. You know, we've been talking a lot about psychological safety, but psychological safety without accountability. Doesn't actually produce the right outcomes. And both of those are necessary and can exist in the same in the same space. And so we've done a lot of work in psychological safety and how to create it. We've been thinking a lot about accountability. And and what are
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Dr. Emma Sarro: the what are the baseline behaviors needed to in an individual or a leader to role model for their team to create accountability. And so we've been just starting that work and developing those those those integral behaviors of setting expectations and making them clear and making sure you're following through. But then, with that is also needed that sense of a growth mindset.
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Dr. Emma Sarro: So being able to see where there are errors, and and going after them and solving for them having that solution focus. So all of those together seem to be necessary to have to boost performance and and produce an organization where you're going after solutions. And and you're meeting your expectations and setting them in a way that everyone understands. There's transparency in what's expected from leader to team.
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Dr. Emma Sarro: Where leaders are role modeling this and then creating a psychologically safe environment. So that when mistakes happen, and when there, there are complications that people feel safe to to voice them. And and so all of those together. we see as like 3 pillars to creating high performance. And one of the things that's
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Dr. Emma Sarro: kind of tangential to this. And we talk about this all the time is the importance of feedback. So having an environment where there's all sorts of feedback, regular feedback, people are asking for feedback. Is is what we see as an organization that is high performing organization. So we'll also talk about, how do we measure this?
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Dr. Emma Sarro: Because that's something that organizations are struggling with as well. What are the metrics of high performance, organization, and and we think about a high performance. Organization is a high performing culture, the same thing? And can they be? You know, are are there differences between them? And how can we? How can we make sure that the same thing. So that's 1 area that we're touching on. What are those pillars? How do you create that?
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Dr. Emma Sarro: What's the research that suggests like the the how to create all of these mean being that they're not mutually exclusive.
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Evynn McFalls: Right? Yeah. And I think that the fundamental question that we really get into is, can you have a healthy workplace that is high performing. I think that I guess we'll see in our research, but I'm suspecting that will. I am suspecting and hoping that the answer is yes, and I think I believe that our research is starting to show that. Yes, these aren't mutual, exclusive. In fact, you need all of these things to interconnect meaningfully in order to have that
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Evynn McFalls: is a healthy or is a high performing workplace unhealthy?
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Evynn McFalls: I'm not so sure. I guess we'll see.
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Evynn McFalls: So.
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Evynn McFalls: Emma, you are our Senior Director of Research, and I really am excited to to share with where the audience some of the things that are coming from our wonderful innovation team at the new Leadership Institute. Why don't you roll out the red carpet for some of the research studies that we're working on now that will be unveiled at this year's summit?
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Dr. Emma Sarro: Yeah, we actually have 2 studies that we're integrating into our summit this year where we'll be, we'll be revealing some of the results. We're collecting the data right now. It is really exciting. And I, I love data. I love diving into research studies so doing them ourselves is very exciting. I know some of these. We've been talking a bit about. One of these. We have had a couple of my balls about. This idea around workplace
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Dr. Emma Sarro: connections. And this is been a long project. It's been a collaboration project with Akamai technologies. And it's it's a way that we're working looking at all of the connections that individuals build in the workplace. And it's a whole new, fundamentally different way of thinking about these connections. And it's more than just the connections you feel with your team, which is important. The connections you feel with your leader.
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Dr. Emma Sarro: major ones and it's and I would say it's incredibly critical, because this is something that can be a game changer for keeping your employees. So if you're having a retention problem, or maybe even before you have it. You might want to see whether there are weaknesses in some of these connections, and then dive in and be able to build those before you lose your best employees, and we know that's still
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Dr. Emma Sarro: that's something that we can. We can pinpoint. So we've been doing a lot of this work. I'm not going to reveal anything more about what we know about each one, because I really want you to kind of read our work. We've just come out with one of the first, st if of probably many written pieces about this diving into the science of each one. Bridget Lynn, who is our director of research design is is
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Dr. Emma Sarro: kind of the mastermind behind all of this. She's done all of the work here. And
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Dr. Emma Sarro: and so it's it's incredibly exciting. I know that soon organizations should be able to kind of do that assessment themselves as well, and I think critical for anyone that's looking to really retain their best employees. And yeah, so that's 1 of them, which is all around the connections that we build. The other one is a really interesting one, a new way of thinking about our scarf assessment. So anyone who knows
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Dr. Emma Sarro: who knows Nli knows that one of our biggest and most popular tools is scarf assessment. I know I use it every day for my own personal life, my work, life and working with individuals, understanding the the 5 psychological needs that really drive our motivation or trigger and avoidance, response and kind of like a cognitive limitation on being able to work together. Is our scarf assessment.
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Dr. Emma Sarro: So one of the things that we we often get is question about how does scarf relate to our personality? And we've never really actually done that assessment and compare those 2. So we've we started to do that. We've we've kind of adjusted just a bit, we've added on. I should say a bit to our scarf assessment for anyone who's taken it, or maybe multiple times. You've taken it because I think that's not a bad.
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Dr. Emma Sarro: Nothing to do is you take your scarf assessment and you get your results from your scarf, your scarf profile. But then you spend a few more minutes. Also, if you'd like to to take a personality assessment, and with that we'll be able to start collecting data on how these 2 things relate super exciting. It'll be a true. From the lab session. We'll be able to present those results. And
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Dr. Emma Sarro: we're currently collecting that data. Love for you to take part in it. It's definitely an exciting thing for us. And I think about what like the kind of implications this could have. It just might allow us to have a better understanding of how to create the environment we want for ourselves and for people on our team. This more information allows us to. You know how best to foster an environment or create an environment to foster performance engagement.
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Dr. Emma Sarro: You know, people maybe even related to retention, being able to be you know, to be a bit more intentional about the environment you're creating for individuals and for yourself. If you have a better understanding.
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Evynn McFalls: Thanks so much for sharing that. And folks, I have shared a link in the chat for those of you who are interested in learning more about the the scarf assessment with the personality component woven in. I've shared a link for you. Please take that assessment. It will be very, very helpful to us as we craft our research. And, as Emma mentioned, we'll be unveiling some of those findings at the Neuro Leadership Summit this year, super excited to hear about your results. Please go ahead and be in touch with us if you have any questions about that.
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Evynn McFalls: So there's so much wonderful conversation. I know that we're approaching the end of our time together. Emma, is there anything coming up for you as we, as we reach our close, or any questions that stuck out to you that we didn't really have the time to get to during that session.
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Dr. Emma Sarro: Yeah, there's so many great questions in here. And this is actually going to help us. As we continue to design one of the reasons that we decided to do this session today is also to get some of your feedback on on making sure that we cover those topics that are really top of mind for all of you. As you as you attend, or as as we as we develop, and for anyone who has worked with us
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Dr. Emma Sarro: in developing these sessions, we truly do develop them. As we get closer and closer with our speakers, it's more of a collaborative process. And you know we we just touched on all of the major topics. We'll we'll cover, but we have a whole set of of, you know, smaller breakout sessions where we'll cover things like you know, a deeper dive into accountability, and maybe a deeper dive into what is civility
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Dr. Emma Sarro: in the workplace and and like, how do we really create that and all of the major trends that are facing anyone who's building a leadership framework, or, you know, moving forward with De and I initiatives. All of those those major topics will be diving into with practitioners or anyone who understands the underlying science to really create the environment. For you know, to to face these future obstacles.
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Evynn McFalls: Absolutely fabulous. Well, I know that we're approaching the end of our time here, and I really thank you, Emma, so much for going through all of I'm I cannot tell you just how much I'm looking forward to this year's summit, and I hope all of you are, too.
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Evynn McFalls: I want, before we pass on to announcements. I do wanna just take a moment to let everybody who's on the line right now know that we are currently selling tickets to the upcoming neural leadership summit, and that our early bird special, which was originally ending on July first, st has actually continued. It will be going on at least until the end of the month. I strongly encourage you to take advantage of that pricing, and in order to
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Evynn McFalls: sweeten the deal, and because we so appreciate our community. I wanted to let everybody know that
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Evynn McFalls: for our your brain at work community, we do offer an additional discount code. It's your brain at work 24. When you enter that at the point of purchase you'll get an additional discount, so I'll drop the link in the chat, and as I do that.
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Evynn McFalls: Emma? Are there any other? Any last words you want to share with the group anything that you want to leave
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Evynn McFalls: any deep, lasting insights you'd like to leave the group with today.
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Dr. Emma Sarro: No, I mean, I would just like to, you know. Thank you for all of your work on on these these webinars, and also in the summit. I know Evan and I have been working with this amazing team. Developing. It's a lot of work that we put into it. So you know, and we we absolutely love your all of your feedback and your suggestions. So it's never too late to send suggestions our way, and we are really look forward to to seeing you there.
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Evynn McFalls: Absolutely fabulous. Thanks so much. Well, folks, we're not quite done yet. I do have one last announcement before I pass on to Shelby, and that is that we are also offering a special program for those of you who are interested in registering for our lead program. That's lead the neuroscience of effective management. We are a actually offering a summit bundle as well. So
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Evynn McFalls: type bundle in the chat. And press enter there, and we'll be happy to follow up with you about the tails of that bundle, this individual, so we'll be in touch with you quickly if you, if you share a bundle in the chat. And with that, said
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Evynn McFalls: Emma, it is always a pleasure to to connect with you here. And basically every day while we're working on this and so many other things. And, Shelby, it's always a delight to see you. So pass it on over to you. Thanks, folks.
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Dr. Emma Sarro: Thank you.
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Shelby Wilburn: Awesome. Thank you both for today's discussion. We appreciate you as always, and all the information that you shared.
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Shelby Wilburn: Just a few quick announcements before we close out. As Evan mentioned. Summit 2024 is underway. We're going fully virtual this year, and it's going to take place October 29th and 30, th so make sure you take advantage of the early bird Special and discount codes that he mentioned. You can visit Summit dot neuro leadership.com for all of your needs on that insider exchange. This is specifically for senior executives. If you enjoy your brain at work, live, we think you'll really like this process.
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Shelby Wilburn: It's an opportunity to have roundtable discussions with our internal leaders and learn learn the latest on insights and things that are coming out down the pipeline. So if that is something that interests you, check that out. And also we're looking to expand relationships with our community. So if you would like to host an event with Nli. We would love to see if we can partner with you. We'll share more about that in the follow up email as well. And if you enjoyed today's conversation.
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Shelby Wilburn: you'll love the podcast we appreciate you listening. We've hit over a million downloads. So it's really exciting. We thank you for always tuning in, and you can find it, your brain at work wherever you listen to your podcast and this is where we say, farewell. So on behalf of our team behind the scenes. Thank you so much for being here, and we will see you back next week. Have a great weekend.