Join us for Episode 9 of "Neuroscience and Humans at Work," where Clive and Vic dive deep into the fascinating world of leadership, self-awareness and the brain. After a brief friendly catch up, the two explore how the frontal cortex, the brain's centre for higher cognitive functions, empowers us to take ownership of our behaviours and decisions.

Clive and Vic discuss the critical role of the brain's frontal cortex in self-awareness. This part of the brain is essential for executive functions such as planning, decision-making, and moderating social behaviour. By understanding how the frontal cortex works, we can better appreciate its impact on our ability to reflect on our actions and make conscious choices.

Clive offers insights into effective leadership by breaking down the three dimensions of individual identity:
1. What do I believe I am? - Understanding our self-concept and intrinsic values.
2. How do I put myself out there? - Examining how we present ourselves to the world and the authenticity of our interactions.
3. Who do I impact? - Reflecting on the influence we have on others and the broader community.

Clive emphasises that leaders must invest time in their internal processes to align their actions with their beliefs and values. This self-investment leads to more authentic and impactful leadership.

Film Recommendation: Inside Out 2
In a lighthearted segment, Clive references the film "Inside Out 2," praising its insightful portrayal of emotions and their influence on behaviour. He recommends this film to everyone, suggesting it offers valuable lessons on understanding and managing our emotions—a key component of both personal and professional development.

Tune in to "Neuroscience and Humans at Work" for an enlightening discussion that bridges the gap between brain science and practical leadership strategies.

Neurodiversity in the Workplace

Welcome to the latest episode of Neuroscience and Humans at Work Podcast series!

In this episode, we delve into the important topic of neurodiversity, exploring "labels" such as autism and ADHD, and how fostering diversity can greatly enhance the workplace.

Clive shares insightful recommendations for employers on how neurodiverse individuals bring unique intelligence and creativity to their roles. Victoria introduces the concept of "slowing down to speed up," illustrating how this approach can be beneficial in creating an inclusive environment.

Additionally, Clive discusses outdated employment models and the significance of self-awareness, emphasising the importance of investing in the right education within a business to ensure inclusivity. Tune in for an enriching conversation on how to create a workplace where everyone can thrive.

Introducing Episode 7 of the Neuroscience and Humans at Work podcast, we embark on a journey into the realm of high performance in the workplace. At first glance, we marvel at the concept of high performance until we see that beneath the surface can lie a delicate balance between peak performance and burnout.

We confront the question: When do we truly need high performance? What does it actually mean for you and your organisation? In the legal world, the notion of high performance often equates to lofty objectives and relentless pursuit of success. How do you measure it?

Drawing parallels to the world of sport, we recognise that high performance is not a stroke of luck but a product of meticulous preparation and unwavering dedication. Just as athletes meticulously train before stepping onto the field, so too must professionals cultivate the right conditions for peak performance in the workplace, when they need it.

Central to understanding the concept of high performance is an understanding of the human intelligence system contained in the body and brain. When these elements harmonise, individuals enter a state of flow, where focus, belief, and commitment converge on the task at hand. Yet, sustaining this state demands more than sheer willpower; it requires an understanding of the body's energy rhythms and the art of recovery.

In the corporate arena, the temptation to equate high performance with perpetual achievement often prevails. However, our conversation challenges this paradigm, advocating for a balanced approach that acknowledges the ebb and flow of energy. Just as Olympic athletes meticulously optimise their performance, organisations must embrace cyclical rhythms to sustain peak performance.

Ultimately, the pursuit of high performance transcends mere objective-setting; it necessitates a holistic reimagining of organisational culture—one that honours the rhythms of the human spirit and fosters a culture of resilience and renewal.

Join us as we unravel the mysteries of high performance and chart a course toward sustainable excellence in the modern workplace.

Introducing Episode 6 of "Making Sense of Neuroscience and Humans at Work," where hosts Vic and Clive delve into the intriguing subject of confidence.

In this episode, they explore the elusive nature of confidence, dissecting its roots in memory and the impact of past experiences on present-day confidence levels. Vic and Clive discuss strategies for overcoming under confidence, emphasising the importance of understanding and challenging negative self-talk. They also examine the role of emotions in performance, offering insights into building genuine confidence through deliberate practice and self-awareness. Join them as they navigate the complexities of confidence and offer practical advice for enhancing self-assurance in various aspects of life.

Join us on the Making Sense Podcast as we dive into the topic of "Making Sense of Failure."

In this episode, we explore the common experience of setting high expectations and facing failure when challenges aren't met.

What exactly is failure? We delve into this question, emphasising how easily people give in to setbacks. It's crucial to be honest with ourselves about the changes we truly need to make. We discuss the importance of choosing sustainable actions, even if they start with small steps. Sometimes, simplicity is key, especially when facing burnout or the need for change.

Setting a non-negotiable plan of action is essential. We share personal experiences, like Victoria's running challenge, highlighting the power of commitment. Our brains naturally gravitate towards the familiar, so we discuss the necessity of emotional backup for challenges. Passion fuels commitment, making every challenge worthwhile.

Why do we create barriers to our goals? We explore this question and emphasise the importance of making tasks as easy as possible. Accountability plays a significant role, as demonstrated by Victoria's charity fundraising. This accountability keeps us on track and ignites our passion.

According to science, growth occurs just beyond our comfort zones. Failure only becomes truly negative when we fail to learn from it. We encourage embracing setbacks as opportunities for growth and making the necessary adjustments to succeed.

Join us as we uncover the science behind these barriers and much more on the Making Sense Podcast.

In this podcast episode, Victoria and Clive embark on an exploration of Imposter Syndrome, a commonly discussed yet often misunderstood phenomenon. They tackle various facets of this subject, including its relevance across different age groups and its potential connections to the festive season.

The discussion kicks off by dissecting the definition of Imposter Syndrome as the opposite of authenticity, wherein individuals feel disconnected from their true selves, often due to unfamiliar situations. They delve into the brain's memory-based conflicts based on unfamiliar experiences, emphasising the historical voice urging individuals to avoid risks and stay within familiar territories.

The conversation explores the impact of Imposter Syndrome, looking at its effects, both minor niggles and potentially more severe manifestations. They touch upon the negative connotations associated with labelling oneself as having Imposter Syndrome, urging listeners to not let it become an ingrained identity.

There is a quick detour into the legal world, reflecting on how a solicitor considers they are meant to behave without much flexibility around that and acknowledging the strain that can put on authenticity. It is notes that insights are of course not limited to the legal world.

The discussion delves into the workplace implications of Imposter Syndrome, highlighting the importance of creating supportive environments that encourage reflection and self-awareness. Victoria and Clive emphasise the significance of personal growth, urging both self-development and organisational support as integral to navigating Imposter Syndrome.

The podcast concludes by addressing the importance of understanding and acknowledging Imposter Syndrome as a self-created construct, suggesting pathways for personal development that involve creating one's agenda and developing self-belief. Despite the challenge of finding an alternative title for the episode, the speakers encourage audience engagement for future discussions.

Key Emotions and Points Highlighted in the Podcast:

- Authenticity vs. Imposter Syndrome: Feeling grounded vs. disconnected from one's true self.

- Brain's Conflict & Familiarity: Historical voices urging risk avoidance vs. growth through unfamiliar experiences.

- Negative Connotations of Labels: Avoiding adopting Imposter Syndrome as a rigid identity.

- Workplace Environment: The role of organisations in fostering environments conducive to self-awareness and growth.

- Navigating Imposter Syndrome: Understanding, acknowledging, and developing pathways for personal growth.

This podcast provides a comprehensive exploration of Imposter Syndrome, offering insights into its origins, impacts, and strategies for personal development.

Happy Listening!

In this episode there are two parts. The first part looks at how to make sense of our emotions and the second part has a focus on the really under represented emotion of shame.

Many people talk about emotional intelligence or wanting to change their behaviours without really understanding where those behaviours come from. In an evolutionary context we developed emotional connection to allow us to cooperate in groups. The way emotions work in the body is not black and white. Emotions are varied and messy. So when we are talking about emotions, things can be very important, not very important, very positive or very negative. Emotions demand action, but what action should we take?

This episode explores three key areas which will help you make sense of your emotions:

• The importance of emotional balance in health and wellbeing. To be in a real state of health and wellbeing we need to be in balance. Negative emotions are our body telling us we out of balance and body has to work harder to cope with that state.

• The role of self-compassion and slowing down in managing emotional responses. The brain processes emotional responses much faster than thoughts and so we need to take time to give our reflective brain a chance to work out why we are feeling defensive and respond in a way that is helpful to us.

• How to stop letting shame hold you back. There is nothing wrong with shame. It is a human emotion. Shame is simply our body trying to help us but it can lead to unhealthy responses including underperformance, under confidence, withdrawal, isolation and depression. Learning how to handle shame is important to determining if it will protect us or endanger us.

Happy listening!

In this episode we look at how to make sense of our impact of others.

Many leaders and managers come to coaching sessions concerned about whether they are having the impact on others that they want to have. Do I inspire others? Do others respect me? Am I seen as a good leader? These are common questions. Less common questions are….Why do I need other people’s approval? Did my intention match my impact? Who am I when I am my authentic self?

This episode explores three key areas which will help you understand your impact on others:

• Self-awareness. Most people are not that self-aware. The reality is there is a complex chain of reactions within us which we do not really understand and these set our internal frameworks. Do you have the courage to get out of the cage that others want you to be in and find your own way to perform your own journey?

• Intention – What did you intend to achieve? Did that intention match your attention? In order to have the impact we want on others our intention needs to match where we place our attention. Often we start with a good intention and get thrown off track because we don’t like the response we are getting. The problems come when what we get back is a different response to the one we intended to achieve. How do you stay on track?

• Feedback - Why are we afraid of new information which challenges the story we have told ourselves about who we are. Most of the feedback we receive is judgment and we are afraid of judgment. Our brain processes a lot more information about threat and the interpretation of that threat than it does about opportunity and so it will focus its intention on that threat. Is the feedback you give and receive based on information rather than judgment?

Happy listening!