Quick heads-up: I’ll be deliv­er­ing two keynote talks next week, one to senior HR exec­u­tives, one to dig­i­tal health pio­neers. Since the first chap­ter of our new book is titled “START WITH THE BRAIN IN MIND,” we’re glad to see the grow­ing inter­est in applied brain & cog­ni­tive sci­ence from a vari­ety of per­spec­tives! Read the rest of this entry »

The Brain: On the Front­line of Dig­i­tal Health in the Work­place (Huff­in­g­ton Post):

“…It is esti­mated that some two bil­lion world­wide, one-third of the global pop­u­la­tion, suf­fer from brain-based health and pro­duc­tiv­ity chal­lenges with a related cost bur­den of more than $2 tril­lion. The broad scope of this mar­ket is empha­sized fur­ther when con­sid­er­a­tion is given to Read the rest of this entry »

When you think of how the PC has altered the fab­ric of soci­ety, per­mit­ting instant access to infor­ma­tion and automat­ing processes beyond our wildest dreams, it is instruc­tive to con­sider that much of this progress was dri­ven by Moore’s law. Halv­ing the size of semi­con­duc­tor every 18 months catal­ysed an expo­nen­tial accel­er­a­tion in performance.

Why is this story rel­e­vant to mod­ern neu­ro­science and the work­ings of the brain? Because trans­for­ma­tive tech­no­log­i­cal progress arises out of choice and the actions of indi­vid­u­als who see poten­tial for change, and we may well be on the verge of such progress. Read the rest of this entry »

Let me pro­vide an overview of the great things going on with the Sharp­Brains Coun­cil for Brain Fit­ness Inno­va­tion — start­ing this week, we will share a brief update like this every Fri­day to main­tain Sharp­Brains col­leagues and read­ers informed. Please note that all links below require access to the Council’s online platform.

Today we’ll dis­cuss some of the cog­ni­tive impli­ca­tions of “always on” work­places and lifestyles via a fas­ci­nat­ing inter­view with Mag­gie Jack­son, an award-winning author and jour­nal­ist. Her lat­est book, Dis­tracted: The Ero­sion of Atten­tion and the Com­ing Dark Age, describes the impli­ca­tions of our busy work and life envi­ron­ments and offers impor­tant reflec­tions to help us thrive in them.

This is a 2-part inter­view con­ducted via e-mail: we will pub­lish the con­tin­u­a­tion on Thurs­day March 12th.

Alvaro Fer­nan­dez: New York Times colum­nist David Brooks said last year that we live in a Cog­ni­tive Age, and encour­aged read­ers to be aware of this change and try and adapt to the new real­ity. Can you explain the cog­ni­tive demands of today’s work­places that weren’t there 30–40 years ago?

Mag­gie Jack­son: Our work­places have changed enor­mously in recent decades, and it’s easy to point to the Black­berry or the lap­top as the sources of our cul­ture of speed and over­load and dis­trac­tion. But it’s impor­tant to note first that our 24/7, frag­mented work cul­ture has deeper roots. With the first high-tech inven­tions, such as the cin­ema, phono­graph, tele­graph, rail, and car, came rad­i­cal changes in human expe­ri­ence of time and space. Dis­tance was shat­tered  long before email and red-eye flights. Tele­graph oper­a­tors  not online daters  expe­ri­enced the first vir­tual love affairs, as evi­denced by the 1890s novel Wired Love. Now, we wres­tle with the effects of changes seeded long ago.

Today, the cog­ni­tive and phys­i­cal demands on work­ers are steep. Con­sider 24/7 liv­ing. At great cost to our health, we oper­ate in a sleep­less, hur­ried world, ignor­ing cues of sun and sea­son, the Indus­trial Age inven­tions of the week­end and vaca­tion, and the rhythms of biol­ogy. We try to break the fet­ters of time and live like per­pet­ual motion machines. That’s one rea­son why we feel over­loaded and stressed con­di­tions that are cor­ro­sive to problem-solving and clear thinking.

At the same time, our tech­nolo­gies allow us access to mil­lions of infor­ma­tion bites pro­duc­ing an abun­dance of data that is both won­drous and dan­ger­ous. Unless we have the will, dis­ci­pline and frame­works for turn­ing this infor­ma­tion into wis­dom, we remain stuck on the sur­face of Read the rest of this entry »

We just received this quote of how a major health sys­tem is using our Brain Fit­ness Mar­ket Report:

“At Sut­ter Health Part­ners we rec­og­nize the impor­tance of brain health and how much the health of the brain and the body are inter­de­pen­dent.  The mar­ket report helped us fur­ther tar­get our coach­ing efforts to inte­grate brain fit­ness and upgrade our entire coach­ing plat­form.  It is easy to read and gives you the indus­try per­spec­tive in a thor­ough yet con­cise man­ner.  I highly rec­om­mend it!”

– Mar­garet Sabin, CEO of Sut­ter Health Part­ners and VP, New Prod­uct Devel­op­ment, at Sut­ter Health.

You may won­der, “what is the link between  well­ness coach­ing and brain fitness”?

In prac­tice, good health and well­ness coaches pro­vide excel­lent brain health advice, given that the areas they focus on (nutri­tion, phys­i­cal exer­cise, stress man­age­ment) do play an impor­tant role in main­tain­ing our brains in top shape.

Addi­tion­ally, pio­neers  such as Sut­ter Health Part­ners are adding a Brain “lens” to their work. How?

First, by bet­ter under­stand­ing and explain­ing the brain ben­e­fits of what they already do, in order to pro­vide addi­tional moti­va­tion to stick with healthy behav­iors. For exam­ple, most peo­ple will be able to recite mul­ti­ple ben­e­fits of mod­er­ate car­dio­vas­cu­lar exer­cise. But how many know  that it can also con­tribute to neu­ro­ge­n­e­sis –the cre­ation of new neu­rons — in adult brains?

Sec­ond, by start­ing to offer brain fit­ness guide­lines to clients who want too go beyond cross­word puz­zles and sudoku.

I had a great train­ing ses­sion with a num­ber of Sut­ter Health coaches last week — let me sum­ma­rize some of the main points we cov­ered. Read the rest of this entry »

Wel­come to the Sep­tem­ber 17th edi­tion of the Car­ni­val of Human Resources, the vir­tual gath­er­ing, every other week, of blog­gers focused on Human Resources and Lead­er­ship topics.

Let’s imag­ine all par­tic­i­pants in a con­fer­ence room, con­duct­ing a lively Q&A brown-bag lunch discussion.

Q: Can you teach Lead­er­ship in a class­room?
- Wally: Not really. Nei­ther the per­son who aspires to become a leader nor HR depart­ments should see lead­er­ship devel­op­ment as an activ­ity to be out­sourced to a class­room set­ting. Lead­er­ship is a life­long appren­tice trade, led by the learner himself/ her­self. The most HR depart­ments can do is to archi­tect the right set of expe­ri­ences to enable/ accel­er­ate that development.

Q: Can you teach Social Intel­li­gence in a class­room?
- Jon: Accord­ing to a recent Har­vard Busi­ness Review arti­cle, not really. Daniel Gole­man and Richard Boy­atzis say that “our brains engage in an emo­tional tango, a dance of feel­ings”. And you learn Tango by, well, danc­ing Tango. Gole­man and Boy­atzis add that “Lead­ing effec­tively is about devel­op­ing a gen­uine inter­est in and tal­ent for fos­ter­ing pos­i­tive feel­ings in the peo­ple whose coop­er­a­tion and sup­port you need.”

Q: Can you pro­vide an exam­ple of apply­ing social intel­li­gence in the work­place, and train­ing on-the-job?
- Suzanne: Sure. Learn to appre­ci­ate your front line employ­ees. They are the ones who inter­act with cus­tomers every day — which some com­pa­nies seem to ignore at their peril.
- Denise: another one — What can you do when your team falls apart while you’re gone?.

Q: How can you gen­er­ate pos­i­tive feel­ings, when some­times we get stuck in bad news and con­stant quarter-by-quarter pres­sures?
- Anna: Adding much needed per­spec­tive. Please note: Read the rest of this entry »