Each day more and more companies understand the need to focus their attention on the internal relations, motivation, satisfaction and well-being of employees in relation to the work environment.
In order to provide a much more specialised vision, where psychological and sociological aspects are addressed within the company, Neuroscience comes into the picture, defined as the field of science that covers an area of knowledge that studies the nervous system, from neuronal functioning to behaviour.
Researcher Hilary Scarlett, author of Neuroscience for Organizational Change, explains that neuroscience is a source of scientific knowledge that decidedly supports the role of Human Resources, and that it is essential to see it as an added value, as it is this science that makes it possible to dig deeper into the most intimate mechanisms of brain function.
Furthermore, thanks to various researches conducted on this topic, we can obtain the tools required to achieve optimal emotional well-being and reduce stress.
When we talk about leadership, we are talking about a person’s ability to motivate, inspire and influence other people in order to contribute to the success of the organisations to which they belong.
According to research featured in the documentary Make Me A Leader (conducted by the About my Brain Institute), when we feel good about ourselves, we are able to demonstrate these abilities more easily and be better leaders. This also makes our employees feel happier since it has been proven that when they see that we are in a good place, the team sets out to successfully achieve the proposed objectives.
Some proposals to achieve individual well-being that stem from this research are:
- Getting a good night’s rest
- Cultivating a sense of humour
- Finding time each day to achieve total relaxation
- Doing an activity that brings us joy
In this sense, it is essential that Human Resources professionals deepen their knowledge of this science, as there are infinite advantages of understanding it and initiating action plans.
Innovative Leadership through the PDA Assessment
One of the instruments that help drive decision-making is the PDA Assessment (Personal Development Analysis): an instrument that, through a simple, precise and scientifically validated methodology, allows to describe and analyse the behavioural profile of individuals.
It is appropriate to clarify that the PDA Assessment does not qualify behavioural profiles as “good or bad,” but rather describes the characteristics of the assessee, and in the case of a compatibility study between a person and a position it simply describes strengths and opportunity areas.
This is why, through the self-awareness this assessment provides, each person can learn about the characteristics of their own style (decision-making, problem-solving motivators, etc.), as well as their time management skills.