When a deadline is approaching or you’ve got a ton of work to do, do you take a break to help you move farther toward your goal? For most of us, the answer to this question is “no.” But that’s not what science is supporting. Just as athletes take active rest days to recoup their read more…
I first thought that my game design background and using brain science to thrive at work had little to do with each other; wow was I wrong! It turns out, leaders have a lot to learn from game designers. When I left my career in game development to found Happy Brain Science so I could read more…
First, I want to be direct: I am thrilled to announce that TODAY (March 16, 2016) Happy Brain Science is launching Choose Happiness @ Work, our card game that teaches the science of thriving. Please watch the video below of people playing the game and talking about it.
I strongly recommend Essentialism: The Disciplined Pursuit of Less, by Greg McKeown, because it compellingly tells us why, and how, to do less, better.
(Note: this post is part 7 of 7 in the SCARF Series.) SCARF Threats Are Often Subconscious In the video SCARF Model – Influence others with Dr. David Rock, author and expert David Rock explains: “Many managers, particularly new managers, often threaten people in four out of five of the elements of scarf. They create read more…
F is for Fairness – How to Increase Employee Engagement with SCARF. This is part 6 of a 7 part series about how to engage employees using David Rock’s SCARF model.
Relatedness is closely linked to trust and it is about whether those around you are ‘friend’ or ‘foe’. This is post 5 out of 7 on increasing employee engagement with the SCARF model.
Autonomy at Work–What Is It and Why Does It Matter? Autonomy at work is feeling like you are able to make your own choices and have a degree of self-governance at work. It is one of the strongest motivators available; having autonomy at work lessens stress and improves mood. Dr. David Rock says – A read more…
C is for Certainty – How to Increase Employee Engagement with SCARF, Dr. David Rock’s Mind Model for Minimizing Danger and Maximizing Reward at Work. This is part 3 of 7.
S is for Status – How to Increase Employee Engagement with SCARF, Dr. David Rock’s Mind Model for Maximizing Reward and Minimizing Danger in the Workplace. This is part 2 of 7.