Joy@Work Podcast

In this guide we’ll consider how critical it is to make a good choice in response to the many varied challenges we face every day. How easily we can get trapped by “Effect” and the two enemies of our mind into a spiral of anxiety and fear or be at “Cause” for ourselves and our life.

I’m going to explain how performance is unleashed using the AdvantEdge Potential to Performance System model.
Performance happens when three things are aligned at the same moment: Your Potential, Your Drive and a Trigger.
The Model
You can visualise this model has two dimensions. The Vertical axis is your level of Drive to perform an action, and it can range anywhere from high drive to no drive.
The horizontal axis is your Potential to perform an action. Also a continuum. On the right side is high potential making this action easy to perform. On the left side of this axis is low Potential or hard to do.
Consider a simple example.
Suppose you want someone to donate money to a Stray Dog Shelter. If they have high drive and it is easy for that person to do, they will be in the upper right corner of the model. When a person is triggered here to donate, they will donate. They are in the productive zone.
On the other hand, if someone has low drive to donate to the Stray Dogs, and if it’s hard for them to do, they will be in the lower-left corner. When triggered, that person will not perform the action. They are in the procrastination zone.
The Action Line
There is a relationship between drive and potential. This curved line is called the Action Line. If someone is anywhere above the action line when triggered, they will perform the action. They are in the Productive zone. In this example, they will donate to the Dog Shelter. However, if they are anywhere below the Action Line when triggered, they will not perform the action. They remain in the Procrastination zone.
If someone is below the Action Line, we need to get them above it for the Trigger to initiate action. Either, we need an increase in Drive, or the action needs to be easier to perform, or both.
In Summary
This models applies to all human performance. When Drive, Potential and a Trigger come together at the same moment, that’s when performance will occur. If any of the three elements is lacking, then the performance will not happen.

Organisations want an AI that you feed 100 resumes and it spits out the top 5 candidates, without bias. But what's it like to be rejected by a computer?
Current Recruitment AIs are being built on flawed systems and processes that favoured white, male candidates and HR seem surprised when the AI joins the same party.

This guide will clarify the history and etymology of Talent from its Biblical roots and why this matters in modern business.
This will enable you to be crystal clear about talent, skills, strengths and potential and form the basis of how we unlock and leverage talent to unstuck potential and develop the skills you need to thrive.

The world is filled with fear and trepidation about the future. Staff are concerned for their jobs and what the future holds for them. World leaders have proven themselves to be uninspirational through being indecisive, divisive and destructive. So staff are looking for a leader who will inspire them and lead them forward into the future.
This guide aims to help you be that leader.

Trust is about how we deal with uncertainty. Even when I have proven myself trustworthy to you time and time again, over many years, there is always a remnant of uncertainty. Heck you aren't even completely certain that you can trust yourself!
Our ability to choose to trust another person is an emotionally driven choice. Paul Zac's neuroscience research into what makes trust in the brain clearly demonstrates that the neurochemical oxytocin is a precursor to trust by the conscious, deliberate actions.

In this AdvantEdge Guide, we discuss how the lack of trust in recent months is largely due to lack of physical interaction and the negative effects of the pandemic. The author then provides a step-by-step guide for leaders to reinforce the foundations of safety, belonging, and mattering in order to rebuild trust and collaboration. This involves honest communication, using names, recognising individuals and their contributions, and reducing cortisol with deep breathing exercises. By rebuilding the sense of safety, belonging and mattering, trust can be restored, allowing collaboration to thrive.

You only learn when you review and reflect on your failures and successes. Journaling is the single, most powerful, easiest means of ensuring that you develop your leadership daily.

Over the past 30 plus years, I've worked with a lot of leaders, and the biases I've seen most in action can undermine your potential career as a leader and sabotage your success. They were all useful for you at some point along the way, but many have outlived that usefulness and could do with an overhaul and a serious upgrade.

How can leaders get better at their Virtual Leadership using Neuroscience hacks?
Live interview with Roberto Bendana of Leadership Link