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OUR MISSION
Raise performance by putting people at cause in their lives
The real key to leadership is creating conditions in which individuals thrive.
It's the experience people have of their own lives that limit their effectiveness, and teams are the best-kept secret for expanding energy & potential.
Few companies - or leaders - take responsibility for the emotional climate they create; they take a laissez-faire approach and hope for the best.
What they get is all kinds of self-limiting emotions and moods undermining the energy and conviction of the team's efforts. People get reactive, feel down, de-energized and frustrated. These moods generate social dysfunctions, including office politics, silos, disengaged staff and hobbled performance.
We show leaders how to raise the energy & resourcefulness of your people. We help you mobilize the minds of your people to ampify results, innovation and conviction.
FInd out how to raise the energy & resourcefulness of your people. When you mobilize their minds, they amplify ampify performance, innovation & results
services
Build Resilient Teams With a Brain-Healthy Social Climate
At Brains of Your Business, our mission is to guide you to become a leader of an amazing team. A brain-savvy leader - one who builds & nurtures a team that delivers outrageous results, who fosters conditions that raise people up to their natural potential, and that navigates through crises with resilience and imagination.
Whether you are a front-line team leader or the owner of a Small & Medium Enterprise - or anywhere in between - we guide you as you learn to become a Leader of powerful, passionate & resilient people - a leader who both fulfills a vision & makes a difference in the lives of everyone around you.
career acceleration
The faster you master the elements of resilience & leadership, the greater your financial rewards and career choices will grow (and the greater the compounding rate will expand your financial returns)
It is surprisingly simple -The most essentail quality of leadership is BEING, which takes no effort.
leadership mentoring
Mentoring builds "muscle-memory" so that, even in the heat of a crises, your skills & composure arise as your natural, immediate response.
Mentoring also places you in a team of learners, where you build life-long relationships with peers, people who see your strengths & blind spots, to support your learning.
Tribal Bonding
Most "teams" function like golf-teams; groups of individuals with a nominal sense of a group score.
"Tribes" is the term we use for real teams, where everyone is in it to win it.
Let me guide you master the most essential, but most neglected skill:
Tribe-Building
The Energy & Mood of Your Team
Leaders have one primary task - to light the match & ignite the fire in the hearts of your team
I guide managers to master the most essential, yet most often neglected skill, that dramatically improves team cohesion, innovation & performance - The Resilience Process
The link between Human Energy and Business success
Power RESILIENCE with STEAM
It’s a process of creating the conditions by which people can more easily get into flow & consider, collaorate & produce superior results, & derive a sense of belonging and fulfillment so that they value their role within the tribe.
We call our framework for Producing flow “The STREAM”
How High-performance teams are made
Science of Brain Healthy Teams
The new evidence-based leadership skill is to establish a culture in which everyone plays a bigger game in life.
High-performance teams start with a positive, pro-social, positive attitude. Upbeat moods replace the wariness and silos that hold so many organizations back.
Whatever your business, your team will excel as you develop the Agile Mood and your staff get more confident, collaborative and assured that they’re among friends who have their back.
Trust & Belonging
Resilience
Emotional Agility
When this happens, the brain produces four chemical nuerotransmitters, which neuroscience shows can be jumped-started with simple behaviors. Do your people gett a daily DOSE?
You can follow Alex Haley’s advice and “Find the Good and Praise it.”
Upward spirals of Engagement
People say it just Feels great to work here
The vital Challenge of leadership
Get Your Team Into An Agile Mood
We can help you develop an agile mood for your business, with your choice of entry points.
Raise the “Performance Potential” of your team and accelerate your results
Executive Coaching
Executive Team cohesion & Synergy
Generating Positive Energy and Moods
STRESS MANAGEMENT AND ENERGY SURFING
The great challenge in today’s business climate in maintaining a creative spirit under stress. We provide powerful tools of awareness and choice for staff to manage the pressure and keep their mojo. We call it energy surfing. If the ride is fun, you’ll always paddle back for more!
REENERGIZIE YOUR SALES & SUPPORT DIVISIONS
The most compelling way to evaluate the power of the agile mood is to unleash your sales and support people. Contact us if youo want to see results start with the bottom line
The vital Challenge of leadership
Power Your Team with “STEAM”
We mentor leaders to turn their teams into resilient “tribes.”
They way we frame it, most business teams are modelled on golf teams; they’re just a loose affiliation of independent competitors. Teams lack resilience
Tribing is what effective humans do. Birds flock, wolves pack, humans tribe. Tribes pull people together & put indiduals at cause.
Few organizations understand the performance potential of tribes or the power of resilience
To help you move from Team 2 Tribe, we offer a simple 5-step framework which we call “STEAM.”
These 5 independent but mutually-reinforcing principals turn unexpected setbacks into opportunities to build your as a leadership chops & strengthen the bonds of your tribe.
Tribes evolve from teams through shared experinces, STEAM assures that your tribe understands how each experience unites and defines them.
Raise the “Performance Potential” of your team & amplify results by establishing:
- Safety
- Trust
- Energy & mood
- Acceptance &
- Meaning
Safety
Trust
Energy & Mood
Acceptance
The great challenge in today’s business climate in maintaining a creative spirit under stress & duress. We provide powerful tools to manage the pressure so staff can keep their mojo. We call it energy surfing. If the ride is fun, you’ll always paddle back for more! Whether you’re a successful team that is afflicted with too much stress and tension, or a company trying to break through and inflection point and meet your numbers, the mood that prevails at your company may be the factor that limits your growth. Learn these neuro-science based skills that lift your people and help them keep elevating the social climate to keep everyone at their best
Meaning
The most compelling way to evaluate the power of the agile mood is to unleash your sales and support people. Contact us if youo want to see results start with the bottom line
The link between Human Energy and Business success
How to Get Your Team in FLOW
To build high-Performance Tribes, it’s essential to have a clear lens through which to observe their behaviors and interactions. Then, day-by-day, you can continuously nudge them along to become stronger, more resilient, more united and more innovative.
It’s a process of creating the conditions by which people can more easily get into flow & consider, collaorate & produce superior results, & derive a sense of belonging and fulfillment so that they value their role within the tribe.
We call our framework for Producing flow “The STREAM”
Business Success Factors
The neuroscience of Leadership
All companies have their own ways to undermine their performance.
.
Is your company climate dampening the spirit and contributions of your people?
.
Do you want to break free of all that?
You can. It’s an act of leadership
.
You can raise the financial performance of your team by up to 40% (as measured by revenue growth, return on sales, efficiency and profitability) by adjusting the climate of your organization.*
.
Positive emotional climates bring out the best in people, and you can tune up yours.
.
* Daniel Goleman, Harvard Businss Review
HIGHLY FUNCTIONAL TEAMS
“Success without fulfillment = failure”
– Tony Robbins
You can cultivate an environment that lifts people up, boosts their mental performance, creates bonds and gives everyone – owners, leaders, and staff – with a sense of belonging and fulfillment
We specialize in emotional agility. Emotional leadership is the one area that managers are most challenged by, most skeptical of, and most afraid to master
.
Neuroscience has validated the power of emtional agility as the essential precondition for performance, creativity, and esprit de corp .
When you master the emotional climate, you rise above company politics and light your people up. That’s the secret of High Performance Teams
The link between Moods, expansive Energy and success
BAD MOODS STIFLE BUSINESS GROWTH, SUCCESS AND INNOVATION
Is your company in bad mood? Ask yourself a few simple questions:
Is your staff stressed out, running on fumes?
Are you failing to meet your numbers?
Do you grind your teeth when you hear your senior team badmouthing each other?
Do you pound your head against a wall whenever you see a dynamic, high-profit opportunity (because you can’t source good talent to launch a new initiative)?
Do it drive you crazy that your people keep dragging you into day-to-day operations?
to resolve problems they were expected to anticipate?
Do you carry tensions and frustrations home with you when you leave the office?
Does the workday leave you exhausted?
Do key lieutenants have blind spots that they won’t acknowledge or resolve?
Does your body tense when you see ongoing conflict obstructing your growth?
Are you unable to meet with key thought leaders to help influence the market?
Do you WISH you could schedule time to map out a coherent strategy?
Getting Things Done is easier when your people are excited
Being a leader is NOT about innovation or rolling out a product, its not about closing deals, opening up a new production facility, or even marking items off a list as “done.”
It’s also anticipating what things they’ll need to get done in the future.
Being a leader is about engaging others to get those things done. IT’s about keeping their engagement positive, sociable, and excited. It’s about managing the mood of the people engaged in your processes
But mostly it’s about noticing the effect of the process on the people engaged within it.
The skill of leadership is a state of noticing – watching the iterations and evolution of the processes people use. IT’s a way of thinking that involves not just planning and execution, but of watching the iterations and reflecting.
What are the differences that make a difference in this process today?
Most of us are so focused on the planning, the visual representations of our process (Gannt charts…) and that we fail to notice how our people are doing today.
Is your staff stressed out, running on fumes?
Are you failing to meet your numbers?
Do you grind your teeth when you hear your senior team badmouthing each other?
Do you pound your head against a wall whenever you see a dynamic, high-profit opportunity (because you can’t source good talent to launch a new initiative)?
Do it drive you crazy that your people keep dragging you into day-to-day operations?
to resolve problems they were expected to anticipate?
Do you carry tensions and frustrations home with you when you leave the office?
Does the workday leave you exhausted?
Do key lieutenants have blind spots that they won’t acknowledge or resolve?
Does your body tense when you see ongoing conflict obstructing your growth?
Are you unable to meet with key thought leaders to help influence the market?
Do you WISH you could schedule time to map out a coherent strategy?
Optimize Your Business Today!
An Agile Mood Creates Energy & Innovation
Emotional Agility
Emotional moods are based on a sense of safety. They influence employee satisfaction, teamwork and such hard measures as financial performance and absenteeism.
When managers gloss over emotional culture, they gloss over a vital part of what makes people tick.
Mental Agility
This create a chain of possibilities that leads to greater curiosity, energy, engagement, collaboration, innovation and, in turn, greater profits and growth
Social Agility
Creative Agility
Mindsets
Observances
Values
Elevating Emotions
Relationships
Strengths
The difference that makes a differnce
Process
Our Services
Executive Coaching
Are your people running at half-speed? Are your people producing a fraction of their potential? Call today for an assessment
Executive Team Cohesion
Group Coaching and Facilitation to Create a Team of Executives
We facilitate emotional and mutual regard among your executive team.
Imaging the next time your business makes a decision and the same message rolls down to staff from all members of the senior team.
Do you ever sense that the members of your executive team are more about the “Executive” than they are about the “Team?”
Tribal Intelligence
Group Coaching for Executive Team Cohesion
We offer training, workshops and facilitation to build the agile mood.
We help you nudge your people into a new paradigm. Many will believe its all for show, others resist change because they know how to play a failing systems.
The link between Moods, expansive Energy and success
Bad Moods Suffocate Your Team’s Energy, Excitement and Innovation
When bad moods descend on your company, it creates huge costs that get written off to “human nature.”
What do moods cost you?
- Added labor costs?
- High turnover?
- Stalled revenue growth?
- Quality problems?
- Lost opportunities?
- Offended clients?
- Lack of innovation
- Lack of initiatve and accountability?
Moods spread like viruses, and NO company operates without a mood. SOMEONE has to nudge your people into the agile, high-performance mood.
Is it affecting your company?
It’s affecting EVERYONE’s company.
In a 2013 survey, Gallup reported that only 13% of employees consider themselves engaged at their jobs
63% admitted they were not engaged and
24% said they were actively disengaged.
A Driving Cause of bad moods is incivility at the workplace
The Harvard Business Review cites research that found
- 43% of those treated rundely at work decreased their work output
- 47% cut back how many hours they spend at the office after being treated rudely
- 38% intentionally reduced the quality of their work
- 80% said they lost time brooding over on an incident of incivility
- 63% said they avoided the offending party, resulting in lost work time
- 12% said they left their job after the incivility occurred
What will your company accompish when you pull people together?
Ready to roll up your sleeves?
Sign up for a free consultation today
Your Business is Too Important
To Run At Half-Speed
Lead Your People Into The Agile Mood
Resilient.
Spirited.
Accountable and creative.
It engages & excite your people with the spirit of contribution.
When you bring your people into the agile mood,
they think audacious thoughts, find solutions and laugh at adversity.
They work at full spee
The Agile Mood is how companies break through
stuck spots and inflection points
The Agile Mood frees up the CEO’s time to focus on strategy
Details
Is your company stuck?
Do You Face These Types of Challenges With Your People?
Challenges
-
- Are your results falling short of your goals?
- Does it drive you nuts when your team-members
undercut on another to push their own agenda?
- Is the pace of work stressing & depleting your staff?
- Do day-to-day crises keep you putting out fires & leave you NO TIME for your key priorities?
- Are results undermined by conflict and rivalries? Are staff working with or against one another?
- Do you grind your teeth each time you jump in to handle other people’s job responsibilities?
- Do your people have blind spots that they just won’t address or resolve?
- Do you lose it when you have a great opportunity but can’t source talent to staff a new initiative?
- Does the workday leave you exhausted? Do you carry tension home from the office?
- Are your results falling short of your goals?
Solution
“Happy families are all alike; every unhappy family is unhappy in its own way.”
– Tolstoy, in Anna Karenina
The most productive companies share a set of characteristics we call the Agile Mood.
These characteristics are cited in studies on emotional intelligence, neuro-science, positive psychology, and business journals such as the Harvard Business Review.
Let us show you how to shift the direction of your business. Put aside those persistant old frustrations that stand between you and your goals.
Fix it up so that your people open up and come alive. Dial in your corporate culture to promote inter-emotional intelligence.
Help your people work together, all on one page!
Features
Choose Your Approach to Pick Up the Mood
free your team from the Dysfunction Junction
Leaders who take a lessai-faire approach to team dynamics often end up with classic corporate dysfunctions, including:
- Office politics & turf wars
- High Turnover
- Open conflict or hollow harmony
- Silos
- Poor morale & underachievers
-
Verbal acid & toxic relationships
- Office gossip
These sap your performance potential and magnify your overhead costs. Can you really afford the costs of staff turnover, recruiting, retraining and disruption? The loss of dissatisfied clients?
it's a matter of moods
Everyone longs for the excitement & energy of being on a winning team. Once you build up individual engagement and group buy-in, the energy builds itself
It turns out the good moods and positive connections among team members boost the performance potential of your people. They simply become more:
- Creative
- Involved
- Dynamic
- Etc
The Leadership Ladder
Few leaders get much training before they get their first role, and they start out just doing the best they can.
At first we're leaders-in-title-only
Through grit, luck or determination, we post a few accomplishments and management starts giving us the added authority bequeathed on those who have shown they can deliver results
But the most elevated leaders are those who have successfully endured the hard climb and gain the assurance to connect and listen; these are leaders of a compelling cause
the "empowerment ladder:" Going_From Team 2 Tribe
Once you've climbed the Leadership Ladder, you can bring your people up.
Most Teams play their game like golfers - everyone keeps their own score, and they're called a team just because they ride alongside one another.
Tribes are a deep, human way of being. Birds flock, people tribe.
The leader who understands that people's neurological social needs are self-emergent properties of the brain, is the leader who can nurture powerful human connections to make a difference
Mindsets & Reframes
Mindsets are our structure of internal reality, and are the basis for how we assess what is possible. All our behaviors arise from the set of our inner reality.
Surprisingly, mindsets are easier to exchange than the beliefs within them. It's like buying a new car - you drive in with one and drive out with another, but you don't know how to align the tires in either.
Or it's like changing radio stations and finding a more powerful one.
Minsdsets reframe how we see ourselves, the motives of others and the nature of the world. New mindsets let us climb the leadership ladder and the empowerment ladder. A new mindset might help us move to the next level, but will eventually need to be exchanged later.
The 2 most important mindsets of all are our intention and our understanding that we don't know!
Communicate to Build Assurance (the best way to move the needle)
Language is how we share information & energy; it is also how we structure our relationship to the world; it reflects our Mindset & our level on the Empowerment Ladder
To change our language is to change our awareness, our mindset & our level on the empowerment ladder
Self-conversation is tightly connected to our sense of self-worth, beliefs and mindsets, as well as our beliefs about what is possible.
"Who you are" is a conversation you are having right now; it's a conversation that changes. Its a conversation that you can allow others to note & comment on.
By careful attunement to how we speak, listen & connect, we can dramatically raise one another's beliefs & expectations of what is possible to achieve together
------------
People who make their own choices control their own experience. People who choose to be at cause in their lives create outrageous results.
What people say at work both reflects their sense of self and either encourages their sense of empowerment - or discourages it.
Learn the communication triggers that lift your people up the empowerment ladder
Conversations that create
The Performance Equation
People-Building to:
- Elevate Performance
- Deepen Engagement & Involvement
- Put people at cause
Team-Building to produce:
-
- Team Cohesion & Trust
- Positive Expectations
- Accountability
- A spirit of involvement & ownership
,
7 Moods That Stifle Business Success
High Stress
Dazed & Confused
Used & Abused
Dissed & Pissed
Cut-Throat
Discouraged
Despair
How Mood Contagions Start and Proliferate
When people fall into a bad mood, they flounder and passively wait for things to change. It creates a , toxic downward spiral of disempowerment
When people get into a good mood, they energize and find a sense of personal capacity to contribute to further empowerment – to building upward spirals
High Stress
THEME:
Deplete, exhausted, unimaginative
What the boss notices:
You feel the tension when you enter the room. The energy is flat, there’s no spark
How your staff feel:
Depleted, exhausted, compromised
What they’re thinking:
This has to stop, my spouse is ticked, I’ve got other obligations
The Issue;
Whether your company is struggling to meet its numbers or growing expontntially, stress creates a corrosive effect on productivity and engagement.
What’s at stake:
If you want your people to stay fresh, creative & engaged, they need to breathe; they need ways to hit the reset button.
Ongoing stress undermines people’s health. HEalth-care costs at high-pressure companies is 50% higher than for other organizations. It is estimated that over 550 million workdays a year are lost to job stress at a cost of $500 billion
What the agile mood provides
- Prioritization
- Perspective,
- Reassurance,
- Sense of humor & resilience
- Revived & invigorized
Dazed & Confused
THEME:
Doubt, inaction, paralysis, feelings of inadequcy, perplexity.
What the boss might notice:
Lack of initiative, don’t act on clearly stated expectations, don’t seem to understand you
How your staff feel:
Baffled, worried. disoriented. turbulence, bewildered, confused. caution, cold feet
What they’re thinking:
I’ll be damned if I do, damned if I don’t” “I wish this wasn’t happening”
The Issue;
Things no longer make sense to your staff. New actions – directives, promotions, or other changes – contradict their model of reality. They can’t kame meaning and feel confused. They son’t know what to do or how to approach issues. They no longer trust their own judgment.
What’s at stake:
If you want your people to take initiative, they need to see the world as you do, to understand your decisions and direction
What the agile mood provides
- Safety & Trust
- Clarity & Confidence
- Feedback & transparency
- Re-engagement
Used & Abused
THEME:
Hurt, betrayed, apprehensive.
Silos. Loss of trust,
Walking on eggshells; cowed, shut-down, resentful, victimized
Scared, wary or “on-guard.”
Bullied, catch-22s, double binds
What the boss notices:
Tension. heat, rigidity.
Staff seem withdrawn and separated into camps. Sullen, cautious, defensive & disengaged. Divisions break into silos, lack of collaboration of of “We-ness”
How your staff feel:
Violated, shocked, offended, taken advantage, trapped
What they’re thinking:
“No one’s got my back,” “I’m a victim,” “I’m not going to share my resources with ANYBODY” “Someone else always gets credit for my contributions,” “I’ve been burned too many times.”
The Issue;
Careless comments and cut-throat internal competition demoralizes staff, especially if “winners” took credit for the ideas of others. It fosters hostility & envy.
Hostility can’t be expressed overtly, so it arises as passive -aggressive behavior and throwing others under the bus,
Competition is a two-edged sword; if you rely on it, you soon have invisible wars
What’s at stake:
Your staff will continue to look busy, but performance takes a back seat to self-protection. Many of their actions and decisions will seem foolish or senseless.
What the agile mood provides
- Safety and Trust
- Communication
- Acknowledgment
- Re-engagement
Dissed & Pissed
THEME:
Hurt, anger, antogonism, hostility, smarting, prickly, vindictive, grouchy
Reactivity. Lack of creative imagination
Devaluation, disrespect, shame, open conflicts
What the boss notices:
Staff are withdrawn; go through the motions but seem lackluster, without energy
How your staff feel:
Numb, duped, cynical. mutual distrust. persecuted. victimized
banished,
What they’re thinking:
They tell themselves stories that how no one cares, and they resent every rude or judgmental comment throw in their wake. They wish for a moment of glory.
The Issue;
Your support staff may see themselves as victims of a disrespectful culture. They may assume they will never be acknowledged – even if they produce significant contributions. They can hold grudges and hold back effort
What’s at stake:
This is why over 60% of American workers are disengaged. You pay them a lot of salary, but let others reinforce their bad feelings
What the agile mood provides
- Safety & Trust
- Dignity, value & inclusion
- A sense of mattering
- Re-engagement
Cut-Throat –
(Eat or Be Eaten)
THEME:
A “caste system” with stars and chumps. Arrogance, Disrespect for others, “I’m great but everyone else is a loser”
What the boss notices:
A sense of foreboding. Staff hint at disdain for the company management or direction, or disdain for the decisions of their managers.
A climate of humilitation among half the staff, countered by complaints and demands for more from the favored class, who always want more support
How your staff feel:
Isolated, wary, defensive
What they’re thinking:
I don’t get enough support, the staff aren’t smart enough, I could do so much better, I deserve better, I could run this company better.”
The Issue;
People of both classes take comfort by criticizing management among themselves.
What’s at stake:
When you create an “achievement at any cost” culture, and give away resources to top producers, you pay a higher cost than you imagine. A sense of injustice arises that depletes the goodwill of your rank and file.
When sadness settles in, creativity and innovation fly out the window
When people’s natural motivations and contributions go unappreciated or criticized, they lose the fun of contributing to the cause
What the agile mood provides
- Safety & Trust
- Reassurance
- Transparency
- Re-engagement
Clear, two-way communication of expectations
Discouraged
THEME:
Manipulated, unimportant, Invisible, no chance to advance, no control over one’s future
What the boss notices:
There’s a sullen mood of dread. no one acknowledges it, but people hold on to old resentments and forgotten actions
How your staff feel:
Betrayed, wary, resentful, sad, lack of justice, duped, set-up, cheated, defrauded, swindled
What they’re thinking:
“What’s next?” “Anything I say can and will be used against me;” “No good deed goes unpunished here.”
The Issue;
Your people used to trust management, but feel they got sold out.
If you don’t know what you’ve left behind in your wake, you may find bad moods fester and spread.
What’s at stake:
What the agile mood provides
- Safety & Trust
- Encouragement
- Curiosity
- Re-engagement
Despair
THEME:
Hopeless resignation; grim and gloomy, despiritied, lost
Groupthink, toe-the-line, no room for autonomy or independent thought
What the boss notices:
A sullen, sinking energy in the room. It feels like someone threw a wet blanket on you if you enter the room in a good mood.
Despair and resignation arise when staff feel powerless, to express their mood, and powerless to change the mood. You can feel the energy drop in your own body when you walk into a room of people with a resigned mood. Everyone is numb, with no emotional energy.
How your staff feel:
Jealousy, envy, dejection, angry, moody, depressed, cheerless
What they’re thinking:
“There’s no hope; no one, not even God, can change this.”
The Issue;
Despair arises when there is favoritism, especially when those who are rewarded are known as poor performers, kiss-ups or manipulators.
Staff stop caring if they feel they are playing a rigged game, and begin to feel contempt for leaders whose choices make no sense to them
People came on board with high hopes, but feel disabused of those expectations.
People may behave as a team, but the simmering resentments and hopelessness kill off openings for mutual regard, affection and inspiratioin
What’s at stake:
What the agile mood provides
- Safety & Trust
- Reassurance
- Hope & engagement
- Re-engagement