Research in the neuroscience of leadership has provided our leadership development and process facilitation coaches with tools and techniques to develop individual leadership behavior skills, enhance the ability of an individual to bring about effective behavioral change in others for whom he or she is responsible, and for driving behavioral change in an organization. Being able to effectively assist subordinates to think better -- to solve their own issues or concerns -- rather than telling them what to do, begins with the individual understanding the importance of learning to ask the right questions.
Coupled with change theory, learning theory, systems theory and positive psychology, the leadership development coaches use models and approaches consistent with the neuroscience of leadership to bring about leadership development consistent with the effective practice of management. Over the course of the program, the leadership development coaches use one-on-one sessions, workshops, experiential exercises (including observing and filming meetings within the MBA consulting projects), and other learning opportunities to leave problem behaviors in the past while focusing on individual strengths and on identifying and creating new, more beneficial behaviors. In this way, the coaches shape these dominant pathways in the brain through solution and goals focused questioning rather than through “advice giving.”
This "brain-based approach" better facilitates self-insight with the objective of developing a unique set of leadership skills in each student -- all based on concepts provided by the neuroscience of leadership. Consider, for example, the important behavioral characteristics necessary to most effectively teach or coach another person to ride a bicycle (as opposed to attempting to tell them how to ride it).