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Leading people through their skills alone, with the main emphasis being on getting the task done, has been recognised as an ineffective approach to gaining high performance from people, and is a sure fire way to management ‘burn-out’.


Employees need to have a sense of belonging, as well as being recognised for who they are, not just for what they do. Over the last 10 years some ‘switched on’ organisations have recognised that by focusing on the person as opposed to the task, equates to increased productivity and business motivation.


More importantly, it makes the leaders/managers job a lot easier, as constantly directing people, answering their questions, monitoring and controlling them, is ‘hard work’ (and that’s aside from those leaders doing their own day jobs)!

This ‘hard work’ is self-inflicted as people who are constantly monitored and directed, will not take ownership of; their roles, their decisions, their prioritising, or express any creativity.


This equates to people just coming to work to do a job and getting through the day, as opposed to coming to work to be part of the whole strategy, and therefore feeling a sense of belonging.


So how do we identify the right approach to take with individuals? Until recently this has been quite difficult to do and has been frequently misunderstood!


Are we talking about their personalities? their personal motivation? their emotions? or their needs?


Although all play a part, they are not drivers of performance, even when somebody is in positive mode it does not automatically translate that they will perform at a high level for you! All of these elements can of course impact on performance if in a negative mode, but they are not, and should not be our focus in business…


The key drivers of performance are BEHAVIOURS! You can have all the skills needed, you can ‘want’ to use them, but if your behaviours are not aligned, then it won’t happen to the level that organisations expect and require.




Fortunately, we can now through the rapid advancements in Neuroscience and brainmapping, pinpoint and measure these behaviours in leaders and individuals alike. We use the tool PRISM Brainmapping to do this. It measures 22 areas of behaviours, and has been validated at 99.5% accuracy, it cannot be falsified in terms of individuals trying to create a different impression of themselves, as the system is designed to identify any falsifying of behaviours and check it.


This makes it the perfect tool for measuring the probability of a person delivering in a role. Most importantly from a leadership perspective, it enables managers to recognise the needs of individuals and adjust their leadership styles accordingly.




All individuals who are leading/managing teams, (however large or small). For leaders who want to understand their leadership styles, and who want to learn how to flex their styles with different people, and in different situations.


For further information on NeuroLeadership please email us at:

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