Becoming a Brain Scientist

 

                              

The difference between success and failure is execution. Many people do not take control of their lives because they do not execute on their intuition to ignite change.

So, How did I make the transition from eternal pessimist to brain scientist?

1. I learned the art of deconstruction
2. I developed an understanding of Behavioral Economics
3. I learned to connect numerical reason to map results

Chapter Two
The second chapter of my book Don't Forget to Remember is entitled Deconstruction.

Traditional methods of psychological research may require that we look at painful experiences and seek to understand the provocation of pain. That's also a total bummer.

Why not reflect upon what we've done well, revisit the dopamine we've acquired from that experience and use the positive vibration to drive our motivation?
  
The Why Behind The What 
An essential part of the creative design process is understanding WHY people are motivated. Behavioral Economics will explain the rivalry between the right and left brain with an appreciation for balance. We tend to bucket personalities as Type A (linear) or Type B (creative); one being logical the other weird. The thinking that you are either programmed or disorganized.

We are culturally programmed to stay in our assigned bucket. Which is why movies where the straight-laced guy takes off his tie to put on a Rolling Stones T-Shirt are so popular. We also love to see the story of the guy who sobers up and finds somebody to love.

The Math     
People take action based in evidence. In this age of Big Data, people are far less likely to take risks. Proof is no longer an end game but a precursor.

Here's how it works:

Mission: Create an employee value proposition that makes hiring and retaining elite talent an inarguable foregone conclusion.

Behavioral Theory: People don't buy what you do they buy why you do it!

Analytic:
1. It costs roughly $75k for a company to hire, train and retain a minimum wage employee.
2. Employees turn down job offers and or leave companies for 12 reasons.
3. Create a cultural model that bolsters:

  • Transparency
  • Trust
  • Social Promotion (without filters)
  • A clear path to promotion based in equal parts on quantifiable soft skill development and direct-to-position performance metrics.

End Game: 
1. Eliminate recruiting all together
2. Save the company $7,500,000 annually
3. Develop an outstanding culture

See.... Becoming a brain scientist is so easy!

Dave

Originally posted on Dave's Weekly Thought blog.

 

 

 

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