Synaptic Potential

At Synaptic Potential, we're fascinated by one simple truth: when we align work with how our brains naturally function, extraordinary things happen. Our clients are discovering that brain science isn't just theory – it's transforming their daily reality. They're building stronger teams, sparking breakthrough ideas, and achieving more while feeling energized rather than exhausted. Want to see what's possible when neuroscience meets your team's potential? Connect with forward-thinking leaders who are already putting neuroscience to work. You'll be joining a community that gets it: when we understand the brain, we unlock breakthrough performance. Grab our Neuroscience Toolkit for High-Performing Teams. Inside, you'll find practical tools shaped by the latest brain research, including: ?? Nano Book: The Future of Work ?? Mental Health Management Guide ?? 7-Point Priority Plan ?? 5 Employee Engagement Tips ?? Exclusive Chapter from Amy's book: 'Engaged' https://lnkd.in/gRibjigx

Case Study: Transforming Feedback Culture Using Neuroscience ?? "We have all the right tools, but feedback still feels like a chore." Sound familiar? Our latest client success story reveals how we helped a leading organisation move beyond traditional feedback frameworks to create lasting cultural change. Key Insights: ? Why having the right tools isn't enough ? How to align feedback with brain-friendly principles ? The critical role of psychological safety ? Practical steps for measuring cultural transformation The results? ??Increased voluntary requests for feedback ??Higher quality conversations ??Improved trust across teams ??Better alignment between individual and business performance Discover the brain-based approach that made the difference: https://lnkd.in/en9zTqHU Want to explore how we can help transform your organisation's feedback culture? Contact us to learn more.

The Practical Side of Feedback—Building a System That Works (Post 4/5) How can feedback evolve from routine to truly impactful? Here’s how we transformed it into a system that resonates across our teams. ?? 1. Brain Network Specific Interventions First, we took a closer look at our training. While it worked, we saw ways to go deeper. What kind of culture were we aiming for? We leveraged insights into how the brain responds to feedback and focused on key principles: Targeted observations Curious questions Actionable reflections To embed this culture, we created short, impactful videos with leaders who exemplify our feedback values, demonstrating what great feedback looks like in real life. 2. The Neglected Network Interventions Feedback happens in real time, in the heat of the moment. So, we introduced tools like: System-driven feedback reminders Pop-ups to nudge at key times “Feedback champions” to lead team reflections at critical project stages 3. Building New Habits Habit-building is essential. Even small changes, like giving praise more freely, can boost trust and make feedback positive. Targeted workshops and lunch-and-learns, led by senior leaders modeling these practices, brought the process to life. 4. Understanding the Science We added a neuroscience angle, deconstructing feedback to help our teams understand what’s happening in the brain. With this insight, we learned how to give feedback that minimizes defensiveness and discomfort. Metrics for Success To measure progress, we tracked: Increase in feedback requests Quality of feedback given Greater alignment with personal and business goals A rise in trust and psychological safety Our goal wasn’t a perfect system but a culture of continuous growth where feedback is second nature. Curious about our final steps? Connect with us to continue the conversation! ??

Recently wrapped up a fantastic keynote for a diverse group of professionals, from emerging leaders to seasoned experts. We moved away from technical details, which sparked new ways of thinking and interaction. The most rewarding part? Watching the lively dialogue that unfolded between different generations and roles—it was a great reminder of what happens when you create space for meaningful conversation. Oh, and the Swedish meatballs? Definitely better than Ikea's! At Synaptic Potential, we know that when you combine neuroscience with a space for open discussion, powerful insights emerge. Looking to bring fresh perspectives and dynamic conversations to your organisation? Book Amy Brann for your next keynote, and watch your team think and work differently!

???????? 3 ???? 5 - ?????????????? ?????????????? ?????? ???????????????????????????? ???????????? ????????????, ????'???? ???????????????? ?????? ???????????? ?????????? ???? ???????????????? ??????????????.?????????'?? ???????? ?????????????????? ????.... Feedback. It's one of those words that can elicit a groan. In many organisations, feedback has become synonymous with criticism, leading to discomfort, avoidance, and, ultimately, a lack of real progress. So, when our client asked for help building a feedback culture, we knew we needed to do something different. ?????? ?????? ??????????????? ???????????????? ??????’?? ????????????—?????? ?????? ????’?? ?????????????????? ????. This wasn't just about introducing new systems or rolling out more training. We recognised early on that what this organisation needed was a behaviour change. Feedback had gained a bad reputation for various reasons: it often felt like criticism, it took time, and, in some cases, it simply wasn’t delivered well. Our first task? Strip away the negativity and build new, healthy habits around feedback. So, how do you reframe feedback? ?? ???????? ???? ????????????????: The communications around feedback needed to be short, inspiring, and upbeat—not the long, trudgy emails and presentations everyone tries to avoid. ?? ?????????? ???? ?????? ?????????? ??????????????:?We needed to make sure that feedback prompts arrived at the right time, nudging people when they were most likely to reflect and absorb the information. ?? ?????????? ???? ????????????????????:?By boiling down feedback to 1-3 simple questions, we helped reduce overwhelm and gave employees a framework to draw out quality feedback. ?? ???????????????????? ???????????????? ????????????????:?We proposed shifting from the term "feedback" to something like "curiosity questioning" or "observation offering"—anything that helped employees feel less like they were being critiqued and more like they were engaging in a constructive conversation. It’s All About Trust - For feedback to become a regular, informal part of day-to-day interactions, we had to address the root cause: psychological safety. Trust needed to be built at every level so employees felt safe not only giving feedback but receiving it, too. Without that trust, even the best processes would fail to create lasting change. We encouraged the client to engage key groups of influential leaders and employee resource groups early on in the process. Why? These groups often act as "unlockers" or "blockers" of any initiative, and if they weren’t brought on board, they could easily derail the entire project. Ultimately, we wanted to create a pull for feedback—a sense that employees wanted to engage in feedback conversations because they saw the value, not because they were being pushed to follow a system. Curious to see how we helped them shift the feedback culture? ???????? ?????????? ?????? ?????? ???????? ????????.

?? Creating a Thriving Feedback Culture: From Process to Purpose [Part 2/5] When leaders say "we need more feedback," what they often mean is "we need better conversations." Here's a transformation story that might surprise you... The Ask: - Make feedback natural, not forced - Keep high performers engaged - Reduce talent flight risk The Reality Check: ?? Time pressure, client demands, and hierarchy made feedback feel like a checkbox exercise. Our Brain-Smart Insight ?? : Creating more processes wasn't the answer. The key? Building a "pull" rather than "push" culture for feedback. The Transformation Blueprint: ?? * Raise awareness of feedback's role in motivation * Transform feedback from event to habit * Develop brain-friendly feedback skills * Drive measurable performance impact Key Learning: ?? Authentic feedback isn't about perfection—it's about creating psychological safety for growth. Want to know how we made feedback second nature? Stay tuned for Part 3! ? Save this post for reference ?? Share with a leader who needs this ?? What's your biggest feedback challenge? #FeedbackCulture #LeadershipDevelopment #WholeBrainPotential #OrganisationalChange

Series - Part 1 of 5 - Let's Begin! How Do You Embed a Culture of Performance Conversations? Organisations today face a unique challenge: not just implementing processes but bringing them to life. Recently, we worked with a company in this exact situation. They had all the pieces in place—guides, processes, tools for performance conversations—but something crucial was missing: the ‘how.’ They needed a culture where feedback flowed as naturally as daily conversations, beyond formal check-ins. The Challenge? Despite a solid framework, employees weren’t receiving feedback that truly drove improvement. Performance managers, often distant from the teams they evaluated, missed opportunities to provide constructive, meaningful feedback. When feedback did happen, it focused narrowly on outcomes, lacked depth, or didn’t happen at all. Time pressures, lack of courage, and fear of offending played significant roles. Many suspected the root issue was psychological safety, though it hadn’t been formally assessed. Digging Deeper This challenge went beyond process tweaking—it required behaviour change. Performance feedback needed to transcend quarterly reviews or year-end check-ins. Leaders understood trust was key, but employees felt feedback was minimal and unhelpful. The structure discouraged upward feedback, and fear of offending hindered honest discussions. What’s Really Going On? Feedback had become linked to underperformance rather than development. High achievers in the organisation, unaccustomed to failure, struggled to embrace feedback as a growth tool. What the organisation needed was a cultural shift, empowering managers to own performance conversations and create real engagement beyond the box-ticking. The tools were there, but sometimes, they hindered more than helped. Some feedback training was effective, yet other parts clashed with how people naturally learn and connect. The Real Question “What’s stopping us from making feedback a natural part of our culture?” They didn’t need more tools—they needed a streamlined approach to build confidence and normalize these conversations. So, how do you make that shift? By building ‘feedback muscle’—confidence in meaningful conversations—performance feedback can drive real growth. Curious to see how we helped them make this cultural shift? Contact us learn more. #Leadership #Feedback #PerformanceManagement

?? Change can be tricky, but your brain's got this! ?? As brain geeks, we know our brains are wired to both resist and embrace change. The magic happens when you learn to tap into that natural wiring and use it to your advantage. That’s why we’re super excited to introduce... our Change Readiness Quiz! ?? This fun, 5-minute quiz helps you: ?? Spot areas for growth and adaptation ?? Build resilience and flexibility in your organization ?? Tackle future challenges with confidence Backed by neuroscience, this quiz gives you quick insights into your organization’s capacity to thrive through change. Ready to flex those neural muscles? ?? Take the quiz and start your journey to a more adaptable future: ? Take the Change Readiness Quiz: https://lnkd.in/eePgqmhT #Neuroscience #ChangeReadiness #Leadership #OrganizationalDevelopment

Is your organization prepared for change? Whether you're navigating a major transformation or looking to strengthen your team's adaptability, Synaptic Potential is here to help. Change Readiness NQ breaks down essential strategies for leaders with neuroscience-backed insights, showing you what to do (and what to avoid) when guiding your teams through change. Wondering how change-ready your organisation is? Take 5 minutes today to find out your Change Readiness NQ and unlock your potential to thrive in a world that’s constantly evolving. ?? Need the scorecard? Type ‘Score’ in the comments, and we’ll DM you! Feel free to share this with a friend or colleague who could benefit too!

Curious about how the brain really works and how it influences behaviour? Each month, we pose a powerful question to our Synaptic Potential community to spark deeper thinking and uncover fresh insights. This month’s question: ?? What do you truly know about how the brain operates? ?? Why This Matters: Understanding the brain at a deeper level can revolutionize your approach to leadership and team dynamics. Want to explore this topic further with us? ?? Become a Subscriber to receive: Monthly thought-provoking questions Reflections and research-based insights Bonus resources to elevate your people strategies ?? Join our community! https://lnkd.in/eRMp5Yjx #LeadershipDevelopment #PeopleStrategy #TrainingAndDevelopment #NeuroscienceAtWork