In our commercial world commodities that are high in demand and low in supply command great value. Internally, we have a resource that is the basis for engagement, learning, respect, felt empathy and even love. This resource is also under huge demand, internally and externally - we are bombarded minute by waking minute with opportunities to spend this resource, often without our conscious awareness. Yet the high-demand and low-supply ‘rule’ does not apply to this resource, for it remains massively undervalued.

Feedback is a conundrum and a contradiction. It is absolutely necessary for growth, yet it triggers the threat-based pathways in the brain that prevent acquisition and deep learning. Particularly feedback done poorly.

One question alone can help shift a feedback conversation from being awkward to gifting a real opportunity for learning…

Ever wondered why change can be so difficult? Many wonderful change models exist, yet all but a few truly consider the brain and neuroscience. This missing element from change management often explains change success stories, as much as the disasters. If you are a change agent (i.e. a teacher, leader, parent, manager...) ignore the brain at your peril!

Teaching is a complex social activity, and while teacher training prepares teachers well around content expertise and delivery, very little is done to skill teachers in behaviour engagement. Behaviour engagement/management, in what is already a high-stress profession, remains one of the most significant stressors for teachers, yet little has been done systematically to solve the problem.