I’m a girl. And I drive a car. And when I first learnt to drive (34 years ago in the age of the manual car) my father insisted on teaching me about how the car works. I learned how to check and change the oil, how to change the fan-belt, how to change a tire, how to jump start the car, how to let it warm up in the winter before driving off (who remembers the endless pumping of the clutch), and of course how to drive a manual vs automatic car. He taught me how to listen for signs of diminishing performance – noises that weren’t quite right – so that I could employ early intervention.
My father’s theory was that if I know how a car basically worked, I could get myself out of trouble, and prevent costly car failure – costly in terms of down time and money.
It’s easy to drive a car from A to B, but if it does break down, and you don’t understand how it works, you can’t fix it. You need extra help, and that can be costly. Even more so, a limited working knowledge means that you may not notice when the car is showing signs of reduced performance – or more likely you will ignore it until too late because you are too busy and just know know what to pay attention to. You need to know what’s under the hood to get the best from your car. And if you do, you can help your friends with their cars too.
It’s the same with the human brain.
A working knowledge of how the human brain work will help you identify when performance is reducing so you can intervene before it is too late, or you can remove any program interference. In other words, you can work WITH humanness, not against it.
And when you understand the human brain, you begin to understand human motivation.
Savvy Leaders understand how the human brain works, and consequently what drives human motivation.
What breakdowns are occurring in your own brain, or the brains of your team or organisation? What new knowledge would be useful in preventing or fixing those breakdowns? Tell me on Facebook, and let’s start getting you that knowledge!