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The Neuroscience

of Success

Companies that can teach their workforces how to manage stress better than their rivals will achieve a significant competitive advantage. [It's] what makes the Neuroscience of Success so compelling.

Eric Severson

former Global Vice President of Human Resources at The GAP

THE #1 FACTOR IN SUCCESS

· Companies that achieve high employee engagement outperform their competition across all business metrics.

· Those in the top half of employ engagement nearly double their odds of success compared with those in the bottom half (Gallup, 2016). Those at the 99^th percentile have four times the success rate of those at the first percentile (Gallup, 2016).

· The Effect of Engagement on Sales: Business units that measure high in employee engagement generate 20% more in sales and are 21% more profitable than business units who measure low in engagement (Gallup, 2016).

· The Effect on Job Satisfaction and Retention: Employee satisfaction is directly linked to employee engagement (Bin Shmailan, 2016) and employee retention increases as employee engagement increases (Lado and Wilson, 1994).

WHY EMPLOYEES DISENGAGE

· Only 24 percent of 568 managers surveyed by the Harvard Business Review considered most of their employees highly engaged (HBR, 2013).

· Why? It's stress. Stress and disengagement are highly correlated. Nearly 60 percent of employees in high stress business units are disengaged (Willis Towers Watson, 2014).Business units with disengaged employees suffer 31 percent more turnover (Harter, 2006).

· For a business to succeed fully, it must sustain employee engagement, and to sustain employee engagement it must resolve the problem of stress.

THE SOLUTION TO THE PROBLEM

· In the last ten years, neuroscience has identified a solution to stress to goes far beyond conventional stress management (HBR, 2012).

· The solution relates to our capacity to literally rewire our brain’s default from one that reacts stressfully to one that generates the calm, creativity and optimism that predicts success (Davidson, 2003).

· The scientific term for this change is positive neuroplasticity and it is achieved through a fundamental shift in mindset that the Neuroscience of Success training facilitates. (Goewey, 2015)

THE RESULTS WE'VE ACHIEVED

Change in Stress Level

Initial decrease in stress

40%

Applying what I learned has made me more effective in:

Lowering my stress level	93%
Increasing the quality of my work	71%
Increasing my productivity	66%
Increasing my level of creativity	65%
Increasing job satisfaction	60%

The training has increased my effectiveness in:

Work relationships	77%
Personal relationships	79%
Increasing my health and well being	83%
Balancing life and work	70%

Quality and Impact of Training

Overall Rating

(scale: 0=Poor to 5=Excellent)

4.6

Recommend the training to other

98%

Period: 2009-2016. Demographic: Technology engineers; Banking executives and managers; Attorneys; Senior executives, mid-managers, and sales account managers in technology; Construction engineers, foremen, and superintendents; Hospice nurses; University students: Ages 20 to 66; Setting: Large, high pressure corporations, governmental agencies, health care providers, and academic institutions.