A new study from Scientific American on the neuroscience of communication in birds suggests that when one partner speaks, the other partner’s brain is inhibited from talking over them. This turn-taking prevents the two birds from singing over each other, allowing them to work as one for successful communication. Unfortunately, humans struggle with this skill, especially in the workplace. According to Expert Market,
- Twenty-eight percent of employees cite poor communication as the reason for not delivering work on time.
- Miscommunication costs companies with 100 employees an average of $420,000 per year.
- Eighty-Six percent of corporate executives, educators, and employees cite ineffective communication and poor collaboration as reasons for failures in the workplace.
How can leaders create effective communication between teams? It starts with understanding the neuroscience behind this skill. Below we discuss the latest research on communication and the brain to show the complexities of this process. We also examine some of the top brain-based programs and management tools that can help leaders create effective communication between employees and teams – producing a more motivated and productive workplace culture.
Your Brain on Communication
Similar to the study on the ways birds communicate, research has been conducted on how humans listen and understand each other. One study by Neuroscientist Uri Hasson examined how one person’s brain stories, memories, or ideas were transmitted to another person’s brain. He presented a Ted Talk on the findings called “This is Your Brain on Communication.” By examing MRI scans, Hasson and his team found that the brain responses in the listeners’ brains while hearing the story were coupled to and similar to the brain responses they observed in the speaker’s brain while telling the story. In other words, when the speaker and listener really understood each other, their brain responses became coupled and similar.
What parts of the brain are active during these interactions? The temporal, parietal, and frontal lobes all play roles in the ability to communicate. However, The frontal lobe is significant for cognitive communication skills because of its role in the brain’s executive functions, including organization, planning, thinking, and social behavior. The frontal lobe is also responsible for:
- Speech and language creation: A region in the frontal lobe that helps put thoughts into words.
- Understanding and responding to the feelings of others: The frontal lobe is vital for empathy.
- Reward-seeking behavior and motivation: Most of the brain’s dopamine-sensitive neurons are in the frontal lobe. Dopamine is a chemical that supports feelings of reward and motivation.
Seeing how critical the frontal lobe is in communication, it’s no wonder this area of the brain is the focus of many brain-based leadership training books, workshops, and methods. Below, we list some of the top brain-based programs leaders can use to create better communication within their teams.
Brain-Based Tools Advancing Communication in the Workplace
David Rock, the founder of the NeuroLeadership Institute, developed the SCARF model to help people understand their thoughts and emotions to stay in a higher place of awareness and function. The SCARF model has five domains: Status, Certainty, Autonomy, Relatedness, and Fairness. The model stems out of neuroscience and supports what is happening in the brain. For example, when a person is in a reward (security) state, they tend to operate more from their frontal lobe versus when they feel threatened, the brain shifts to the limbic system where the amygdala (fight, flight, freeze) takes over. In times of stress, people tend to drift to threat and uncertainty. When a person is in this mode, they tend to be more emotional and have a broad array of feelings, often rooted in fear. Leaders can use the SCARF model to help them communicate to allow their employees to feel more secure and ensure what they say does not initiate fear and mistrust. As team members communicate with knowledge of the SCARF model, it can help keep them in their frontal lobe where they are more high performing and confident.
The Wharton Neuroscience Initiative also created a program called Nano Tools for Leaders. Neuroscience research has uncovered specific ways individuals can fine-tune the ability to be heard and make sure others listen and attend to the message. For example, two effective methods for connecting with employees, whether an individual or a team, are making eye contact and mirroring (mimicking the other person’s gestures). These methods lead to synchronized brain waves linked to engagement, learning, and healthy rapport. Brain-based programs can help address communication issues at work. However, before initiating any program or model, leaders need to pinpoint these issues by evaluating employee and team communication skills.
Tools for Evaluating & Elevating Communication Skills
Employees who express themselves clearly and feel listened to tend to be more productive and engaged in work. Expert Market found that workers who feel their voice is heard in the workplace are almost five times more likely to feel empowered to deliver their best work. As a leader, it is essential to evaluate which team members are thriving and struggling with communication. According to the Small Business Chronicle, “Employee communication evaluation can improve your company’s culture and overall performance. These tools provide valuable insights into employee engagement, commitment, and work ethics.” Some tools that may be useful in evaluating communication skills include performance management apps, assessments, and staff surveys.
For example, 15Five has an app and software program that facilitates visibility into problem areas, team goals, employee progress and enables users to share their feedback. Assessment tools like the PIC (Performance, Interpersonal, and Challenges) Report offer an in-depth view of each employee’s projected behavior, including their communication style, at work in connection to their performance and interpersonal behavior. The tool uses team analytics to maximize the talents of employees. According to the Society for Human Resource Management (SHRM), the three most common employee surveys include employee satisfaction surveys, employee culture surveys, and employee engagement surveys.
- Employee opinion and satisfaction surveys measure employee attitudes, views, and perceptions of their organization.
- An employee culture survey measures an employee’s point of view and assesses whether this view aligns with the organization.
- Employee engagement surveys measure employees’ commitment, motivation, purpose, and passion for their work and company.
Remember, evaluating workplace communication is an ongoing process. Successful leaders develop a routine that includes frequent, in-depth discussions about communication performance with employees. These tools and programs will help leaders begin this open-ended method, creating a motivated, productive, and healthy workplace culture.
