In this webinar, Margie Meacham, CEO of Learningtogo and a neuroscience expert, will show you how to create a training program that promotes psychological safety and uses neuroscience to create a workplace culture where people flourish, connect, and perform at their best.

1. HOW TO APPLY THE
CONCEPTS OF
NEUROSCIENCE TO
CREATE A THRIVING
LEARNING CULTURE
MARCH 9, 2023, AT 9:30 AM PT,
12:30 PM ET, 5:30 PM GMT

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4. HOW TO APPLY THE
CONCEPTS OF
NEUROSCIENCE TO
CREATE A THRIVING
LEARNING CULTURE

5. Founder and Chief Freedom
Officer at LearningToGo
Margie Meacham
/in/margiemeacham/
learningtogo.info/
Margie@LearningtoGo.info

6. Learningtogo
Where neuroscience meets AI to accelerate learning and drive performance
Learning experience
designed and delivered
the way your brain
wants to learn
AI-driven chatbots for
personalized training,
onboarding, practice and
performance support
Customized learning
evidence-based learning
strategies that are scalable in
today’s hybrid environment
“Home of the
Brainybot™”
Learningtogo.info

7. Learningtogo.info
Stay tuned for the drawing to
win a copy of Margie’s book.

8. Learning Objectives
In this session, you will learn:
Learningtogo.info
✓ Tips for establishing a psychologically secure
environment for performance reviews and coaching
sessions
✓ Blended Learning strategies for increasing employee
engagement
✓ Advice on how to produce material that is simple to
understand and retain

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Your brain is constantly asking,
“Do I feel safe?”

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How does your brain respond
when you don’t feel safe?

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FIGHT?
FLEE?
HIDE?

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How do
employees
show a
fight
response?

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How do
employees
flee?

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How do
employees
hide?

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The average cost of a single
resignation is now
approximately $11,372 per
employee.*
*Source: Predictive Index 2022

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*Source: The Conference Board, 2022

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WHY is this happening?

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• Uncertainty
• Workload
• Toxic environment
• Lack of opportunity/recognition
• Returning to the workplace

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WHAT can you do about it?

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David Rock’s SCARF Model of
Psychological Safety

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Status
• It’s not about titles or promotions
• What are some ways to give
employees a feeling of status?

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Boosting Status
• Ask for their input – and use it!
• Recognize experience and expertise
• Include them in key meetings and
updates

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Certainty
• It’s a crazy, disruptive world?
• How can you provide certainty
where there is little or none?

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Supporting Certainty
Be honest and explicit about what you
know will happen, what you think will
happen, and what might happen (good
or bad).

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Autonomy
In an attempt to “return to normal,”
many companies are cutting back on
flexible schedules and work from
home arrangements.

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Autonomy
If you’re leading a team in one of those
companies, what can you do?

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Autonomy is a Mindset
• Help employees see all the ways they can
control how they work, when they work,
and what they work on.
• Allow at least one work from home day a
week.
• Encourage no meeting days.

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Relatedness
Working from home is no panacea. Many
remote workers report feeling “lost,”
“disconnected,” or “forgotten.” How can you
show all employees that you see them?

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Fostering Relatedness
• Just talk to them - about anything but work.
• Encourage teamwork whenever possible. Avoid lone
assignments.
• Stop cliques from forming – mix up partnerships
regularly.
• Show how all work connects to a common goal.

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Fairness
One of the greatest causes of quitting or silent
quitting is a sense that the boss plays
favorites. How does that make you feel when
you experience it? What can we do about it?

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Demonstrating Fairness
• Ask individuals if they believe you have a
fair workplace. Explore reasons why/why
not.
• Make all performance and pay reviews
transparent.

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• Establish a coaching process – and follow it.
• Conduct regular “Stay Interviews” and skip
level meetings
• Personalize recognition
• Manage cognitive load with technology
And More …

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Examples

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Coaching Process
Before After
“My manager only meets with me when
something is wrong.”
“Recognition seems random and focused on the
same few folks over can again.”
“My manager has never discussed my personal
career goals or offered to help me plan for the
future.”
“I always know where I stand with my manager.
We meet weekly, so my annual review is never a
surprise.”
“My manager understands my value to the team
and often mentions my contributions.”
“I understand how to advance in my career, and I
know what resources I can use to get there.”

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Stay Interview
Before After
“I had no idea she was so unhappy. We just lost
one of our top performers.”
“We invest a lot of time and money in
onboarding new people in this role, only to lose
them as soon as their time in job is up and they
can post to other positions.”
“We don’t have a good pipeline of future
leaders.”
“At least once a quarter I conduct a ‘stay’
interview with each member of my team. I want
to know what it will take to motivate them to
stay, and what could happen them would make
them want to leave.”
“I love attending skip level meetings with my
boss’ manager. It helps me connect the dots
between my role and the strategic plans of the
business.”

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Personalized Recognition
Before After
“My manager always makes a big show of
recognition in front of the entire team, but I’m
really much happier to receive a simple
compliment from on a personal level.”
“My team gives out a lot of silly toys and food
items as recognition. Quite honestly, I wish
they’d save that money and just increase my
salary.”
“My manager surprised me with a gift certificate
to my favorite restaurant. No one has ever done
something like that for me before.”
“The first thing my manager asked me was what
I like about my job and what I didn’t like. The
next week, we sat down together and
restructured my routine to help me do the things
that I’m best at.”

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Manage Cognitive Load
Before After
“I start my day in a meeting and they just keep
coming, one after another. I’m lucky if I get a
free half hour in an eight-hour day. When the
meetings are finally done, I have a long to-do list
and no time to do them.”
“Our leaders don’t understand how long it takes
to do our work. They constantly overcommit
before checking with us.”
“I love “No Meeting Fridays!” It gives us all
chance to catch our breath and get things done.”
“We’ve started communicating on message
boards and shared documents. It’s made a big
difference because we’ve been able to eliminate
about a third of our meetings and made us more
productive.”

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Questions?

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Resources
5 Ways to Ensure Remote Team Members Feel Included In A Hybrid Work Model
The Texas A&M Professor Who Predicted ‘The Great Resignation’
From the Great Resignation to the Great Reskilling: Insight on What’s Next for the Great Resigners
10 Ways to Improve Employee Retention
Psychological safety and employee monitoring
Revenge Procrastination
Retain Staff with Stay Interviews
The Neuroscience of Organizational Trust and Business Performance
Is Perception Really Reality?
The Great Resignation: What Cognitive Science Can Help You Do About It
Can a Wiki Be an Antidote to Zoom Fatigue?
Future of the Workforce
Want to Change Behavior? Give Learners a Nudge
Artificial Intelligence in Talent Development

42. Learningtogo.info
Drawing for the free book!
Best selling
independent non-
fiction book on
Amazon five years in a
row!

43. Margie Meacham
Margie@learningtogo.info
@margiemeacham
https://learningtogo.info
https://www.linkedin.com/in/margiemeacham/

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Thank You!