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This will be done through methods of books, lectures, films, and briefings. This phase will be a 3-day long classroom training that will focus on understating and building knowledge about the make-up of neuroscience and their effects on people’s interactions.Then the training will move into the second phase which is an analytical portion. In second phase, managers will learn about how attitude and behavioral trigger responses in work interaction through means of case study analysis, discussions, work employee assimilation, and role-playing. In these three day-long phase mangers will have an opportunity topractice their knowledge and mindfulness in a set up management and employee interaction in simulations and discussions. In third phase, after mangers have built the knowledge foundation in the field of neuroscience and psychology, they will finish move to the last phase of the training program which will be an experiential phase. This will be the most rigorous and most important phases of the training because it will focus on practicing both attitude and behavior skill through exposure and interaction with different work environments and situations with various employees. This will also be the combination phase where training groups will put those new managers across theFactualAnalytical Experiential10
LEADERSHIPG THORUGH NEUROSCIENCE company in different groups for two weeks. This will require them to implement their new knowledge such as neuroleadership SCARF model and create environment that eliminates fear and promotes innovation, team working projects, problem resolution, adaptation to change and productivity. As well ways to implement exercise, mobility and nutrition that works for the entireteam. MaintainIn order to see greater success and to build on the knowledge and experience, this neuroleadership training must be maintained after managers have gone through the initial program. This will be done through follow-on sustainment training starting with feedback reportsright after managers have went through the course in order provide any recommendation for improvement.Additionally, those managers as well will take an assessment test that will allow the HQ to investigate manager’s performance skills in order to see if they have learned the necessary knowledge to go and function in work place. From there through the year there will be implemented leadership sustainment training at Pepsi University. It will look like this: 1. Evolution of leaders2. Feedback loop from employees 3. Internal managers check inLastly, those managers will get together once a quarter and will have a discussion how their program skills influencing their employees, challenges they face, and present methods that work in their sections to the rest.