Hearing Australia

Mike Brett, the Chief Information Officer at Hearing Australia, faced the challenge of leading a high-performing IT team responsible for multiple complex projects at one of Australia’s most influential research and well-being organisations. The team needed to handle intense deadlines and fast-moving environments while overcoming issues like siloed work, trust barriers, and the pressure to always stay ahead in an ever-evolving technology landscape. Despite their technical expertise, the team struggled with collaboration, open communication, and maintaining well-being under pressure.

“My goal was to create a team that worked as one, but with the complexity of our projects and the constant need for results, fostering a resilient and collaborative mindset was tough.”

Recognising that enhancing collaboration and resilience within the team required a deeper approach, Mike decided to engage in a Neuroscience of Leadership Program. This program focused on developing self-awareness, emotional regulation, and team dynamics by understanding the brain’s role in leadership and performance. Together, we crafted a strategy that centred on supporting individual growth, improving well-being, and fostering a culture of trust and collaboration.

The approach included:

• Neuroscience Insights: We helped the team understand how their brains work and the importance of creating the right mental space to thrive in high-pressure environments.
• Self-awareness and Emotional Regulation: Each team member was coached on emotional resilience and the importance of managing stress to improve personal and team performance.
• Collaboration and Trust-building: The program focused on breaking down silos and building trust, accountability, and open communication within the team.

The Neuroscience of Leadership Program provided the IT team with practical, science-backed tools and frameworks to boost their individual and collective performance:

• Brain-Friendly Leadership Techniques: By focusing on brain health, emotional regulation, and cognitive strategies, team members learned how to maintain clarity and focus, even under high-pressure situations.
• Well-being First Approach: We prioritised the well-being of each individual before tackling team-wide strategies. This included tools like brain breaks, mindfulness exercises, and building awareness of personal stressors to create a foundation of emotional resilience.
• Tailored Growth Plans: Each team member worked on personal growth strategies to develop a curious mindset and increase openness to problem-solving and innovation.
• Team Alignment: Through regular sessions, the team worked on fostering mutual respect, trust, and accountability, which improved their ability to collaborate effectively on complex projects.

The program led to a significant shift in the team’s mindset and overall dynamic. By understanding how their brains worked and how to regulate their emotions, the team members felt more confident, resilient, and connected. They started to trust each other more deeply, communicate more openly, and engage more effectively in collaborative problem-solving.

“The biggest shift was in how we felt about ourselves. Once we were in the right headspace, we were able to trust better, support each other, and handle difficult conversations with more confidence and respect.”

The program not only improved the well-being of individual team members but also had a direct impact on team performance, leading to enhanced collaboration, greater creativity, and an increased capacity to tackle challenging projects without the fear of failure or burnout.