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A New Way to Achieve Corporate Training Objective's
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FIB Corporate Training Programs develop Talents for your Organization. At a time when companies are challenged by increasing business complexity, the best corporate training programs offer a range of organizational benefits from leadership development to management skills training.
The key element in any successful organization is that it has a defined goal to meet and the way to achieve this. In short, it has a plan of corporate objectives in which every department and person knows what to do and how to do it.
The definition of the general objectives to complement the vision and mission of the business is important, because defining the general and specific goals to be met constitutes the only way to materialize the forward projection in a feasible, realistic and effective strategic plan.
However, regardless of having a previous planning design that states the objectives in an abstract way, in many instances they cannot be materialized and the desired results are not obtained.
The purpose of this paper is to offer a different concept approach of a corporate objective by turning it into what we call a neuro-objective, aimed at generating the appropriate behavior in the workers to achieve and materialize such goals'
In the specialized literature, an objective is defined as “a result to be attained” (Byars, 1984); or as “the goals toward which the behavior of an organization is heading for” (Duncan, 1975; Glueck, 198O); or as “a measure of efficiency of the process of conversion of resources” (Ansoff, 1976).
It is interesting to find in these definitions concepts like desires, behaviors, acceptance, motivation and actions, which are all based on highly complex mechanisms and processes distinctive of the most important organ in a human being: the brain. Among these processes, we can mention attention, perception and memory.
The resulting interpretation is an internal representation of the outside world which we will call content -following the principles of coaching (5), and which will be conditioned by a set of mental constructs in the form of beliefs, arguments, judgements, values and memories stored during the life of an individual, that constitute the image or concept in terms of meanings and values of that content, which we will call context (5). In other words, the content (the real world) is manifested through its context (its interpretation).
Therefore, corporate objectives, as part of the real corporate world in which the workers perform, will be interpreted through complex mechanisms based on well-differentiated structures in the human brain, from the sense organs through the amygdala, the thalamus, the hippocampus and the pre-front cortex (6). The perceptual process is responsible for assigning meanings to the stimuli captured, as these meanings are specific, unique and different in every human being, that is, one same corporate objective (content) will be interpreted as a plurality of resulting contexts.
If the resulting interpretation of a corporate objective (context) by the worker implies a gain, for it brings him/her closer to the ideal desired state, then the objective will become an inspiration for the worker and will generate emotional responses to activate behaviors appropriate to the results to be drawn. If, on the contrary, the resulting context is classified as prejudicial to the worker in terms of losses, deviations or delays in reaching the ideal desired state, then it will create behaviors of rejection, reflected in apathy, procrastination or discouragement towards the corporate objective.
All this indicates that one of the greatest challenges for any business is to make its objectives be perceived by every worker as satisfiers of their needs and generators of rewards. This will reinforce the activation of the expected behaviors in the workers to fulfill the objectives, namely, commitment, motivation and creativity.
The brain’s reward system is mainly integrated by the accumbens nucleus and the hypothalamus, and it is part of the limbic system, related to the processing of emotions (7). When the reward system is activated, the brain releases dopamine, thus creating a warm feeling and the emotional structures work faster and activate a micro-representation of the reward which, in turn, stimulate volitional behaviors toward the fulfillment of the corporate objective. In other words, the brain of the worker thinks as follows
When designing a neuro-objective, special attention is paid to the factors that will enable the workers to make risk assessments of the corporate objectives, namely:
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a) Moving out of the comfort zone.
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b) Change of habits or behavior.
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c) Work overtime.
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d) Extra-consumption of energy.
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