Your Brain at Work Performance management in an AI era
Jan 7, 2026
David Rock, co-founder of the NeuroLeadership Institute and researcher applying brain science to leadership. He explains why performance assessments trigger threat and how to reframe reviews with growth, safety, and accountability. He lays out the six essential performance conversations, goal-setting that sticks, making feedback less threatening, and practical AI uses to amplify coaching and feedback.
AI Snips
Chapters
Transcript
Set Few Sticky Stretch Goals Not Many SMART Targets
- Set no more than three sticky, positively framed goals and prefer stretch goals that push capability.
- David Rock argues SMART goals are poor for motivation; memorable, inspiring stretch goals enter the unconscious and boost performance.
Stretch Goals Drive Change By Breaking Schemas
- Business-as-usual goals rarely improve performance; stretch goals do because they break existing schemas.
- David Rock notes stretch goals must be in a workable 'flow zone' — challenging enough to spur change but not terrifying.
Make Asking For Feedback The Organizational Norm
- Build a culture of asking for feedback rather than mandating giving it; teach people to ask specific, timed questions.
- David Rock explains mandating feedback raises threat; asking increases autonomy and yields more usable input.