6peas marketing & engagement

15/07/2025

💡 Founders like Jo from Handle My Complaints are changing the game.
Dynamic, values-driven, and laser-focused on impact—Jo Ucukalo GAICD | LinkedIn is another founder from the program who is leading the charge to take customer advocacy and brand accountability to a whole new level with her business Handle My Complaint: Overview | LinkedIn
In fast-moving, founder-led businesses juggling many roles is just part of the “game” but having an independent team of advisors at your beck and call is something else – and Plus is exceeding all expectations.
📈 To grow faster, attract investors, and win trust in new markets, founders need to:
✅ Mature marketing at the same pace as product development
✅ Sharpen messaging with clear value, not just features
✅ Align brand story with buyer psychology and category leadership
✅ Build strategic visibility, not just hustle-based traction
Working with founders like Jo Ucukalo GAICD | LinkedIn is a privilege—because they’re not just building companies; they’re reshaping industries with courage and clarity.
🚀 First movers don’t just need capital.
They need the right advisory, marketing maturity, and neuroscience-informed strategy to scale with purpose and precision.
Proud to be supporting these next-gen leaders as they grow.
Gratitude to my fellow Advisors and Ignite Mentors Penny Ellenger Louise Broekman Ian Gilbert Jan Easton Linda Ginger David Nash Roger Phare Dale Cook (FABC) Jane Beaumont Chris Burnett Mark Cranny Kim Giliam Mary Goodwin FABC Costello Angie Hammond Georgia Henry GAICD Paul MacRae Stuart M. Gavan S. Porter. Rebecca Ramsay Paul Rickard and many others championing our founders and SME businesses.

08/07/2025

🧠 Neuromarketing + Neurosales = Sales Acceleration for Founders
When founders hit growth roadblocks, it’s rarely due to a lack of effort—it’s usually a messaging, decision-making, or strategy gap. That’s where neuroscience-informed marketing and sales comes in.
At People Plus Science, we use neuromarketing to support founders and sales teams to:
✅ Understand why messages miss or convert
✅ Identify where buying friction lives in the customer brain
✅ Refine positioning to tap into trust, urgency, and emotional decision drivers
✅ Design sales strategies that accelerate—not just attract—action
💬 And we’re proud to be doing this alongside amazing founders like (1) Tara Jacobsen | LinkedIn from Groei Education : Posts | LinkedIn. Just one of this year’s Ignite Foundation Businesses who are kicking goals.
Advisory Board and Mentors can work with founders and teams early by;
🌱 Supporting founders early closes small gaps before they become costly ones.
🌟 Helping teams speak with confidence and clarity accelerates growth.
👏 And the impact of our QLD founders? It’s inspiring. Smart, purposeful, and reshaping the future—one bold step at a time.
Let’s keep giving our the science, support, and strategy to thrive.

Gratitude to my fellow Advisors and Ignite Mentors Penny Ellenger Louise Broekman Ian Gilbert Jan Easton Linda Ginger David Nash Roger Phare Dale Cook (FABC) Jane Beaumont Chris Burnett Mark Cranny Kim Giliam Mary Goodwin FABC Costello Angie Hammond Georgia Henry GAICD Paul MacRae Stuart M. Gavan S. Porter. Rebecca Ramsay Paul Rickard and many others championing our founders and SME businesses.

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30/06/2025

🚀 Why Neuroscience + Customer Personas + Journey Mapping = Smarter IT Development

When IT teams collaborate with marketers, behavioural scientists, and advisory boards—magic happens.✨

And that is what happened when I met with Barney Wimbush | LinkedIn from https://hetty.vet/ during Round 1 of the for Growth Ignite Program.

Using neuroscience to understand how customers perceive value, make decisions, and respond to digital interactions is no longer a "nice to have"—it's a strategy for accelerated growth and competitive advantage.

🔍 Pair this with evidence-based customer personas and journey maps, and you unlock:
✅ Product and feature prioritisation aligned with real emotional and cognitive needs
✅ Messaging that’s sticky because it speaks to how brains actually process risk, trust, and motivation
✅ Communications that resonate across diverse channels and lifecycle stages

This approach isn’t just about empathy—it’s about efficiency, clarity, and conversion.

If you want to move from assumption to advantage in your tech and product strategy—start with the brain, and build with the customer. 🧠

💡 A big shoutout to the Advance Queensland Ignite+ Commercialisation Program and all involved. It’s an exciting government-backed initiative that helps Queensland startups fast-track the launch and growth of their innovative products through expert mentoring, strategy labs, and powerful industry connections.

Gratitude to fellow mentors Ellenger Broekman Gilbert Ginger Nash Phare Cook (FABC) Beaumont Burnett Cranny Giliam Goodwin FABC costello Hammond Henry GAICD MacRae M. S. Porter. Ramsay Rickard and many others championing our founders and SME businesses.

29/06/2025

🧠 Why do even the smartest leaders make poor decisions?
Because psychological safety isn’t just a “nice to have”—it’s a neurological advantage.

We’re proud to launch the Boardroom Psychological Safety Index at the Conference, kicking off with the Neuroscience of Decision Making.

Superheroes in governance aren’t just “doing more with less.”
They’re speaking up.
Challenging norms.
And creating safer spaces to think clearly—even under pressure.

Book your attendance here: https://betterboards.net/conference/attendance

🎯 Join us July 25–26 to discover how reducing cognitive load leads to better board decisions, more innovation, and stronger accountability.

15/06/2025

New Article: Why CEOs and Directors Can’t Afford to Miss the Lessons from the Gibson Conviction
Intentions don’t equal impact. The conviction of former Port of Auckland CEO Tony Gibson underlines how critical it is for leaders to do more than delegate when it comes to workplace safety.
Our latest blog explores:
• What due diligence really means post-Gibson
• How cognitive biases impact executive oversight
• Stats from the Psychological Safety Index 2025
• 5 things every leader must do now
This is essential reading for every board director and CEO who wants to lead with accountability and protect their people.
👉 Read it now: Landmark CEO Conviction puts CEOs and Directors on Notice | People + Science

09/06/2025

The Business Case for Psychological Safety
📊 Psychological safety isn’t just about well-being—it’s a bottom-line issue.

A QLD manufacturing company saw a 22% productivity increase and 40-60% risk reduction in just 5 months by prioritizing psychological safety & accountability.

📉 The risks of ignoring psychosocial hazards?
🔴 Higher absenteeism & turnover
🔴 Increased conflict & burnout
🔴 Declining productivity & engagement

📈 The business benefits of addressing them?
✅ Stronger leadership & communication
✅ Higher performance & job satisfaction
✅ More innovation & problem-solving

Leaders, what’s your company doing to ensure a high-performance, psychologically safe workplace? Let’s discuss. ⬇️

Want more: read the case study here: https://peopleplusscience.com/from-high-risk-to-high-performance-a-case-study/

A case study on how a high risk environment can increase productivity in 5 months with a focus on psychological safety and a positive work environment.

03/04/2025

Emotional Granularity – The Future of Leadership Intelligence
High-performing teams don’t just know their goals; they know their emotions.

A leader who can distinguish between:
❌ “I’m frustrated” vs. “I’m feeling unheard”
❌ “I’m overwhelmed” vs. “I need clearer priorities”
❌ “I’m excited” vs. “I feel pressured to perform”

… is a leader who can course-correct before emotions derail ex*****on.

Harvard research shows that leaders with greater emotional granularity handle stress better, build stronger teams, and make better strategic decisions.

Boards measure financial capital. Great leaders measure emotional capital. What are you tracking?

27/03/2025

Why CEOs Need a "Mood Dashboard" for Their People

What if you had real-time data on the emotional climate of your workforce—just like you track financial KPIs?

➡️ Imagine knowing that a team was operating under high cognitive strain before pushing a major deadline.
➡️ Imagine recognizing burnout risk before attrition spikes.
➡️ Imagine walking into a boardroom where defensiveness is influencing risk tolerance.

CEOs who invest in emotional capital create businesses that adapt faster, retain talent longer, and lead with clarity.

What’s stopping your organization from tracking the emotions shaping its future?

20/03/2025

Your Board’s Greatest Risk? Emotional Blind Spots
Decisions at the board level shape millions in investment, strategy, and people impact. But how often are those decisions influenced by misinterpreted emotions?

🔹 When frustration is mistaken for disinterest
🔹 When hesitation is confused with incompetence
🔹 When enthusiasm is misread as arrogance

Emotional granularity matters. It allows leaders to separate emotional bias from fact, ensuring clearer risk assessment, stronger leadership cohesion, and better governance.

The best boards don’t just assess financial risks. They assess emotional blind spots. Is your board one of them?

07/03/2025

The Leadership Blind Spot – Ignoring Emotional Capital

What if I told you that the emotions people bring to work or board meetings are shaping every decision, every risk assessment, and every collaboration?

Most leaders measure financial capital, human capital, and intellectual capital—but how often do we measure emotional capital?

Emotional capital isn’t about "soft skills"; it’s about business outcomes. When people lack emotional granularity—the ability to accurately identify and regulate emotions—they make poorer decisions, react defensively, and misread risks.

Imagine a boardroom where frustration is misread as indifference, or a team where exhaustion is mistaken for disengagement. What’s the cost of these misjudgments?

Forward-thinking leaders are integrating emotional granularity into their strategic toolkit. Are you?

03/03/2025

People Plus Science = Healthy High Performing Teams

From High Risk to High Performance – A Leadership Success Story

🚀 22% Productivity Boost. 40-60% Reduction in Psychosocial Risks. 99.9% On-Time Delivery.

A Queensland manufacturing company with 180+ employees transformed its workplace culture in just 5 months—shifting from high-risk to high-performance using a neuroscience-based approach to psychological safety and accountability.

What changed?
🔹 A focus on a speak up culture and a variety of "listening posts"
🔹 Leadership focused on clear communication & structured accountability
🔹 A consultative approach identified key psychosocial hazards
🔹 Behavioral nudges and habit formation techniques drove sustainable change

Lesson for Leaders: Addressing psychosocial risks isn’t just about compliance—it’s about unlocking productivity, engagement, and trust.

👉 How are you fostering psychological safety in your workplace? Without psychological safety what are you exposed to?

Read the case study: https://peopleplusscience.com/from-high-risk-to-high-performance-a-case-study/

A case study on how a high risk environment can increase productivity in 5 months with a focus on psychological safety and a positive work environment.

02/03/2025

Compliance Risk Performance (and what's right)

The Work Health and Safety (Sexual Harassment) Amendment Regulation 2024 (Qld) – From 1 March 2025, the Work Health and Safety (Sexual Harassment) Amendment Regulation 2024 (Qld) (WHS Regulation) will come into effect. This regulation strengthens existing workplace health and safety laws,

What Leaders Need to Know

Checklist:
✅ Conduct a risk assessment identifying potential sexual harassment risks in the workplace
✅ Consider workplace culture, structure, and reporting hierarchies as potential risk factors
✅ Develop a written Prevention Plan outlining risks, controls, and response procedures
✅ Ensure the Prevention Plan is accessible, clear, and regularly updated
✅ Provide regular training and awareness on sexual harassment prevention
✅ Establish and promote safe reporting mechanisms for workers
✅ Review risk assessments and update measures after any reported incidents
✅ Engage with Health and Safety Representatives (HSRs) and Health and Safety Committees (HSCs)

Need some help: Download the Toolkit to help:

Download our free Leaders Toolkit to meet the new Qld WHS laws. Deadline March 1, 2025