Embodied cognition looks at how our bodies, surroundings, and physical experiences influence the way we think and learn. In the workplace, this can include everything from movement and office layout to body language, hands-on activities, and the way teams interact.
Key takeaways
- Embodied cognition connects the mind, body, and environment.
- Workplace design and movement can influence focus and collaboration.
- Leaders’ body language can affect team emotions.
- Hands-on learning helps employees apply knowledge in practice.
What Is Embodied Cognition?
Embodied cognition (also called cognitive embodiment) is a theory that is used in a variety of fields, including philosophy, neurosciences, psychology, linguistics, ethology, sociology, and robotics.
In literal terms, the word ‘cognition’ means the mental act of acquiring knowledge, while ’embodied’ means something that happens through the body and in the body.
So, to give you a definition of embodied cognition, that summarizes its key concepts:
Embodied cognition is a theory according to which body and mind work as a unity to make sense of the world and interact with it.
by Dr Valeria Lo Iacono
Because embodied cognition unites the body and the mind, it is a very powerful process and it affects all areas of our lives, including learning, remembering, emotions, language, socialization, and more.
So, to explain in more detail how embodied cognition affects our lives, it is useful to highlight how it shapes our mental experiences, i.e., through the:
- Physical actions we perform
- Actions performed by others around us (in this sense, the social aspect of our lives is a key part of embodied cognition)
- Sensory experiences we have (including through sight, touch, hearing, and movement)
- The way our bodies are made and function (for example, our perception of the world is different from that of a bird, as we are physically different)
- Interaction with the environment through our body, in the way we act, and perceive the world, and the world affects our actions
At this point, you might wonder what the differences are between classic cognitivism (i.e., the theory that tries to explain how the mind processes the information we learn) and embodied cognition.
Without going into too much depth, the main differences are broadly summarized in the table below:
| Key Points | Classic Cognitivism | Embodied Cognition |
| View of the mind | The mind is like a computer, and its processes are based on logic. | The mind forms a unity with the body and it is shaped by how the body is made and how it interacts with the environment. |
| How can we understand cognition (i.e., mental processes) | We can analyze cognition on its own. | We need to analyze the interplay between mind, body, and environment. |
| The mechanism of cognition | Abstract computation and retrieval of information. | Goal-directed actions and creating meaning based on these actions. |
| How we represent the world | Through symbols that act like a code. | Through representations of our physical actions and senses. |
Why Embodied Cognition in the Workplace Is Important
Embodied cognition is important in the workplace because it affects organizational identity (i.e., what is distinctive and most important about an organization) in an employee’s mind.
The way employees perceive and remember the identity of an organization is likely to be shaped not only by what employees are told about a firm but also by their physical experiences (Harquail and Wilcox King, 2010).
The employees’ experiences include the physical and social environment in which they work, such as the colleagues’ actions and body language, the building where people work (e.g., its location, sounds, and light), and how the employee acts in the organization.
These experiences cannot always be expressed in words and are not always conscious, but they are very powerful. Sometimes, they can contradict what the organization tries to communicate through their words and statements and can leave a more lasting and stronger impression, due to their embodied nature.
As a result, because they are so powerful, these experiences can have repercussions on employees’ engagement, wellbeing, loyalty to the company, and cooperation with other team members.
For example, imagine a company that promotes openness, innovation, and collaboration as its organizational identity.
They promote these ideas through company communication channels (such as meetings, social media, newsletters, office boards, etc.). However, the actual experience of its employees is different.
For instance, the employees work in an office that is badly lit, people work in separate units where it is hard to communicate with others, and the body language of managers and employees shows negative emotions, such as frustration or lack of interest.
Over time, these experiences that contradict the company’s official narrative erode the employees’ confidence and sense of commitment, whether consciously or subconsciously.
As a result, the workforce tends to become unhappy and disengaged, and productivity suffers. This is why it is relevant to consider the influence of embodied cognition in the workplace.
Practical Ways to Apply Embodied Cognition in the Workplace
There are many ways in which you can use your understanding of embodied cognition in the workplace to improve the culture of an organization and, as a result, its productivity.
So, let’s find out six uses or applications of embodiment in organizations to improve employees’ wellbeing, engagement, and development, along with some practical examples.
1. Workplace Design
Try to create a workplace environment in which employees can work effectively, and that reflects your company’s values.
You can provide an environment that makes it easy for employees to move and offers enough sensory stimulation, such as office plants and natural light.
For example, you can set up an open-plan office with adaptable furniture so that employees can shift between sitting, standing, working on their own, or collaborating in small groups.
Also, don’t forget to support good posture by providing items such as adjustable desks and ergonomic chairs. If employees sit in an optimal position, they are more likely to stay pain-free and focus better on their tasks.
2. Physical Movement
Encourage employees to take regular breaks and to stretch and move to stimulate the mind. For example, you can schedule regular five-minute stretching breaks.
Another thing you can do is to hold walking or standing meetings, such as a brainstorming session held standing or walking outside, as movement can enhance creativity and cognitive flexibility.
3. Sensory Engagement
As mentioned in point one, it is important to provide employees with a sensory-rich environment (i.e., an environment that stimulates the senses) to foster creativity and clear thinking.
For example, you can introduce natural light, varied textures, and greenery.
In addition, to stimulate problem-solving, you can engage employees with physical role-play or by using objects. For example, a team might use objects to represent steps in a workflow or role-play customer interactions to explore different solutions.
4. Leadership Embodiment
Embodied leadership is a leadership approach that encourages leaders to be present in the moment and be aware of their body language and behavior when communicating with others.
This is particularly important as leaders can start a chain of emotional contagion and affect their team members’ emotions through their nonverbal communication.
For trainers who want to develop leaders’ awareness of nonverbal cues and emotional responses, see our Emotional Intelligence Training Materials.
5. Team Collaboration
You can promote team collaboration through team dynamics and embodied interactions.
For example, you can encourage live interaction among people, such as with group activities, in-person problem-solving, and social activities that stimulate the employees’ minds through sensory experiences.
6. Learning and Development
Use physical engagement when training employees, for example, through learning by doing (i.e., experiential learning), by introducing activities (e.g., games and role-plays) when running workshops, and by setting up mentoring programs.
Explore more corporate training strategies and workplace learning models for designing engaging employee development.
Benefits of Applying Embodied Cognition in the Workplace
Applying embodied cognition in the workplace can have several benefits, such as:
- Increased productivity and focus – if you set up an environment that is conducive to that
- Better collaboration and teamwork – through activities and spaces that encourage mingling of employees
- More creativity and innovation – by providing enough sensory stimulation
- Greater employee wellbeing and engagement – by providing a comfortable environment and having positive nonverbal language, and by keeping the official narrative about your organizational identity coherent with what employees experience daily at work.
Training on Nonverbal Communication and Body Language
Training your employees and managers on how to interpret other people’s body language and how to use non-verbal communication effectively is a key element if you want to leverage the power of embodied cognition in the workplace.
If you are an HR manager or a corporate trainer who runs workshops on body language, you might find these pre-designed and fully editable Nonverbal Communication training course materials helpful.
>> Nonverbal Communication training materials
References
Harquail, C. V., & Wilcox King, A. (2010). Construing Organizational Identity: The Role of Embodied Cognition. Organization Studies, 31(12), 1619-1648. https://doi.org/10.1177/0170840610376143
Thelen, E., Schoner, G., Scheier, C., and Smith, L.B.(2001). The Dynamics of Embodiment: A Field Theory of Infant Perseverative Reaching. Behavioral and Brain Sciences 24: 1-86
Sluka, I. Ludviga (2022). Embodied Cognition and Management Learning: The Need For Sensorial, Emotional, and Spiritual Skills For Solving Complex Managerial Problems, Edulearn22 Proceedings, pp. 4698-4706.
