Teams go through a lot together, and every team needs their Optimus Prime — aka their leader. Between figuring out how to motivate your people and helping them through meltdowns when things don’t go according to plan, being the leader can feel like you’re playing with a Rubik’s Cube blindfolded. Luckily, there are specific neuroscience hacks that can make communicating with your people easier, while strengthening your leadership skills. Here are three that you can implement right now.

1. Understand (and speak to) your team’s biggest fears or insecurities.

Talking about how awesome things are going to be and pretending that your team is made of superhumans who don’t have fears or insecurities is like going skydiving without discussing your backup parachute. If you decide to leap from a plane, you know there’s a chance that your primary parachute won’t open, and if that moment comes, you don’t want to freak out like Morty (from Rick and Morty) when he tries to talk to a girl. To come out of that situation alive, you need to know what steps to take and in what order to open your backup chute.

Your team is the same and that’s why it’s important to address what’s called the “survival brain.” Your team is going to do their best job in situations where they understand what to do if something goes wrong. If they don’t know how to troubleshoot their sales process, the “what if” part of their brain will take over, and they’ll run headlong into sabotage instead of success. No one wants that. That creates a lose-lose situation of epic proportions.

Instead of trying to only lead through inspiration and motivation, get into the emotional trenches with your people and speak directly to their fears and insecurities. You can do this with your team both collectively and individually. When your team can see your confidence in their ability to overcome and figure it out together, with you leading the charge, their fear will get out of the driver’s seat and allow them to focus and create wins.

2. Fluctuate between emotional-centered language and logistics.

Now that you’ve got your team on board and you have addressed their fears and insecurities, go a step further and talk to them about their dreams, goals and the overall vision you share. These conversations are examples of emotionally-centered language, which activates and soothes the emotional part of your team’s brains. This is what gets them fired up, motivated and ready to go.

Research has shown that the survival brain and emotional brain are the two most decision-driven parts of the brain. People will make decisions based on emotions or survival instead of logic more often than not, especially if the emotion or fear activation is strong enough. But there’s another part of your team’s brain that you must activate to maximize your team’s results — the logical side.

The logical side of your brain is the more intellectual side. It thrives on facts, timelines, organization and logistics. In other words, how you’re going to resolve a challenge, complete a task or get the results you want. Once you’ve gotten your team’s emotional buy-in, you still need to tell them what to do or give them the task specifics so they can perform well.

As the leader, it’s your job to guide their implementation. You have the 10,000-foot view, which can often be difficult for your people to see. By giving your team the logistics they need so that they can carry out the action plan, you set your team up for success. The more successes your team has, the more their confidence will grow in you as their leader.

3. Get your team out of survival mode. 

Losses, things going wrong, team members not getting along — it’s going to happen. Life is full of ups and downs. The difference between a leader and a follower is the leader understands that failure is part of the journey to success. There’s no way around it. It’s unavoidable. You have to go through it. It’s your job as the leader to help your team through it because when these challenges crop up like Freddy Krueger in a cringey nightmare, your team is most likely going to be triggered into survival mode (which means they won’t be able to think clearly).

The first thing you need to do is calm yourself down and approach the problem with an air of confidence. If your team believes that you see a way out, they’re more likely to take a chill pill and refocus their energy on solutions. This will take them out of their fight-or-flight stress response, so you can move forward.

Keep in mind, as you work with your team over time, you’ll find there are certain words or phrases that rally your troops (and some that incite panic). Pay attention to how your team responds to both your verbal and nonverbal communication. This will help you understand your team on a deeper level while helping you lead them in a stronger way.

Finally, remember that your team relies on you. By learning how to communicate effectively with your team’s different brain centers, you create a brain-friendly approach to leadership that can incite more loyalty and productivity. This takes practice, but it’s something you can start doing today.