For years, we assumed the adult brain was fixed; that once neurons died, they were gone for good. The idea that the brain could change, adapt, and even grow new cells after childhood was considered impossible.
That view began to shift only a few decades ago. In the 1960s, researcher Joseph Altman first observed new neuron growth in adult rats, though his findings were dismissed by most neuroscientists at the time. It wasn’t until the 1990s that Elizabeth Gould and Fred Gage confirmed the phenomenon of adult neurogenesis , initially in primates, and later in humans. Then, in 1998, Peter Eriksson and colleagues provided the first direct evidence that new neurons can form in the adult human hippocampus, the part of the brain involved in learning, memory and emotion.
This discovery changed everything we know about human potential.
The brain does not simply age and decline. It can renew itself, but only under certain conditions.
Research now shows that neurogenesis and neuroplasticity depend on how we live and work. Regular exercise, adequate sleep, social connection, stress management and lifelong learning all stimulate the birth of new neurons and the strengthening of neural pathways. As a recent Harvard Health article notes, curiosity, social engagement and continuous learning are among the most powerful ways to maintain cognitive fitness and resilience as we age.
The science of renewal — and the systems that hold it back
And here comes the paradox; While science tells us that our brains can remain flexible and capable of growth well into later life, our workplace cultures often tell a different story.
People over 50 continue to face age discrimination in hiring and promotion, despite their proven ability to learn and adapt. Many organizations still operate under “one-size-fits-all” work models, such as rigid schedules, limited autonomy, and narrow definitions of productivity, that make it harder to sustain the habits that actually support brain health.
Back-to-office mandates, for example, often leave little room for exercise, rest, and self-directed learning, which are all practises that directly influence cognitive vitality and well-being. We know that chronic stress and lack of stimulation can suppress neurogenesis, yet our work systems and the pressures we face frequently reinforce both.
A new way of thinking about work, leadership and longevity
We are living longer, and many of us will work well into our 60s and beyond. That reality demands a more sustainable and humane approach to leadership, careers, and well-being that aligns with how the brain actually works and thrives.
If our neural architecture depends on challenge, learning, and recovery, then our professional systems must evolve accordingly. This means creating workplaces that reward curiosity, adaptability, and experience, not just speed or availability. It means rethinking leadership not as control, but as cultivation of people, ideas, and potential across generations. Doing so is in the interest of us as individuals, organizations and societies as it concerns us all. We all bear the responsibility.
Living the science
On my side, I try to do my bit, not just by studying and sharing all things brain in my forty-something years, but by how I choose to live and work. I strive to stay curious, keep learning, and design my professional life in a way that supports the very principles I teach and coach, including around exercise and stress management.
Because if our brains can keep renewing themselves, then perhaps our ways of working – and recognizing human potential – should too.
References
- Altman, J. (1962–1965). Autoradiographic and histological evidence of postnatal hippocampal neurogenesis in rats.
- Eriksson, P. S., et al. (1998). Neurogenesis in the adult human hippocampus. Nature Medicine, 4(11), 1313–1317.
- Gould, E., & Gage, F. (1996–1999). Neurogenesis in adult primate and human brain.
- Harvard Health Publishing (2024). Tips to leverage neuroplasticity to maintain cognitive fitness as you age.
Link to article
