6 Burst results for "Elton Co"

"elton co" Discussed on Brain Inspired

Brain Inspired

08:05 min | 2 weeks ago

"elton co" Discussed on Brain Inspired

"The goto college out of town although st when why is a great place the end of the world and of course girls couldn't get money at all and and so I chose to go door. Not only because of earth notably i read. There was a senior fellow program wherein your final senior year. You could do research. But also because i was the competition machine in high school i went to stuyvesant. I have to be first to go to scholarship. Competition can become an end in itself. And i needed switch from working to compete to working for love. Because i love what i was doing. When i went to darkness i was able to make that transition for i with lucky to he. Chairman of psychology without us stores early enough mattis with john artwork Get darden's to these concern. I in my class then processes would pass on my final exams because it was so notorious. I was so over and so i got to. The attention of people could help me get a senior scholarship. And therefore i became the first joint nature mathematics and sakala at thought and launched my life there and in fact it's quite a wonderful. Cdl's is due to emmy or the the new psychology niff- buildings dartmouth in did but they were both remarkable men has became provost vice president stanford he was much loved by rug and john kennedy was quoted. Elton co-developer of The computer language basic and also of time sharing computer networks. He was also one of einstein's assistance oil That i was you know in the presence of something really quiet. In the the last time we talked also You expressed the notion that the biological sciences have really lacked or lagged rather In mathematical and computational analysis right But you know from my perspective. So my phd's in quote unquote computational neuroscience and it seems like these days if you don't have a model you can't do anything you can't get published anyway and i'm curious whether you think that you know math. Modeling has sort of caught caught up. I are are they up to speed now with experimental training in the neurosciences and beyond well in my experience. It's very difficult for us to to learn enough dater surreally no live with. It should wash in and enough relevant at me to know how to model with it off most departments or mainly experimental. They might have. A smattering of methods are some departments like preventable in the court of math. Out of sensitive to do where. I've been progressive. Many of them are now emeritus very fine. Who in studying. The statistics of neural experiments physiological experiments. But they know model. What the meaning of the data author trying to show you know how to how to statistically analyze very noisy and data which is But but outside in the broader field. Do you see an increase in the appreciation. For and the training for computational and modeling techniques. Well i think. Certainly i can't track a whole world and i believe the european program does have a center hours donna. What they teach in my only experience in the past usually he will teach what they want students to not working there live. That's not what we tour. We not only toward in those eighteen courses stops that had been discovered in oughta pardon retry to prepare students. Whatever job they will get the board of shields of psychology neuroscience. A technology biological sparked. And that's why they did so well. I see very little of that. And the reason is that a lot of the people never learned that stuff in school out of the leaders and that's it takes an enormous or medical effort for people who don't know the work to try to hire younger people who teacher Learn than teacher The funding in academia. It's very difficult especially if the research lavaux so there all sorts of social political chapters. The answer now not being done to the best among all right wrong. I one in our much better. So steve were coming up on the end. And i want to ask one more question about the book itself. The book itself so terrence. Deacon wrote this book called incomplete nature in it is a difficult read and Is long and he one of his colleagues. Actually then i think because of that wrote kind of a summary short summary book to that someone could even use as like an introduction to the larger volume. Your book is not like incomplete nature in that. I mean it's different in many ways but it is long and Does take time and like you said The last time we spoke people don't have attention spans anymore and people have very little time. So i'm curious if you thought about Have you know seeking either writing yourself or seeking out someone else to write you know just as as condensed as possible a short volume that could almost be a companion piece or an entry way into the larger piece. Well keep in mind that really league depending on who you talk to. The book really sure started being distributed in july And now it's september so the book is really very new. Oh yeah sure..

sakala Elton co mattis darden john kennedy emmy einstein john donna academia terrence Deacon steve
"elton co" Discussed on The Remarkable Leadership Podcast

The Remarkable Leadership Podcast

03:43 min | 2 months ago

"elton co" Discussed on The Remarkable Leadership Podcast

"One of my other favorite panels is they've just been through the storm. The little boys exhausted he's laying on the back of the horse and he says that this big giant gentle beasts. What's the most courageous thing you've ever said. And the horse says help so as we wrap up around anxiety at work. You know asking for help doesn't mean you've given up it means you haven't given up and the message about don't go it alone. Everybody suffered it's a very human emotion it everybody's headed a varying degree. And if you're in that deep dark hole find that ally get somebody you can talk to. Hopefully it's it's. It's a leader or teammate. Do not go it alone. Because i am convinced that the work that we can do this book in normalizing these stigmatizing an empathizing. This subject not only will make for better teams and safer cultures. I honestly believe it can save some lives because when you're in that deep dark hole you go to places and you should never go there and certainly if you're headed there find somebody to pull you back. Do not go along. we've been talking with chester. Elton co author of the new book anxiety at work. Where can people learn more where they where do wanted to get a book where he would appoint people tell people about your work this chance. Yeah there you go. I failed on amazon book. Pal is one of our great Partners barnes and noble independent bookstores of really taking it on the chin if you've got a local independent bookstore order it up. They don't often have big business sections and support your local businesses. Follow me lincoln. We've got some wonderful post there. We've got a gratitude journal. That over ninety thousand people have subscribed to in that newsletter. That comes out twice a month. We also post our podcast anxiety at work where we bring in executives that have dealt with that counselors. A wonderful discussion is thirty to forty minutes. It's about the length of your workout. Join us there. And lastly is anxiety at workbook dot com wonderful website dedicated specifically to this book..

Elton co chester barnes amazon lincoln
"elton co" Discussed on 860AM The Answer

860AM The Answer

07:08 min | 11 months ago

"elton co" Discussed on 860AM The Answer

"In fact, new research reveals that people are less likely. Spread to express gratitude at work than any other place. Today. My guest mentor is Chester Elton. Co author of the Just released gratitude. He is also the co author of the bestselling The Carrot Principle. The best team wins and all that. Today We're going to be discussing eight simple ways that managers can show employees they're valued, which will bolster employee morale, efficiency and productivity. Just er, thank you for joining us from Florida and serving as our guest mentor and let's get started. Tell us to get started about you're just released work. Yes, the leaving with gratitude. We're very excited about it. And thanks for having me on your show, Tom. It's always a pleasure to be with mentoring. I'm a big fan of be mentored in business. I wish when I was younger, I had More mentors. Anyway. Back to the book. You know, This is the culmination of 20 years of research and writing with my co author Adrian Kostic on, You Know, how do you create those great cultures, one of the differences between good leaders and extraordinary leaders. What are some of the simple things they do that to your point on the intro can attract and routine great talent. So it was great fun talking to some extraordinary leaders and how they led with gratitude, not own. And their organizations and their business is also in their personal lives, which we found very affirming. Who are some of the people you talked to. You know, we had a chance to spend a lot of time with actually Alan Mulally. And for those of you that are big auto fans even is the guy that saved the Ford Motor Company during the big downturn. In 7 4008. We got talked. Very Julie, who is the, uh, just just retired to CEO is now the chairman of best Buy. Took them from a billion dollar deficit to a pimp billion dollars surplus. Not bad. And one of my favorite videos of all time is Gerry Rich, the C E O W, the Florida I guarantee everybody who's listening. The can of WD 40 somewhere, and he just that organization from 280,000,002 400.8 billion. So ah lot of a great leaders Attentional, the recently retired CEO of American Express that took them too. All time highs in and their value and stock prices. Well, so those those air just a few So those are great people that lead with gratitude. But then you also talked about transactional leaders. What? What is it, transactional leader? Well, you know, Transactional leaders are those that are really good about checking the boxes. You know they they're getting stuff done. There's not a new emotional connection. There's not a real relationship. It's very transactional. You do this. I pay you for this. You do it. And it is effective to a certain level. If you're looking for really, you know, hi engagement, high enablement and employees that are energized. It has to be more than a simple, transactional relationship that does that make sense. It does. And I think all of us probably worked for some transactional people or worked with them. So we know what you're talking about. Now you you talk about the gratitude gap talk a little bit about that. And why. What is the problem that most people have in expressing gratitude night? I I suspect this isn't just in business but in life in general. It is, you know, it was one of the most fun studies that we did. And it was that as we surveyed senior leadership, right, and we asked him a very simple question. Do you think that you are above average in giving gratitude, appreciation recognition, Whatever. Whatever word you want to use and almost 70% that? Oh, yeah. I'm really good at that. And then in asking that same question to their direct reports that people that work with them for them on Lee 23% agreed. So there's this perception, you know, as a leader that were really good at doing certain things. And yet, in reality, we're not it Z A Z. You and I were talking off line. It's that being able, as a leader told that mirror up and really find out where you are in your relationships. And particularly the gratitude scale. So that's what we call the gratitude gap. It's a perception. Yes, I think I'm really good. And yet we can all do a bit better. It does it and his gratitude is that Just about being nice to people. You know, I am so glad you brought that up. Come because when we talk about leaving with gratitude, lot of a lot of leaders, particularly the transactional leaders, right? Say, Oh, yeah, That's Miss Austen. I asked to come by and you know, we knew hard stuff here. You know, I have hard skills, and here's what's fascinating is we found that the difference between the good leaders and extraordinary leaders It was never their hearts skills, you know? Yeah. Yeah. Had to be able to do the transactional stuff. Like yet things through the system, right? The difference to extraordinary was always a softball. How you communicated how you inspired unless you think that means that your soft You know? Oh, contraire, Right. And our best example of that, by far was Alan Mulally, who came into the automotive industry. You know, sharp elbows. I mean, killer be killed. And and he led with gratitude. You know, his first principle of management is it's your people love him up. And you know, if you think l'm a lolly was something they wrote about it in the trade newspapers. But he was known to have a spine of titanium. You know, you can hold people accountable. You can be demanding. And yet you can also be very much a leader that leads with gratitude, encouraging people along the way, and when you put it in that perspective, It brings a lot more true, Don't you think? Oh, yeah, Absolutely. And I know you're you do you're in some kind of a group with Alan now, aren't you to some organization that you're part of that? Inspires you as well. We are. It's the Marshall Goldsmith 100 coaches paying forward group, which element remember because Marshall was at one point his coach, and it is fascinating to No. There are executives past and present. There are executive coaches and there are thought leaders and Alan is a part of that group as Dr Jim Camp, the the past presidency of the World Bank, doing hard things trying to eradicate severe poverty. You know in the world, so these air leaders that get my need to engage people and yet very demanding at the same time? We're going to cut away for quick commercial break. And when we come back, we're gonna talk about the myths about gratitude. Thank you for.

Alan Mulally Florida CEO Chester Elton Marshall Goldsmith Ford Motor Company Adrian Kostic American Express softball Tom Gerry Rich Julie Miss Austen World Bank Lee C E O W executive Dr Jim Camp l
"elton co" Discussed on 860AM The Answer

860AM The Answer

05:43 min | 11 months ago

"elton co" Discussed on 860AM The Answer

"In fact, new research reveals that people are less likely to express to express gratitude at work than any other place. Today. My guest mentor is Chester Elton. Co author of the Just released gratitude. He is also the co author of the bestselling The Carrot Principle. The best team wins and all in Today We're going to be discussing eight simple ways that managers can show employees they're valued, which will bolster employee morale, efficiency and productivity. Just er, thank you for joining us from Florida and serving as our guest mentor and let's get started. Tell us to get started about you're just released book. Yes, leaving with gratitude. We're very excited about it. And thanks for having me on your show, Tom. It's always a pleasure to be with mentors. I'm a big fan of being mentored in business. I wish when I was younger, I had More mentors. Anyway. Back to the book. You know, This is the culmination of 20 years of research and writing with my co author Adrian Kostic on, you Know, how do you create those great cultures? What are the differences between good leaders and extraordinary leaders? And what are some of the simple things they do that to your point on the intro can attract and routine great talents. So it was great fun talking to some extraordinary leaders. How they led with gratitude not online in their organizations, and their business is also in their personal lives, which we found very affirming. Who are some of the people you talk to. You know, we had a chance to spend a lot of time with actually Alan Mulally. And for those of you that are big auto fans even is the guy that saved the Ford Motor Company during the big downturn. In 7 4008. We got talked. Very Julie, who is the, uh, just just retired to CEO is now the chairman of best Buy. Took them from a billion dollar deficit to a pimp billion dollars surplus. So not bad. And one of my favorite videos of all tying isn't very rich, the C E O W, the Florida I guarantee everybody who's listening. The can of WD 40 somewhere, and he just that organization from 280,000,002 400.8 billion. So ah lot of a great leaders Attentional, the recently retired CEO of American Express that took them too. Finalizing and their value and stock prices. Well, so those those air just a few So those are great people that lead with gratitude. But then you also talked about transactional leaders. What? What is it, transactional leader? Well, you know, Transactional views are those that are really good about checking the boxes. You know they they're getting stuff done. There's not a new emotional connection. There's not a real relationship. It's very transactional. You do this. I pay you for this. You do it. And it is effective to a certain level. If you're looking for really, you know, hi engagement, high enablement and employees that are energized. It has to be more than a simple, transactional relationship that does that make sense. It does. And I think all of us probably worked for some transactional people or worked with them. So we know what you're talking about. Now. You you talk about the gratitude gap. Talk a little bit about that. And why? What is the problem that most people have in expressing gratitude night? I I suspect this isn't just in business but in life and general It is, you know, it was one of the most fun studies that we did. And it was that as we certainly senior leadership, right, and we asked him a very simple question. Do you think that you are above average in giving gratitude, appreciation recognition, Whatever. Whatever word you want to use and almost 70% that? Oh, yeah. I'm really good at that. And then in asking that same questions that they're directed towards the people that work with them for them on, Lee 23% agreed. So there's this perception, you know, as a leader that were really good at doing certain things. And yet, in reality, we're not it Z A Z. You and I were talking off line. It's that being able, as a leader told that mirror up and really find out where you are in your relationships. And particularly the gratitude scale. And so that's what we call the gratitude. Yeah, it's a perception. Yes, I think I'm really good. And yet we can all do a bit better. It does. That. And just gratitude is that Just about being nice to people. You know, I am so glad you brought that up. Come because when we talk about leaving with gratitude, lot of a lot of leaders, particularly the transactional leaders, right? Say, Oh, yeah, That's Miss Austen. I asked to come by and you know, we knew hard stuff here. You know, I have hard skills, and here's what's fascinating is we found that the difference between the good leaders and extraordinary leaders It was never their hearts skills, you know? Yeah, you had to be able to do the transactional stuff. Like yet things through the system, right? The difference to extraordinary was always a softball. How you communicated how you inspired unless you think that means that your soft You know? Oh, contraire right And are our best example of that, by far was Alan Mulally, who came into the automotive industry? You know, sharp elbows. I mean, killer be killed. And and he led with gratitude. You know, his first principle of management is it's your people love him up..

Alan Mulally Florida CEO Chester Elton Adrian Kostic Ford Motor Company softball American Express Tom C E O W Julie Miss Austen Lee chairman
"elton co" Discussed on Mornings With Gail - 1310 KFKA

Mornings With Gail - 1310 KFKA

03:16 min | 1 year ago

"elton co" Discussed on Mornings With Gail - 1310 KFKA

"Must wash their hands at least every thirty minutes menu offerings should modified to create more kitchen space customers should and again. This is under those initial guidelines of for reopening restaurants to In restaurant dining customers should be asked to wear masks. When they're not eating or drinking that would make it rather difficult when customers should be asked to register with the restaurant in case an outbreak actually occurs. Now there was some talk of perhaps Instituting temperature check before you go into a restaurant but well that remains to be seen restaurants under the draft guidelines are also directed to notify public health officials if there is an outbreak among their staff or patrons of covid Nineteen Colorado's food service industry has been as we've talked about To a great extent one of the sectors hardest hit by the pandemic scores have lost their jobs because of the virus and some restaurants have closed their doors for good because of the financial impact in fact he had the Colorado Restaurant Association saying that a full twenty percent of those restaurants. May well never reopen few restaurants where already chafing at the proposed guidelines released by the Colorado Department of Public Health and Environment on Tuesday. William Oliver's Public House has locations in Lafayette and Fort Collins said the eight foot spacing role would limit seating to about nine point five percent of capacity and this hearkens back to our conversation. We had with tiffany. Elton Co owner of Lonesome Bach and stop Burger because again as she mentioned the profit margins are very very narrow. They're they're very very small in the restaurant business. So if governor comes out and says well. You can reopen at ten percent. You can reopen a twenty thirty percent. Is it really worth it for restaurants to indeed reopen given the fact that well once again those profit margins are just pretty slim? Colorado Restaurant Association set in a post on its website these guidelines still a work in progress however they give us a glimpse of what reopening may look like. Governor? Jared police for. His part has encouraged local governments to loosen regulations to allow restaurants to serve customers in their parking lots on sidewalks and even on streets. Now wait a minute. Where possible so that they can have more capacity. That's exactly what Lauren bogert of. Shooter's Grill in rifle was doing all. That's right I forget. There were political ramifications there because she had the audacity to challenge Scott Tipton in that third congressional district. Meanwhile back to pull us. That's really the only way with the spacing we're going to have a thriving restaurant environment for the coming months. Governor hopes to solicit feedback before he releases those guidelines Memorial Day..

Colorado Restaurant Associatio Colorado Department of Public Colorado Burger Scott Tipton Lauren bogert Lonesome Bach Public House Lafayette tiffany William Oliver Elton Co Jared Fort Collins
"elton co" Discussed on 860AM The Answer

860AM The Answer

07:36 min | 1 year ago

"elton co" Discussed on 860AM The Answer

"Boost performance the problem though is that few leaders effectively utilize the simple tool in fact new research reveals that people are less likely to express to express gratitude at work than any other place today my guest mentor is Chester Elton co author of the just released gratitude he is also the co author of the bestselling the Kerik principle the best team wins and all in today we're going to be discussing eight simple ways that managers can show employees they are valued which will bolster employee morale efficiency and productivity Chester thank you for joining us from Florida and serving as our guest mentor and let's get started tell us to get started on about your just released book yes reading we're very excited about it thanks for having me on your show tell me what was a pleasure to be with mentors I'm a big fan of being mentored in business I wish when I was younger I got more managers anyway back to the book you know this is the culmination of twenty years of research and writing with my co author Adrian Kostic on you know how do you create those great cultures one of the differences between good leaders and extraordinary leaders and what are some of the simple things that they do that to your point on the intro can attract and retain great talent so it was great fun talking to some extraordinary leaders and how they look with gratitude not only their organizations and their businesses also in their personal lives which we found very affirming who are some of the people you talk to you know we had a chance to spend a lot of time with actually Alan Mulally and good for those of you that are big auto fans he knew the guy that would save the Ford Motor Company during the downturn in two thousand seven two thousand eight we got to talk to who is the yes the just retired as CEO is now the chairman of Best Buy took them from a billion dollar deficit to appeal a billion dollar surplus so not bad and one of my favorite videos of all time in the Gary ridge CEO WD forty I guarantee everybody is listing at the Canada revenue forty somewhere and he took that organization from two hundred ninety million to two point eight billion so a lot of great leaders tension all the recently retired CEO of American Express took them to their all time highs in in their value and and stock prices well so those those are just a few so those are great people a lead with gratitude at but then you also talk about transactional leaders what what is a transactional leader what your transactional lawyers are those that are really good about checking a box you know they they they're they're getting stuff done there's not an emotional connection there's not a real relationship transactional you do perfect thank you for this you do it it is effective to a certain level if you're looking for really you know high engagement hi enablement and employees that are energized it has to be more than a simple transactional relationship that doesn't make sense yeah it does and I I think all of us probably had worked for some transactional people or worked with them so we know what you're talking about now you you talk about the the gratitude gap talk a little bit about that and why what is it what is the problem that most people have been expressing gratitude night I. X. I suspect this isn't just a business but in life in general it is you know if it was one of the most fun studies that we did and it was and as we surveyed the senior leadership right and we're asking a very simple question but do you think that you are above average in giving their gratitude appreciation recognition whatever whatever word you want to use that almost seventy percent said all yeah I'm I'm really good at that and then in asking that same question said their direct reports the people that work for them only twenty three percent agreed to this perception you know as a leader that were really good at doing certain things and yet in reality or not it sounds like you and I were talking off line it's not being able as a leader to hold a mirror up and we find out where you are in your relationships and that and particularly the gratitude scaled so that's what we call the gratitude yeah it's a perception gap I think I'm really good and yet we can all get a bit better does it end does gratitude is that just by being nice to people you know what I am so glad you brought that up front if we talk about leading with gratitude lot of a lot of leaders particularly the transactional leaders right okay all yeah that sucks by you know we do hard stuff here you know hi I am hard skills what's fascinating is we found that the difference between the good leaders and extraordinary leaders it was never there hard skills yeah I have to be able to give the transactional stuff like yelping service system right the difference with George sure Greg was always with soft how you communicated how you inspired and when you think that means that your socks you know contrary right and our our our best example of that by far what Alan Mulally who came into the automotive industry you know sharp elbows I mean you know killer be killed and he let her gratitude you know his first principle of management if it's your people love amok and and let you know if you think L. Malawi was up to me they wrote about it right perfect but he was known to have a spine of titanium you know you can hold people accountable you can you can be demanding and yet you can also be very much a leader that leads our credit you're encouraging people along the way and when you put it in that perspective it rings a lot more true don't you think yeah I absolutely and I know you're you do you're in some kind of a group with Alan now aren't you to some organization that you're part of the inspires you as well we are the Marshall goldsmith one hundred culture straightforward group which element that member because Marshall what's at one point his coach and it is fascinating to know there are executives past and present there are executive coaches and our thought leaders and the Allen is a part of that group Dr Jim Campbell via the best president and CEO of the World Bank doing hard things trying your Medicaid severe poverty you know in that world so readers that they can't make you do engage people and yet very demanding at the same time we're gonna cut away for a quick commercial break and when we come back we're gonna talk about the myths about gratitude thank you for listening thank you for spreading the word about the mentors radio we've doubled our podcast downloads make sure you tell your friends you can go to our website the mentors radio dot com and click on past shows to find many of our great pass gas we will return with the apostle of appreciation.