Search Results

Speeches matching topic Business Growth/Strategy/Trends and speakers whose last name begins with E
Showing 1 - 10 of 17 speeches.
Previous Page
of 2 Next Page

Since the launch of the EyeWriter and Not Impossible Foundation, Mick Ebeling has passionately studied the concept of “impossible.” All the modern conveniences we see around us were once considered impossible by people who didn’t know any better. Synthetic fabrics, cell phones, and digital watches (not to mention cars and computers) were all figments of the imagination until inspiration met execution and the impossible became a reality. In this talk, Ebeling dives deeper into “impossible,” the underlying psychological effects it has on an organization, and how to overcome “impossible” so true innovation can take place.

Take a Hollywood producer, a NY professor, a fine artist and a hacker with a criminal record…put them together and what do you get? A device that helped a paralyzed man create drawings using only the movement of his eyes. Collaboration comes in many forms—some of them unexpected. In this talk, Mick Ebeling discusses the tools necessary to become a stellar collaborator, and to recognize the traits of collaboration-worthy individuals for your next big idea.

Industrial Revolution 2.0—it's the next turning point in human history and we’re right in the middle of it.

Industrial Revolution 2.0 has been about the birth, adolescence and young adulthood of the Internet. It's been about communicating, relating, evaluating and buying. From social media to the Maker Movement, this revolution has shifted the way we live, work and interact with one another. It revolves around the newfound global accessibility of making our own solutions. Creator of one of TIME magazine’s “Top 50 Inventions” with little more than $70 of over-the-counter supplies, Mick Ebeling is uniquely qualified to discuss the factors that make this the most exciting time in modern history, and how to leverage those factors for the benefit of business and the betterment of society.

Artificial Intelligence has been a perpetual trending topic for the past several years. It's the subject of some 50 TED talks, hundreds of industry white papers, and enough speculative chatter to fill a data center. Most of the speculation vacillates between sunny optimism about product development and dire warnings accompanied by prescriptions for safeguards and constraints. Into the center of this rhetorical dualism steps Mick Ebeling, founder and CEO of Not Impossible Labs. His presentation has immediate implications and applications for business, education, government, medicine, the arts, and nearly any discipline where technology can extend human capability.

Built on real-world experience in creating access technologies to help individuals transcend physical limitations, Mick's talk defies current paradigms of hype and sci-fi fantasy with a practical, human-centered approach to AI and machine learning. By focusing on underserved communities and overlooked individuals, and by using open-source technology to solve their problems, Mick's company has opened the door to more universal human needs. This flips the script on closed systems and tech for the 1%, pushing AI development ahead through wider dispersal and a hacker's DIY mentality.

Using compelling case studies, Mick explores three levels of technological enhancement to human life, with a particular emphasis on exploiting neuro-plasticity and networks for the greater good. The intent behind innovation and the experience it makes possible, he suggests, are both more important than the technological means by which we achieve it. Always more inspiring and provocative than merely informative or reassuring, Mick connects with audiences where they are and takes them places they've never been. With compassion, humor, and deep insight, he dismantles a tangle of A.I. theory and opinioneering to illuminate Defiant Intelligence as a personal, useful reality, here and now.

The Dilemma: While most leaders understand their most reliable competitive advantage comes from their people, few know how to get their teams “all in”—convincing employees to buy into the strategy they’ve put forward. If a culture is clear, positive, and strong, then people will believe what they do matters and that they can make a difference. If a culture is dysfunctional—chaotic, combative or indifferent—employees will spend more time thinking about why the people sitting next to them should be fired than getting fired up themselves.

The Research: Teaming up with research giant Towers Watson, #1 best-selling author Chester Elton presents the findings of an unprecedented 300,000-person study conducted in the worst of the recession for his book All In. Based on this breakthrough research and his extensive consulting experience with a who’s-who of successful organizations, he presents a simple roadmap that all managers can follow to create a high-achieving culture in their own teams where employees are engaged, enabled and energized.

The Result: Elton offers specific how-tos for each step, and tells fascinating stories of leaders in action that vividly depict just how these powerful methods can be implemented. Audiences will learn: the 3 research-based characteristics of the world’s most profitable, productive organizational and team cultures; the 7 steps today’s most successful leaders use to generate buy-in; and how managers at any level can build a productive workgroup culture of their own where employees commit to the culture and give an extra push of effort.

The Dilemma: For leaders looking to drive innovation, diversity, and inclusion in their teams, many established management practices are doing more harm than good. Too many leaders are dampening their employees’ exuberance and refreshing diversity with old-school management approaches that are killing their cultures.

The Research: Chester Elton has been one of the most influential voices in leadership research and organizational consulting for more than two decades, but it’s his research over the last few years that’s garnering extra attention. After surveying more than 14,000 working adults in 2015-16 alone, he has found 5 principles of effective leadership that managers in the 21st Century can employ to great effect, and 5 principles that must be avoided.

The Result: In a fresh, funny and challenging keynote presentation, Elton debunks myths such as The Smartest Person in the Room, Treating Everyone the Same is Fair, Appreciation Comes in a Paycheck, and We’ll Let You Know if You Mess Up. He teaches audiences how to lead in such a way that today’s employees will follow—including establishing a clear future vision, enhancing diversity, increasing trust levels, and providing opportunity and growth development paths.

Ethical organizations are sustainable organizations. Doing good leads to doing well in the long run, while also producing happier and more motivated employees in the short run. The problem, argues Nicholas Epley, is that there are four common myths about morality that lead to misunderstandings about how to create more ethical organizations. Instead of treating ethics as a problem about people’s beliefs, we should treat it as an issue about the systems in which people live and work. Epley explains how businesses, and individuals, can design their policies and structures to ensure they are both doing good and feeling good. This approach offers constructive, concrete ideas for designing ethical systems that keep all of us engaged, effective, and happier. 

Today’s organizations are ripe for change. Over the next several decades, we’ll see very different business entities evolve. Why? Because today’s organizations were designed in response to conditions that no longer exist. Do you still think loyal behavior at work will lead to a lifetime of protection and care from the corporation? Of course not. But many of our cherished talent management practices that are based on tenure, from pension plans to perquisites, like vacation, are holdovers from the days when this old assumption rang true.

There are many new business realities that we haven’t yet translated into our management practices and organizational designs. It’s time to question which practices still make sense and whether there are new options, better suited to today. In this provocative and interactive session based on a forthcoming book, Tammy will list ten assumptions that underpin organizations today. All have major implications for the way we manage talent and run organizations and yet none are true today. She’ll leave participants looking at their organizations–and themselves–through a whole new lens.

Four generations are working together in today’s workplace—and a fifth is on the way. Each brings unique assumptions to the job. As a result, events in the workplace are often interpreted differently by individuals in different generations. What may seem like good news to a Boomer might well be an unsettling and unwelcome development to a member of Generation X. Things that members of Gen Y love often seem unappealing or frivolous to those in older generations.

Today it’s increasingly important to create a culture that is welcoming and engaging for talented individuals of all ages. Based on years of in-depth research and three books on generations in the workforce, Tammy Erickson helps audiences understand the underlying evolution of the assumptions each generation brings to work, with humor, empathy and enormous insight. Contributing rich data and unparalleled research with her optimistic point of view, Tammy offers practical strategies and actionable insights so that audiences of all ages will better understand each other.

We are on the brink of an important transformation. New technologies are making their way into the workplace, offering significant improvements in generating, capturing, and sharing knowledge, finding helpful colleagues and information, tapping into new sources of innovation and expertise, and harnessing the “wisdom of crowds.” Over time, these collaborative technologies will change the way work is done and the way organizations function. They will shift the way we interact with people on our teams, find external expertise when it’s needed, and share ideas and observations more broadly.

Identifying relevant business connections isn’t as clear cut as finding old high school friends. The range of activities that collaborative technologies can take on to enhance performance and drive increased productivity in the workplace is far broader than the activities most of us have explored during our personal use. Perhaps most importantly, many of our existing work practices actually hinder the successful use of extended collaboration.

How do you transform an organization that doesn’t have a collaborative culture? Which practices are essential to move in that direction? Which companies are taking new and interesting approaches to the ways they work, leveraging today’s capabilities? What do they tell us about the characteristics of organizations that excel at extended collaboration? Based on several years of deep research into the barriers and motivations for organization-wide collaboration, Tammy provides sound guidance on re-shaping your organization for future success.

Showing 1 - 10 of 17 speeches.
Previous Page
of 2 Next Page
Refine Your Results By:

Business Growth/Strategy/Trends
  • Achievement - Business
  • Achievement - Personal
  • Big Data
  • Biotechnology
  • Branding
  • Business Growth/Strategy/Trends
  • Change: Living with It
  • Change: Managing/Leading It
  • Communication Skills
  • Consumer Trends
  • Corporate Culture
  • Creativity
  • Customer Relationships/Loyalty
  • Design
  • Diversity
  • Ethics
  • Human Resource Issues
  • Information Technology
  • Innovation
  • Inspiring Lives
  • Leadership
  • Motivation
  • Negotiation
  • Overcoming Obstacles and Challenges
  • Peak Performance
  • Personal Growth
  • Philanthropy
  • Risk Management
  • Sales Skills and Motivation
  • Social Media/New Media
  • Sustainability
  • Teamwork
  • Workforce Issues

Select a Type
  • Adventurers/Explorers
  • Athlete
  • Author
  • Entrepreneur
  • Extreme Athletes
  • Female
  • Futurist
  • Male
  • Mountain Climbers
  • Philanthropist
  • TED
  • Top Executives
  • University Professor

Select a Fee Range*
  • $15,001 - $25,000*
  • $25,001 - $40,000*
  • $40,001 and Up*

Select a Way To Connect
  • Breakout Session
  • Full-Day Program
  • Half-Day Program
  • Joint Presentation
  • Keynote Address
  • Panel

Select a Specialty
  • 15k & Under
  • For After Dinner
  • For Associations
  • For Board Meetings/Exec. Briefings
  • For Commencement
  • For Conference Closers/Openers
  • For Corporations
  • For Facing Challenge
  • For Fund-Raisers
  • For Global Events
  • For Government Audiences
  • For High Achievers
  • For High Energy Speakers
  • For Institutional Investors
  • For International Audiences
  • For New Managers
  • For On Campus
  • For Senior Management Groups
  • For The Service Industry
  • For Women’s Events
  • To Motivate Sales Professionals

Select a Location
  • California
  • Illinois
  • Massachusetts
  • Minnesota
  • New Jersey
  • Washington
Search Within Your Results:

* Fees vary based on event location.

Start a New Search: