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Speeches matching topic Corporate Culture and speakers whose last name begins with S
Showing 1 - 10 of 19 speeches.
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Horst Schulze (Exclusively WSB)

Creating a high-performance environment through leadership systems and processes where passionate employees take ownership of their work. Audiences learn how to identify the key requirements of employees, customers, and management/ownership. Schulze then shows the true value in utilizing, building, and maintaining all of their assets—tangible and non-tangible.

Greg Schwem knows a thing or two about rock and roll.  As a comedian who has opened concerts for stars ranging from Keith Urban, to Celine Dion, to Pat Benatar to (wait for it) KC and the Sunshine Band, Greg has seen how rock and roll is really a business. Like your business. In short?  Every company and employee has "rock star" potential. Greg shows you how to achieve that potential in a presentation that combines hilarious comedy, live concert footage and a musical soundtrack featuring everything from classic rock to country to EDM (electronic dance music for you music neophytes.) Topics include "Why Every Office Needs a Keith Richards," "Are you Team Taylor or Team Kanye?," and "Don't Turn Your Company Into a Country Song." Rock on!

To be a great boss and create high-performing, happy teams, the single most important thing you can do is focus on feedback: giving it, receiving it, and encouraging it. Radical Candor is a simple framework developed to help you build a culture of great feedback.

Radical Candor is the ability to give feedback in a way that challenges people directly and shows you care about them personally. It will help you and all the people you work with do the best work of your careers and build stronger working relationships. Radical Candor really just means, “say what you think.” But people rarely do this. Why is it so rare that such a simple thing feels radical?

Radical Candor gives your organization concepts, vocabulary, and tactics you can put into practice immediately.

Research shows that happy workplaces are more productive workplaces. Employees prefer to be happy at work than to receive more pay and benefits. What makes for a happy workplace? A workplace characterized by values, where people are connected to each other in positive ways. There are a number of simple and science-backed ways that leaders and employees can make their professional experiences not only more meaningful and valuable – but more productive. This talk is not just empirically validated and inspiring, it also provides the audience with some science-backed tools and techniques to apply in their work lives right away.

Leaders need to both exert influence and be “likable,” commanding loyalty – yet the two often seem at odds. New research, however, shows how we can have both – in fact, if you are a leader who is more positive, you also have employees who are more engaged, hard-working and dedicated to you. Characteristics like compassion, humility and kindness are actually a competitive edge. The question is – how do you exert these characteristics while also leading a team. This talk will share science-backed tools and techniques to help leaders and managers create teams that thrive and excel.

A major goal of managers and companies is to induce behavioral change. We want to influence the actions of our clients, employees, colleagues (and even our kids) in positive ways. But are we using the right tools? In this presentation Tali Sharot demonstrates that by relying on empirical findings from the behavioral sciences we are more likely to have an effect on peoples’ beliefs and actions. Tali uses her own cutting edge science to highlight the power of providing positive information over tactics that involve scaring people into action. People are more likely to listen when you tell them how things can be better, rather than where the dangers lie. She explains how we can use innate human biases (such as the tendency to conform) in subtle ways to nudge people in the right direction, which biases are universal and which differ with culture, gender and age.

Happy people are more productive, healthier and more successful. New research shows that being happy significantly contributes to these positive outcomes. Take a pair of young siblings—one is happy and the other not so—revisit them in twenty years and you will likely find that the happier one has a better job, earns more and has stronger social bonds. The question then is - how do you increase happiness in your organization, community, family? In the last couple of decades scientists have made huge progress towards uncovering the answers. Working on the intersection of neuroscience, behavioral economics and psychology Tali Sharot has been part of this scientific revolution. In this talk she shares what we have learned. From creating anticipatory events to reducing inequality, what really matters for happiness may surprise you. The audience leaves not only with a deeper understanding of what drives well-being, but also with practical applications for enhancing it.   

Based on the lessons learned from 125 of the world’s most-respected entrepreneurs and leaders profiled for TRUE NORTH: Discover Your Authentic Leadership, including Charles Schwab, Starbuck’s founder Howard Schultz, CEO of Palm Inc. Donna Dubinsky, Jeffrey Immelt of General Electric, Xerox CEO Anne Mulcahy, Andrea Jung CEO of Avon Products, and Narayana Murthy of Infosys. Themes include: overcoming life crucibles and setbacks, clarifying personal values and motivations, developing effective support structures, using your life story to motivate and inspire others, approaches for staying grounded, and personal leadership development plans.

During her tenure as the third chief technology officer of the United States, Megan Smith fundamentally altered the composition of the federal government. Her team collaboratively recruited top talent “rabble-rousers” from Silicon Valley and other tech sectors to address such critical issues as artificial intelligence, education and training, urban and rural poverty, data science, and economic inclusion. Smith describes how they teamed up with colleagues to employ their talents and adopt new approaches to using data, innovation, and rapid iteration in order to create a more open, collaborative, and responsive government—and explains how your company can do the same.

Megan Smith believes that, in order to fully unleash your organization’s economic potential and competitiveness, you have to include a broader team in problem-solving. She refutes the notion that diverse voices haven’t always been part of the story, pointing to significant contributors from America’s “missing history.” Smith also explains how we can move much faster to retain and recruit inclusive teams, mitigate unconscious and institutional biases, and foster “ecosystem thinking”—bringing more people to the table, inspiring creative confidence, and solving our biggest problems.

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