Cognitive Fitness

Cognitive Fitness
By
Roderick Gilkey and Clint Kilts

The Idea
What do Alan Greenspan, Warren Buffett, and Sumner Redstone have in common? They’re still at the peak of their intellectual powers despite their advanced ages, defying the widespread belief that our mental capacity inevitably deteriorates as we get older.
Leaders who are as sharp at 60 as they were at 25 constantly hone their cognitive fitness: their ability to reason, remember, learn, plan, and adapt. According to Gilkey and Kilts, such executives practice specific techniques to stimulate development of new brain cells and neural networks: They use indirect experiences such as observation or simulations to form new neural pathways, regularly engage in play, search for patterns in seemingly unrelated fields of endeavor, and seek novel experiences.
But the best leaders do more than just enhance their own cognitive fitness. They also promote “brain-positive” cultures in their organizations by encouraging colleagues and employees to apply these four practices as well.

The Idea in Practice
Gilkey and Kilts recommend these practices for achieving cognitive fitness:
Use Experiences to Grow Your Brain
While direct experience is key to enhancing mental capacity, your brain also has specialized nerve cells that enable you to form new neural networks through indirect experiences such as observation, simulations, and case studies. These indirect experiences accelerate your learning and present you with fresh perspectives valuable for informed decision making. It’s like watching a golf pro demonstrate the correct stance and swing: You learn from his experience by gaining a mental image of the correct actions to take.

Work Hard at Play
Play engages the prefrontal cortex, responsible for your highest-level cognitive functions—including self-knowledge, memory, mental imagery, and incentive and reward processing. To get the most out of play, participate in games and activities involving risk. Risk alerts the brain and activates your reason and imagination capacities. Activities like bridge, chess, sudoku, role-playing games, and challenging crossword puzzles all provide rigorous neural workouts. Encourage structured play environments in your organization, such as the Zen dens, play spaces, and chat chambers at a host of various Silicon Valley companies.

Search for Patterns
Pattern recognition is crucial for executives trying to make sense of a rapidly changing business environment. Through pattern recognition, you scan the environment, create meaning from large amounts of seemingly unrelated data, and rapidly assess situations so you can take quick, appropriate action.
To cultivate pattern recognition in your brain, challenge and expand your existing mind-set, experiencing new places (for example, visiting a museum and talking with locals during business trips), and listening to different viewpoints. Identify patterns in what you’re seeing to generate innovative business ideas.

Seek Novelty
Novel experiences stimulate your brain to generate the new knowledge needed for pattern recognition. To give your brain the novelty it needs, engage in challenging activities such as studying a new language, learning to paint, trying your hand at new technologies, or taking lessons on a musical instrument you’ve never played before

On Behalf of the CEO

SPL

Hi Friends,

Check the latest updates of smartData Premiere League on the following:

SPL News

Regards
People Department

Latest news on SPL

Hi!!

For the latest updates on SPL (smartData Premiere leage), check the following link:

http://smartdatapremierleague.blogspot.com/2008/06/spl-cricket-matches-schedule-and-rules.html

Enjoy!

Regards
People Department

smartData Premiere league

Top Sports News

Team Rock v/s Monsters cricket match at 6:30 AM tomorrow

By The Management, Mohali (smartData) 20-06-2008

Rocks will play 8-8 (not 20-20) against Monsters for kick starting the first match of the SPL league 2008 with a vision to reach the finals. The match will be inaugurated by SPL Chairman, Brig D.C Misra. All designated officials will be present in the match.



Audience: You are all invited to be there and cheer up all the participants.



Venue: Govt. Model Sr. Secondary School, Phase: 3 B1, Mohali. (Near Dominos Pizzas). Map attached.



Regards
Anu



Anuradha Chawla
Executive Assistant to CEO
smartData Enterprises (I) Ltd.
V: 091-172-509-0944/F:091-172-509-0945
www.smartdatainc.net


--------------------------------------------------------------------------------

From: Anu Chawla [mailto:anuc@smartdatainc.net]
Sent: Thursday, June 19, 2008 5:53 PM
To: 'Employees'
Subject: RE: smartData Premier League



Following are the team members:



#
Pistons
Bulls
Hawks
Monsters
Rock
Power Rangers

1
Gurdev
Vivek Sharma
Ajay Tewari
Deepak Sharma
Rakesh Pant
Rocky

2
Shailendra
Abhishek Maheshwari
Amandeep Singh
Madhur Kumaria
Vishal Sagar
Piyush

3
Pralayankar Singh
Sony John
Rohit Verma
Maninder Shanker
Neeraj Thakur
Haider Hayaat Hussain

4
Chandan Srivastava
Munish Kumar Singla
Raman Verma
Sanjeev Ranjan
Rakesh Garg
Raman Behl

5
Krishan Murari
Sumeet Narang
Vikas Monocha
Roopesh Khosla
Vikas Moga
Saurabh Attri

6
Ankur Goyal
Samir Sood
Sudhir Dowal
Alok Kumar Singh
Tarun Sood
Jatin Joshi

7
Arun Singh
Hira Singh Nayal
Gurinder Singh
Jatin Purba
Vikram Vimal
Madan Mohan

8
Sushil Kumar
Jaideep Thakural
Bharat Bhushan
Manoj Kumar
Atul Sood
Saurabh Chandra

9
Vinay Narula
Krishan Dutt
Jasveer Singh
Arvind Thakur
Naresh Kumar
Balwinder Singh

10
Amit Chawla
Amarbir Singh
Saurabh Kumar Singh
Zubair Ahmed
Vineet Sharma
Sunny Goyal

Regards
Anu
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From: Anu Chawla [mailto:anuc@smartdatainc.net]
Sent: Thursday, June 19, 2008 4:19 PM
To: 'Employees'
Subject: smartData Premier League

Hello Everybody,

Finally we are going ahead with the match. Following will be the schedule for the matches and the rules of the game:

Match Schedule
21-Jun-08
Rocks
Vs
Monsters
6:30


22-Jun-08
Power Rangers
Vs
Hawks
6:30

25-Jun-08
Pistons
Vs
Bulls
6:30

Rules of the Game

Both Side will have 8 players on their side.

Each Side will need to ball 8 over in 45 Mins. Extra time at the umpire discretion

In case the team bowls less than 8 over, they will only get the similar no. of over to play with, however a penalty of 1 run per no of balls bowled less than the stipulated 8 overs. The opposition team will get to play the entire quota of 8 overs.

Only one bowler/team will be allowed to bowl 3 overs, the remaining bowler shall not exceed a quota of 2 overs each.

If scores are level, the match decision will be taken by ball-out method.

Match abandoned due to inclement weather or other reasons, 2 Points will be awarded to each team.

Match winner will be awarded 4 Points.

Team coming late on schedule by 15 mins (all 8 players) will only be allowed to play with the players reported within this time, however a minimum of 5 players have to be there in the team for the match to continue or else the other team will be declared the winner

Decisions of the umpires shall be final and dispute has to be reported to the disciplinary committee within 24 hours of the dispute arising. The decision of the disciplinary committee shall be binding on all.

Incase a team looses a member due to injury or unforeseen circumstances, team will be allowed to pick up player of their choice from the remaining lot (no bidding or remaining SDEI’tes).This should be done in consultations with all the owners and done amicably.

NOTE: We will send the final information of the venue tomorrow.

Regards
Anu

--------------------------------------------------------------------------------

From: Anu Chawla [mailto:anuc@smartdatainc.net]
Sent: Friday, June 13, 2008 12:14 PM
To: 'Employees'
Subject: AUCTION: smartData Premier League

Hello Friends,

After the selection of the players, we have the much awaited final auction for SPL today sponsored by smartData Enterprises (I) Ltd. All players are requested to be available at the venue 10 minutes in advance (Attached list)

Venue: Vision Floor

Time: 5:30 PM sharp

Following are the Owners and the Teams:

HAWKS: Ajay Sir and Amandeep Singh (Brand Ambassador: Anuradha Chawla)
ROCK: Rakesh Pant and Vishal Sagar (Brand Ambassador: Gurvinder Kaur)
PISTONS: Gurdev Singh and Shailendra Kumar (Brand Ambassador: Rajwant Gupta)
BULLS: Abhishek Maheshwari and Vivek Sharma (Brand Ambassador: Manu Sandhu)
MONSTERS: Deepak Sharma and Madhur Kumaria (Brand Ambassador: Ranjeet Kaur)
POWER RANGERS: Rocky Uppal and Piyush Gajrani (Brand Ambassador: Shaveta Karol)


We would like to thank the following sponsors who are contributing to this tournament:

v Chairman SPL League: Brig Misra Sir

v Fund Managers: Accounts department.

v Official Networking partner: IS Team

v Discplinary Committee or Conflict Resolution : Team of one owner rep Each + Vinay Tewari under Chairman SPL

So please join us for the interesting auction session on Vision Floor.

--------------------------------------------------------------------------------
Hello Everybody,

All, those who could not participate in the last Saturday selection process of SPL (smartData Premiere League) can come for the final selection round tomorrow. After this, we will have an auction on the best players.

Venue: Sector: 49, opposite Ryan Public school

Time: 5:45 AM tomorrow

Please enroll your name again with Rocky Uppal, Vivek Sharma, Abhijeet Shahi, and Amandeep Singh.

Regards
Anu

------------------------------------------------------------------------------
Dear Friends,

The Cricket Mania Continues!!!!!!!!!!!!

We have smartData Premier League (SPL) on the cards with lots of fun and a serious game where money is involved. Whether the BULLS will make it BIG, the HAWKS will Dive on the Cup or the other teams steal the show!!!! Lets be evidence ourselves.

The interest shown by the employees has encouraged the initiation of the SDEI Premier League. The Team Names and Owners have been decided who will make the final bid in the Auction to be held in first week of June 08 to select their Stars. All players who intend to be part of these teams will go through a selection process to be held shortly.

Through this survey we intend to close on the prospective stars making it to the Final List of probable. You are all requested to highlight your strengths in the following survey. This survey is open till tomorrow 2 PM only (i.e. 23rd May).

Components SPL

1. Teams – 6

2. Players each team – 8

3. Over – 8 a side

4. Money involved – 50 K

5. Man Of Series

Please enter your choice in this URL: http://www.surveymonkey.com/s.aspx?sm=SRQ66_2bjk63V1i9d4d7avxA_3d_3d

Regards
Anu

Young Bosses and Older Direct Reports

Hello Friends,

Has any of you been in the position of managing people significantly older or reporting to someone significantly younger? How have you developed the relationships? What advice would you share? Please share your thoughts on the blog on the following interesting topic by Tammy Erickson

One of my early mentors used the word “approbation” frequently. I don’t hear it much these days, but he spoke often of having “approbation” for colleagues, particularly young people whom he “had time for,” whose views he valued enough to consider thoughtfully. The dictionary defines “approbation” as “an expression of warm approval” and emphasizes that it is usually used in official relationships.

Approbation is the key to forging a strong relationship between people of significantly different ages – those either reporting to someone who is significantly younger or managing someone significantly older. Over the years ahead, as the proportion of the workforce over age 50 increases, this relationship will become more and more prevalent.

Although these “May-December” work relationships are not always awkward, there can be a number of complications. If the older worker is stepping down from a leadership position or feels in competition with the younger boss, that's obviously tough. Boomers, in particular, tend to be (as a generation) fairly competitive. They often appear to have a harder time ceding leadership than those from other generations do. And, as I’ve discussed before, if two individuals are from different generations, it’s always easy to misinterpret the other's actions based on different generational perceptions.

What can an older executive do to ease such a transition and work effectively with a younger boss? Here are two key tips:

1. Figure out how the other likes to communicate and do your best to adapt. Keep in mind that the younger the employee (in general) the more frequently he/she is accustomed to interacting. Older workers therefore should not interpret frequent messages from the younger boss as a sign that he/she doesn't trust the older worker, but rather just as a difference in communication style and habit. Similarly, workers of different ages may use different approaches for communicating -- older workers may find that the younger boss uses much less face-to-face communication than an older boss would have. Again, don't interpret these differences as personal – it’s a generational difference.

2. Go out of your way to signal that you recognize and respect what the younger person brings to the party. Our research shows that lack of respect and a patronizing attitude are the two most annoying and destructive (and unfortunately common) behaviors when older workers interact with younger bosses. While the older worker may well have more experience in the specific industry or function than the younger boss, the younger boss may have some new perspectives that will improve the way things have "always" been done. Be open to learning new tricks and, most importantly, bring a spirit of approbation – warm approval – to the dialogue.

Younger executives who are put in the position of managing executives who are perhaps their parents’ age can also feel awkward. In general, I find that Gen Y's (those under 28) tend to like Boomers (those over 44) – and usually work well together. There's often a bit more tension with some Gen X'ers -- in some cases, they resent the Boomers, whom they perceive as having grabbed a disproportionate share of the opportunities over the past decade. Regardless of the generation, here are some tips for younger managers:

1. Ask lots of questions. The new boss needs to avoid coming in with preconceived notions. It’s critically important to ask lots of questions, holding off on offering your own option until you’ve listened carefully to the views of those in your new group.

2. Go out of your way to signal that you recognize and respect the positive elements of “the way it has been done so far.” Avoid implying that the old way has no value. It may need to change -- but it’s worth understanding why intelligent people have made the choices they have in the past. Approach any change from the perspective that you will be adding to the strengths of the past, rather than repudiating the group's previous approaches.

In both cases, don’t worry about “convincing” the other guy that you have the necessary skills and experience – demonstrate that you do. And, as you demonstrate your work strengths, develop the interpersonal relationship through a spirit of mutual approbation. Our research shows that many “across the ages” relationships work extremely well. It can work with any two people who approach the relationship with a spirit of mutual respect and shared learning.

We look forward to your inputs on the above topic.

Regards
People Department
www.smartdatainc.net