Cada vez vivimos más años, lo que no significa necesariamente que lo hagamos mejor. Envejecer es ley de vida. Entre otros consejos, médicos y demás especialistas de nuestra salud nos piden que nos alimentemos correctamente y hagamos ejercicio en la medida de nuestras posibilidades. ¿El objetivo? Mantener nuestro estado físico en la mejor forma posible.
Pero los años también pasan factura al cerebro. Una factura que, según ha demostrado la neurociencia, podemos rebajar, llegando incluso a mitigar los efectos del alzhéimer y otras enfermedades neurodegenerativas. La tarjeta para ello se llama Brain Fitness, es decir, gimnasia cerebral.
Un auténtico gimnasio para el cerebro
De hecho, el concepto es, precisamente, ese: “Al igual que vamos al gimnasio para mantener nuestro cuerpo saludable, se trata de entrenar el cerebro para conservar nuestras facultades“, explica a GACETA.ES Javier Sánchez, cofundador de Unobrain, primer club online especializado en Brain Fitness en España.
El asunto no es baladí: con un correcto plan de entrenamiento, se generan nuevas conexiones entre las neuronas (redes sinápticas). Este fenómeno, conocido como neurogénesis, fortalece áreas cognitivas como la atención, la memoria, el lenguaje, la rapidez o las funciones ejecutivas (planificación, toma de decisiones, solución de problemas, control atencional…).
Para ello, se basa en la neuroplasticidad, por la que las neuronas y las conexiones entre ellas están en constante regeneración. “Nuestro cerebro no es lo que pensábamos hace 20 años. Hoy en día, numerosos estudios nos dicen que ciertos hábitos nos ayudan a mejorarlo”.
El Brain Fitness nos permite “aprovechar el cerebro al máximo”: “Quien lo practica se siente más ágil y nota cómo mejora su memoria, por ejemplo, a la hora de recordar números de teléfono, la lista de la compra o esas palabras que tenemos en la punta de la lengua…”, cuenta Sánchez.
‘Juegos’ creados por neuropsicólogos
En España, la gimnasia cerebral empieza a despuntar, aunque todavía queda mucho camino por recorrer. La tendencia viene marcada por Estados Unidos y algunos países de Latinoamérica, donde los seguidores se cuentan por millones.
Pero no todo vale. Aparentemente son juegos, pero detrás de Unobrain hay neuropsicólogos, que desarrollan y calibran los ejercicios. De hecho, es un proyecto científico que cuenta con la colaboración de la Universidad Rey Juan Carlos y la Sociedad Española de Neurología: “Se trata de llevar los avances de la neurociencia a la base, que sean comprendidos por la gente de a pie“. Como cuando un día entendimos que ir al gimnasio, aun estando sanos, nos hace sentirnos mejor.
Por ello, el Brain Fitness, que contempla también el control del estrés, la neuronutrición y el ejercicio físico, “es para personas de todas las edades. Estamos en el lado preventivo de la salud”. La consigna es clara: “El cerebro de una persona sana se puede poner en forma, se puede mejorar”.
Según Sánchez, entre quienes se benefician de Unobrain destacan cuatro grandes grupos de personas: “Niños de entre 6 y 12 años, jóvenes profesionales, adultos de más de 45 que empiezan a notar los efectos de la edad y centros de psicología que ofrecen esta disciplina a sus clientes”. En total, unas 200.000 personas, lo que hace que sea la mayor base de datos cognitiva en español; además de nuestro país, destacan los números de Argentina, Colombia, México y Perú.
Aliado en el trabajo
“A partir de los tres meses se perciben mejoras en todas las áreas”, dice Sánchez, que explica que para ello es necesario “hacer tres sesiones semanales de 10-15 minutos“.
¿Por qué es importante entrenar nuestra mente? “A corto plazo, seremos personas más competentes, lo que nos ayudará a rendir mejor en el trabajo; y eso significa, también, mantener nuestro puesto o incluso conseguir un empleo”. Mientras tanto, a largo plazo, estaremos contribuyendo a nuestra reserva cognitiva, que es algo así como “un depósito de gasolina del que vamos a tirar cuando nos haga falta según cumplamos años. Nuestro otro plan de pensiones“.
Concluye Sánchez que “la política preventiva siempre es mejor que la paliativa” y, en ese sentido, “el Brain Fitness de hoy apuntala la salud mental de mañana”. Ya lo saben, mens sana in corpore sano.
Be encouraged..pls all read
Heavy rains remind us of challenges in life. Never ask for a lighter rain. Just pray to God for a better umbrella. – That is attitude!
Life is not about finding the right person, but creating the right relationship, it’s not how we care in the beginning, but how much we care till the very end.
Some people always throw stones in your path. It depends on what you make with them. A Wall or a Bridge? – Remember you are the architect of your life.
Search for a good heart, but don’t search for a beautiful face. For beautiful things are not always good, but good things are always beautiful.
It’s not important to hold all the good cards in life. But it’s important how well you play with the cards you hold.
Often when we lose all hope & think this is the end, Remember God and pray, it’s just a bend, not the end.’ –
Have faith and have a successful life.
One of the basic differences between God and humans is, God gives, gives and forgives. But the human gets, gets, gets and forgets.
Be thankful in life…
IT CAN’T BE CO-INCIDENCE OF LIFE:
1. LIFE has 4 letters so does DEAD.
2. HATE has 4 letters, so does LOVE….
3. ENEMIES has 7, so does FRIENDS.
4. LYING has 5, so does TRUTH.
5. HURT has 4, so does HEAL.
6. NEGATIVE has 8, so does POSITIVE.
7. FAILURE has 7, so does SUCCESS.
8. BELOW has 5, but so does ABOVE.
9. CRY has 3 letters so does JOY.
10. ANGER has 5 so does HAPPY.
11. RIGHT has 5 so does WRONG.
12. RICH has 4 so does POOR.
13. FAIL has 4 so does PASS
14. KNOWLEDGE has 9 so does IGNORANCE.
Are they all by Co-incidence? We should Choose wisely, this
means LIFE is like a Double-Edged Sword.
If u think it is your alarm clock that woke you up this morning, try putting it beside a dead body and you will realise that it is the Grace of God that woke you up.
Fellow, Arthur & Toni Rembe Rock Center for Corporate Governance at Stanford University
India’s Snapdeal offers America a lesson about immigration reform
After graduating from Wharton in 2007, Kunal Bahl wanted to become an entrepreneur. He couldn’t get a visa, so he had to return home to India. He started SnapDeal in February 2010 with the ambition of building India’s Groupon. Then he saw an even greater opportunity—to turn SnapDeal into India’s Amazon.com. Snapdeal already has more than 25 million customers and sells goods from 50,000 merchants. With the $625 million that Japan’s Softbank has just invested in it, it is surely on its way.
The sad part for America is that instead of creating jobs here—where he really wanted to be—Bahl created thousands of jobs in India. Bahl is no longer looking to U.S. companies as his model. His new goal is to build the Indian version of Alibaba, the innovative Chinese ecommerce marketplace, which enjoys market capitalization of $275 billion. As Alibaba’s founder, Jack Ma, is doing, Bahl is pondering which Silicon Valley companies to acquire. Over drinks at the INK conference in Mumbai on November 2, Bahl and I discussed the pros and cons of Snapdeal’s acquiring Groupon, which has market capitalization of around $5 billion. We agreed that there were better Silicon Valley companies to acquire—and that he should think bigger.
Gone are the days when the U.S. was the only land of opportunity and when entrepreneurs dreamed of being acquired by a Silicon Valley company. The bigger opportunities now lie in countries such as India, China, and Brazil, and their entrepreneurs are becoming confident that they can take on Silicon Valley. The world’s best and brightest students once came to study in the U.S. with the expectation of starting their careers and settling here. Now, upon graduation, they buy one-way tickets home.
The immigration gridlock has already hurt U.S. competitiveness and will worsen the damage if our political leaders don’t soon reach a compromise. The good news is that with the Republican Senate victory, immigration reform may finally have a chance.
Contrary to popular belief, it isn’t the Republicans who have been the barrier to skilled immigration, it is the Democrats—because they demanded all or nothing, without compromise. Rep. Luis V. Gutierrez (D., Ill.), chairman of the Immigration Task Force of the Congressional Hispanic Caucus, confirmed this to me in an online debate. He insisted that his party would not agree to increase the numbers of visas for skilled workers unless the Republicans agreed to legalize the more than 10 million immigrants who are in the country without documentation. To make matters worse, the Democrats insisted on a path to citizenship for the undocumented, and this turned the legislation into a poison pill that the Republicans simply would not swallow.
What the President needs to do now is to end the stalemate. He needs to support smaller pieces of legislation on matters in which the parties are in agreement. He shouldn’t poison the waters further with tactical executive orders that put Band-Aids on the immigration mess; he should carve immigration up into pieces that are debated on their individual merits. Agreement is possible.
Both sides realize the importance of having more technology companies, so legislation such as the Startup Visa Act should be a no-brainer. It will allow entrepreneurs such as Kunal Bahl to start their companies in the U.S. and create local jobs. There is as well broad support for providing permanent-resident visas to science, technology, engineering, and mathematics graduates. And then there is the issue of H1B visas for experienced engineers, doctors, and scientists. If abuse of the system can be curbed, there will be broad support for expanding the numbers of visas. The Startup Visa alone could create as many as 1.6 million jobs and boost the nation’s annual gross domestic product by 1.6 percent within 10 years, according to the Kauffman Foundation’s estimate. Providing permanent resident visas to the more than one million people who are stuck in immigration limbo will allow them to buy houses and invest in their communities. Increasing the numbers of H1Bs will help to alleviate the shortage of doctors in some parts of the U.S. and allow Silicon Valley to hire the talent it desperately needs.
The most contentious debates are over the plight of the undocumented, low-skilled workers. The Republicans and Democrats have both, in the past, supported the DREAM Act—which provides basic human rights to the millions of undocumented children who live in the shadows of U.S. society. If presented with stand-alone legislation, the majority of our political leaders would surely support this. As well, both sides agree that it is impractical to deport 10 million undocumented immigrants. Compromises are possible, for example, with a new visa class that allows these people to stay in the U.S. legally, pay taxes, and return home when they need to. The issue of citizenship could be deferred for a few years until the wounds of the immigration battles have healed and Americans can reach for consensus on what is right and what is wrong. The immediate outcome for America and Americans in general will be very beneficial.
It’s time for the political quagmire and stalemate to give way to compromise and good governance. Immigration reform surely cannot wait. President Obama should turn his party’s Senate defeat into a victory for America.
Script for a Perfect Job Interview
Job interviews are very strange events. Until you get to the interview, you don’t know whether you’re going to have a casual conversation over a cup of coffee like normal humans, or whether you’re going to be interrogated like a burglary suspect under hot lights.
You might get a few hints about the culture of the place from the job ad or from the interview invitation. One client of ours was scheduled for an interview for a job she had applied for.
Along with the interview confirmation, she got a list of Ten Dos and Don’ts for Interviewees at XYZ Inc. We had a good laugh about that.
This employer instructed its job applicants to be succinct in their interview answers and wait for the next question, along with nine other rules for proper doormat-type job-seeker behavior.
One of the ten rules was the instruction to hold their own interview questions for a second interview — if a second interview were scheduled.
Our client received the list of Interview Dos and Don’ts and cancelled her interview.
“I’m afraid it wouldn’t be a good match,” she said in her email message.
The open job stayed vacant for months. I’m sure the poor people in that company have no idea why job-seekers would give them a pass.
The world is changing. There are still unfortunate managers in many organizations who don’t understand that the more talented and marketable a job-seeker is, the more he or she wants and needs to be an equal partner in the match-making process.
We can feel compassion for those out-of-it managers, but we don’t have to work for them.
The smarter and more forward-looking a manager is, the more aware he or she is of the rock-solid connection between passion and performance. The more people care about their work and one another, the better job they do.
Every day more managers write to us to say “I hadn’t been trained to treat team members, much less job applicants, like valued collaborators. I’m learning to do it now. My job is easier and more fun since I stopped trying to act like a boss, and just started coming to work as myself!”
The perfect job interview is breezy and human. If your manager uses a script of pre-written questions in the interview, we will forgive him or her and assume that the poor thing hasn’t learned any other way to interview.
As a job-seeker, you can shift the conversation out of Oral Exam mode and into Human Mode by means of a technique called Spinning the Table.
Spinning the Table is very simple. You give a short answer to a question the interviewer asks you, and then ask a relevant question of your own. You can turn a stiff, formal Oral Exam-type interview into a human conversation.
Here’s an example:
GARRETT, a MANAGER: So Bryce, you’ve worked with zircon-encrusted tweezer applications before?
BRYCE, a JOB-SEEKER: A little bit – I’m just getting into it. We had our first project involving ZET applications this summer. Why do you ask — how do you use that technology here?
Watch Bryce spin the table like a pro! He’s turning the script into a conversation. Garrett is happy to answer Bryce.
GARRETT: Honestly, we’re completely new to that arena too. That’s just the next question on my script.
BRYCE: Do you know why? Are ZET applications important, or do you think they’re going to become more important here over time?
GARRETT: We want to get into that realm of technology. That’s why experience with them is on the job spec.
BRYCE: You probably know this, but ZET technology came out of agricultural dental floss app development. I’ve worked in that area for, geez, at least ten years.
GARRETT: I didn’t know that. How did you use that technology?
BRYCE: Well, and we’re going back a ways here, the technology originally emerged from dental floss farming operations, where it was used to automate harvesting techniques.
GARRETT: I didn’t even know there was such a thing as dental floss farming.
BRYCE: Oh, heck yes! So the ZET technology evolved that way, and the underlying structure is the same —
GARRETT: I would love to understand that better.
Now two humans are conversing the way humans have done for millennia. It’s not a traditional job interview anymore. Bryce had to get Garrett off the weenie script so that the two of them could have a conversation.
In Human Workplace language we would say that Bryce invited Garrett to rise out of Godzilla land into Human Land. Garrett was happy to rise.
He doesn’t like the stupid script any more than the job-seekers do! No one else who applied for the job had had the chutzpah to get off the script, until Bryce showed up.
Bryce isn’t trying to win points with Garrett for his knowledge of the history of zircon-encrusted tweezer technology.
Bryce is taking the conversation away from the scripted “How much experience do you have?” query into the broader realm of the connections between one corner or technology and another. He’s sharing what he knows with a fellow human being.
Bryce can tell that Garrett, although he’s the manager and seems like a decent guy, doesn’t know anything about the particular technology himself.
That’s not bad. That’s good! That’s an example of Business Pain. Bryce knows tons about the part of the technological family tree that Garrett is inquiring about. Bryce is more than happy to politely and non-snarkily share what he knows.
As the interview progresses, Bryce is going to ask lots more questions about the pain Garrett is experiencing. Garrett’s pain is the reason Bryce came to the interview in the first place!
A lot of people would be miffed or affronted to be asked questions about whether they’ve used technology that the interviewer himself doesn’t have any clue about. Bryce chooses not to be miffed, but to educate Garrett in a friendly way. He will share a little information with Garrett, then ask another pain-related question.
What if Garrett had copped an attitude with Bryce? What if Garrett is the kind of manager who can’t have a simple conversation with a job-seeker?
What if Garrett had been too afraid to step out of the frame “I’m the interviewer, and I’ll ask the questions!”?
That’s no problem!
For Bryce, an interview is a fact-finding mission. Bryce is not committed to the outcome either way. He’d be happy to get the job if it feels like a high-mojo environment. He’d be happy to hit the bricks if it’s not the right place for him.
Let’s replay the scene with Fearful Garrett standing in for Trusting Garrett:
GARRETT: So, tell me about how you’ve used ZET technology so far.
BRYCE: Let’s see, I used ZET this year in an automation project. How do you folks use it here?
GARRETT: Um, let me ask the questions, Brent. I mean, Bruce. Brandon? (Glances at resume in his hand.) Bryce.
BRYCE: Okay. I don’t mean to throw you off track. I just have one question.
GARRETT: What is it? Make it fast. I have to get through this list of questions.
BRYCE: I’ll be quick. Is this interview going to be the sort of thing where you ask me a bunch of questions and I answer, and then you ask another question?
BRYCE: Okay. Thanks. I understand. I want to save your time — I don’t think it’ll be a great match in that case. Thanks for your time today. It’s been great to meet you.
(BRYCE Rises out of chair, extends hand to shake. GARRETT looks stunned, shakes hand. BRYCE exits through doorway LEFT).
It is a new day. You can’t afford to waste your time, squelch your passion, slow your career, or dim your precious flame with people who think that they, or anyone, can or should be less than human at work.
You wouldn’t be happy in a job like that. You have too much to offer. The minute you say “Gee, I’ve got to run – enjoy your day!” you’ll feel your muscles grow. It’s a good feeling!
You are too smart, too talented and too powerful to be shoved into anybody’s tiny box. Saying “No thanks!” to the wrong situations is the best and fastest way to bring the right ones in.
When you Spin the Table at a job interview with your hiring manager, you’ll see right away how you and he or she might be able to work together. When you can get off the script into Human Land and have a substantive conversation, you’ll get to a deeper and more powerful level.
That’s where the great ideas come from and where trust develops. In a perfect job interview, you don’t play any part except yourself. It gets easier and easier to bring yourself to the job interview, the more you do it!
Remember that only the people who get you, deserve you. Your job now is to remind yourself what you bring to your next employer, and bring that energy forth!
Questions and Answers
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Sure! Please do.
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Here’s the roster (in poster form) of Four-Week Virtual courses beginning on November 22, 2014. Grow your flame with us!