“The Future does not belong to the faint hearted,
It belongs to the Brave.”
Ronald Reagan, US President, upon the explosion of Challenger Space Shuttle resulting in the death of 7 Astronauts.
Much as we think and plan, a lot in life goes haywire. Actually, when plans meet reality, reality always wins!
In affairs of the family, if you want to have a child of a particular sex (idiotic as it may sound), God may decide otherwise. You buy property thinking that you have made the best investment which cannot fail, and then the U.S. of A collapses bringing the whole world down with it.
In work too, our careers may not take the exact course that we have dreamt or planned of. Rarely do things move and progress exactly as we hoped they would.
Once and IF they do (move exactly as we thought), we promptly claim that we are smart, intelligent and unbeatable. A fatal mistake sirs and madams!
Nothing could be further from the truth. The really smart people know that to claim smartness based on a single success is stupidity! In fact, to claim smartness is ALWAYS stupidity.
Yet, we have to move on. Whenever we try anything or pursue anything worth pursuing, chances of failure exist. If we shy from the risk, we won’t achieve anything worth achieving. Nothing risked, nothing gained.
The world may belong to the meek, but the future belongs to the Brave. Use your guts! Be Brave!
Wednesday, May 13, 2009
Monday, May 11, 2009
Ego at Work
Cast off anger,
From your heart,
Like an arrow from the bow,
So that you may again be friends,
And live together in Harmony.
(Atharva Veda)
The daily frictions of office life can be very draining on our energy and morale. Most (frictions) are un-required and almost all are avoidable. But heck, the ego comes in play and kills the harmony.
The trappings of position and designation, the size of your car, or the office and position thereof, the proximity to the seat of power, the perks and above all, EGO (as Sigmund Freud said, the concept of I, Me and Myself) is enough to ruin a perfectly functional relationship in the office.
Managers today are more informed and empowered than ever before. They should also learn to be more flexible, humble and understanding. An opposing point of view does not mean an inflexible stand. A discussion need not become an argument. An argument need not end up in a fight. A fight need not end up in bloodshed (physically or managerially).
We tolerate a lot of imperfections (perceived by us though not necessarily correctly), from our family members. Do we not tolerate our parent’s comments when we think we know better? Do we not tolerate our children’s misbehavior when they are young and naughty? Our siblings’ ideosyncracies?
Should we not give our colleagues at work the same space?
Keep your ego aside friends. You may be hurting your best friends (or yourself) for nothing.
Cheers!
From your heart,
Like an arrow from the bow,
So that you may again be friends,
And live together in Harmony.
(Atharva Veda)
The daily frictions of office life can be very draining on our energy and morale. Most (frictions) are un-required and almost all are avoidable. But heck, the ego comes in play and kills the harmony.
The trappings of position and designation, the size of your car, or the office and position thereof, the proximity to the seat of power, the perks and above all, EGO (as Sigmund Freud said, the concept of I, Me and Myself) is enough to ruin a perfectly functional relationship in the office.
Managers today are more informed and empowered than ever before. They should also learn to be more flexible, humble and understanding. An opposing point of view does not mean an inflexible stand. A discussion need not become an argument. An argument need not end up in a fight. A fight need not end up in bloodshed (physically or managerially).
We tolerate a lot of imperfections (perceived by us though not necessarily correctly), from our family members. Do we not tolerate our parent’s comments when we think we know better? Do we not tolerate our children’s misbehavior when they are young and naughty? Our siblings’ ideosyncracies?
Should we not give our colleagues at work the same space?
Keep your ego aside friends. You may be hurting your best friends (or yourself) for nothing.
Cheers!
Thursday, May 7, 2009
Hunger and Waste
Friday, May 08, 2009
WASHINGTON: An estimated 3.5 million children younger than 5 are at risk of hunger in the United States, according to government numbers provided by an anti-hunger group.
That is more than 17 per cent of children who could suffer cognitive and developmental damage if they are not properly fed. The not-for-profit advocacy group Feeding America based its findings on 2005-2007 data from the US Census Bureau and the Agriculture Department. The study, released on Thursday, is the first to look at these numbers for children under the age of 5, according to the group. Feeding America runs food banks and feeding centers around the country.
The study also shows that in 11 states, more than 20 per cent of children under 5 are at risk of going hungry. Louisiana has the highest rate, with just under a quarter of children at risk. According to the Agriculture Department, 11 per cent of households lacked enough food for an active, healthy life before the economy worsened late last year.
The study looks at a range of children who are at risk, from those who have low quality or variety of food to those who regularly experience hunger.
I read this article in the newspaper “Jang” of Pakistan today.
Can you imagine that in the great U.S. of A, children will go hungry? And this, in the country known for its tremendous waste of food? An average American needs almost double the food compared to an Asian.
The only reason that I can think of is that while some are going hungry, others are wasting and wasting too much.
Companies are also like people. While some are struggling, others overuse and waste resources.
I once read that Mother Earth has enough of everything for all of us. We should know how to rationalize and allocate resources properly. So it goes for stable companies. The resources may be enough. Are we using and allocating them judiciously and rationally?
The time is now sirs and madams.
WASHINGTON: An estimated 3.5 million children younger than 5 are at risk of hunger in the United States, according to government numbers provided by an anti-hunger group.
That is more than 17 per cent of children who could suffer cognitive and developmental damage if they are not properly fed. The not-for-profit advocacy group Feeding America based its findings on 2005-2007 data from the US Census Bureau and the Agriculture Department. The study, released on Thursday, is the first to look at these numbers for children under the age of 5, according to the group. Feeding America runs food banks and feeding centers around the country.
The study also shows that in 11 states, more than 20 per cent of children under 5 are at risk of going hungry. Louisiana has the highest rate, with just under a quarter of children at risk. According to the Agriculture Department, 11 per cent of households lacked enough food for an active, healthy life before the economy worsened late last year.
The study looks at a range of children who are at risk, from those who have low quality or variety of food to those who regularly experience hunger.
I read this article in the newspaper “Jang” of Pakistan today.
Can you imagine that in the great U.S. of A, children will go hungry? And this, in the country known for its tremendous waste of food? An average American needs almost double the food compared to an Asian.
The only reason that I can think of is that while some are going hungry, others are wasting and wasting too much.
Companies are also like people. While some are struggling, others overuse and waste resources.
I once read that Mother Earth has enough of everything for all of us. We should know how to rationalize and allocate resources properly. So it goes for stable companies. The resources may be enough. Are we using and allocating them judiciously and rationally?
The time is now sirs and madams.
Wednesday, May 6, 2009
The Struggle between Mind and Body
When I was studying at BITS Pilani, a play was performed by our college’s dramatic society, which was originally written by Girish Karnad (whom, incidentally, I consider a genius. A low profile giant of talent and without whom, Bollywood may not have existed in its present splendor). The play was HAYAVADANA and it moved me tremendously.
Two men, one with a brilliant mind and the other with a fantastic physique are vying for the love of one beauty. The story takes various curves and bends. Lord Ganesha and Ma Kali play their roles. The intelligent guy gets a head of a horse (stud) and the stud gets the brains of the brilliant man. My recollection may be a bit rusty (it has been thirty something years) but that is how the story develops.
Basically the play challenges us to decide as to what is superior. Beauty and physique or intelligence…It is a rare situation (not impossible though) when both can exist together. Hritik Roshan proves the rule by being an exception. Remember the jokes regarding the blond and brains (silly as they may be)?
In management today, the mind is the leadership; the body is the physical organization. In today’s economic situation, it seems that the mind has betrayed the body. In company after company, Management has over-eaten, over gratified itself, over extended the resources, and neglected the work and labor of its workforce. Golden parachutes and handshakes are for betrayers. Soup queues for those who are betrayed.
In other words, the brains have betrayed the body.
Yet, what will a body do without a mind? Can it exist and flourish? Logic says “NYET!”
So what is the solution to today’s mistrust between the body and mind?
Management HAS to win back the trust and thereby control of the organization. This will need calm and patience which you can equate to yoga. The mind has to stop wandering towards unimportant and trivial issues like which model of Benz to buy and focus on the Prime. Get business and get it now. Keep your organization (body) intact and active. Do it now or you will be like Hayavadana. Forever in struggle and never winning.
I have often told my colleagues that in business, profit is like food and cash flow is like breath. You can live without food for many days but few seconds without breath and you are history. Well friends, there you have it!
Now decide for yourself.. Can you get there without a mind (management)?
Two men, one with a brilliant mind and the other with a fantastic physique are vying for the love of one beauty. The story takes various curves and bends. Lord Ganesha and Ma Kali play their roles. The intelligent guy gets a head of a horse (stud) and the stud gets the brains of the brilliant man. My recollection may be a bit rusty (it has been thirty something years) but that is how the story develops.
Basically the play challenges us to decide as to what is superior. Beauty and physique or intelligence…It is a rare situation (not impossible though) when both can exist together. Hritik Roshan proves the rule by being an exception. Remember the jokes regarding the blond and brains (silly as they may be)?
In management today, the mind is the leadership; the body is the physical organization. In today’s economic situation, it seems that the mind has betrayed the body. In company after company, Management has over-eaten, over gratified itself, over extended the resources, and neglected the work and labor of its workforce. Golden parachutes and handshakes are for betrayers. Soup queues for those who are betrayed.
In other words, the brains have betrayed the body.
Yet, what will a body do without a mind? Can it exist and flourish? Logic says “NYET!”
So what is the solution to today’s mistrust between the body and mind?
Management HAS to win back the trust and thereby control of the organization. This will need calm and patience which you can equate to yoga. The mind has to stop wandering towards unimportant and trivial issues like which model of Benz to buy and focus on the Prime. Get business and get it now. Keep your organization (body) intact and active. Do it now or you will be like Hayavadana. Forever in struggle and never winning.
I have often told my colleagues that in business, profit is like food and cash flow is like breath. You can live without food for many days but few seconds without breath and you are history. Well friends, there you have it!
Now decide for yourself.. Can you get there without a mind (management)?
Wednesday, April 1, 2009
The Next Generation
PREPARING THE NEXT GENERATION OF MANAGERS :
There is a fantastic Indian song which goes like this:
“Main pal do pal ka shayar hoon, Pal do pal meri kahani hai, Pal do pal meri hasti hai,
Pal do pal meri jawani hai…..(now I delibrately leave some verses and come to the management part)….
Kal aur ayenge nagmo ki khilti kaliyan chunne wale, Mujhse behter kehne wale , tumse behter sunne wale, Kal koi mujghko yaad kare, kyon koi mujhko yaad kare, masroof zamana mere liye, Kyon waqt apna barbaad kare ?”
I have never been so moved by such profound words regarding a Management Succession Plan.
Translation in English (in management terms) :
“ I am here for a minute or two, My story will last for a minute or two,
My existance is for a minute or two, My youth will last for a minute or two.
Tomorrow there will be others to pick the flowering buds of songs,
Those who say better than me and hear (understand) better than you,
Why should anyone remember me tomorrow ?
Why should the world waste it’s time for me ?”
The fact is that Owners / top Managers of a business think that they will last for ever. This is the reason that most companies do not last long and die with their originators.
If the owners who started the busniess have the wisdom of creating a professional management structure , duly EMPOWERED , to continue the business during their lifetime, chances are that it will last after they are gone, and will benefit numerous families (INCLUDING THEIR OWN) over numerous years.
The fact is that the world changes by the minute if not seconds.
The fact is that if you don’t adapt and accept change, you are a GONER!
The fact is that if you don’t have people to take charge, your creation will go to dust.
Now come the Million Dollar questions:
a. When is the right time to plan for the next generation of managers ? Answer : When you are born, the only certainity is that you will die. So plan immediately, for death as well as succession.
b. Whom to trust ? Answer : Trust those whom you hired. If you don’t trust those you yourself hired, well then you have been stupid, no fault of their’s. If in doubt, eliminate your doubt or eliminate (from your plans) those whom you doubt.
c. How much to trust: Answer: As much as you would like them to trust you.
d How do I ensure that the EMPOWERED don’t OVERPOWER me ? Answer : VALUES AND EVALUATION. If you have cultivated and treasured values like sincererity, transparency, honesty and loyality (to the common purpose), you are half way through. In addition, by transparent evaluation, you will find which of the empowered are actually worth empowering and which are having power without the base for it. In other words, you can separate the stallions from the asses.
No short cuts here. Create an organization and make it last through professionals. Trust these guys, empower them enough to take things forward when you can’t.
Remember what Buddha said , NOTHING LASTS FOR EVER. (Neither will anyone).
There is a fantastic Indian song which goes like this:
“Main pal do pal ka shayar hoon, Pal do pal meri kahani hai, Pal do pal meri hasti hai,
Pal do pal meri jawani hai…..(now I delibrately leave some verses and come to the management part)….
Kal aur ayenge nagmo ki khilti kaliyan chunne wale, Mujhse behter kehne wale , tumse behter sunne wale, Kal koi mujghko yaad kare, kyon koi mujhko yaad kare, masroof zamana mere liye, Kyon waqt apna barbaad kare ?”
I have never been so moved by such profound words regarding a Management Succession Plan.
Translation in English (in management terms) :
“ I am here for a minute or two, My story will last for a minute or two,
My existance is for a minute or two, My youth will last for a minute or two.
Tomorrow there will be others to pick the flowering buds of songs,
Those who say better than me and hear (understand) better than you,
Why should anyone remember me tomorrow ?
Why should the world waste it’s time for me ?”
The fact is that Owners / top Managers of a business think that they will last for ever. This is the reason that most companies do not last long and die with their originators.
If the owners who started the busniess have the wisdom of creating a professional management structure , duly EMPOWERED , to continue the business during their lifetime, chances are that it will last after they are gone, and will benefit numerous families (INCLUDING THEIR OWN) over numerous years.
The fact is that the world changes by the minute if not seconds.
The fact is that if you don’t adapt and accept change, you are a GONER!
The fact is that if you don’t have people to take charge, your creation will go to dust.
Now come the Million Dollar questions:
a. When is the right time to plan for the next generation of managers ? Answer : When you are born, the only certainity is that you will die. So plan immediately, for death as well as succession.
b. Whom to trust ? Answer : Trust those whom you hired. If you don’t trust those you yourself hired, well then you have been stupid, no fault of their’s. If in doubt, eliminate your doubt or eliminate (from your plans) those whom you doubt.
c. How much to trust: Answer: As much as you would like them to trust you.
d How do I ensure that the EMPOWERED don’t OVERPOWER me ? Answer : VALUES AND EVALUATION. If you have cultivated and treasured values like sincererity, transparency, honesty and loyality (to the common purpose), you are half way through. In addition, by transparent evaluation, you will find which of the empowered are actually worth empowering and which are having power without the base for it. In other words, you can separate the stallions from the asses.
No short cuts here. Create an organization and make it last through professionals. Trust these guys, empower them enough to take things forward when you can’t.
Remember what Buddha said , NOTHING LASTS FOR EVER. (Neither will anyone).
Friday, March 27, 2009
Satisfiers and Dissatisfiers
A few years ago, when I had to decide on whether and how much health insurance should we get for our employees, I asked a colleague whether she prefers health insurance or a hundred dollars in cash, her reply was CASH !
When I told her that her opinion may change if God forbid she is hospitalized or some illness strikes her, she said she didn’t expect something like that to happen to her. (Frankly, in my younger days, I also thought that all these things happen only to others and I am going to live healthy and happy forever).
I immediately remembered a lesson we learned while doing a course in management. There are some forms of compensation or employee gratifications that are satisfiers and there are some that are dissatisfiers. Satisfiers are literally those forms of remuneration that satisfy an employee. Dissatisfiers are those which fail to satisfy, no matter what the quantum. However, without dissatisfiers, no one will work with you or for you.
Respect from the boss and colleagues, a good working place and environment, the pride of working for a reputable firm and therefore a sparkling resume are great satisfiers.
Bonus, salary increases, incentives and perks like cars, children’s education etc. are all dissatisfiers. No matter how much you have, you will never be satisfied and always expect more.
Not surprisingly, all dissatisfiers are directly related to CASH.
How then does a senior manager or employer strike a balance between satisfier and dissatisfiers so that one can retain talent ?
My solution lies in COMMUNICATION. Simple transparent, logical and straightforward communication. Tell your people what they are getting and for what. Show them their cost to the company and relate that to their productivity. Inform that the two are directly related and if productivity is down, so will be their remunertation.
In addition, do be humane, generous and think about the long term potential of your colleague.
There are no sure shot solutions to management issues and problems. Nothing totally black and nothing totally white. A few grey areas will be there.
That is why the world needs managers !
When I told her that her opinion may change if God forbid she is hospitalized or some illness strikes her, she said she didn’t expect something like that to happen to her. (Frankly, in my younger days, I also thought that all these things happen only to others and I am going to live healthy and happy forever).
I immediately remembered a lesson we learned while doing a course in management. There are some forms of compensation or employee gratifications that are satisfiers and there are some that are dissatisfiers. Satisfiers are literally those forms of remuneration that satisfy an employee. Dissatisfiers are those which fail to satisfy, no matter what the quantum. However, without dissatisfiers, no one will work with you or for you.
Respect from the boss and colleagues, a good working place and environment, the pride of working for a reputable firm and therefore a sparkling resume are great satisfiers.
Bonus, salary increases, incentives and perks like cars, children’s education etc. are all dissatisfiers. No matter how much you have, you will never be satisfied and always expect more.
Not surprisingly, all dissatisfiers are directly related to CASH.
How then does a senior manager or employer strike a balance between satisfier and dissatisfiers so that one can retain talent ?
My solution lies in COMMUNICATION. Simple transparent, logical and straightforward communication. Tell your people what they are getting and for what. Show them their cost to the company and relate that to their productivity. Inform that the two are directly related and if productivity is down, so will be their remunertation.
In addition, do be humane, generous and think about the long term potential of your colleague.
There are no sure shot solutions to management issues and problems. Nothing totally black and nothing totally white. A few grey areas will be there.
That is why the world needs managers !
Sunday, March 22, 2009
Relationships.....
I quote a Hindi song which haunts me many a times:
"Humne dekhi hai in aakhonh ki mehekti khushboo, haaht se choo ke ise rishte ka ilzaam na do, Sirf ehsaah hai yeh rooh seh mehsoos karo, pyaar ko pyar hee rehne do koi naam na do"
Translation to the best of my knowledge :
"I have seen the fragrance of love in these eyes,
please don't touch by hand and give it an insult of a relationship,
It's only a feeling,
feel it with your soul,
Let Love remain just love,
Don't give it a name. "
How difficult can this be to understand ? Let Love be just Love....
I wonder if and when we will (ever) understand that love and friendship has to be unconditional, undefined, unrelated to our silly aspirations of what we want (selfishly) of others.
As blessed as we are , of good people around us, do we really, really, try our best to be good, honest and loving to them (unconditionally)? If you are honest, God bless you !
There is so much wisdom in simple things said by simple people.
"Humne dekhi hai in aakhonh ki mehekti khushboo, haaht se choo ke ise rishte ka ilzaam na do, Sirf ehsaah hai yeh rooh seh mehsoos karo, pyaar ko pyar hee rehne do koi naam na do"
Translation to the best of my knowledge :
"I have seen the fragrance of love in these eyes,
please don't touch by hand and give it an insult of a relationship,
It's only a feeling,
feel it with your soul,
Let Love remain just love,
Don't give it a name. "
How difficult can this be to understand ? Let Love be just Love....
I wonder if and when we will (ever) understand that love and friendship has to be unconditional, undefined, unrelated to our silly aspirations of what we want (selfishly) of others.
As blessed as we are , of good people around us, do we really, really, try our best to be good, honest and loving to them (unconditionally)? If you are honest, God bless you !
There is so much wisdom in simple things said by simple people.
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