The Point is...

The other day
I was part of a
professional evening event
speaker with impressive credentials
and an exciting topic
"Winning qualities of Highly successful People"

The session started well
with tales of a couple of
successful people and
 their winning qualities

Later came many more
being proactive,overcoming adversity
persistence, self discipline
self believe, pursuing excellence....

The heroes cited included president Roosevelt
Arnold Schwarzenegger. M.K Gandhi
Bill Gates, Charlie Chaplin...

As the number of examples
 came as a deluge
I  and some in the audience became
a little distracted, a little bored...

The speaker though, was back with a bang
after all, he was a multi dimensional talent
author, speaker, ventriloquist            
cartoonist and  hand shadow expert!

While he drew caricatures
of  some heroes mid presentation
towards the end entered
charlie the monkey
who enthralled the audience
with his witty remarks
It was ventriloquism at its best!

This was followed
by the hand shadow display
if only all this, one wished
was part of main presentation
and connecting to the topic,,,

 At the end it was a standing ovation
for the multi talented speaker
who deserved every bit
of the applause and  ovation!

Did he entertain?
share valid thoughts?
have the audience eating out of his hand?
yes, yes, many times over!

Yet, the point is...
when you have a live person
speaking face to face
you would gain
much more, understanding
how he avoided procrastination
instances of how he benefited
from being proactive..
how the speaker went about setting goals
and how the process helped him achieve ..

While fine are the  tales  & examples of achievers
 whether,JFK, Jim Cary or Varghese Kurian
these  can be  accessed and available on net
yet,the story, learning and insights of speaker
are  unique and can be shared
by him and him alone!

Yes, the point is "How"
makes a more lasting impression than "What"
"What"  connotes knowing
while "How" is all about doing!

Hypocrisy

A friend shared his experience

that is shocking, chilling, horrifying

shows present day corporates

in poor light!

Recruitment done by someone

for someone else

in another part of the world

interviews over skype, telephone calls

with left hand not knowing

what the right hand is doing or wants!

When my friend joined

he found that his JD

explained & approved by recruiter

was not what his place

of joining wanted!

He was dubbed

incompetent and unsuitable

terminated six days

 Short of one month!

Who is to blame for the callous approach?

Is it ego or lack of homework?

Or lack of Synergy between departments?

Who will compensate for

the loss of previous  job,

for the  costs of relocation

for the humiliation

and loss of self-esteem?

Or is accountability alien

to big branded companies

that espouse corporate values

but seldom practice?

Are values only for the book

and for the speeches from public platforms?

How many more such cases

are out there in the jungle?

If this is the true face of branded companies

What can be expected from the small little companies?

Ps JD refers to Job Description

Avalanche- at work

A poet’s poem on the ‘first kiss’
 loaded with so much passion,

So much longing and desire

drawing readers to drown in  its  intensity

With all the five senses!

Similar  passion as from  the ‘first kiss’

 Is generated for others , reminiscing  of conquests

in their favourite sports-  Cricket, soccer, volley ball

For some though  the same intensity happened

when glued to  romantic  or mystery thrillers

those were  times when everything was a flow

when time seemed to run
and disappear so fast…

The passion of the past

of cherished times

brushed aside

all obstacles, doubts

that stood in the way

of the  heart, its 'ardent desire..

Delving in to that passion

and reclaiming the same spirit

for  your work,  work goals &  destination

 sweep away all obstacles 

big or small, real or imagined! 

 The avalanche of  heart's desire

 intensity. and passion at work

triumphing over obstacles many

reducing mountains to mole hills!

'Yes Man'

It’s natural
To like the person
Who agrees with you

You may claim
To be a thorough professional
Yet you cannot deny
that you are basically human
and love to be fawned over..

Knowingly, unknowingly
'Yes' men surround you
With time, any dissent annoys you

Guys singing a different tune
Seen as an enemy
to be left behind
Sacrificed  for  the
Needs of the ego

Couldn’t care less for the needs
or interests of the mother
your  organization…

Pygmalion Effect

The Greek fable on Pygmalion, the sculptor

‘Pygmalion’, the play of Bernard Shaw

HBR studies on the phenomenon

and book of Moid Siddiqui

All beckon  us  to pay heed

to the power of expectations

When treated as a lady

And expectations made as from a lady

The flower seller transformed

in all aspects to be hailed

“My fair Lady”

but when scorned

and treated like dirt

she slipped back

to an uncouth flower girl!

The same thought expressed

in Goethe’s famous quote -

 “ treat people as if

they were what they ought to be

and you help them to become

what they are capable of being”

When will corporates take the cue

and treat all their people with respect?

not just in speeches from decked up platforms

But in day to day little matters

that matter a lot to employees

When will corporates

harvest the benefits of becoming Pygmalion leaders?

NB: The 'Pygmalion'written by Bernard Shaw in the thirties was made into a successful Holywood movie "My Fair Lady"in the sixties. J. Sterling Livingston wrote the HBR classic in 1969. Mr Moid Siddiqui, management author wrote the book -"Pygmillion Manager" in 2008.

Visibility

Pressure on  leaders to be visible
for leadership today is all about visibility
so speak something, anything in a meeting
cut down to size the other guy
even if he's talking sense...

Be wary of a junior
in the visibility race
'Delegation', a nice word for the books
not for the practical corporate world...

Lao Tzu, a philosopher
may have said all sorts of things
like, the leader not visible is the greatest
that 'best' scenario is when your people say
"we did it ourselves!"

But then he belonged to
another age and time
how could he foresee
realities of 21st century corporates?!

Catch Them Right!

"Who is responsible?"
blaming questions all the time
in the corporate environs
may seem effective

Yet more effective is catching employees
doing things right
appreciating and acknowledging
when they do things correctly

Blaming immobilizes ....
cause knee jerk actions
instead of well thought out responses

Appreciation energizes...
makes better sense to
spend  more time appreciating
and catching your people
doing right!