Leadership Begins at Home: How Family Values Shape Success at Work.......

 #542

The family is not celebrating "GANESH CHATHURTHI" (Due to mourning period) this year. So a normal day for us and hence the Blog.

Introduction:

This week marks our daughter Radha’s 30+ birthday, a moment that has made me reflect deeply on the journey Lalitha and I have shared as parents and partners. Many years ago, we made a conscious decision to prioritize our family above everything else. It wasn’t an easy choice—balancing work, raising a child, and managing life’s complexities required constant teamwork. Lalitha and I spent countless hours debating ideas, making decisions together, (Some times very tough and radical) and building a strong foundation for our family.

What I didn’t realize back then was how profoundly that choice would impact not only our personal lives but also my career. As we grew as parents, I began to see clear parallels between being a successful parent and being a successful leader at work. Nurturing a family and leading a team both require vision, patience, and most importantly, the ability to connect with others on a deep, human level. It was this understanding that gradually transformed my approach to leadership, and I owe much of my success at work to the values I developed as a father.

Reflecting today after 30+ years,on Radha's birthday has brought this connection full circle for me. Being a successful parent doesn't just improve your family life—it lays the groundwork for becoming a truly effective leader in your career.

In today’s whirlwind of fast-paced living, juggling dual incomes, competing priorities, and questioning children, it’s easy to get lost in the shuffle. There’s a misconception that leadership at work and leadership at home are entirely separate. Many think that in order to succeed professionally, they need to compartmentalize their personal and work lives, often becoming different people in each sphere. But here's a thought: being a successful leader at home is the bedrock of being a great leader at work.

At home, whether as a spouse, parent, or mentor to family, you’re setting a vision for your household, defining core values, nurturing relationships, and motivating the people you care most about. These are the exact qualities that effective leaders need in the workplace. Just as you coach your children through tough decisions, spend time building strong family bonds, and guide your partner or spouse through shared life goals, you must invest similarly in your team at work.

A Leader's Vision at Home Mirrors Vision at Work

In a family, you don't just float along—there are goals, dreams, and visions that drive the household. As a family leader, you set clear values, whether it’s about fostering education, emotional well-being, or cultivating resilience. Similarly, in the workplace, setting a compelling vision and clear values provides direction and purpose for your team. If you can guide your family to see the "bigger picture" and inspire them to contribute meaningfully, you can do the same with your team at work.

Relationships Built on Trust at Home, Translate to the work

You can’t be a great leader if your family doesn’t trust or feel supported by you. The effort spent in building trust at home through consistent actions, spending quality time, and nurturing open communication lays the groundwork for how you will lead at work. Authentic relationships with your family set the tone for building meaningful, trust-based relationships with colleagues. When employees see that their leader genuinely values their input and is empathetic to their needs, it inspires loyalty, cooperation, and intrinsic motivation.

Coaching at Home, Coaching at Work

At home, you serve as a guide for your children or spouse, encouraging them to become the best version of themselves. Your role isn't to micromanage their lives, but to inspire and coach them through challenges. The same applies in the workplace. A good leader doesn’t dictate every step; they foster an environment where people are empowered to grow, solve problems, and find fulfillment. Just as you wouldn’t want to control every detail of your child’s journey, you wouldn’t micromanage your team. Leadership is about setting the right environment for growth, both in the personal and professional realms.

Balancing Priorities and Competing Demands

Managing home life in today’s fast-paced world is an ongoing battle with competing priorities, be it work schedules, children’s activities, or financial demands. The key lies in finding balance, understanding what truly matters, and being present in those moments. This ability to juggle multiple priorities is a direct reflection of how successful leaders manage in the workplace. The ability to remain calm, focused, and resilient amidst pressure is a learned skill, often honed at home.

The Myth of "Different People at Home and Work"

Many people believe that they need to be different individuals at work and home, switching personalities to fit each environment. This compartmentalization is often why people struggle in both spheres. When you can bring your authentic self to both home and work, you create harmony, consistency, and a grounded sense of purpose. A person who leads with the same values at work as they do at home is not only more consistent but more fulfilled and successful.

The Cost of Disconnect: Crumbling on Both Fronts

Leaders who fail to prioritize their relationships at home often find themselves burnt out, emotionally detached, and unable to connect meaningfully with their teams. You can't lead effectively when your personal life is in disarray. The stress, emotional strain, and lack of fulfillment seep into your professional life, and the same is true in reverse. A discontent leader at work, constantly chasing short-term goals, brings that frustration back home, creating a vicious cycle of dissatisfaction and dysfunction.

In today’s hyper-connected world, it’s ironic that so many leaders feel disconnected—from their families, their work, and even themselves. The constant race for more—more success, more money, more recognition—leads to a hollow pursuit. Families suffer when leaders aren’t present or emotionally available. At work, employees disengage when they feel their leader is distant, uninvested in their development, or only focused on the bottom line. This disconnection creates an environment where everything begins to crumble.

It’s Time to Set Things Right—Starting at Home

It’s crucial to step back, reassess priorities, and take responsibility for rebuilding what has been lost. The foundation of a successful life—both at home and work—begins with introspection and a commitment to getting your own house in order. When you take time to nurture your family, to invest in relationships, and to align your actions with your values, it rejuvenates your sense of purpose. A fulfilled, balanced leader at home brings clarity and focus into the workplace.

This is the crux of it: leadership is not about managing tasks or profits—it’s about managing relationships, both at home and at work and results follows. A true leader knows when to pause the race, refocus, and prioritize what matters. When leaders take the time to strengthen their family relationships, they develop emotional intelligence, resilience, and empathy, which naturally extend to their leadership at work.

Reconnecting with the Big Picture: From Home to Work

As a leader, you set the tone for both your family and your team. When you foster an environment of mutual respect, care, and shared values at home, it becomes second nature to bring those same qualities into the workplace. You start to see the bigger picture—that success isn’t just about achieving corporate goals or personal milestones. It’s about creating a life where both your family and your team thrive.

At home, you might set the vision to raise responsible, thoughtful, and motivated children. In the workplace, this translates into setting a vision for creating a team that is not just efficient but engaged, fulfilled, and growing in their roles. In both realms, the principles are the same: show up, be present, and lead by example.

Ultimately, the rat race can only be won when you recognize that the most important race is the one that leads to personal fulfillment, strong relationships, and a sense of purpose that permeates every aspect of your life. It’s time for leaders to embrace the idea that true success starts at home and ripples outwards to the workplace, not the other way around. Only by grounding ourselves in what truly matters can we create the kind of lasting, meaningful impact that defines great leadership.

My List:- My list which worked for me. Hope this helps for you. 

#1 Delegate effectively, let experts do expert job, don't interfere. 

Prioritize quality time with family when present,TV can wait.

#2 Maintain open, honest communication. The vital cog. 

Set clear family values and expectations. Can be a deal breaker! 

Be emotionally available and supportive. 

Encourage and model active listening. 

#3 Involve family in decision-making. (Nurturing for future)

#4 Celebrate small and big milestones together.

Show appreciation and gratitude regularly.

Practice patience and understanding.

Lead by example through consistent actions.

Conclusion

The lines between work and home may seem distinct, but they are deeply interconnected. You can’t be a great leader at work if you neglect the responsibilities of leading your family. Home is where leadership is truly cultivated, in the raw moments of life—confronting challenges, showing empathy, being patient, and leading with vision. When you master this at home, these same values translate seamlessly into the workplace. True success comes when the person you are at home is the same person you are at work—a leader grounded in authentic, value-driven leadership.

Good luck

Karthik.

7th Sep 2024.(Day, I saw Radha as a 4 day old girl at Trichy, traveling from Ankleshwar!!-Time flies). 

9am. 

Radha 1990s, Ankleshwar ( Gujarat). 

The Water Wars and American Killer Roads.

 #540

Two topics that caught my attention. Both can be deadly! You can't survive without water for 12 Hrs at a stretch! Killer roads also wont let you survive if you caught in one! 

Topic 1: "Water Wars: The Next Global Conflict?"

The increasing tensions over water resources are fast becoming a global issue that could escalate into international and civil conflicts. Whether it's the disputes between states in India, the Nile tensions among Sudan and Egypt, or the water licensing problems in Australia and Chile, the urgency of managing water has never been more pressing. With climate change exacerbating these issues, water scarcity is predicted to become a key driver of conflict. Countries like China, which use proxies to stretch water resources in third-world nations through crop production, compound the problem, leaving the exploited nations with strained resources in exchange for short-term economic gains.

Why Water Tensions Are Rising:

1. Water as a Limited Resource: Many regions face water scarcity, while others misuse water resources in unsustainable ways.
2. Climate Change: Rising temperatures, erratic rainfall patterns, and shrinking glaciers reduce freshwater availability.
3. Economic Exploitation: Larger economies often outsource resource-heavy agriculture to developing nations, draining their water reserves.

A Global Crisis: India’s water disputes between states like Karnataka and Tamil Nadu over river sharing show how fragile these arrangements are. In North Africa, the Nile River dispute between Sudan and Egypt could very well become a flashpoint. Australia and Chile are facing their own battles over water tariffs and privatization of water usage, which leaves the poorest communities most vulnerable.

The China Factor: China’s strategic use of water through proxy crop manufacturing in third-world countries is troubling. It’s a way for China to secure food security while stretching the water resources of less developed nations. The consequences of these actions are devastating for countries already grappling with water shortages, but the economic benefits often blind them to the long-term damage.

Possible Solutions to Avert Crisis:

1. Water Diplomacy: International cooperation, perhaps led by organizations like the UN, could establish agreements to fairly distribute water resources across borders.
2. Technological Innovations: Desalination plants, improved irrigation systems, and water recycling projects can help mitigate water scarcity.
3. Sustainable Agriculture: Countries must move toward farming practices that conserve water rather than depleting it.

Topic 2: "Why American Roads Are Deadly: The Hidden Dangers"

American roads have a lethal reputation. They claim thousands of lives each year, making the U.S. a deadly outlier among developed nations. Inspired by Steven Dubner’s Freakonomics podcast and this week’s Economist cover on "Killer American Cars," there’s a growing realization that the American road system itself is the problem. High speed limits, poor urban planning, and driver confusion when encountering pedestrians make the situation even worse. Yesterday, 4 Indians were killed in Texas when a heavy trailer rear ended their car.

Key Issues with U.S. Roads:

1. High Speed Limits: Unlike in many European countries where limits are often strict, U.S. speed limits are generally higher, leading to more severe accidents.
2. Lack of Roundabouts: Roundabouts can drastically reduce accidents by slowing down traffic and eliminating head-on collisions. Yet, they’re uncommon in the U.S.
3. Pedestrian Neglect: American roads are designed with cars in mind, often neglecting the safety of pedestrians. This creates confusion when drivers do encounter them, often resulting in tragic accidents.

Pedestrian Alienation: American cities are largely car-centric, leaving pedestrians as an afterthought. This creates a culture where drivers are not accustomed to sharing the road with pedestrians, leading to dangerous encounters. Combine this with the sheer size of American vehicles—SUVs and trucks—and the risks are magnified.

Solutions for Safer Roads:

1. Lower Speed Limits: Reducing speed limits in urban areas could significantly lower the number of accidents and fatalities.
2. More Roundabouts: Installing roundabouts at dangerous intersections would reduce the chance of fatal crashes.
3. Pedestrian-Friendly Infrastructure: Cities need to be redesigned with pedestrians in mind, adding more crosswalks, sidewalks, and proper lighting.
   
   
   
   
   
   

Both of these topics reflect a broader global trend: rising tensions over critical resources like water and public safety issues, whether it's on the streets of American cities or in the fields of water-scarce regions. By addressing these challenges head-on with practical solutions, we can help prevent future conflicts—whether they’re on the battlefield or the road.

Your Thoughts?

Karthik

6th Sep 2024, 9am. 

Beyond the Paycheck: The Real Rewards That Motivate Employees.....

 #539

Context:- Few Business, Management magazines are writing on this and highlight failures that are happening and why few incentives do not work. Hence the blog. 

Introduction:

In the fast-paced world of business, organizations often rely on financial incentives like bonuses and pay raises to keep employees engaged. But there’s a ceiling to how far monetary rewards can go. At some point, employees start looking for deeper, more personal motivators—things that align with their values and aspirations. From my own journey, I’ve seen that rewards which foster growth, autonomy, and meaningful contributions are far more effective in sustaining motivation than any paycheck.

The Limits of Monetary Incentives:

Bonuses and financial incentives can grab attention, but their effect tends to be short-lived. Many companies believe that more money is the ultimate answer to retaining talent, but over time, employees yearn for something beyond the monetary gain. I've experienced this myself. While a salary bump or bonus was appreciated, it didn’t always provide long-term fulfillment. Instead, it was the rewards that aligned with my personal and professional growth that made the biggest difference.

Educational Investments: A True Value-Add:

One of the most powerful ways companies can reward employees is by investing in their education. This goes beyond simple monetary compensation and provides lasting value. I am a testament to this, having benefited from my company’s investment in my MBA, Advanced Safety qualification, and Process Safety expertise. These educational opportunities weren’t just about acquiring certificates; they propelled my career forward, equipping me with the tools and knowledge to succeed in more complex roles. These investments showed that the company believed in my potential and was willing to back it up with real opportunities for development.

Beyond Money: Meaningful Experiences and Personal Growth:

I also received other rewards that were just as impactful. For instance, I remember the overseas exposure trips (1994-1999) that weren’t just "vacations" but real learning opportunities. These trips helped me grow not only as a professional but as a person, gaining insights into different markets and cultures a good 20 years prior to I took up these roles. The company’s belief in my ability to interact and contribute on a global scale meant more than any financial reward ever could.

Autonomy and Contribution: The Best Kind of Incentives:

Another major motivator in my career was being entrusted with more significant responsibilities. When I was given the chance to oversee larger geographies, both within the country and across continents, it wasn’t about the pay hike or the title change. It was the sense of trust and autonomy the company placed in me. When employees are given freedom and responsibility, they feel truly valued and connected to the organization’s mission. That kind of reward is hard to quantify but is incredibly motivating. Oh Yes! I must tell you I had great managers in this tenure who gave me complete autonomy to decide how to go about it, just deliver results. They never breathed down my neck.

Personal Gestures That Build Loyalty:

Sometimes, the most impactful rewards come in unexpected forms. I’ll never forget the family dinners my international boss organized when he / she was in town. It wasn’t just a professional interaction—it was a genuine gesture of personal connection. Spending quality time with them and my family went a long way in building trust and camaraderie. Even years after leaving the corporate world, that relationship continues, a testament to how personal rewards extend far beyond the job itself. You simply cannot put a monetary value on those experiences, and they remain some of the most meaningful moments in my career.

Jolanta Paull, my boss / Mentor (1999-2006) flew in from Melbourne for Shravan's marriage Dec 22. It is now, 25 years of my interaction with her. (Radha, Eshwar, Lalitha, Sangeetha, Sharvan, Jolanta, Stephen and myself).

Why Many Organizations Miss the Mark:

Unfortunately, many companies still focus heavily on financial rewards, assuming they’re the key to employee retention and engagement. However, this narrow view often leads to disengagement. When employees aren’t offered opportunities for growth, learning, and meaningful connection, no amount of money will keep them fully invested. It’s the deeper, personal rewards that matter—the ones that make employees feel truly valued as individuals, not just as workers.

Conclusion:

Organizations need to rethink what truly motivates their employees. Monetary rewards have their place, but they are not the ultimate answer. Investing in employees' education, offering meaningful growth opportunities, and fostering personal connections can create a lasting sense of loyalty and engagement. As someone who has experienced the power of these types of rewards, I can say with certainty that they go far beyond any paycheck. In the end, it’s the recognition, the trust, and the personal connections that truly matter—and those are rewards you can’t put a price on.

Let me know what your views are?

Karthik

5th Sep 2024 (Teachers Day in India) I owe so much to them from my elementary school to College and even doing my professional courses. The list will be very long!! Teachers then were the bridge to your personal maturity path... (Vanish(ing)ed now. 

9am. 

Ms. Vasanthalakshmy, My School teacher (1971-74) Karaikudi. I always go meet her when in Karaikudi. This was May 2024. (She nearing Mid 80s!). 

Burnout, Work Life Balance, Retreating to quiet place, Young generations march at work place.

 #537

Navigating Burnout and Work-Life Balance in Indian Industry: A Crisis in Manufacturing

---

Introduction

After a month of grieving the loss of my beloved niece, I return to this blog with a renewed focus on an issue that has gained significant traction in Indian media—burnout, work-life balance, and the retreat to quiet places. These concerns, once considered niche, have now permeated discussions across Indian magazines, websites, and workplace roundtables. Particularly in the manufacturing sector, these issues have evolved into pressing challenges, affecting morale, productivity, and employee engagement.

The Crisis of Burnout and Work-Life Imbalance

The Indian manufacturing industry, long celebrated for its robust work ethic and relentless pursuit of targets, is now grappling with a crisis that threatens its very foundation. Burnout among employees has surged, particularly in the post-pandemic world, where the lines between work and personal life have blurred to an unprecedented extent. The younger generations, driven by a desire for work-life balance, are pushing back against the traditional norms of the workplace. This is often perceived as a lack of commitment by older bosses, leading to friction and disengagement.

The statistics are alarming. Employee engagement in India is at an all-time low of 15%, reflecting a deep-seated discontent that is manifesting in various ways—high attrition rates, declining productivity, and a general sense of disillusionment. The situation is exacerbated by the fact that many Indian companies still adhere to outdated practices, where long hours and constant availability are viewed as indicators of dedication.

The Generational Divide

One of the most significant factors contributing to this crisis is the generational divide in the workplace. Millennials and Gen Z employees, who now form a substantial portion of the workforce, prioritize work-life balance, mental health, and personal growth. They are vocal about their needs and are quick to disengage if these needs are not met. On the other hand, older managers and executives, who have climbed the corporate ladder through sheer hard work and sacrifice, often struggle to understand and accommodate these new expectations.

This disconnect has led to a growing number of young professionals opting for early retirement, seeking out quieter, less stressful environments, or even joining the burgeoning gig economy. The traditional manufacturing sector, with its rigid structures and hierarchical culture, is particularly vulnerable to this trend.

Indian Companies Taking the Lead

However, not all is bleak. Some forward-thinking Indian companies have recognized the gravity of the situation and are taking proactive steps to address these issues. For instance, Tata Steel has implemented a comprehensive employee wellness program that includes flexible working hours, mental health support, and regular retreats aimed at rejuvenating their workforce. This approach has not only reduced burnout but also improved employee engagement and productivity.

Similarly, Mahindra & Mahindra has introduced the "Joy at Work" initiative, which focuses on creating a more inclusive and supportive work environment. This includes open communication channels between employees and management, regular mental health check-ins, and opportunities for employees to pursue personal interests and hobbies.

Solutions Tailored to the Indian Context

To resolve the critical issues of burnout and work-life imbalance, Indian companies, particularly in the manufacturing sector, must adopt solutions that are culturally relevant and practical. Here are a few strategies:

1. Flexible Work Policies: Offering flexible work hours and the option to work from home, even for manufacturing roles where possible, can go a long way in reducing burnout.

2. Mental Health Support: Companies should invest in mental health programs, including counseling services and stress management workshops. Normalizing discussions around mental health is crucial.

3. Employee Wellness Programs: Regular wellness programs, including retreats, fitness initiatives, and mindfulness sessions, can help employees recharge and maintain a healthy work-life balance.

4. Redefining Productivity: Instead of measuring productivity by hours worked, companies should focus on the quality of output. Encouraging efficient work practices over sheer volume can lead to better results without exhausting employees.

5. Intergenerational Dialogue: Facilitating conversations between older and younger employees can bridge the generational divide. Understanding each other’s perspectives can lead to more harmonious workplaces.

++++++++++++++++

Increasing employee engagement, especially in an environment where disengagement is prevalent, requires a multifaceted approach that addresses both the organizational culture and individual mindset. Here’s what can be done:

• 1. Foster a Culture of Open Communication
• Encourage Feedback: Create channels for employees to share their thoughts, ideas, and concerns without fear of reprisal. Regular town halls, anonymous surveys, and open-door policies can make employees feel heard and valued.
• Active Listening: Managers should practice active listening, demonstrating that they value employees’ opinions and are willing to act on constructive feedback.
• 2. Empower Employees with Autonomy
• Decentralize Decision-Making: Give employees more control over how they accomplish their tasks. Allow them to make decisions within their roles, which fosters a sense of ownership and responsibility.
• Encourage Initiative: Recognize and reward employees who take the initiative to solve problems or suggest improvements. This can be done through formal recognition programs or simple acknowledgments in meetings.
• 3. Invest in Personal and Professional Development
• Training and Workshops: Offer regular opportunities for skill development, not just in technical areas but also in soft skills like critical thinking, problem-solving, and leadership.
• Mentorship Programs: Pair less experienced employees with mentors who can guide them, encourage them to think independently, and help them navigate challenges.
• 4. Promote a Questioning Attitude
• Challenge the Status Quo: Encourage employees to question existing processes and suggest better ways of doing things. Create a safe environment where challenging the norm is seen as a positive contribution rather than a threat.
• Problem-Solving Sessions: Organize brainstorming sessions where employees can work together to solve specific challenges. This not only encourages critical thinking but also fosters collaboration.
• 5. Align Work with Purpose
• Clarify the “Why”: Help employees understand how their work contributes to the larger goals of the organization. When people see the impact of their work, they are more likely to be engaged and motivated.
• Corporate Social Responsibility (CSR) Initiatives: Involve employees in CSR activities that resonate with them. This can give their work a greater sense of purpose beyond just the daily grind.
• 6. Create a Positive Work Environment
• Work-Life Balance: Promote a healthy work-life balance by setting realistic expectations and providing flexibility where possible. Employees who are not overwhelmed are more likely to be engaged and think critically.
• Recognition and Appreciation: Regularly recognize and appreciate employees' efforts. This can be through awards, public acknowledgment, or even simple thank-you notes. Feeling valued boosts engagement and morale. Money alone is not motivator, as many managers wrongly think.
• 7. Address Disengagement Directly
• Identify the Causes: Conduct surveys or one-on-one meetings to understand why employees feel disengaged. Is it due to workload, lack of recognition, poor management, or something else?
• Targeted Interventions: Once the causes are identified, implement targeted interventions, whether it's workload management, leadership training, or improving communication.
• 8. Encourage Collaborative Work
• Team Projects: Involve employees in cross-functional teams where they can learn from others and contribute their unique perspectives. This can break down silos and stimulate a more questioning and innovative mindset. Engage workmen in this as much as possible. 
• Peer Reviews: Implement a system where employees review each other’s work. This can foster a culture of constructive criticism and continuous improvement.
• 9. Lead by Example
• Leadership Role Modeling: Leaders should exemplify the behaviors they wish to see in their employees. When leaders are curious, ask questions, and challenge the status quo, it sets a tone for the rest of the organization.
• Transparent Leadership: Leaders should be transparent about the challenges the organization faces and involve employees in finding solutions. This creates a shared sense of purpose and engagement.

Conclusion

The challenges of burnout, work-life balance, and generational conflicts in the Indian manufacturing sector are real and pressing. However, with the right approach, these issues can be transformed into opportunities for growth and innovation. Indian companies that are willing to adapt and prioritize their employees' well-being will not only survive but thrive in this new landscape.

In the end, the key to a productive and engaged workforce lies in recognizing that employees are not just cogs in a machine, but individuals with unique needs and aspirations. It's time for Indian industry to take a step back, reassess, and chart a course that respects and nurtures the human element of work.

Good Luck to change this scenario. Many times, I wonder if I am very lucky to be born 20 years early and enjoyed everything that is mentioned here as scope for improvement for work engagement, as default settings for us back in the 80s and 1990s. (Which indicates that things detoriated over time, due to Business pressure, or & lack of leadership /  competition/ Lack of talent etc.)! I wonder.

Karthik.

4th Sep 2024, 9am.

I am back!

 After a gap of almost a Month, I am back to postings from this week.... Keep looking for posts... So many things to catch up....

Stay Tuned. 

Karthik. 

2nd Sep 2024, 830am. 

The Misconception of "Non-Promotable" Work: A Call for a Shift in Perspective.

#536

Personal Annoucement: We are mourning the passing away of my neice at Sohar, Oman Yesterday, Monday 5th Aug. (My younger brother's daughter). I may be irregular in working posts for next 2 weeks as rituals are to be carried out for the departed soul. 

+++++++++++++++++++++++++++++++++++++++++

In recent years, I've observed a troubling trend in the workplace. Many from the younger generation express disdain for what they term "non-promotable" work. This attitude perplexes me. How can any work be considered non-productive or devoid of value if it's aligned with the organization's vision, objectives, and targets? I infer that organisation is so Deranged that most of the tasks are so misaligned that employees feel it is not aligned to their promotion/ career advancement? I wonder how long such organisations last? I also hear women are dumped so much of non promotable work. Sad part! 

The Importance of Vision and Objectives

Every organization sets a vision and defines clear objectives. These are translated into specific targets and tasks that drive progress. Each task, no matter how seemingly insignificant, plays a role in the larger picture. Dismissing tasks as non-promotable undermines the strategic alignment that organizations strive for.

The Learning Curve

One must understand that growth and promotion are outcomes of continuous learning and dedication. By focusing solely on promotable tasks, individuals miss out on valuable learning opportunities. It's through tackling various responsibilities, including those that seem mundane, that one gains the experience and maturity needed for advancement. This broader perspective is crucial for personal and professional development.

Work Pressure and Perception

It's understandable that high work pressure and tight deadlines can be overwhelming. However, viewing every task through the lens of immediate promotability is disingenuous. Not every piece of work will lead directly to a promotion, but that doesn't mean it lacks value. The skills and insights gained from diverse experiences are instrumental in shaping a well-rounded professional.

The Value of Enjoying Your Work

An often-overlooked aspect is the intrinsic value of enjoying your work. When you find joy in what you do, even the most routine tasks become rewarding. A positive work environment and supportive colleagues contribute significantly to job satisfaction. This concept, unfortunately, seems to have diminished over the past couple of decades.

A Call for Change

It's time to rethink our approach to work. Embracing all tasks with a sense of purpose and willingness to learn can lead to unforeseen opportunities and growth. By shifting our perspective, we can revive the notion that every task, regardless of its immediate visibility on the promotability scale, contributes to our development and the organization's success.

In conclusion, let's encourage a culture where every task is valued, and learning is a continuous journey. By doing so, we can create a more fulfilling and productive work environment for everyone.

Let me know your thoughts?
Karthik.

6th Aug 2024

10am.
 

The Rise of Wisdom Work in a Multigenerational Workforce + Mentern; Voyager -I (12.6 Billion Miles away).

 #535

Context:-Intriguing couple of Articles on HBR Blog........

In today's rapidly evolving work environment, organizations are increasingly recognizing the importance of not just knowledge work but also wisdom work. As we navigate 2024, the dynamics within workplaces are shifting, driven by the diverse needs and strengths of a multigenerational workforce. This includes five distinct generations: Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z.

Knowledge Work: The Foundation

Knowledge work has been the cornerstone of modern organizations. It involves tasks that require cognitive skills, technical expertise, and the ability to process and apply information. Roles in fields like IT, engineering, research, and finance are prime examples of knowledge work. Knowledge workers are essential for innovation, problem-solving, and maintaining competitive advantage in a fast-paced world.

Wisdom Work: The Emerging Paradigm

Wisdom work, on the other hand, goes beyond the mere application of knowledge. It involves leveraging deep insights, emotional intelligence, and experiential understanding to make sound decisions, mentor others, and navigate complex, ambiguous situations. Wisdom work is becoming increasingly critical as organizations face challenges that require more than technical solutions.

Practical Examples of Wisdom Work

Multigenerational Collaboration

In many Indian organizations, the presence of multiple generations working together is a common scenario. For instance, in a large IT company in Bangalore, you might find Baby Boomers and Gen X employees with decades of experience working alongside Millennials and Gen Z who bring fresh perspectives and technological savvy.

Example: A senior project manager (Gen X) may have extensive experience in handling client relations and navigating organizational politics. However, they might rely on a younger colleague (Millennial or Gen Z) to introduce new project management software or agile methodologies that enhance team efficiency. The senior manager’s wisdom combined with the younger employee’s knowledge creates a synergistic effect, leading to better project outcomes.

Reverse Mentoring and the Mentern Model

The concept of "mentern" is gaining traction, where a younger employee mentors a senior leader. This is particularly relevant in areas where younger generations have more up-to-date knowledge, such as digital marketing, social media, and emerging technologies.

Example: In a leading Indian FMCG company, a young marketing executive proficient in social media trends might mentor a senior marketing director. The younger employee can provide insights into the latest digital marketing strategies, while the senior director shares strategic thinking, leadership insights, and market knowledge accumulated over decades. This reverse mentoring enriches both parties and enhances the company's marketing strategies.

Classic Example of a Mentern Relationship

1. SAP’s Reverse Mentoring Program

SAP, the multinational software corporation, initiated a reverse mentoring program where young employees mentor senior executives. This program aims to bridge the digital skills gap by pairing tech-savvy younger employees with older executives who need to become more adept with new technologies.

Mentern Aspect: Younger employees mentor executives on digital tools, social media strategies, and emerging technologies, while executives share their extensive business acumen and leadership skills. This fosters a bi-directional learning experience.

2. Procter & Gamble’s (P&G) Reverse Mentoring

P&G has implemented reverse mentoring programs where younger employees help senior leaders understand digital trends, new media, and the preferences of younger consumers. This program helps the company stay relevant in a rapidly changing market.

Mentern Aspect: Young employees mentor senior leaders on the latest digital marketing strategies and consumer behavior trends, while the senior leaders provide guidance on strategic decision-making and organizational values.

Key Elements of a Successful Mentern Relationship

1. Mutual Benefit: Both the mentor and the intern benefit from the relationship. The senior executive gains new knowledge and skills, while the younger employee receives career guidance and insight into strategic thinking.
2. Open Communication: Successful mentern relationships rely on open, honest communication. Both parties must be willing to listen and learn from each other.
3. Structured Interaction: Regular meetings with clear objectives and goals help maintain the focus and productivity of the mentorship.
4. Supportive Culture: An organizational culture that values continuous learning and development is essential for these relationships to thrive.

The Shift from Knowledge to Wisdom Work

Organizations are gradually shifting towards valuing wisdom work, recognizing that it is not just about what you know, but how you apply that knowledge in a broader, more impactful manner. Here are a few reasons why this shift is occurring:

1. Complex Problem-Solving: Modern problems are often complex and multifaceted, requiring more than just technical knowledge. Wisdom helps in understanding the broader context and long-term implications of decisions.
2. Leadership and Mentoring: Effective leadership requires wisdom. Leaders must mentor and guide their teams, navigate organizational complexities, and foster a positive work culture.
3. Emotional Intelligence: Wisdom work involves high emotional intelligence, enabling better interpersonal relationships, conflict resolution, and team dynamics.

Conclusion

As we move through 2024, the integration of wisdom work alongside knowledge work is proving to be a radical yet essential evolution in organizational practices. The presence of a multigenerational workforce offers a unique opportunity to harness the best of both worlds—leveraging the deep, experiential insights of older generations and the innovative, current knowledge of younger ones. The rise of the "mentern" model is a testament to this evolving dynamic, where mutual mentorship fosters a richer, more collaborative work environment.

Embracing wisdom work and the mentern concept can lead to more resilient, adaptive, and successful organizations, prepared to tackle the challenges of the future with a well-rounded, insightful approach.

+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
Voyager I. (1977)

(According to one academic study, it’ll be about 20,000 years before Voyager pokes through the Oort cloud, a shell of ice and comets surrounding the solar system, and 30,000 years before it comes anywhere near another star. It’ll be about 500 million years before it completes a lap around the galaxy. The golden record is given good odds to survive at least 5 billion years, interstellar dust posing the biggest risk. Modelling gets more difficult after that, as our Milky Way is set to collide with the Andromeda galaxy.)

I am stunned beyond belief by the story of NASA's Voyager I. Launched in 1977 (I remember the launch)  to explore the galaxy, Voyager I stopped transmitting signals back to Earth in 2023, after traversing an astonishing 12.6 billion miles. What's even more incredible is that the programs running Voyager I were written in 1975 code and language, with a total data capacity of only 16 KB—less than what it takes to type this note.

Voyager I travels at a rate of 1,600 km per minute, away from us, as I write this. When the transmission stopped, scientists at NASA's Jet Propulsion Laboratory (JPL) faced a monumental challenge. They had to delve into decades-old records, decipher handwritten codes, and trust files containing over 1,000 pages of handwritten documents. Remarkably, two dedicated scientists worked meticulously with the 1970s code, reworking the program and sending a correction signal to Voyager I. They then had to wait 22 hours for the signal to bounce back.

And now, Voyager I is transmitting signals back to Earth once again! 

I have a 20-page Financial Times' intriguing story, detailing this extraordinary effort. If you're interested in reading over Sunday afternoon Tea, I can send it across. It's an exciting read. This achievement is a shining example of human ingenuity and perseverance. As Apollo 13 Mission Director Gene Kranz famously said while rescuing the three stranded astronauts in space, "Failure is not an option."

Todd Barber with Lucky Peanuts Jar. (1977 jar).       Files dusted to check codes, notes etc. (1975-77 post launch).

+++++++

Here's a fact-check of the details about Voyager I:

1. Launch and Mission:

   • Voyager I was launched on September 5, 1977, with the primary mission to explore Jupiter and Saturn.
   • It is indeed traveling through interstellar space now, having left the solar system.

2. Transmission Status:

   • Voyager I is still transmitting signals to Earth, though it is extremely faint due to its vast distance. The last recorded data transmission was in February 2023.

3. Code and Data:

   • The Voyager spacecraft were programmed using the Fortran programming language, and the onboard computer systems have very limited memory and processing power compared to modern standards.

4. Travel Speed:

   • Voyager I travels at approximately 17 kilometers per second (about 60,000 km/h), which is roughly 1,600 km/minute. This speed is consistent with the figures mentioned.

5. Restoration and Signal Correction:

   • There have been various maintenance and updates to the communication system over the years, including sending correction commands to adjust the spacecraft’s instruments. This process involves waiting for long periods due to the vast distance.

6. Handwritten Records:

   • The archival process at JPL includes maintaining and working with old records, including handwritten documents, especially when dealing with legacy systems.

7. Quote from Apollo 13:

   • The quote “Failure is not an option” is attributed to Gene Kranz, (1933- ) the Apollo 13 Flight Director, reflecting the intense problem-solving efforts during the mission.

++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++

In April 2024, NASA engineers fixed a computer problem on Voyager 1 that had been making its transmissions unreadable since November 14, 2023. The problem was caused by a malfunctioning chip in the spacecraft's Flight Data Subsystem (FDS), which collects and transmits science and engineering data to Earth. The engineers:

1. Broke up the code stored in the chip and moved sections into functioning parts of the FDS memory
2. Rewrote some of the reshuffled code
3. Saved the modifications to the FDS memory
4. Uploaded the update on April 18

Let me know your comments.

Karthik

4/8/24

11am. 

The Long Road to Freedom: The Dramatic Release of Evan Gershkovich and the Largest Prisoner Swap Since the Cold War

 #534

Evan Gershkovich; (left Sitting) Paul Whelan, in short-sleeve shirt; and Alsu Kurmasheva, in white shirt and gray pants, aboard an aircraft after their release. Photo: U.S. government/Reuters - WSJ Photo. 

Evan Gershkovich, a Wall Street Journal reporter, found himself embroiled in a high-stakes international drama when he was detained by Russia on espionage charges. His arrest marked the first time since the Cold War that a journalist for an American news outlet was accused of spying in Russia. Gershkovich's ordeal lasted for 490 harrowing days, during which he faced a closed-door trial and a 16-year prison sentence.

The path to Gershkovich's release was a complex, protracted process involving multiple countries and high-level negotiations. In what became the largest prisoner exchange since the Cold War, Russia agreed to release 16 Western prisoners, including Gershkovich and Marine veteran, Paul Whelan, who had been held for six years on dubious spying charges. In return, the West freed eight Russian individuals, one of whom was the notorious assassin Vadim Krasikov, a key figure desired by Putin's regime. Putin's unwavering resolve to bring Krasikov back to Russia played a crucial role in this exchange and ultimately paid off. 

Vadim Krasikov, a former intelligence officer and Russian hit man, was serving a life sentence for the murder of a rebel leader in Berlin. (Putin wanted him at any cost thus making exchange more complex!). 

This swap underscores the relentless efforts of the hostages' families, who never lost hope and kept the pressure on their governments. It also highlights the perilous nature of international travel to hostile regions. As a frequent traveler to such places, I have experienced firsthand the unsettling feeling of having my hotel room searched and belongings inspected. (When I am away, and clear traces left that some one was there!).  These actions serve as stark reminders of the risks involved.

The negotiations were painstaking and required immense patience, particularly because they involved leaders from the US, Russia, Germany, and other nations. The sad irony of this story is the fate of Alexei Navalny, the prominent Russian dissident, who was on the list for release but tragically passed away months earlier.

The successful conclusion of this negotiation is a testament to diplomatic perseverance and the unwavering spirit of those affected. It is a poignant reminder of the fragility of freedom and the enduring hope that sustains those in captivity. Credit must also be given to WSJ, which never missed a day mentioning Evan's fate and injustice, in their articles. 

For more details on the release and the complex negotiations involved, you can read more here.

Karthik

2.8.24 930am.

Navigating Through Trust, Change, and Integrity: Lessons from Personal and Societal Challenges

 #533

Blog on three different topics but connect a common theme---> Values and Integrity. 

Introduction

In today’s fast-paced world, trust and integrity are more crucial than ever. Our professional and personal lives are often tested by failures, societal shifts, and unpredictable changes. Through my own experiences and observations, I’ve learned that navigating these challenges requires a blend of honesty, resilience, and adaptability. In this blog, I will share insights on recovering from professional mistakes, addressing the concerning trends in student behavior, and embracing uncertainty with integrity.

Recovering from Professional Mistakes and Rebuilding Trust

One of the most daunting challenges in a professional setting is recovering from a significant mistake. Imagine a situation akin to the Blue Screen of Death on Microsoft systems—a sudden and catastrophic failure that disrupts everything. This metaphor aptly describes the chaos that can ensue after a major work mishap.

In my early career during the 1980s, I faced a pivotal learning moment. I failed to validate my work thoroughly, which led to a substantial issue and an earful from my boss. (My Beard is in awe of him as he had) This experience, though painful, became a crucial turning point. It taught me valuable lessons that transformed my approach to work and professional relationships.

Here’s how to recover and rebuild trust:

• Acknowledge the Mistake: Admit your error openly. Honesty is the first step in regaining credibility.
• Communicate Transparently: Engage in clear and honest dialogue with colleagues and superiors about what happened and your plans for rectification. Never hesitate to deliver bad news, it shows courage to tackle the situation. 
• Implement Changes: Demonstrate commitment to improvement by making tangible changes and showing how you’ve addressed the issue.
• Seek Feedback: Actively seek constructive criticism to guide your future efforts and prevent similar issues.

Addressing the Decline in Respect and Behavior in Indian Schools

Recent news about misbehavior in Indian schools paints a troubling picture. Reports of students abusing teachers, engaging in violence and bullying, showing contempt for elders, and even consuming alcohol in class reflect a disturbing shift in behavior and respect. These issues highlight a broader societal problem and a decline in the sanctity of the teacher-student relationship.

Comparing Past and Present: A few decades ago, the teacher-student relationship was deeply respected. Education was viewed as a noble profession, and schools were places of learning and respect. Today, however, the commercialization of education has shifted priorities, often at the expense of values and discipline.

Generational Perspective: The changes in student behavior can partly be attributed to generational shifts. Different generations experience varying societal pressures, technological advancements, and educational philosophies. For instance, the rise of digital technology has transformed how students interact with information and authority figures. The values and norms of previous generations may not fully align with those of today’s youth, leading to a disconnect in behaviors and expectations.

Possible Solutions to Address These Issues:

• Reinforce Values: Schools should emphasize core values like respect and integrity as integral parts of the curriculum.
• Strengthen Regulations: Implement and enforce stricter policies to maintain discipline and ensure respectful behavior.
• Community Involvement: Engage parents and community members in supporting educational standards and reinforcing respect for educators.

Embracing Uncertainty and Change with Integrity

Uncertainty and change are inevitable parts of life, both professionally and personally. The key to managing these challenges is to focus on what remains constant: delivering outstanding performance and results threoff, and maintaining integrity. 

Strategies for Navigating Uncertainty:

• Performance Excellence: Commit to meeting expectations with high-quality results, on time, and within budget. This consistent performance builds trust and reliability.
• Maintaining Integrity: Uphold honesty and strong ethical standards. Integrity acts as a stable foundation amid changing circumstances.
• Continuous Improvement: Embrace change as an opportunity for growth. Stay adaptable and seek ways to improve both personally and professionally.

Conclusion

Navigating through professional setbacks, societal changes, and uncertainty requires a steadfast commitment to trust, respect, and integrity. By acknowledging mistakes, addressing troubling trends, and focusing on consistent performance, we can build resilience and maintain our values. The generational shift we are witnessing is part of a larger societal evolution, and by understanding and addressing these changes thoughtfully, we can foster a more respectful and resilient future. I hope these insights encourage you to reflect on your own experiences and embrace these principles as you face your own challenges.

Karthik

1st Aug 2024, 9am. 

The Decay of Interview Etiquette: Alarming Trends and Their Implications

 #532

A message from a friend triggered this post. 

++++++++

In recent years, there's been a noticeable decline in the professionalism and decorum of job candidates during interviews. The tipping point for this blog post was hearing about a candidate using foul language with an interviewer, but this is just one example of a broader trend.

Unprepared and Sloppily Dressed Candidates

One of the most disheartening trends is the casual approach many candidates take towards interviews. Showing up in casual or inappropriate attire, being unprepared, and displaying a lack of basic knowledge about the company or the role are becoming disturbingly common. This lack of effort reflects poorly on the candidate and raises questions about their seriousness and commitment.

Inappropriate Questions and Demands

Candidates are increasingly prioritizing personal perks over professional responsibilities. I've heard stories of candidates, before even committing to an interview, demanding information about gym facilities, crèches, and round-the-clock gourmet food options. While these amenities can be attractive, making them a focal point during the initial stages of the interview process is inappropriate and reflects misplaced priorities.

Romantic Entanglements in the Workplace

Perhaps one of the most shocking inquiries is candidates asking if indulging in romantic relationships with colleagues is permissible and non-punishable. Such questions not only display a lack of professional boundaries but also suggest a potential for future workplace conflicts and distractions.

Ghosting After Job Offers

A particularly frustrating trend for employers is candidates accepting job offers and then disappearing, using the offer as leverage to negotiate better terms with their current or other potential employers. This practice wastes the time and resources of the hiring company and disrupts their staffing plans.

Organizations' Role in the Problem

It's important to acknowledge that companies are not blameless in this situation. I've witnessed organizations making candidates wait for hours past their scheduled interview time, showing a lack of respect for the candidates' time and causing unnecessary frustration. Clear role definitions and respectful treatment of candidates are crucial steps that organizations must take to improve the interview experience. Oh yes, there have been stories where candidates not offered even a glass of water in the 5 hr process of interview discussions. 

Adapting to New Generations

Organizations also need to recognize and adapt to the behavioral tendencies of Gen Z and Alpha generations. These younger candidates have different expectations and values, emphasizing respect, dignity, and work-life balance. Recent incidents where companies have mistreated candidates during college recruitment drives have led to some colleges blacklisting these companies, illustrating the serious repercussions of not respecting candidate dignity.

Where Are We Heading?

These incidents, though they may seem like rare exceptions (perhaps 1 in 1000 interviews), have the potential to set a dangerous precedent. Bad habits can spread quickly, with candidates believing this behavior is acceptable or even expected. Both candidates and organizations need to establish and adhere to norms that respect the interview process and ensure mutual benefit.

Personal Experiences and Additional Stories

1. A friend of mine recounted an interview where the candidate not only showed up in casual jeans and a t-shirt but also took a phone call mid-interview.
2. Another incident involved a candidate who, during the interview, was more interested in discussing the company’s vacation policy, perks and remote work options than the actual job role.
3. A colleague shared a story about a candidate who, after receiving a job offer, vanished without a trace, only to reappear weeks later trying to negotiate a higher salary based on a counteroffer from another company.

These stories underscore the need for both parties to approach the interview process with respect, professionalism, and a clear understanding of expectations. If not, both candidates and organizations risk losing out on potentially beneficial opportunities.

The onus is on both candidates to present themselves professionally and on organizations to treat candidates with the respect they deserve. Only through mutual effort can we hope to improve the current state of interview etiquette and create a more respectful and efficient hiring process for all involved.

Regards

Karthik.

I leave you with some images which happened in Real interviews! Please be ready to face these!!