What Indian Managers Can Learn from Global Leaders: A Perspective from Experience.....

 #627

My wall at workdesk (2000-2012). The Picture at Top Left -Shravan 1999 worked and gave me. 

The recent meeting between Ukrainian President Volodymyr Zelensky and American leaders Donald Trump and JD Vance at the White House has highlighted the nuances of multicultural engagements. Such interactions provide a valuable lens into the leadership styles and professional practices that define successful global professionals. For Indian managers, especially those who have not had the opportunity to work or engaged in overseas interactions, there are significant lessons to be learned from how leaders in global settings conduct themselves, make decisions, and drive results. Today in a globalised/ intertwined world, these are good to know stuff. 

Having worked with and observed professionals across various continents, I have noticed certain virtues that set them apart—practices that Indian managers can adopt to enhance effectiveness, efficiency, and long-term success.

1. Punctuality and Early Start to the Day

Time is a valuable resource, and successful leaders across the world respect it. American professionals, in particular, start their day very early, leveraging peak energy levels for maximum productivity. Indian managers can benefit immensely by adopting a structured and disciplined approach to time management.

2. Hands-on Approach and a Big-Picture Mindset

Global leaders and managers focus on understanding the broader vision rather than getting lost in micromanagement. They trust their teams to handle execution while ensuring alignment with strategic objectives. Indian managers must strike a balance between detail orientation and maintaining an overarching perspective.

3. Regular Coaching and One-on-One Feedback

A hallmark of strong leadership is staying connected with the team. Frequent coaching sessions and one-on-one discussions help leaders understand challenges, provide guidance, and drive performance. Indian managers often rely on annual appraisals; a shift to regular, informal feedback loops can significantly improve team alignment.

4. Cascading Goals for Organisational Alignment

Setting clear objectives and ensuring they cascade down the hierarchy ensures that everyone understands their role in achieving business goals. This practice fosters accountability and ownership at every level.

This 2006 frame exist even now, above my bed. Drives me for past 20 yrs. 

5. Results and Behaviour Alignment

Delivering results is crucial, but global professionals also emphasize the behaviours and values that drive these outcomes. In many global corporations, even if an employee meets targets but exhibits negative behaviour (e.g., poor teamwork or ethical concerns), their growth is stunted. Indian managers should integrate behavioural expectations into performance assessments.

6. Professional Boundaries in Personal Matters

While personal connections exist, most global professionals maintain a clear distinction between work and personal life. They show concern but do not let emotions interfere with decision-making. Indian managers, often deeply involved in personal aspects, can benefit from a balanced approach.

7. Praising in Public, Correcting in Private

Encouragement boosts morale, and leaders understand that public recognition enhances motivation. At the same time, constructive criticism is usually given privately. However, as seen in cases like Zelensky and Trump, public reprimands happen when necessary. Indian managers should adopt a culture of appreciation while addressing issues tactfully.

8. Direct, Honest Feedback

Effective leaders provide timely and straightforward feedback. The ‘sandwich method’ (mixing praise with areas for improvement) is commonly used to ensure employees feel valued while understanding where they need to improve. Indian managers can benefit by fostering a culture of open, honest, and constructive feedback.

9. The Power of Documentation

In global corporations, ‘if it is not documented, it is assumed not done.’ Clear documentation and communication ensure transparency, accountability, and clarity in decision-making. Indian managers often rely on verbal commitments; incorporating strong documentation habits will enhance organisational efficiency.

10. Structured Meetings and Calendar Discipline

Impromptu meetings are rare in professional global settings. Meetings are scheduled in advance, ensuring proper preparation and time management. Indian workplaces, where ad hoc discussions often disrupt workflow, can benefit from adopting structured scheduling practices.

11. No News is Bad News

In the global business environment, silence on critical issues is considered a red flag. Proactive communication is expected, especially when challenges arise. Indian managers should encourage transparent communication to avoid last-minute crises.

12. Encouraging a Questioning and Challenging Attitude

Healthy debate and intellectual discussions are encouraged in high-performing teams. No idea is dismissed outright; employees are encouraged to challenge perspectives and propose solutions. Indian managers should foster an environment where questioning is seen as a sign of engagement rather than insubordination.

13. Risk-Based Thinking

Effective leaders assess decisions from a risk perspective—considering financial, operational, and human resources factors—and develop mitigation plans. This approach helps in proactive problem-solving rather than reactive firefighting.

14. Meeting Deadlines with Clear Communication

Deadlines are sacrosanct in global workplaces. If there’s a risk of missing them, proactive communication is expected well in advance. Indian managers can benefit by enforcing stricter deadline adherence and ensuring timely updates to stakeholders.

Embracing Best Practices for Success

As someone who has worked with professionals across Europe, Asia, North America, Australia, and Latin America, I can confidently say that successful organisations seek employees who embody these traits. Indian managers who incorporate these global best practices will not only elevate their leadership effectiveness but also drive sustained business success.

The meeting between Zelensky, Trump, and JD Vance at the White House is a reminder of how global leadership interactions shape decision-making, diplomacy, and professional engagement. In today’s globalised corporate environment, learning from such interactions is crucial. By integrating these learnings, Indian managers can build stronger, more efficient, and globally competitive teams. The world is evolving, and adopting proven leadership strategies will ensure that Indian professionals are well-equipped to thrive in an increasingly competitive landscape.

My Personal Traits Picked Up from Corporate Life

1. I wake up at 3 AM and hit work by 8 AM, making the most of my energy levels. I benefited immensely from feedback from my managers/ peers/ colleagues. The reward is so enriching. They were never afraid to speak their mind. 

2. Calendar management is key—everything actionable is scheduled.

3. All my engagements, including calls (even family calls), have an agenda and expectations sent out clearly well in advance. Surprises however joyful are irksome for me. 

4. I set annual personal and professional goals, review them at year-end, and share them with key opinion-makers who influence me.  

5. My results orientation is not just about what is achieved but how it is approached and executed—this is a sacrosanct activity for me.

6. As a father and consultant, I know my red lines even in family matters, and maintain clear professional and personal boundaries.

7. My objective is to praise people as much as possible—people come to work with good intentions, and any fault from their end usually stems from a lack of communication by the organisation or the supervisor. Blame fixes nothing; mistakes are part of life.

8. Radical candor is key—yes, it may appear insulting, but that’s reality. Take it, get on, move on, and grow a thick skin.  As a High "D" I DON'T MIND-YOU DON'T MATTER. 

9. Challenging the status quo and defying norms is my hallmark. I have always believed in bending the law and breaking the rules—if you excel in delivering results, no one cares about the path you took.

10. Everything in life involves risk (even marriage and relationships), so mitigating risk with a solid plan and measurable, results-oriented actions is essential. 

Karthik

2nd March 2024. 

Even Homer Nods: Handling a Bad Day at Work and Life with Grace........

 #626

There comes a time when even the most disciplined and composed among us face a bad day. For some, it may be a rare event—once in a decade at work, perhaps—but in personal life, it is more frequent. The unexpected mishap, the forgotten commitment, or an unforeseen challenge can set off emotions ranging from frustration to outright rage. It happened to me today.

Our wedding day 18/1/25. (Boquet from the 4 Children, hahahh! As Radhu would say-" I do all the hard work of ordering+ Payout; I ought to write other 3 names (Shr, San, Esh)" ehheheheh!!) 

As someone who is a stickler for time, Clockwork routine, I expect precision in everything and I excel in that. (Traits of High "D", + Sagitarian)  This morning, my well-established routine was disrupted—Lalitha forgot to give me my protein drink at 6 AM sharp, (Her Parents arrived 530am and she was engrossed in catching up) and it only arrived at 7 AM. That hour of delay during my morning walk, felt like an eternity, ( I was hungry, having had my Black coffee at 3am; hunger, takes you to uncharted frontiers) throwing my rhythm off. Was it a life-altering event? Certainly not. But in that moment, it felt significant, and I was livid. Yet, I held my tongue, ( I am becoming a matured person with Appreciation/ gratitude) though my face betrayed my disappointment.

Even leaders at the highest levels have bad days. Take this past week for President Trump—several avoidable blunders put him in an uncomfortable position. The Epstein file release fiasco caught  AG, Pam Bondi off guard when she naively trusted the FBI report, only to be blindsided later. The awkward meeting with President Zelensky at the White House didn’t do him or America, any favours. Then came the contentious White House press access issue, raising concerns about selective media admissions—a dangerous precedent if left unchecked. Not a great week for POTUS. But as the saying goes, ‘Even Homer nods’—even the best have missteps.

So, how do we handle bad days?

The key to managing such moments lies in self-awareness, patience, and proactive strategies. Here are a few ways to keep your balance when things go off track:

1) Accept that people make mistakes.

No one is immune to errors. Forgetfulness, oversight, or simple human limitations will lead to occasional missteps. While consistency and discipline are great traits, expecting perfection from others 100% of the time is unrealistic. Instead of assigning blame, recognize that mistakes are often unintentional. Learning to let go of minor grievances can save a lot of unnecessary stress. 

2) Never react in the heat of the moment.

When frustration peaks, the instinct is to lash out—whether through words, body language, or tone. But reacting immediately often worsens the situation. Today, despite my irritation, I chose not to say anything to Lalitha. She realized her mistake, felt apologetic, and a moment of anger could have needlessly soured our morning. The golden rule: when upset, pause. Take a deep breath, hold back impulsive words, and let the moment pass. It’s better to speak with a clear mind than to regret words spoken in haste.

3) Have an open discussion on how to avoid such situations.

The best way to prevent repeated issues is through honest, constructive conversations. Lalitha and I will likely talk later about how to ensure such oversights don’t happen again—not as a blame game, but as a practical way forward. Whether at home or work, simple discussions on expectations and routines can help streamline daily interactions and reduce friction.

4) Honest, candid, and frank conversations lead to solutions.

Effective communication isn’t about assigning fault; it’s about finding solutions. "Seek First to Understand than to be Understood" In the workplace, a bad day can be turned into a learning experience by addressing what went wrong and setting corrective measures. If Trump’s team had a better crisis response strategy, the Epstein file release fiasco could have been handled more deftly. If the White House had a clear policy on press access, unnecessary controversies could have been avoided. The same applies in personal life—when missteps happen, talk openly and honestly. Find ways to fix things rather than dwell on the mistake.

Fool Me Once, Shame on You; Fool Me Twice, Shame on Me

A bad day should be an exception, not a pattern. The goal is not just to handle these situations gracefully but to learn from them. If the same issues recur, then corrective action is necessary. Planning, foresight, and structured conversations can help prevent repeated missteps.

Life is too precious to be derailed by momentary frustrations. A delayed protein drink, an awkward press event, or an oversight at work may cause irritation, but in the grand scheme of things, they are mere blips. The ability to absorb setbacks, respond rationally, and move forward with a lesson learned is what separates those who are effective in life from those who are merely reactive.

So, the next time life throws an unexpected challenge your way, take a deep breath, assess, discuss, and move on. Because even Homer nods, but he always gets back up and continues his journey. I think today's misstep at home could bring me and Lalitha even closer, as has happened many times before. I always tell her, "More we have missteps/ conflicts- More we are getting closer"!! 

Karthik

1st March 2025. (Boy 2 months of the year gone!!)

915am. 

Going from 0 to 1 on a Journey to 100

 #625. (25 Squared!). 

My Personal story is at the end. Have you ever noticed how people enthusiastically agree on what they want to achieve—whether it’s in their personal life or career—but when you ask them “How would you move from 0 to 1?”, there’s stunned silence? The energy deflates like a balloon losing air. I had seen this countless times at both at home and work front. Hence this blog.  The desire to reach 100 is strong, but the ability to take the first step—that crucial move from 0 to 1—is where most people get stuck. It’s not that they lack capability or intelligence. It’s simply that they haven’t broken down the process into something actionable.

So, how do you go from 0 to 1 and then scale to 100? Here’s the way I see it:

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1. Define the End Goal Clearly

It all begins with clarity. If you don’t know what success looks like, how will you measure progress?

• What do you want to accomplish?

• Why is this important to you?

• What would ‘100’ look like in this journey?

Many people falter here because they have a vague idea of what they want but haven’t articulated it well. The more precise your goal, the easier it is to chart a path.

Example: If you want to lose weight, don’t just say, “I want to be fit.” Define it: “I want to lose 10 kg in six months by following a structured fitness and diet plan.”

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2. Brainstorm the Path to Begin

Once you have the destination in mind, the next challenge is figuring out how to start. This is where brainstorming without judgment helps. Many people dismiss ideas too early, thinking, “That won’t work,” or “That’s too slow.” But at this stage, no idea is a bad idea.

Ask yourself:

• What are all the possible ways I could start?

• Are there different speeds or approaches? (fast, slow, structured, chaotic?)

• Who has done this before? What can I learn from them?

Tip: Writing down all ideas, no matter how wild, helps uncover the simplest first step.

Example: If you want to start writing blogs, don’t worry about perfection. Just list ideas, pick one, and write a short paragraph. The act of starting is more important than getting it right.

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3. Work in Small, Measurable Steps

The easiest way to move forward is by focusing on small wins. The momentum from these tiny victories propels you forward.

• Break the journey into micro-steps.

• Focus on daily, visible progress.

• Make sure the steps are so small you cannot fail.

Example: If you’re learning a new language (like I am with Spanish), don’t aim to master the grammar on Day 1. Just learn 5 new words a day. By the end of a month, you know 150 words. Small steps compound into big results.

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4. Keep Metrics – What Gets Measured Gets Done

Numbers don’t lie. Tracking progress keeps motivation high and gives a reality check.

• Define key metrics (weight lost, books read, workouts done, blog posts written, etc.).

• Use a simple tracker (journal, app, spreadsheet) to measure growth.

• Set review checkpoints (weekly or monthly) to assess progress.

Example: If your goal is fitness, measure not just weight but also consistency—how many days you exercised in a month. Tracking effort keeps you accountable even when results are slow.

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5. Celebrate Success (However Small!)

Most people only celebrate when they hit 100, but the secret to staying motivated is recognizing the small victories along the way.

• Completed one blog? Celebrate.

• Walked daily for a week? Celebrate.

• Learned five Spanish phrases? Celebrate.

Acknowledging progress keeps the journey enjoyable. Without this, burnout sets in before real success arrives.

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Scaling from 1 to 100

Once you hit 1, you’ve proven that starting is possible. Now, it’s about scaling up gradually:

1. Move from 1 to 10 by making the process repeatable.

2. From 10 to 50, build efficiency and remove bottlenecks.

3. From 50 to 100, optimize and sustain long-term success.

By the time you reach 100, the habits you’ve built will ensure you don’t fall back to 0.

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Final Thoughts: The Power of Starting

Everything significant in life—career success, health transformation, writing, business—begins with one step. The hardest part is always the first move. But once you get the wheel turning, momentum takes over.

So, ask yourself:

• What’s one thing you’ve been postponing because the start seems overwhelming?

• What’s the smallest possible step you can take today to move from 0 to 1?

Take that step. And then take another. Before you know it, you’ll be on your way to 100.

My Personal Move from 0 to 1 – 1990: My Marriage

When I decided to get married in mid 1990, I had a very clear idea that my spouse would be a homemaker, willing to move with me to North India (at that time), and don't crib about seeing her mom and pop often, and I set clear expectations. I put all these expectations in an A3 document and asked my parents to circulate it to potential matches, which they did. (Lalitha still has that A3—two pages, back to back- now brittle).

Many of my conditions would not suit 99% of women today. But I was clear—my 0 to 1 was making that A3 document. Things then moved... She was the first girl I saw. (It needs courage and common sense to say Yes to my requirements, so I can't push my luck any further....hahahhhahahah!) 

Ironically, five years after marriage, I moved back to South India—a decision I never dreamed of when I initially moved north 11 years earlier. Nothing is permanant but change.

That’s life.

Karthik

27th Feb 2025. 

Embracing Uncertainty: My 40-Year Journey of Overcoming Challenges

 #623

Life’s No Fun Without Challenges!

As I reflect this week on four decades since finishing college, my mind races back to the challenges I have faced—personal, professional, and those that appeared out of nowhere, demanding instant decisions. At 3 a.m., today, when my Apple Watch prompted me to look back, on challenges I faced, I found myself reliving those pivotal moments that defined my journey. Challenges, after all, are manifestations of the unknown and uncertainty. But through experience, I have learned that by leveraging the known and the certain, solutions often present themselves. The key lies in deciphering the unknown by linking it to what we already know and crafting a plan to navigate through it.

The Framework for Overcoming Challenges

Every challenge can be broken down into four steps:

1. Reframe the challenge – View the problem in different contexts, relate it to known aspects, and explore patterns from past experiences.

2. Identify possible solutions – Brainstorm executable ideas, draw from successful strategies, and seek inspiration from thought leaders. Seek Help, Asking for help is a sign of strength. (Indians don't do this much sadly). 

3. Take action – Execution is key. Without implementation, without deadlines, ideas remain abstract. Deadline is what drives you to keep you motivated as well as committment/trust you put to yourself and others! You miss a deadline, you are a living corpse. PERIOD. 

4. Sustain the execution – Commitment ensures that solutions are not temporary fixes but long-term transformations.

This approach has helped me time and again in overcoming hurdles, from professional crossroads to personal crises.

Moments That Defined My Resilience

1. Health Scare in 2005 – A serious wake-up call that reshaped my approach to well-being, making me realise that preventive care is not optional but essential. 

2. 9/11 in Lahore – A crisis that reinforced my belief in thinking on my feet and staying calm in unpredictable situations.

3. Leaving Ingersoll Rand Abruptly on 10th August 2012 at 11:30 AM – A decision I made mere minutes before a meeting, with no prior clue that I would walk out that day. It was a classic case of listening to my inner voice and acting decisively in seconds.

The first step in overcoming a challenge is to look for the hidden opportunity within it. Ask: What is the end outcome I want? Then, shift the focus to What’s in it for others? By seeking a win-win solution, challenges become stepping stones rather than roadblocks.

My 10-Point Uncertainty Manifesto: My True North

Over the years, I have worked out a structured manifesto that guides me through uncertain times. Lalitha, my lifelong companion, concurs with most of it (though she is still skeptical about my theory of the 40-year marriage itch—another five years to go, so we shall see! Haha!).

This manifesto is inspired by foundational principles, including The 7 Habits of Highly Effective People by Dr. Stephen Covey, and incorporates practical wisdom that has served me well:

1. Accept Uncertainty as Inevitable – Nothing in life is set in stone. Embrace it.

2. Focus on What You Can Control – Stop worrying about the uncontrollable and channel energy into actionable areas.

3. Reframe Problems Positively – Instead of seeing a crisis, see a transformation opportunity.

4. Take Decisive Action – Procrastination magnifies uncertainty.

5. Develop a Plan, But Be Ready to Pivot – Rigidity is a killer; adaptability is a lifesaver.

6. Surround Yourself with the Right People – Trusted mentors and support systems make a difference. Empower them to give brutal / radical candor feedback. (Lalitha/ Radha excel at this! Amazing most women do tough, straight talking to my face I love it. Men don't I wonder why!?)

7. Trust Your Instincts, But Validate with Facts – A mix of intuition and data-driven decisions works best.

8. Embrace Lifelong Learning – The more knowledge you acquire, the better you handle uncertainty.

9. Stay Optimistic – Confidence and positivity are critical survival tools.

10. Remember: This Too Shall Pass – No challenge lasts forever.

Lessons for Life & Work

By applying these principles, I have not only navigated uncertain times but thrived through them. Whether in business, relationships, or personal goals, I have learned that overcoming challenges is a matter of perspective, strategy, and execution.

To my readers: Challenges will always be there. What matters is how you face them. Embrace them, decode them, and execute your way out of them. After all, life would be dull without uncertainty!

Regards
Karthik

25th Feb 2025

930am.

Boy Today is George Harrision Birth Anniversary, What a man!! He would have been 82, still good to live. George died 2001, November, due to Lung cancer.!! Yellow Submarine, My Guitar gently weeps are his master class. He is also a fabulos Sitar Player.!!! Embraced a lot of Hindu/Indian way of life. 

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Why Do We Criticize More Than We Praise? A Shift Towards Positive Reinforcement....

 #622

Personal updates: 1) Had a fantastic time yesterday with my cousin Gandhi Mohan, who visited with his family from Natal, Brazil. He was here in December, 2023 for the first time in 35 years, and this time, he brought his son, daughter, and their friend on their first visit to India. They had an incredible two-week trip exploring the country.

The three hours we spent together just flew by, with so much to catch up on by others with five of them, I took a back seat, knowing I can always connect with him virtually in the coming times. It was also great catching up with my other cousins in Bangalore—something that doesn’t happen often, thanks to the city’s notorious traffic! I even adjusted my Business travel plans to Bombay last week just to be back in time to spend quality time with them. Well worth it!

Heather Jennings (Front Middle), Gandhi Mohan (Standing 2nd left), Clarice Oliveria (Friend) Avicenan (Son- Brazil T shirt) and Rumichandra (Daughter- Red dress). With other cousins and Nephew. 

2) My brother and his family got their U.S. B1 visa in just 10 days! I had casually mentioned to him, “Why don’t you have one?” (I always have a Plan B for everything!). It took just two weeks for the U.S. Consulate in Muscat, Oman—where he resides—to process and issue the visa.

In contrast, getting a U.S. visa appointment in India takes a minimum of 450 days! Plus, unlike the long-winded process here, everything in Muscat—fingerprinting, scanning, and the interview—was done within minutes. What a difference!

+++++

Context for the blog. This video. + I see more critisicm of things happening around, and not able to appreciate positivies by folks, in my interactions, so the blog. 

Have you ever noticed how easy it is to point out what’s wrong, yet we often overlook what’s right? Whether at home, in the workplace, or in public life, our natural inclination seems to be toward identifying mistakes rather than appreciating successes. We laugh, criticize, and comment when others fail, yet we rarely acknowledge when something is done correctly. Why does this happen? And what would change if we flipped this mindset?

The Negativity Bias: Why We See Faults First

Psychologists have long studied the ‘negativity bias’—our brain’s tendency to focus more on negative experiences than positive ones. This is rooted in survival instincts; historically, being hyper-aware of dangers helped our ancestors avoid threats. However, in today’s world, this negativity bias often manifests in unnecessary criticism, undermining relationships, teamwork, and morale.

At work, for instance, an employee who consistently delivers good results may go unnoticed, but the moment they make an error, it is highlighted and scrutinized. In families, a spouse’s small mistakes—forgetting an errand, making a minor oversight—are remembered, while the countless acts of care and support are taken for granted. This tendency creates an environment where people feel undervalued, fostering resentment rather than motivation.

The Default Expectation: When Right Becomes Invisible

One key reason for this imbalance is that we expect good performance and correct actions to be the ‘default state.’ We assume that people should do things correctly, whether it’s a well-executed project at work or a smooth family gathering. But when something goes wrong, it disrupts our expectations, drawing our attention.

Yet, this expectation is flawed. Even when people perform well, it requires effort, skill, and dedication. The absence of mistakes does not mean success should be ignored; rather, it should be acknowledged and reinforced. When we fail to recognize the right, we inadvertently create an environment where only failure gets attention, leaving people feeling demotivated.

Praise More, Criticize Less: A New Approach

Marshall Goldsmith, in his book What Got You Here Won’t Get You There, lists 20 annoying habits that hold professionals back. One of them is our constant need to ‘add value’—to correct, improve, or tweak something even when it’s unnecessary. While we may think we’re being helpful, this often annoys others and diminishes their enthusiasm. Instead of always trying to fix things, sometimes the best approach is to let things be and acknowledge what’s working.

So how can we break the habit of over-criticizing and under-praising?

1. Be intentional with praise: Make a conscious effort to notice and appreciate the positive. At work, recognize effort and good results, even in small tasks. In relationships, acknowledge acts of kindness and reliability.

2. Praise in public, reprimand in private: When correction is needed, do it discreetly. Public criticism embarrasses and demotivates, while public praise boosts morale and reinforces good behavior.

3. Practice restraint: Not every situation requires a comment. If it’s not a major issue, sometimes it’s best to let things go rather than constantly correct or critique.

4. Balance feedback: When constructive criticism is necessary, balance it with recognition of what’s been done well. People are more receptive to feedback when they feel valued overall.

Shifting the Culture: Leading by Example

Creating a culture of appreciation starts with individuals. Leaders, parents, colleagues, and friends can all contribute by consciously choosing to highlight the good rather than focusing solely on the bad. This shift doesn’t mean ignoring mistakes—it means ensuring that the positive isn’t overshadowed by the negative.

A well-placed word of encouragement can be more powerful than a hundred corrections. By shifting our mindset to appreciate more and criticize less, we can build stronger relationships, foster motivation, and create an environment where people feel valued and empowered. After all, when people feel seen for their efforts, they naturally strive to do better—not out of fear of criticism, but from the joy of being acknowledged.

Let’s start today: Who can you praise right now?

A Personal Reflection

My personal experience has been that I owe my career trajectory as well as personal life to the praise I received from peers, managers, friends, and family members. The opportunities to improve that came my way were also a great value add. That way, I felt inspired, motivated, and engaged to do my best. When people put trust in you, you live up to it.

Oh yes, being a Sagittarian, I rarely listen unless I am aligned with what I want to hear! So when feedback starts with positives, I align well, and then the improvements follow, making me feel it’s okay—I should contemplate changes. This approach has helped me grow tremendously, and I believe it can work wonders for anyone willing to embrace it.

Karthik

24/2/25

9am.

Breaking the Cycle of Managerial Apathy: How Leaders Can Reignite Engagement and Growth

 #621

Discussion about a Funeral Arrangements. 

Introduction:- In recent years, through my professional visits and conversations with peers, I have observed an alarming trend: a significant number of managers and leaders exhibit disengagement, lack of ownership, and minimal drive to enhance their competence. They resist keeping pace with evolving standards and systems, fail to pull domain-specific information readily available to them, and show little to no motivation to learn and grow. This inertia is damaging not only to individual careers but also to the broader organizational ecosystem. They are also reluctant to delegate. 

The Root Causes of Managerial Apathy

1. Complacency and Comfort Zones – Many managers reach a certain level of competence and settle into a routine, believing their current knowledge base is sufficient.

2. Lack of Accountability – Without structured accountability mechanisms, leaders can drift into a state where performance expectations become blurred.

3. Fear of Exposure – Some managers avoid seeking knowledge or participating in discussions due to a fear of revealing gaps in their understanding.

4. Weak Leadership Expectations – Senior leadership often fails to set the right tone, letting mediocrity slip by unchallenged.

5. Bureaucracy and Red Tape – In some organizations, excessive procedures and rigid hierarchies discourage proactive behavior and decision-making.

6. Absence of Personal Growth Culture – Organizations that do not emphasize continuous learning create environments where stagnation thrives.

7. Over-reliance on Experience Over Learning – Many managers believe past success guarantees future effectiveness, making them resistant to updating their skills. (Hard work is better than Harvard is what the country's Prime Minister feels, so where is hope?) As is PM so are Citizens, it appears. 

8. Fear of Failure – Managers and their direct reports hesitate to try new approaches due to the fear that failure may lead to serious consequences. This mindset stifles innovation and progress. Organizations must emphasize that failure is merely a different result from the one expected, and it should be viewed as a stepping stone to success.

Manifestations of This Apathy

• Stunned Silence in Decision-Making – When critical questions are posed, managers often appear caught off guard, struggling to provide input.

• Lack of Engagement in Performance Reviews – Feedback sessions feel like funeral processions rather than energizing discussions for improvement.

• Failure to Leverage Available Knowledge – Despite access to industry data, standards, and best practices, managers seldom take the initiative to stay informed.

• Minimal Effort in Self-Improvement – Many do not seek mentorship, coaching, or skill-building opportunities, leading to intellectual stagnation. Many do not realise that asking for help is a sign of strength, not that of weakness. 

• Lack of Experimentation and Innovation – Managers and teams avoid trying new methods or approaches, limiting potential breakthroughs in productivity and efficiency.

What Can Senior Leaders and CXOs Do?

1. Set Clear Expectations for Growth – Leadership must make it non-negotiable for managers to upskill and stay updated on industry trends. This must be linked to Performance goals/ review and incentives. 

2. Create a Culture of Learning – Organizations should provide structured learning opportunities, including workshops, industry certifications, and peer learning.

3. Encourage Knowledge Sharing – Regular forums, internal blogs, and collaborative learning spaces can help managers pull information and share insights.

4. Foster a Safe Learning Environment – Reduce the stigma of knowledge gaps; encourage curiosity rather than punishing ignorance.

5. Recognize and Reward Proactive Leaders – Incentivizing engagement and self-improvement can drive motivation and performance.

6. Improve Performance Review Mechanisms – Make feedback sessions dynamic and focused on developmental roadmaps rather than mere assessments.

7. Lead by Example – Senior leaders must demonstrate an active commitment to growth and learning to inspire their teams.

8. Establish Trust, Empowerment, and Accountability – A culture of trust allows managers to take calculated risks without fear. Empowerment gives them the authority to make decisions, while accountability ensures they follow through. When these three aspects are strong, organizations can drive higher performance and engagement.

Showcasing Turnaround Stories in India:- One of the most remarkable transformations in recent times has been in Indian Railways under the leadership of E. Sreedharan, the ‘Metro Man of India.’ His insistence on accountability, hands-on engagement, and structured learning changed the face of metro rail projects, significantly enhancing efficiency and competence.

Similarly, organizations like Tata Consultancy Services (TCS) and Infosys have built learning academies that encourage managers to continuously upskill, ensuring they remain competitive and knowledgeable.

Another noteworthy case is Marico, where Harsh Mariwala institutionalized leadership training and managerial empowerment, ensuring that managers were not just gatekeepers but active problem solvers and innovators.

I want to end with the note that, If organizations want to prevent managerial decay, they must actively foster an ecosystem that values learning, engagement, and ownership. CXOs and senior leaders play a crucial role in breaking this cycle by setting high expectations, fostering a learning culture, and recognizing proactive efforts. The responsibility of self-improvement cannot rest solely on individual managers; it must be embedded into the DNA of the organization. Trust, empowerment, and accountability must be reinforced to drive a culture of innovation and resilience. Only then can we create a leadership pipeline that is not just competent but truly inspiring.

Karthik

22/2/25

9am. 

Ernest Shackleton: The Leader Who Refused to Leave Anyone Behind......

 #620
Context: Last year I stumbled on the awesome Documentary (2024) on "Endurance" and its salvage mission. I have read about Walter Scott, Shackleton, Roald Amundsen in my school text geography on attempt to reach South Pole, (5th Standard 1972, education was meaningful and inspiring then!!) so could relate a lot to the documentary. It was worth the watch and inspiring 100 minutes of my life. 

Sir Ernest Shackleton (1874-1922). 

Today (15th February) marks the birth anniversary of one of history’s greatest explorers and an extraordinary leader—Sir Ernest Shackleton. His story is not just about adventure and survival but a masterclass in leadership, resilience, and the human spirit. Shackleton’s fateful expedition to Antarctica with the ship Endurance stands as an unparalleled testament to what true leadership means—planning for contingencies, adapting to crises, and above all, taking care of his people.

The Mission That Turned into a Survival Battle

In 1914, Shackleton set out on the Imperial Trans-Antarctic Expedition, aiming to cross Antarctica. However, fate had other plans. Endurance became trapped in ice, and after months of being immobilized, the crushing ice destroyed the ship. With no means of returning home and stranded in one of the most inhospitable places on Earth, most leaders would have succumbed to despair. But not Shackleton.

Planning for Every Contingency

Unlike many others who perished in similar conditions, Shackleton had anticipated the possibility of failure and planned meticulously. He ensured his team had provisions, maintained their morale, and made crucial decisions that prioritized survival. He converted the disaster into a mission—to get every single man home alive.

Even when supplies dwindled, he maintained discipline and routine among his men, keeping their spirits high. He used his judgment to decide when to push forward and when to wait. His ability to adapt to changing circumstances made all the difference between life and death.

Taking the Boldest Decision

When survival on drifting ice floes became unsustainable, he led his crew on lifeboats across the frigid waters to Elephant Island. Yet, they were still far from rescue. Realizing that no one would come searching for them in such a remote location, Shackleton made a daring move—he personally led a team of five on an 800-mile journey across the treacherous Southern Ocean to seek help from a whaling station in South Georgia.

With minimal rations, against brutal weather, and navigating using only a sextant, he and his men survived a 17-day voyage in an open boat—one of the most remarkable small-boat journeys in history. Upon reaching South Georgia, they faced another formidable obstacle—the impassable mountain range. Once again, Shackleton displayed his ingenuity; realizing that walking would take too long, he and his men skied down the slopes, accelerating their movement to reach the whaling station faster.

A Leader’s Promise Kept

After reaching civilization, Shackleton wasted no time in organizing a rescue for his stranded men. It took multiple attempts, but he refused to give up until every single member of his crew was brought home safely. Not a single life was lost. His mission might have failed, but his leadership ensured that his people survived—a remarkable feat, mirroring the Apollo 13 crisis, where NASA engineers and astronauts turned a failure into a heroic return.

Lessons from Shackleton’s Leadership

1. People First: Shackleton’s greatest achievement was not the expedition itself but ensuring his crew’s survival. A leader must prioritize his people, not just the mission.

2. Adaptability: When conditions changed, he changed his approach, whether it was shifting from exploration to survival or choosing skiing over walking.

3. Decisiveness Under Pressure: Every decision, from navigating the ice to selecting the rescue route, was made with clear judgment and unwavering focus.

4. Emotional Intelligence: Shackleton understood that morale was as important as supplies. He kept his men engaged, hopeful, and disciplined, preventing panic and despair.

5. Courage and Initiative: Rather than waiting for rescue, he took it upon himself to bring his men home, despite immense personal risk.

The Fitting Tribute: The Discovery of Endurance

More than a century later, in 2022, the ship Endurance was discovered beneath the Antarctic waters—remarkably, on Shackleton’s death anniversary. This poetic coincidence reaffirms his legacy and the timeless value of his leadership principles. The documentary alternates, with AI Interface, between Shackleton Journey and the Salvage of Endurance. 

Remembering Shackleton

Shackleton’s journey is a reminder that true leadership is not about personal glory but about responsibility, resilience, and the ability to lead under the most challenging circumstances. His lessons remain relevant even today, whether in business, personal life, or crisis management.

He wasn’t just an explorer—he was a leader who ensured no one was left behind.

Karthik

15th Feb 2025

1030am. 

Exposing the Great Corruption Machine: Lessons from Musk, Trump, and Milei

 #619

The recent revelations by Elon Musk’s DOGE team have sent shockwaves through the system, exposing a well-oiled corruption machine that has been siphoning off taxpayers’ money in plain sight. Within just 20 days (out of 530 days given to them until 4th July 2026) of implementing transparency measures, Musk’s team has uncovered a staggering 2% in direct savings—without even touching the bloated defense sector, education bureaucracy, or the prison-industrial complex. The real scandal, however, lies in how this theft was executed, all under the guise of ‘public service’ while neglecting the very citizens who fund it.

The Unchecked Drain on American Taxpayers

American taxpayers are justifiably outraged—not merely by the billions wasted but by the sheer brazenness of it. While American citizens suffering from wildfires, hurricanes, and economic distress were left stranded, illegal migrants were given priority in housing, healthcare, and welfare benefits. This was not an accident; it was a deliberate attempt to bolster the Democratic vote bank, ensuring long-term political power at the cost of national well-being.

The outrageous expenditures uncovered include:

• $50 million on condoms for foreign aid programs,

• Government-funded drag shows and pottery classes,

• A shadowy network of unaccountable NGOs funneling money to questionable causes.

What is even more sinister is the funding of extremist groups such as Al Qaeda and ISIS-affiliated networks in an attempt to engineer regime changes in strategic regions. This follows the flawed foreign policy logic of ‘the enemy of my enemy is my friend.’ The American establishment—Republican and Democrat alike—has long engaged in this practice, but under the Biden administration, it has reached new, unthinkable levels.

Argentina’s Bold Move: A Playbook for the World

One of the few global leaders who has dared to take action against bureaucratic corruption is Argentina’s President Javier Milei. Unlike past politicians who merely talked about change, Milei took decisive action, slashing bloated government departments, eliminating waste, and exposing decades of financial mismanagement. His aggressive downsizing is already yielding results, setting a precedent for others to follow.

Both Donald Trump and Elon Musk owe a debt of gratitude to Milei for showing the world how entrenched corruption can be dismantled. The DOGE team’s audit mechanisms mirror what Milei has done in Argentina, proving that transparency can deliver real, measurable savings. The next step is whether other nations—especially India—will take up this challenge.

Lessons for India: The Need for Audits and Bureaucratic Reform

India, with its notoriously bloated bureaucracy and endemic corruption, must take a hard look at its own financial governance. While corruption in the West occurs despite stringent oversight, what hope does a nation like India have where regulations are often ineffective, and enforcement is weak?

Questions that Indian taxpayers must demand answers to:

• What percentage of tax revenue is lost to direct and indirect corruption?

• How much of government spending actually reaches the intended beneficiaries?

• Are there ghost departments and useless bureaucratic structures consuming public funds?

Prime Minister Narendra Modi’s government often touts anti-corruption measures, but without independent, third-party audits similar to the DOGE team’s work, these claims remain suspect. If a first-world country like the United States, with its institutional guardrails and oversight, can witness such blatant abuse, what does that say about the state of affairs in India, where corruption is more entrenched?

Prof. R Vaidyanathan, (IIM-B) has for ages calling Indian govt size to be trimmed 10 Folds. 

The Call to Action: Global Audits and Accountability

What Musk’s team has done in mere days should serve as a wake-up call. It is no longer enough for citizens to be passive observers of government mismanagement. Whether in America, India, or any other country, there must be:

• Independent financial audits of government spending,

• Public transparency laws with real enforcement,

• Elimination of redundant agencies, and

• Strict penalties for bureaucratic theft and mismanagement.

The days of unchecked political elites siphoning off public funds must come to an end. The corrupt global establishment fears exposure more than anything else. With the right political will and public demand, we can hope to dismantle the entrenched systems of deception and waste. The question remains: Which country will be bold enough to follow the path of Elon Musk, Trump, and Milei?

Karthik

14th Feb 2025

930am. 

The Great Career Pause: Why Some Professionals Are Stepping Away Without a Concrete Plan

 #618

In the past few months, a few of my colleagues—seasoned professionals with 25+ years of experience—have made a surprising decision. They have chosen to hit the pause button on their careers, opting for a break to explore yoga, meditation, marathons, and simply to relax. Interestingly, they are all in their early 50s—an age where they still have a good 10-12 years of corporate life left. They assure me this is only a temporary pause, a chance to reflect, before they decide what’s next.

This trend isn’t limited to my immediate circle. I see more and more professionals, particularly in India, choosing to step back voluntarily, despite having stable jobs and financial security. Some return after a few months, others transition into consulting or entrepreneurship, and a few never go back to structured employment. This shift fascinates me, not just because of the boldness of their decision but because of what it says about the changing corporate world.

Why Are People Stepping Away?

The traditional mindset has always been about maximizing one’s career span—pushing through till retirement, accumulating wealth, and ensuring a stable post-retirement life. However, something has changed in recent years. Why do so many professionals now feel they have had enough of corporate life?

1. The Burnout Factor

Corporate life today is more demanding than ever. Workloads have increased, performance expectations are sky-high, and job security is not what it used to be. Many mid-career professionals feel they are constantly running on a treadmill with little personal satisfaction. The relentless pace has led to mental fatigue and burnout, making them crave a break to rejuvenate.

2. Diminishing Returns from Work

Many professionals in their 50s have already achieved their financial and career goals—owning a house, providing for their children’s education, and building a retirement corpus. The incremental benefits of working another 10 years may not seem significant enough to endure the daily grind. When job satisfaction wanes, the motivation to continue weakens.

3. Corporate Culture Has Changed

There was a time when loyalty and experience were valued. Today, job stability is no longer a given, and professionals often feel like mere cogs in the wheel. With increasing automation, AI-driven decision-making, and cost-cutting measures, the sense of control over one’s career has diminished. The frequent restructuring and layoffs in large organisations have further eroded trust, making people question, Why should I wait for the system to push me out?

4. Health & Well-being Take Priority

Post-pandemic, many professionals have realised that health—both physical and mental—needs to be prioritised. The rise of lifestyle diseases, stress-related ailments, and a growing awareness of the importance of fitness have encouraged many to step back and focus on their well-being before it’s too late.

5. Desire for Meaningful Work

Many professionals in their 50s begin to question the larger purpose of their work. They crave something more fulfilling—mentoring, entrepreneurship, social impact projects, or even personal hobbies. The need to feel intellectually and emotionally engaged becomes stronger than the need for a regular paycheck.

My Perspective: A Continuous Journey, Not a Pause

Yes, I too left corporate life at 49 in 2012. It was a mutual parting—within just four months of joining a new organisation, the divergence in views was so significant that I realised corporate life was no longer for me. That moment marked the start of my consulting journey. Unlike many of my peers who take a break before deciding their next step, my transition was seamless, with no pause in between.

Twelve years down the line, I enjoy what I do so much that it doesn’t even feel like work. I choose my assignments on my terms and limit my professional commitments to about five days a month—not more! As for how long I plan to push forward? Not very long, I guess!

The Risk of Pausing Without a Plan

While I admire their decision, I also wonder: Is it wise to take such a leap without a well-thought-out Plan A or B? A temporary pause is fine, but what next? Not everyone can afford to take a long break without financial or career implications. Some may find it hard to re-enter the workforce, while others may struggle with the loss of structure and purpose that a corporate job provides.

What Can We Learn from This Trend?

For those contemplating a similar break, here are some considerations:

• Have a Financial Cushion: Ensure your savings can sustain you for at least a year, considering all liabilities.

• Stay Relevant: Keep your professional network active and upgrade your skills, even if you’re on a break.

• Explore Alternatives Before Quitting: Instead of an abrupt pause, try flexible work arrangements, consulting, or a side hustle to see if it satisfies your need for change.

• Prepare for the Psychological Shift: The sudden lack of a structured routine and professional identity can be unsettling. Have a clear plan for how you will fill your days meaningfully.

Is This the New Normal?

Will more professionals opt for such mid-career pauses? Probably. Corporate careers are no longer lifelong commitments, and the stigma around taking breaks is fading. However, it’s crucial to approach such decisions strategically rather than emotionally.

To my colleagues who have taken the plunge—I wish them well. They have earned the right to take a breather, to rediscover themselves, and to find a new purpose. But for those considering a similar move, I’d advise—take a pause, but don’t press stop without a plan.

Karthik

12th Feb 2025

9am.