"How did I get the Desired Performance!"

"Mid-year 2020, I was doubtful of achieving planned turnover for the whole year particularly since most part of the year was already lost due to the pandemic situation. I wonder, how we got the  Performance though as desired!" exclaimed the CEO on April-1st, the first day the of the next financial year!

Not an April-Fool, but it was a genuine effort of the CEO to understand the "how-&-what" of the things gone right! That - 'to be a learner' - is surely the sign of a 'good' leader wanting to be a 'great' one!

In past I often found an answer to this question in the judicious mix of the application of reinforcement techniques (as the environmental nudges to perform), intrinsic motivation of a person and her capability to perform. So was my reply to the CEO!

Ability + Motivation + Environmental nudges = Performance! I tossed the equation at him.

(Extract from the book: Ego + Ego ... We Go! Behavior Modulation Techniques To Improve Kaizen Leadership, Performance & Negotiation Skills by Shyam Talawadekar)

"You get what you review" as someone has said (or rather ask for it assertively). I've had firsthand experience of this statement (during my leadership career if at all) that one must incorporate right "nudges" in a right manner as an integral part of the Performance-equation as above, I told the CEO. 

Consistency in you conducting weekly reviews as the nudges (subtle ones more frequently) - that consisted of clarity on the weekly goals in tune with the annual ones, enabling teams to work within the "forced"  constraints on resources towards ensuring sustainable growth (as a commitment to planet before profit), to comply with the corresponding standards, driving improvements on the root causes of the shortfalls, if any - followed by instantaneous non-monitory-recognitions as Positive Reinforcements, to those intrinsically motivated employees demonstrating values-based performance, played a major role in getting the desired &/or the raised level of sustainable performance. 

It may not be out of place here to remember that there is a Difference between Ability, Capacity, Capability and the Competence that differentiate between achieving a desired level of performance rather than merely the performance itself.

By the side of the Positive Reinforcements, Negative Reinforcements where needed, such as say the fear of losing compensation proportionate to the lower level of performance, if any, play their own role.

Of course, fear of rationalised punishment, like the one that some non performing managers got in the said company, play its role too.

The positive effect of the former - the Positive Reinforcements - however, gets more than nullified by upsetting the capable as also the intrinsically motivated employees, if the latter, the Negative Reinforcement & especially the punishment to the non performers, is not put in place adequately! However, such a punishment in particular, should not be awarded unless every other effort - Saamaa-Daamaa-Dandaa-Bhedaa - had already failed.

So, effective execution of environmental nudges is as important as building capable people while riding on their intrinsic motivation in order to get the desired level of performance! 

And to get the the desired performance through right means & measures without harming the planet! "We can count, but we are rapidly forgetting how to say what is worth counting and why" as the German-American computer scientist JOSEPH WEIZENBAUM says.

It's good to reflect and build upon the causes of what went right (or what went wrong) in the above process of performance development-cum-management in its intermittent stages rather than complacently rejoicing a good performance (or playing a blame-game regretting a bad performance) at the end of the pipeline. 

Such a 'process of reflection' is called as the Hansen-Kai way to learn wisdom! in Kaizen practising companies that make a difference!

Isn't this the job of a Great leader and that of her Good leadership team!

Also read a few relevant blogposts hereunder:

Do You Force Customers To Quit
In-a-problem ? No-problem! Dwell-a-while!
Customer or Custo-Mer ?  
Experienced A Delightful Payment ! 
An Experience of Heart-and-Soul 
Do you keep curing your brand ?  
A customer gets what s/he deserves: Shoddy Quality!  
Listen to iceberg of VOC to acquire customers 
Less With More And More Gets Sore 
Should one care for value ?  
Can-changing-thoughts-change-a-nation
Ridiculous Poison-culture versus Maverick Kaizen-culture 
Tolerate Once, Twice, Thrice?  
The Business Of Businesses 
That's how some business partnerships work 
Taken-For-Granted ? You Deserve It !! 
Strategise To Achieve Targets Daily 
Does recognition really matter 
That's How Morons Work
Simplicity Of Theory Of Relativity

Difference between raam-&-krishna tactics

JIT for sustainability!

What do you see in the pic... 

Some may respond, "I see... 

- two paper cups \ glasses of water, 

- One of the cups \ glasses half full, the other one empty! 

- cups \ glasses waiting to get disposed!" and so on!

Can you make a story of it!

(Immediately after boarding a flight) I'd asked for half glass of HOT WATER!

The airhostess promptly fetched me a full glass of lukewarm water!

Second time after a while, while she was on a service round, I 'showed' her the old cup and indicated to fill in it half (glass of) HOT WATER again!

She (ignored the old paper cup &) served me lukewarm water (by mixing cold water in it) in a fresh paper cup!

What's the learning!?

My learning is: 

1.. Ask for what you want (here the HOT WATER) clearly specifying (in this cup "please" &) not to mix cold water in it! Merely showing the cup may not be enough. The supplier need to clearly communicate her inability, if any, to supply as per specifications.

2.. Never take the customer's specification for granted. Always confirm specifications of her need!

3.. It's good to share such stories to train your own staff back in your office as also at your home about the - importance of customer specification\s in the JIT¹ way as in point-1 above! - need for sustainability (to re-use) specially when the customer has specified so! - need to express inability, if any, to supply with justified reasons in an honest, caring & gentle manner - importance of observation power and alertness to learn from each moment & from each happening around in order to generate opportunities for improvement (OFI) in self if not in others. The latter may be out of one's control!

4.. Although the above behaviours look commonsensical, they rarely happen. So change in attitude is needed at personal level reflecting it in the desired behaviours.

5.. Rather than being a mere spectator, an observer around may take lead in appreciating such desired behaviours. Positive reinforcement thereby may help recurrence of such desired behaviours!

By the way, this is not a story! 

It's an actual customer-experience. It actually reinforces - how much waste (here the cup & the water served in excess over the demand) gets generated in each of such transactions between a customer and a supplier! - how badly there is a need to educate and train people to reduce waste and help the sustainability movement in order to reduce global warming!

¹ JIT is - Just (i.e. exactly) what's needed, - Just (i.e. exactly) when it is needed, - Just (i.e. exactly) how & how much amount is needed! JIT approach to work provides unending OFI's or Kaizens as done by many companies the world over.

Sponge! Shield!! or a Sword! !!

Are you a Sponge, a Shield or a Sword!

This was what I asked the audience when I was checking their homework.

During our assignments, we do PDCA (Plan-Do-Check-Act) on the MOM (minutes of meeting) agreed upon with the target company.

It's but natural for anyone to get embarrassed if s/he gets a feeling of being 'checked'.

But coaching does warrant finding out if the things are going on as planned (studying rather than 'checking'). That's why PDCA cycle is sometimes called PDSA (Plan-Do-Study-Act) cycle!

Course correction during the study cycle is the natural sequel.

How do people respond then!

Some try to defend why they couldn't do what they were supposed to do.

Some come out with swords to argue out how that what was agreed to itself was wrong.

Some others confess if they did not do it, while few of them ask for help having tried but 'failed'.

The last category is the real learners!

I call such a learner as a sponge. When someone comes with an attitude of absorbing new learning (a sponge), s/he ends up getting more of it (more of the better).

In the learning field, both the former categories, the shields that defend, and the swords that come out, are ultimately the losers. Because they think they are the best!

The sponges think that there are better ways than what they tried. There's no the best in their dictionary. Only better!

Because better is always better than the best!!

Former is a moving target heading towards excellence!

Because of complacency the latter may end up being stagnant!!

So it's upto us to be a Sponge, a Shield or a Sword!

Being Sponge is a More-Win-and-Less-Lose!

Also read a few relevant blogposts hereunder: Please do consider leaving a value-adding comment or consider sharing this post.

Being Perfect! 

Waste-to-eat Sea-to-drink

That's How Morons Work

Can-changing-thoughts-change-a-nation

Ridiculous Poison-culture versus Maverick Kaizen-culture

How To Make A Difference

Old-Problems, New-Reasons !

Taken-For-Granted ? You Deserve It !!

Performance ... Strategise To Achieve Targets Daily

Kaizen, even in air!

Prevention: The Best Cure! ... Is it really so?

Old-Problems, New-Reasons !

In a Problem?: No Problem ! Dwell A While !!

In-big-problem? Wear-hats-to-solve-it!

Success-or-failure! What-do-you-like?

Overworked? Tension? CPU of the mind hung-up?

Change is a hearty game!

I wash my cup after tea and plate after food almost immediately. As much early (JIT) you do so, as much lesser resources you consume. Because, they are easier and faster to wash with less water when they are still wet.

The other day I'd to do it with left hand because one of the fingers was swollen after clipping off my nails.

It was difficult for me because I am a right-hander.

Usually any change is difficult but possible. Try signing with your left hand if your are used to doing it with your right hand.

I'd to get the senior management team of a company to try this out the other day. The reason was their impatience on the change management initiative in their company.

It was just about a few weeks having begun the initiative. Each visit the managers would be anxious to know when would their subordinates change their work habits for the better.

Change management is about commitment to change self first (PQI, personal quality initiative). It's about putting in concerted and continued efforts during the process because it's more to do with head (mind) and heart rather than hands (physical actions) alone.

Listening to other's 'voices' (be it your employee or customer or any stakeholder for that matter) actively plays a major role in the change management process. It's not merely hearing but it's about hearing them tactfully and tenderheartedly... Hear-T in short! Active listening creates an emotional connect or a connection with their heart.

Mind (head) always connects a little later. Mind connects only after the heart gets connected. Heart itself gets connected if they see your concerted and continued actions towards the desired change rather than empty speeches and promises.

Their actions to change their habits as desired is the corollary thereafter!

Also read a few relevant blogposts hereunder: Please do consider leaving a comment or sharing this post.

Mosquito to teach patience
Voice of Customer

No Time? Micro-Meditate!  
What do you do when a dog barks at you?
How To Make A Difference 
Conscious Of Self-Esteem
Catch a Butterfly

Overworked? Tension? CPU of the mind hung-up? 
Do you exercise your choice meaningfully 
IQ-EQ-or-SQ: What-is-more-important? 
Eternally Happy! 
In-a-problem? No-problem! Dwell-a-while! 
I am afraid ! What do I do !! 
Fearful-Of-Death-of-Birth
Take Habits For A Ride 
Happy-Birthday-to-Youooo
Do You Celebrate Mean-or-Green 
Big-Be Or Bug-Be ! 
Raam or Krishna-Shyam: Tell me Hey Raam! 
Are You Good If Others Are Bad?  
Want Need-Or-Want 
Love is Care.. Care is Love !  
Deity is in the eyes of the beholder 
Success-or-failure! What-do-you-like?
Ball-Basin-Team Combine !  Maketh The Smile Divine !! 

Can-changing-thoughts-change-a-nation

Mosquito to teach patience

Say, you are busy reading a long pending novel.

A mosquito sits on your left hand.

No sooner you shove it off, another one troubles you.

You get upset. You try to hit it hard.
It escapes leaving a mark on your hand.
The cup of coffee by your side spills over you and over the book as well.

Nothing happens to the mosquito.
You get more angry.
If at all, everything that's wrong happens to you.

You hurt yourself physically.
You mess it up around.
You lose balance of mind as well thinking that everything wrong happens to you and you alone.
That enhances the chances of more reactions rather than a rational response.

Reactions generally tend to be wrong.
You invariably hurt your own-self more.

That's exactly is the result of getting angry.

Not that I'm free from it.
The learning that, however, I draw from it is that there's no point in getting angry.

Reactions tend to damage you your own-self more.
Instead, better to stay in control.
It's better to act (as well as proact) rather than re-act while enjoying the process of tackling the difficulties at hand.

Mosquito is perhaps the reason designed for you to learn patience and to learn to come out as a more composed personality.

If a mosquito can

You too can

Make a difference man

That's my Haiku inspired by the quote of Dalai Lama: "If you think you are too small to make a difference, try sleeping with a mosquito."

Also read a few relevant blogposts hereunder: Please do consider leaving a comment or sharing this post.

No Time? Micro-Meditate!  
What do you do when a dog barks at you?
How To Make A Difference 
Conscious Of Self-Esteem
Catch a Butterfly

Overworked? Tension? CPU of the mind hung-up? 
Do you exercise your choice meaningfully 
IQ-EQ-or-SQ: What-is-more-important? 
Eternally Happy! 
In-a-problem? No-problem! Dwell-a-while! 
I am afraid ! What do I do !! 
Fearful-Of-Death-of-Birth
Take Habits For A Ride 
Happy-Birthday-to-Youooo
Do You Celebrate Mean-or-Green 
Big-Be Or Bug-Be ! 
Raam or Krishna-Shyam: Tell me Hey Raam! 
Are You Good If Others Are Bad?  
Want Need-Or-Want 
Love is Care.. Care is Love !  
Deity is in the eyes of the beholder 
Success-or-failure! What-do-you-like?
Ball-Basin-Team Combine !  Maketh The Smile Divine !! 

Can-changing-thoughts-change-a-nation

Kaizen to overcome procrastination!

Caught a Kaizen
Delayed procrastination

Shunned hallucination

My above Haiku reminded me of the following quote....

Hallucinations are always evidence of cerebral derangement and are common phenomena of insanity. - W. A. Hammond

That's what the state of mind I used to experience whenever I used to step into my office-cum-library. My library is full of books, some bound photocopies, some box-files full of scribbled newspaper cuttings, and some full of case-studies, some manuscripts (including of my own), etc. spread all over the office in various pockets.

Let alone the sight of it, mere thought of visiting it, used to put my mind in disorder. It used to remind me of the pending work, literary in particular, and drive me insane. And then the shortcut used to be to procrastinate!

One day I thought of an instant solution... that of committing to apply Kaizen techniques to become leaner that I taught to others.

Few years ago, on this decision, the first thing I did was to make the office itself redundant over a few years.

In the first year, I forced myself to reduce it to ¹/3rd its original size and rent out the balance.
I did it by being ruthless on some documents that I hardly touched over a few years.
I got the rest of them all closer to each other to accommodate in half of the ¹/3rd space leaving the rest ¹/2 for sitting (and for packing our publications for onward dispatch).
That means so far I was wasting space utilization by almost 67 percent.

Next year onwards I stopped going to the office as a typical office goer.
In any case half my time involves travel in field. Technology made it possible for me to work rest of the month from wherever I was even from under a tree.
That means I was wasting time in logistics.

What did I do to my writing work...... The series of books that were in pipeline! My blogs! Tweets! Facebook, G+ and LinkedIn postings, Haiku, etc. etc.

That's what it was for which were all the funny collections in my library.

First thing I did was to remove all the etc. etc.
I decided 'to be' only on a couple of platforms in social media.

And of course to be Theme-based on that.

That helped me to prioritize the things that I 'must and need to do' rather than that I would 'want to do'. That gave me some time to allocate for writing the pending books.
Here's also an answer to why I 'hide' myself and avoid some non value calls on me.

I broke the writing work into a few palatable pieces. I compiled corresponding papers from the library into smaller files and brought them home. Scanned some for some focused writing that I could do anywhere during travel as well. Mission 'Zero laptop and desktop use' allowed me to use EVERNOTE app innovatively for the 'office under a tree' concept.

After completing the writing work (including publishing some blogposts) the papers and files were discarded.

In short, I applied 5-S on physical as well as on mental processes.
I learnt to 'Switch-On' and 'Switch-Off' at will.

I split work into small pieces that could be accomplished in bits and pieces each day, if not each hour, enjoying booster doses of small accomplishments at regular intervals.

Some tweets and Haiku poems that I could write instantly got converted into blogposts. Both together got converted into Facebook and G+ postings with relevant pictures that I took during travel. Some blogposts got compiled into chapters for the pending books.

In fact I started enjoying living in terms small bites of a few minutes together in order to 'just do it now and here' instead of being bogged down under the pressure of a large project of writing a book over a longer period of a few years say.

I didn't worry too much about mistakes and grammatical errors.
Kaizen approach created multiple chances for me to improve in next PDCA cycle. I could for instance always revise my tweets as well as blogposts.

The process is still ON until I make my remaining ¹/3rd office also redundant!
No doubt it was with some failures.
Although initially I feared failures, I learnt to get over them by working on their causes and committing to work upon failure modes adequately next time.
The PDCA cycle of Kaizen allowed me to forgive myself in the process!

In short,

Be leaner. 
Apply 5-S.
Use technology.
Focus on priorities.
Break work into a few palatable pieces.
Take and complete one piece at a time.
Don't fear mistakes and failures.
Revisit... Be a learner.

Also read a few relevant blogposts hereunder: Please do consider leaving a comment or sharing this post.

Kaizen, even in air!
In a Problem?: No Problem ! Dwell A While !! 
Forgive Or Don't? 
Soon... Waste-to-Eat ! Sea-to-Drink !!
About my first book World-Of-Kaizen
Listen to iceberg of VOC to acquire customers 

In-big-problem? Wear-hats-to-solve-it!

Taken-For-Granted ? You Deserve It !! 
Strategise To Achieve Targets Daily 
Does recognition really matter 
IQ-EQ-or-SQ: What-is-more-important?
Do you know a Best-Career-Plan 
Take your career in fast lane! 
Succession-Plans In Fast Lane!  
Treat Root-causes, Not Symptoms ! 
Nauseous Communication Gaps 
Do You Cleanup-After-Crisis 
Raam or Krishna-Shyam: Tell me Hey Raam! 
Will It Work Here?  
Some Moron ! Some Great !!!   
That's How Morons Work
You seem Reasonable if you appear Un-reasonable 
Smart-Moron Who Breaks Your Glass  
WOW Work-Culture: By Telling or Selling 
Suggestions On-Sale, None-To-Buy 
Can-changing-thoughts-change-a-nation
Ridiculous Poison-culture versus Maverick Kaizen-culture 
Tolerate Once, Twice, Thrice? 
Make checklists your friends  
Make It Simpler, Rest Will Follow 
How To Make A Difference 
Big-Be Or Bug-Be ! 
A customer gets what s/he deserves: Shoddy Quality! 
Listen to iceberg of VOC to acquire customers

Talent-Is-Latent: Enable It!

Business of the company that I went to assess was driven by research and development (R&D), high obsolescence of products and uniquely varying needs of customers.

High customisation was the order of the day. That in turn called for high level of customer contact and listening skills in order to capture voice of customer (VOC) precisely. This obviously calls for leadership skills to get it made in-house and get delivered before competition could do.

The need may appear unique to the company. But this in fact is the order of the day for most suppliers given the ever dynamic market place characterised by VUCA¹ and high level of competition.

While CEO of the company was keen to improve business processes to help retain their position externally, simultaneous concern was about 'attrition' he had been facing. Recently 'bought' talent also left, he complained.

Won't the training go waste under such circumstances, he feared.

Between the trained people leaving and untrained ones living (with you) for ever with their errors to annoy you, what is better?

Education, training and coaching builds people. Between 'Building' relevant skills captively versus installing 'Bought' skills as a foreign particle, what is preferable?

Companies need to understand that building pipelines of people is no less important alongside building the pipelines of products. In fact the former should be their prime agenda.

Why do people quit?
Especially those with high aspirations definitely do.

In fact, those without aspirations too move in absence of a conducive environment to hold them back. One of the major reasons of the other party leaving is indifferent treatment be it to people in general or to a customer in particular. 

So one of the most important portfolios of the CEO is not to leave HRD² to HR-D (HR-Department). Instead, creating culture that 'compels' people to stay back should be her hands-on agenda driven personally.

One can't ignore the fact that even seemingly dumb people have intelligence, so-called average though. It usually stays latent or dormant until challenged.

Leaving aside their own ego, superiors just need to facilitate unleashing it by making them feel confident and help them to realise their self-worth. They just need to be given an opportunity and a platform to shine. This can be done by encouraging them to express their thoughts, experiment corresponding changes in their work area without fear-of-failure.

It's a process of enabling³ people.

Once done, latent talent can be seen flowering and flowing-in smoothly. The pipeline of HRD can be seen getting 'built' that not only ensures employee retention but also creates a pull.

How to enable³ people?

First of all collect (Not Buy!) people who have fire-in-their-belly although with not-very-high aspirations and high-qualifications. Then enable³ them step-by-step. 

Step-1. Establish your credibility by demonstrating your actions on what you speak.

Step-2. Explain your expectations from them. Communicate your urgency and seriousness through complimentary evidences.

Step-3. Educate, train and coach them.

Education is to help them acquire goal specific knowledge.
Training is to help them acquire goal specific and industry-relevant, organisation-specific skills.
Coaching is to help them on 'Do-Why' and 'Do-How' in order to apply the knowledge and skills to enthusiastically achieve the goals of common good.

Step-4. Encourage, inspire & motivate to keep them engaged in the process. Give them a platform to showcase their talent and to shine.

Step-5. Empower them: Give them freedom-within-a-framework to experiment without fear of failures.

Step-6. Ennoble, means dignify them with high respect. Recognize & reward their achievements by actively listening to their efforts.

Step-7. Repeat the enablement cycle to take up higher challenges.

'Building' people rather than 'Buying' them is in a true sense creating a learning organisation as companies like Toyota do. It's their company level strategy driven by the top rather than merely a HRD² strategy left to the HR-D.

Footnotes:
1. VUCA: Volatile, Uncertain, Complex, Ambiguous. A term of military origin that represents warfare environment.
2. HRD: Human Resource Development.
3. Model 7-E© from Book "How To Enable A Change Process? Start-From-Self". Author: Shyam Talawadekar.

Also read a few relevant blogposts hereunder: Please do consider leaving a comment or sharing this post.

Taken-For-Granted ? You Deserve It !!
Strategise To Achieve Targets Daily
Does recognition really matter
IQ-EQ-or-SQ: What-is-more-important?
Do you know a Best-Career-Plan
Take your career in fast lane!
Succession-Plans In Fast Lane! 
Treat Root-causes, Not Symptoms !
Nauseous Communication Gaps
Do You Cleanup-After-Crisis
Raam or Krishna-Shyam: Tell me Hey Raam!
Will It Work Here? 
Some Moron ! Some Great !!!  
That's How Morons Work
You seem Reasonable if you appear Un-reasonable
Smart-Moron Who Breaks Your Glass 
WOW Work-Culture: By Telling or Selling
Suggestions On-Sale, None-To-Buy
Can-changing-thoughts-change-a-nation
Ridiculous Poison-culture versus Maverick Kaizen-culture
Tolerate Once, Twice, Thrice?
Make checklists your friends 
Make It Simpler, Rest Will Follow
How To Make A Difference
Big-Be Or Bug-Be !
A customer gets what s/he deserves: Shoddy Quality!
Listen to iceberg of VOC to acquire customers

Don't Forget: Stir-Coffee-Well !

Sometimes we struggle through a tasteless coffee till its last sip. Then we find sugar lying at the bottom unused.

That's LIFE: (My Haiku on it...)

I fail, I fail !

Why blame others for the hell !!

It's sweet but not stirred well..!!!

That's the dilemma of a teacher or a coach or a guru: Students forget that they themselves are the sugar. Students forget that even 'the knowledge' is sugar. They forget to 'stir' it (as also to 'stir' themselves) well!

Above message received on social media reminded me of a student of Kaizen who bumped into me on a flight.

To my question, how was Kaizen journey-to-excellence going on in his company, his response was: "Well back to 'business as usual', 'full of fire-fighting, blaming-naming', 'no time to breath', etc."

Like most do typically on leaving school, he seemed to have forgotten 'teachings' of the Kaizen-school. That the Kaizen journey itself is to get rid of such ills so that it 'helps' to take 'full-breaths'. Kaizen journey is to get people aligned towards this thought.

It's human tendency to have divergent desires and get defocused by their changing thoughts and desires. They keep dragging themselves towards the undesired: typically in a corporate setting towards individual goals. However it's the role of the leadership team to help individuals to find leads for their 'desires' in the goals of the mutual interest, towards the very purpose of its existence. It's their prime role to keep them aligned towards achieving them.

It's a compulsion by market-forces. It's a compulsion to keep improving continuously to perform at higher levels marching towards excellence while serving the stakeholders; ultimately the society and the environment. In absence of this, the daily (unmeaningful) grind is sure to make you gasp for breath every moment and perish one day.

My friend, the leader himself, had forgotten the role of leadership taught in Kaizen-school: One, that of enabling all stakeholders to make improvements. Two, that of forcing 'crying' people in particular (the ones not having 'desire' to do so) to 'get off the way'.  

His leadership team had also forgotten to keep itself updated on newer ways and means to do so in order to adopt to changing environment. 

External coaches in Kaizen-school can show the what-why-how way and walk them by holding hands only a little far. Beyond that it is the role of internal leadership team to perform the corporate-parenting of passionately walking the shown way and taking their stakeholders along.

It was evident in his 'off the school' response that his company had forgotten it's responsibility of mastering the art and science of 'making the coffee'.

Their leadership team had forgotten it's role of being a learner, of keeping their knowledge warming. They had forgotten to keep their knowledge-of-sugar stirring.

Also read a few relevant blogposts hereunder:

How To Make A Difference

Will It Work Here? 

WOW Work-Culture: By Telling or Selling

Suggestions On-Sale, None-To-Buy

In-a-problem? No-problem-dwell-a-while

Ridiculous Poison-culture versus Maverick Kaizen-culture

Can-changing-thoughts-change-a-nation

Taken-For-Granted ? You Deserve It !!

ABCD of India Shining

In-big-problem? Wear-hats-to-solve-it!

Do you exercise your choice meaningfully

The Business Of Businesses

It's a good idea to break from routine. 

Breaking from routine is an opportunity to learn new things.

This is particularly true when one goes on tour. 

One is forced to take various travel modes at odd times at times. That's the time secrets of various 'businesses' unfold provided the traveler looks around making powerful observations.

The other day early in the morning, commute from railway station to my destination was via a temple by the roadside. I saw a couple of people standing over a heap of flowers, garlands, etc. 

My God, they were literally brooming the God's idol!

Worth noting and mulling over is a secret that is actually no longer a secret to some: Flowers as well as God/Godesses to whom they are offered to, transmitting Devotional ‘Bhava‘ or Emotion of ‘Surrender’ and Faith, literally get mistreated. The former gets transhiped to (the planet as) garbage bin. Or it gets dumped as a waste into the sea while disposing it off along-with the latter. The pictures that one receives on whatsapp during the Ganapati or Durga festival are a testimony to this.

Here are a few more learning's that I have expressed in the form of a poetic rant.


The Business Of Businesses

धंद्या धंद्याची बात

हाती च्यायचा पेला
कामकरी निघाले धंद्याला

मस्त त्या (एका) पहाटेला

लागंताच ट्रेन प्लॅटफॉर्मला
सोडून लगेच च्यायचा-पेला

आला हमाल  लगेज उचलायला
च्याय-गरमच्याय-गरम.. बोला
ए-~कोला भजी वडा पाव.. बोला
कोकल्ला तो मधेच, ए-~कोला
मासळी बाजारातून  त्या पाय मी काढला

बरें झालें बूवा ! 

हाती च्यायचा पेला
कामकरी निघाले धंद्याला

"येणार का घोडबंदरला"
गरजला रिक्शावाला
"कुठे जाणार बोला"
दूसरा मधेच पचकला
मी, "जाणार मीटरने तर बोला"
"ओ... मी नेतो चला" 

तिसरा मधेच कण्हला
सोडताच गिरहाईकाने रिक्शाला

वाह क्या बात !! 

हाती च्यायचा पेला
कामकरी निघाले धंद्याला

ढूर्र .. र .. र .. रिक्शा निघाला
कट तेवढ्यात स्कुटरने मारला
धक्का (लागे speed breaker) बसल्या बैलाला
गाढव अधेमधेच अडकला
ट्रॅफिक जॅमच की रे झाला
घाईत नेहमीच तो पेपरवाला अन् ऑफिसवाला

डबेवाला अन् पोलिसवाला
ऐक्सिडेंटची कोणा परवा कशाला

अरे, काय चाललेयरे !!! 

हात् तीच्या , यायचाय की अजून पेला 

कामकरी तर निघाले धंद्याला

रस्ता 'साफ करवूनी' आता
रिक्शाने "मोसम" (स्पीड )मारला
दिसे एक मंदिर हायवेच्या-कडेला
वाटे पाहून ढीगभर फुल-कच-याला
नवी मुर्ती तर नाही (लावली) पूजेला ?
थांबलो क्षणिक नमस्काराला
तर देवा-देवा अरे-देवा, शॉकच बसला
लागून नवीन गिरहाईकाच्या तयारीला
झाडूने साफ करीत होता रे देवा तोमूर्तिला
धंन्द्यालाच की लावला (त्याने) तूला

क्या बात क्या बात !!!! 

हाती च्यायचा पेला
कामकरी निघाले धंद्याला

The poem refers to various businesses such as tea stalls, taxi, rickshaw, temples, etc.

What was the learning in the morning?

The picture itself raised a few questions in my mind.

1/ Shouldn't we force ourselves to rethink and to relearn the differentiation among Blind-Faith, Emotions, the Emotional Ways-&-Means of Devotion and the Rationality of rituals particularly when they are performed for the sake of rituals?

2/ Aren't there better and environmentally-friendly ways to express Devotional ‘Bhava‘ or Emotion of ‘Surrender’ and Faith (Sharanagati and Shradda) towards the supreme power?

3/ When will rational thoughts prevail over emotional ones?

Hope someone has tips, suggestions or answers to the questions such as above. The answers are the learning: A new dawn in the 'The Business Of Businesses!'