It's never too late...

After almost an year of experimenting stuff on the field... just when I took sometime to relax and realize a few things, I saw a huge wave of guys bumping on having LOADS of dreams in their eyes... The realization of 'Your boss isn't always right' seemed to be at its peak... Hopes its just not one of the trends of the Hype curve thou :D. Was just pondering over this concept of people getting into enterprenuership offlate... A lot of them have realized the fact that what ever they work for; rather whtevr they are paid for is just a percentage of the bulky stuff! Not that, the situation was something very different before... but people have been bold enough to take a step forward and experiment in the market. This has created a whole lot of enthusiasm waves!

Any organization to sustain over a long period of time with the same amount of motivation in the people has to grow horizontally! Should get into unknown areas of operations... It might take a few bucks and a few more scars on the face but that really is the only way out! If it doesn't succeed to do so, the whole drama of the top notch creaming off starts! When an enterprise doesn't start getting its work done by guys risen from the Bottom Of the Pyramid (BOP), it just cannot deliver new stuff! It always goes by the saying - 'You cannot expect things to change if you don't change the way of dealing with it!'

Having said all this, the whole thought process which was running through my mind since a week was the appropriate time for starting up! Well... the only answer which came out all the time was 'There is no std ans for this!' It seriously is never too late! I have come across people starting up at their 50s. At the same time, have come across people starting up rt after college... So, it precisely is an output of an individual's risk appetite. It all depends on how much can a person bear in order to get into what he is passionate about. Kalyan Verma for example - He just knew that he wanted to be the 'Mogli' of the jungle and entered the Western Ghats and learnt the tricks of the trade on the field for sometime... Then came the boom of photography (thanks to IT...) and boom he clicked his way out for existance!

Many more such examples are there... Hence it is never too late... Just start off with the intial set of ideas and things may fall in place at some point of time. Having worked in unorganized sectors for quite sometime now, I have realized the importance of getting your hands dirty when it comes to on the field jobs! It is always easy to play a blame game and works very well in organized sectors. But, to get things rolling whichever may be the sector one has to roll on the floor and get dirty ... aakhir - 'daag acche hai' :D ...

So guys who want to get out and get going, just do that if you feel you can sustain for sometime financially!!

Cheers,
Shreyas

Groom to grow...

After pretending to be busy for more than a month, here I am back to the basics! Must say, it has just been a good turn around in the past one month or so in terms of relationship management, learning and health! Kick boxing has really helped me to scale up my fitness level before I plunge into the D-day to submit myself to nature's lap and say 'Miles to go before I sleep ... (credits to the Canadian artist for this ever encouraging statement!)'

Nevertheless getting back to the thought process which provoked me to write today; it has been months since I have been thinking about this concept of grooming in a corporate world. I off late end up in discussions which tend to end up in this wonderful concept of grooming the kids! I was in fact amazed with one such conversation in particular where the plan was to plan for a grooming session for organizational promotions. Having groomed a good and co-operative team in the past, these are a few pointers which I feel are essential for an organization to adapt for them to build the next-gen professionals:

>> Psychographic analysis - Not all individuals need hand holding. As a person at the top, one needs to realize 'how to deal with whom.' I like to quote this snippet from a Sanskrit poem which says '... praptetu shoDashe varshe, putram mitramvadaachareth'; meaning once the son (kid) reaches an age group of 16, he has to be treated like a friend by his parents. So, you should know when to guide and when not to. Too much of hand-holding might put the person being groomed in a situation where he wouldn't commit a mistake and wouldn't have dirtied his hands to deal with things later! So, a lot of psychographic analysis needs to go in before you decide how to groom an individual.
>> Conflict Management - I see conflict as an inbuilt boon in any team. Though it makes the situation a bit inconvenient for a few in the team, parking the egos help! This is a very hard lesson to learn as it demands a change in the way an individual works. It takes years for a few and just a few days for a few; majorly dependant on the maturity level of the individual involved in the transformation process. Having seen it myself, I would strongly recommend a good talk around ego and anger management to resolve conflicting situation. This will give a perspective of thought process for the person being groomed himself as he can experience it first hand!
>> Birds' eye view - It is necessary for people moving to more responsible positions to have an organizational perspective of their day-day work. This not only helps in aligning their thought to that of the organization, but also in adding to the maturity level of the individual. He / She will surely come out of the cocoon being an adorable butterfly!
>> Being politically transparent - Transparency of operations is one thing which I have seen working in an organization; be it a small team or a huge corporate. At the same time, people at all walks of the hierarchy should keep in mind about the consequences of being transparent. Hence a balance should be drawn in terms of what has to be transparent in what ways etc. It necessarily doesn’t mean that one has to lie always; but has to be matured enough to realize and accept the fact that not everyone views the information in the way you meant. Even a small coin has atleast two faces! So, political correctness has to be imbibed!

These are a few essentials which I feel has to be imbibed in a grooming session and one cannot expect to be done with grooming overnight! To sum it up ‘Professional maturity’ is the key word and an organization should realize the importance of such a session and view it as a strategic way forward instead of a time & material calculation...

Quandary of a Police Department

Riding my bike on a cloudy evening always gives me immense pleasure. With the cool breeze hitting my face, I will always be racing against time trying my best to sneak into gallis and space between vehicles to ensure that I reach the destination as soon as possible without getting wet. Having spent most of my life in Bangalore, a cloudy evening has always been an all time gift. It was one such evening where I was racing home after office at around 8PM. I just happened to encounter a red signal at the Lalbagh west gate. Very unusual of me, I jumped the signal (had done this after months though) and to my bad luck, there was this Head Constable (HC) Sidayya waiting for me with his boss!

I was stopped right away and I promptly paid him Rs.100 upon acknowledgement of a receipt. One more individual followed me and he too was stopped; but to my surprise, he was allowed to pass through. Then was my time to protest the act of not filing against the other person. I put the stand of my bike and set out to quarrel with the HC. After a hot initial talk, the conversation turned into a discussion and the funniest part was it turning into a grievance session where the HC ended up letting out his frustrations on the traffic police operational inefficiency!

The traffic police are set daily targets of around Rs.3000 - Rs.4000 depending on the inflow of traffic in the area of operation. The night duty policemen detecting the drunken driving case have a target of Rs.5000 per night! That day, there was a high profile meeting of the politicians near the Vasavi School and hence our Siddayya and his boss were asked to do the traffic control duty on this day till 11 PM in the night though his house was 35Kms away. It was his boss’s wedding anniversary that day and he was there on the streets controlling the traffic flow since 9 in the morning! He had to literally beg his higher authorities to leave for the day as he had still not met his daily target.

Now, isn’t this frustrating! To add more to it is the fact that they are not given even a single leave in a month and they have to work for 6 days in a week after being paid peanuts! Now, where will anybody get motivation to work under such an environment? Seeing all this, our Sidayya rejected a promotion to the post of a Sub Inspector few years back. This is the current motivational level of the traffic police! This is not just the case of Siddayya or his boss here. It is the question of the entire police department. Even the area police departments have the same issue. Their targets are in terms of crimes though.

It is a basic HRM related issue which may be a bigger bomb if not addressed as soon as possible. Considering the criticality of the department, it is very important for the government officials to consider this as a high priority issue. If the issue is kept apart and one goes to think about the approach of tackling crime, it Is very shameful to see the targets set on the amount of crime done! It seems as though the basics of prevention being better than cure have been forgotten. Hope the new age policemen are allowed to have a say in things and a more intelligent system in terms of planning emerges. But I definitely praise the act of innovation of the police where they have adopted Bluetooth and other advanced technicalities for operations!

PS: Names changed for security purposes

Amedikallu - An early monsoon trek…

It was the first week of July’10 and I was held up with a little extra work on hands. But as always, ‘The woods were calling…’ I happened to have a random check on the BMC website and found an unseen name – Amedikallu. I was not sure of a 2 day trek initially and had almost decided for a night trek on a Saturday. But eventually I could not avoid the desire to be amidst the Western Ghats. Amedikallu through BMC on the 3^rd and 4^th of July it was!

Amedikallu is a part of the thick shola forest range offered by the Charmadi Ghat section of the Western Ghats. Amedikallu has a huge monolith at the top which appears like a giant turtle and 3 huge stones which give an appearance of a stove. This peak is surrounded by many other important peaks of Western Ghats. It is considered to be one of the toughest in Karnataka and is a two day trek if one wants to make it to the peak comfortably.

All set to go, I got a call at 10:15PM on the 2^nd of July. Kiran, our super enthusiastic trek coordinator from BMC had a quick check with me on the people waiting to board the Swaraj Mazda. After a small round of introduction, we took off from the city life that night and after a super bumpy drive, we arrived at the home stay at Arasinamakki near Dharmasthala (http://streamofjoy.com). It is very simple to reach there. You can catch local buses also to reach this place. The route is (from Bangalore - 260 KM): Hassan- Sakleshpur- Gundya- Enjira (take right diversion here)- Arasiamakki. You can always contact Mr.Kashinath ( 09343206307, 08251-268225 or 09845088088) for any details of it. I can fill this blog by describing the home stay alone, but the best part which I found to be really worth is sitting on the banks of the Kapila river flowing next to the huts where we were staying.

It took us only 30 minutes to freshen up as most of us decided not to take bath that day (provided that it will rain anyway during the trek; else you will anyway sweat). This is the best part of a trek for me where you don’t give a damn about anything else! Nevertheless after a little round of loitering around and an early morning photography, it was time for nice hot ‘taTTe Idlis’ (Plate Idlis - A South Indian dish usually consumed during breakfast or as an evening snack) and amazing ‘Coconut Chutney’. We then packed our lunch and set out for the trek. The 10 of us, Saikat (the guy who can eat anything for existence), Abhijit (he looked like a nerd initially ;)), Sudhansu (the odIya babu), Pradeep (the to be IITK grad), Kiran (the tiger), Sekhar (the Chennai musketeer), Guru (the silent killer), Animesh (Animation though :D), Deepika (the joyous lon(v)ely lady) and myself were accompanied by the trek coordinator Kiran and a local guide.

It was a pretty decent start at 8:30 in the morning. One usually needs to go through the shola forest range to reach the peaks at the Western Ghats. Though we knew that leeches will be there, we were not much bothered about it until we saw them climbing our shoes. Then came the series of ‘S**ts’ and ‘F**ks’ from all of us. The forests were so damp that there were leeches falling from the wet trees, every few steps we took, we were assured of shaking legs with one leech atleast… But after a while, we got used to it and we had mastered the art of plucking them away without salt or fire.

After we crossed the forest range, the contact with the leeches came down and we were amidst the elephant leaf filled grasslands. Since it was early monsoons, the height of the grass was not much. But if a five footer visits the place post monsoons, the group will surely have a tough time locating him! The grass was sharp enough to cut your skin upon application of a little pressure. Around 12 noon we halted to have a quick lunch. After the lunch, 8 of us decided to move ahead and the remaining 4 stayed back. After climbing some distance, myself and Guru decided to stay back as the rocks were really slippery and we took a call to halt there for a while and join the group of 4 in sometime. I would love to visit the place one day to complete it though!

The wait for the 6 of them who had gone ahead almost to the summit was looking like never ending. The weather became tough. Rains, mist and breeze looked to be a deadly combo offer by the Mother Nature. A little bit of internal heat generation via ‘Pranayam’ helped me to stay without a jacket here. I realized the importance of keeping your body metabolism intact. Later we decided to descend before the others returned. As we were returning, we heard the voices of the rest of the people. So, the group of 12 again started to climb down. Except for a few places of only grass, we were able to figure out the way. A few of us decided to literally run through the forest range as we were not ready to treat the leeches after the rains. This was another amazing event where I found myself running alone amidst the thick forest range. We had the pre-historic communicators (via quick shouts) to ensure that all of us are heading the same way.

Finally, at 4 PM, we were back to the place where we started from just to discover that a few leeches are there inside our shoes! After a quick cleanup, we left to the home stay where hot ‘Mangalore bajjis’ (A Mangalore special evening savory) was waiting for us! A good round of talk and dinner saw us through the time before we slept peacefully.

‘Get us guys!’ was the call at sharp 6:30AM in the morning. It was Deepika waking us all up in the morning to ensure that the next day’s itenary is not affected. ‘is badmaash ko flush out karo!’ was the next set of phrase I remember where Abhijit and Animesh were on a mission to kill the leeches inside the room! Before we set out for the day’s activities we had a very good breakfast of Dosas where Mr.Kashinath informed me that the previous night a snake just went behind me while I was having dinner. I was like damn, I missed it again. Till date I have not seen a snake in its natural habitat…

A quick visit to the Shishileshwara temple (Fish temple) and the lovely stream of the kapila river leading to Dharmasthala made our morning on the day 2. We left for the day heading out to the city thinking that the activities are done for two days. But the TT driver proved us to be wrong when a Tata Sumo banged the bumper in the heavy traffic of Bangalore. A 20 minute negotiation and we were done with it. It was time for me to take leave from this amazing set of people with whom I had another memorable weekend!

Cheers,

Shreyas

koDri aNNa Road Tax!

It was a Friday and I was on my way back home from college. It was the end of another hot week at Bangalore as there was absolutely no rain during the week. Unfortunately, I encountered a red signal at the signal near the old Family mart (Junction connecting Kanakpura road with the ring road). It was for me to sight a few eunuchs on the other side of the road. It in fact is a very normal sight for Bangaloreans off late to find them at signals across the city. So, I was not surprised to see one. The fact which took me by awe was the person mentioning the word “Road Tax”! The person near the vehicle and uttered “koDri aNNa Road Tax!” (Give me the Road Tax brother…). Now this was something new!

I was easily able to relate the person’s words with the way we deal with the market. Since I have been involved with the marketing world since more than an year now, it made a lot of sense to me. The way authentic words are abused in the management world is exactly what I was referring to. ‘Strategy’, ‘Synergy’, ‘Depends’, ‘Let’s see’ and many more are used just in the same way. Well, at the end of the day the person was trying to market an intangible value through which a perceived value from the prospective customers could be bought.

Putting myself in a marketer’s shoe let me see the other side of the coin. Well it is really important as a marketer for one to use well knitted gloves in this heavy weight competition! When there are thousand people around exploiting the economic situation to get some bucks in their pocket, it makes sense to get atleast the left out; in which case a company will be forced to knit its offerings very well by exploiting the words which are there at the offerings to get used up!

Looking at the incident from the perspective of a social being, I was sad and at the same time angry with the situation. Frankly speaking, the community of eunuchs started agitations long back when there was not much equality displayed in the society. They were treated as untouchables and were dying to find a decent life (the case is not much different these days either)! This is where this collection of ‘chanda’ started by the eunuch community in order to exists with the ever increasing costs of the economy. But another community of opportunists took advantage of the situation. Most of the so called eunuchs today are from the community of opportunists and it’s very sad to see the state of people utilizing their gender to earn bucks for a living! Hope the people who are responsible for the steady arousal of the community realize the importance to work on the turn-around! Hope to see a day when I don’t have to encounter anybody requesting “koDri ANNa Road Tax!”

DSS for Human Neural Network

Neither have I worked on the Neural Networks domain nor do I know the way a Decision Support System (DSS) is developed. I am still taking the liberty of linking these two concepts together to make some sense out of utilizing the concept of neural networks for developing a DSS for the human species. This concept has already been researched upon quite a bit and there are experts who have worked on developing such applications. The existence of robotics as a domain is a proof for improvements done at the end of putting intelligence into entities so that they act as humans responding to the various situations and with the emergence of Emotional Intelligence, the concept of feel also has been put into the entities; thus bringing life into the otherwise dead silicon dioxide.

The concept talked about in this particular excerpt is more in lines of enabling the human species to enact in a pre-programmed way. The whole concept of the movie Matrix was based on the concept of introducing smart chips into the human body; thus making the body to react in a pre-defined way. This is the whole concept of embedding a DSS into a human body. Though this concept wasn’t new, I had never given it a serious thought in the technical terms.

It was a cold night that day when I was having a well directed discussion with one of my close friends about decision making for life ahead. After a fun filled but serious discussion, it was time for me to get back home. This whole thought of DSS for HNN was running through my mind on the way back home. If there is a decision system imbibed in the human body which would be linked with a psychological parameter of the individual (which makes it individualistic and hence customized to the degree N), then the requirement for defining the word confusion in a dictionary will be out of question. This helps us to get rid of the whole set of requirement for a business vertical of counseling.

This system can be integrated with external factors indicating the market imperatives, past experience processing, best practices etc. The whole integration mechanism would make the decision to be smarter in terms of considering all the parameters before taking a final decision. It would also lead to developing a predictive model based on the feedback mechanism. The whole control system thus developed would work with a proper feedback mechanism thus increasing the scope for a continuous improvement. This would help in taking the best decision. Though this is not a new concept, just thought of sharing the thought process…

While discussing this concept with one of my friends, a thought of human touch was shared. Yes, I agree to that point that whatever automation we do, how many ever process we may skip to save money, one can never replace the human touch...

Top class!

No! It is not about Sachin Tendulkar! :). Neither is it about the other N number of achievers the world has seen till now.

It was an odd day at office and I was just browsing through one of my friends’ blogs. He had a very interesting write on the perception of the bottom of the pyramid on the top (specifically about their Project Managers). This triggered my senses and I came across the principle Dr. Laurence J. Peter has put in front of the world (For details: http://en.wikipedia.org/wiki/Peter_Principle). Just to brief it up – “It holds that in a hierarchy, members are promoted so long as they work competently. Sooner or later they are promoted to a position at which they are no longer competent (their "level of incompetence"), and there they remain, being unable to earn further promotions.”

A thought was running at the back of my mind. To my surprise, I was actually was able to relate to whatever I was seeing in my professional life! Especially in a country like India, the professionals expect a faster growth when compared to other nations. People thrive to get into a mode of “not working” early in their careers. The perception of the ground level jobs turns ugly! This is to some extent true to the other western countries as well. But the advantage there is the work culture which doesn’t restrict a person to always stick on to the stream he/she initially chooses to be with. Hence, one can find a person on the top having a good number of years of experience before reaching there. This is not the case with India though.

Especially in SMEs (Small Medium Enterprises), the growth potential is very high as the employees count in the organization is limited. It is a very valid argument that if one is capable; he/she will definitely get opportunities to grow. But, the parameter of industry standards doesn’t play a factor here. This puts the person who grows fast in a very uncomfortable situation. He/she will neither find a suitable place to switch nor will they be able to continue their jobs (thanks to the limited hierarchy in the SMEs). So, the only option left is to grow horizontally after they reach a certain level (provided there is scope for that).

Coming back to the Peters principle, these guys who grow big initially are forced to stick-on due to situational factors. Though they are incompetent (a few of them), the insecurity factors forces them to stay at the position they are in. This has adverse effect on both the organization as well as the individual. It is growth imperative for both of them. This is when the term “politics” plays a very important role in the organization. The people at the top who do not deserve to be there will have to stay back. Hence they find reasons in others who impair their stay. Though they sweetly term it as loyalty, in many cases the reason behind it is the fact that they are not competent enough to be accepted by the market. They would have become the big daddies of the organization and hence will have their own say.

There is also a ripple effect seen in the SMEs. In the name of exposure, the people at the top pass the work to the people below them. At times it will be more of a “delivery act” unlike a mutual agreement. The people at the bottom are again made to go through the same where they are not fit to face the market.

This was definitely not written out of frustration, but just a thought process as an output of my own experience in the professional world. After getting a hang of the problem, let me just throw some light on the solution to this as well. Again this is another thought which went by and not a proven methodology.

The concept of grooming individuals is definitely good! But, as a responsible top management, one has to identify the person who has to be groomed. For this, the first step is to identify the top notch who should be involved in this process of grooming. This has to be a top down approach coupled with a few external factors like HR interfacing and feedback from the bottom. The top need not be restricted to the PMO. It is definitely an advantage if the grooming individual is the person whom one is immediately reporting. This will not be the case always. Hence a process has to be designed for the implementation of the entire concept.

Upon the formation of the top notch, the bottom has to be hand-picked with consideration of various parameters. There has to be enough space created for the hand-picked individuals to perform. This stage should provide a controlled freedom and an environment of mentor-ship has to be created. This has to be coupled with a proper growth path for the individual who is being groomed (this is why interfacing with the HR team makes sense). This will ensure that proper leaders are built within the organization and helps in reduction of ego once they reach the top.

A very valid comment here is – “What if this individual being groomed quits the organization one day?” Well, this case will depend on the person who has been picked. A matured, growth oriented professional will never do that :).