Life Is What We Make Of It

by TSK. Raman

An ode to my lovely son Abishek.

It's all about 18 odd years ago my little boy Abi began playing league cricket, and would go for matches every Sunday. I would drive him and spend my entire Sunday with him. Seeing all of them play, I would also always get tempted to play too because I played league matches regularly long ago for several years.

I resisted my temptation for a reasons 
- I didn't want grab a chance which could very well go to a kid, 
- I wasn't wanting to risk any injury should I play, because an injury would affect not only my home but 
   would also interfere with my professional life as injuries can always take a while to heal
- I wasn't going to last a whole day playing from morning to evening, week-after-week, as grabbing a day's 
  rest during a working week was most essential to recharge myself for the week ahead after the weekend. 

All this said, there was a match I wanted to play very badly for two reasons 
- It was going to be played in one of my most favorite grounds, a place in the Army Cantonment side. The ground nestled in a serene locale surrounded by trees all around, and a hill in the background making it a perfect setting of playing in the countryside. Another big reason the match was against a team which had players I had known in the past 

Finally the day which I was waiting for arrived. 

A few days before this match I indulged in a bit of jogging and did stretch exercises just enough to feel a little loose. It was just enough, but by no means anywhere close to what it ought to actually be. For this level and that too for just one day, it might have just served the purpose. 

We got up early and got dressed up and made a dash to the ground, which wasn't far away from where we stayed. I was dreaming that I would take to the field along with my son, and who knows, we might even bat together, so that I might guide him to make a substantial contribution. 

We reached the ground before the others and slowly one by one the others trickled in. The others arrived, and we greeted one another other. As soon as my friends saw me dressed, they knew I was serious about it. The so called selection committee (my old mates, guys who started playing cricket under me), went into a huddle and in a few minutes and delivered to me the news that I neither expected nor would have ever wanted to hear. They said, only one of us could play (my son or me), and the choice was on me. I looked into the distance, my son was practicing catches, after knocking a few balls. As told earlier, I wanted to play this match, very much because it also had some of my old friends in the opposite camp. I was furious as much as I felt sorry for my little son should I choose to play, because he will be disappointed. My heart was heavy, however, I gathered courage to share this thought with my son.

He looked at his mates, for he has been a part in a few matches earlier. His mother back home knew that he had his heart set on being in the play and she was worried about how he would react if he wasn’t chosen. This day was never like any before as I was feeling anxious about the outcome.

Abi's eyes were shining with pride and excitement.
He ran hugged me tight and said, "Guess what Dad I've chosen to clap and cheer for you today. You have the experience, and I know you will do well." 

The words of Abi ring in my ears even this day. My son had really shown what he would grow up to be. That day he was a teen ager, yet, the calmness, the maturity showed up as he disguised his emotions to perfection. He didn't betray his feeling ever. At the end of the day, thankfully, I lived up to his expectation. Furious and disappointed I was within, but all that I did was to let my bat do the talking. I played an unforgettable inning, dealing mostly in boundaries and sixes. I scored a quick fire 60 of just 20 balls but stood there to guide another young kid (my colleague's little son). Together we put up a partnership of 80 odd runs. My innings ended with me being caught on the boundary line aiming for my 50 with a six. It was a well taken catch, and I got out. As I was returning back to the dug-out I could see people clapping and cheering me all the way. I earned their respect as much as Abi's. I acknowledged their cheer, but I had still not reconciled to the deceit of my friends. I never met them after that. However, that day I realized that this young boy Abi was not one of ordinary stuff. He grew that way, and held to his core, which he does even to this day. He seems to be the one who can provide solace to everyone around him with his patience and composure. 

May his tribe increase.

Be Real
by TSK. Raman

I've heard this saying, "If you enjoy what you do it means you are not working, you are having fun." This is really nice to to read and to hear, but, in real terms I cant recall having been with, seen or met many who fit this. Though I guess people l;ike the musci maestros like A.R. Rahman, Rahul Ram, Bhimsen Joshi, and several others could be enjoying their work as they create soulful tunes, ragas, and songs, that make millions of fan like them and hum those as their favorites. A lucky few may get too work in companies or the industry that compliments their passion, but, someday even that can be challenged as they too can have 'bad day,' then what next.

In real life and the the truth though is you need to work to earn your daily bread, to hold your head high. You really need to work hard to learn, to put that learrning to practice, esperience things, and then claim your next step in the ladder of growth. You get recognized only when you can bring value to the table not other wise. You need to accept the fact that work is not 'fun' by any means. It's is a serious thing and it is for that reason it is called 'work,' and it is for that reason why you also get paid. If you want 'fun' you need to pay, so work is definitely not 'fun.' The way you dispose the work that comes on hand can be done without getting stressed or without accumulating stress, can be 'fun.'

Simple as it may sound, the truth of accepting reality is needed if you are to clear your head for what is to come next. Life is a journey, remember that, then work is just one bit of the jopurney. Learn to enjoy the journey, then things might be different, job may become 'fun.' The irony is we take our life too seriously, and that is the way we lose out of many of the good things in life. Be real, take life as it comes, enjoy yourself.

I know My Purpose

by TSK. Raman

I am at a point in time of my life that I am facing yet another challenge, and this is major for the reason

1. I have grown up physically in age but not by thought or energy, and have to really prove myself even more than ever before that I have still something left in me as I will have to compete with people nearly half my age. 

2. What is that I can choose to do - full time/part time, consulting, coaching, mentoring, what?

At a point of genuine humility but uncertainty I ask myself, “ do you think I have anything left to contribute? Are my best days over?” 

I admit, this question can be difficult to answer, as I keep thinking within myself, though within my heart I know that "I shall rise from the ashes like Phoenix, once again."  
I am acknowledged as one of the wisest men many have ever met. Some say that I am a living treasure, and that they would to any extent including pay for the privilege of sitting with me and listening to stories. And here I am sitting in my study, asking myself whether or not I have anything left to contribute? 

My children and my life partner have immense faith in me, and say, “ listen to us carefully: what has happened so far doesn't really matter, however, your best days are ahead of you. We are not saying this just because we are yours and we like you—and there is not doubt we adore you not just like you—but because it is the truth. We don't need to prove it to you.”

I can see a reason in what they say, for I have always believed God has meant and created us all for a purpose, and that we will not depart until that purpose is fulfilled. But what happens most times is that people spend a life time to leave without even knowing their purpose. One must believe that if one is still alive, then one hasn't completed what one is put on this planet to do. If we haven’t completed what we were put on this planet to do, then our very purpose hasn't been fulfilled. If our purpose hasn't been fulfilled, then believe that the most important part of your life is still ahead. You have yet to make your most important contribution. If the most important part of your life is ahead of you, then even during the worst times, one can be assured that there is more laughter ahead, more success to look forward to.

I have to get around meeting, talking, and guiding more and more people to think of their own life's purpose and help them get it. Our success depends on how we help others succeed.   

In the context of development of people and also self, also known as self responsibility, is the acknowledgment that I through my thinking, feeling and behaving, am in control of how I experience life. For many people, becoming truly responsible requires changing core beliefs.

Steve Covey's Perspective
In his book, The Seven Habits Of Highly Effective People Stephen Covey's first habit, being proactive is all about taking responsibility. He advises the following (this is one of my favorite responsibility quotes):
"Look at the word responsibility - "response-ability" - the ability to choose your response. Highly proactive people recognize that responsibility. They do not blame circumstances, conditions, or conditioning for their behavior. Their behavior is a product of their own conscious choice, based on values, rather than a product of their conditions, based on feeling."

What Is Responsibility In Relation To Success?
Co-author of the Chicken Soup For The Soul series, Jack Canfield is another proponent of self responsibility. In his book, The Success Principles, Jack has this to say:
"It is time to stop looking outside yourself for the answers to why you haven't created the life and results you want, for it is you who creates the quality of the life you lead and the results you produce. You - no one else! To achieve major success in life - to achieve those things that are most important to you -you must assume 100% responsibility for your life. Nothing less will do."
In every moment, we are building our futures. And as Jack suggests, we have incredible control of what is being shaped for tomorrow. 
His formula is very simple:  The Event + Our Response = The Outcome

Therefore what Is Responsibility? 
It's Giving Up Blame
It's Changing Core Beliefs
It's The Key To Freedom
Self responsibility is unquestioningly challenging at times. But it's worth it! If you can let go of foolish thoughts and work at changing core beliefs, you will free yourself to create the life you dream of.

Charlie Chaplin

Charlie Chaplin was a great character.
He is regarded as the ultimate in "comdey" as there was not one before him and there is yet no one who comes as close, and that makes him an 'All Time Great.'

Though comedy was the area in which he excelled and made his mark, beneath that seemingly simple exterior, he was, they say a sad, but a very wise man. The evidence of that can be seen in these 3 Heart touching statements he once made:-

1st - Nothing is permanent in this world, not even our Troubles..

2nd - I like walking in the rain, because nobody can see my tears..

And 3rd - the most wasted day in life, is the day, in which, we have not laughed..

Keep Smiling and pass your smile to everyone, and see them smiling.:)

Just take a little time to THINK
When you aren't well, whent here is somehitng seriously wrong with your health, you decide and go to a doctor, who meets you. After a little chat with you to understand what is the problem with your health, the doctor asks for a few pathological tests, to possibly figure out the illness. On submiting these reports the doctor concludes, and also pronounces the illness - saying it can be treated, or spells out the criticality. Tells and explains to you as to what he sees is wrong with you and then either start the treatment, or tell you about the next course of action. During this time the mental agony, the pain of the suffering and your wanting to get rid of the illness makes you believe everything that the doctor says as being the 'gospel truth.' You do not even for a second suspect that what he is saying could be debatable or needs another viewpoint. Should you decide to consult another doctor and take another opinion, possiblities are that the conlusions might be the same, or different or radically different to what what you heard from the doctor you met earlier. You are in a dliemma, you don't know who is 'right' or 'wrong.' Here again you ponder over it and take a decision. You might not want to take a chance, you might take the advice of both the doctors and surrender yourself to the treatment of both,if it is not critical, but if it is you might use your gut feel, which could be right or wrong. The fact is that you take them to be 'professionals' who know about our body more than we know about it. So more than anything else you give credence to his qualificatin, experience and judgement as final. We say then by-and-large, that there is 'crediblity' in the profession of the practice of medicine.

When we look around we find it would be the same as other professionals too such as that of the Legal practice, Accountants, Teachers etc.

Yet the same people are a part of a society, and those who stay with us either in the same locality, apartment or colony. And when there is a 'common issue' that bothers all of us we meet everyone in the society to arrive at solutions, and when the same people whose advise on professional issues you take seriously, when they make their points here, why is it that they get under scrutiny if their opinions don't match yours.

The answer is pretty simple, professions stand to be credible, humans are not yet.

What can we do to add credibility to ourselves as 'human beings?'

How to Reduce Employees Attrition Rate

                                            TSK. RAMAN
 Read this through with "patience" and you will get a lot of information. In the end you also have a lot of questions that you need to ask of yourself and answer. if you think you can do this and then share your thoughts, it's quite passible that you many get solutions to stem the "rot of attrition" in your growing company which seems to be already offering some exciting inducements to make people get engaged.

A little bit of history - before we try solving the mystery
Attrition is an age old phenomena. I've had several opportunities in my career especially in IT dating back to 1987. Companies as everyone knows starts off small, and so it's called "start-up." The period that I am talking about didn't pose serious competition domestically, but to earn a break-through into companies in the US and the lure to earn foreign exchange and $ was the challenge. People would do everything to earn this break. And some companies were there at the right time, with the right people doing the right thing and so there is very little doubt as to why they succeeded. The rush for talent was there but not so much as it increased world over nearer to the Y2K and immediately after till the emergence of the DOT.COM boom and subsequently the burst of the "bubble" and then the down turn. Industry was more cautious in their approach in all aspects - recruitment, finance etc., and naturally therefore people were beginning to pick and choose people whom they could bet on rely on going forward. On the other side, technical people also started picking and choosing - some went dream companies, technical growth, some were bent on only on-site assignments etc., so the cat-and-mouse game started.

Sadly though it is still prevalent, but the struggle for start-up's have been more or less the same. You need to sell the company a lot more harder than say you have to sell a better known company, where you need to concentrate in this sequence - only on the role, technology, growth and compensation (the prospect would like to hear this though the prospects priority and sequence may be the difference). After a round or two of talks this deal is concluded and engagement gets going, assured for at least three years, which is when the resource would might plan the next move. If the company has assignments that can take people overseas on on-site assignments then this mantra is used for extending the careers.

On the other side "start-up" may only have to rely on the "Integrity" and reputation of the promoters working on the latest technologies along with some solid techies handling the leadership positions, and also having some projects in the pipeline, gets the company going. If one gets this combination then it is the effort of everyone, not alone the HR to get more people excited and interested in joining the company to work for. And mind you everyone who comes to meet you as a prospect will give the start-up company a feeling that he/she is doing the company a favor by risking his/her career in joining a relatively unknown company, despite having a market for himself/herself. This is a reality with which you have to live with it and contend, I see no escape. Once the resource decides to come on-board the first motivator is - compensation, rest all are not major factors. Exceptions are thee in this regard, but they are very few. This doesn't end here, you need to be consistent with your policy statements, employee relations policies, etc., to keep the system moving which means you in HR is often under scrutiny by the promoters and the management on the one side and on the other the employees' enjoy the upper hand as they only need to raise the voice to see that the leadership is alerted. Without going into too many details things will get aligned in a manner that HR will have to play the "subjugated" role, taking instructions all the way, and may be also deemed as not so good, not so effective or worst to be deemed as "useless." In fact, people are also known to make a sweeping comment that "Oh! these HR People are all like that, hopeless people, who don't understand the reality etc.,"

What then might be the prime reasons why people leave
Some of the prime reasons why people leave is their inability to handle stress, monotonous work, company policies, lack of career growth, problems with senior people, no on-site possibilities, not enough money, not enough increments, unfair/biased treatment, too much of micro-management, rigid rules and regulations, lack of trust on the management, leadership and may be colleagues too, inconsistent interpretation of policies, the list can go on... There can be multiple reasons for leaving whether it's a well known company or a start-up.

What then are the "Drivers of Engagement" specifically to smaller start-up companies
It's important that the company work in laser sharp/latest technologies, if there is a "bouquet of the latest technologies" even better for instance Mobile - Android, IPhone, windows /JEE/.Net/PHP/Oracle, and with clients who can assure reasonably good quantity of work, ensuring that no one gets sidelined on to the bench.
Regular on the job training programs be it on technology/managerial/leadership, behavioral or whatever, depending on the need of the company to meet the present demand or preparing for the future. All of this should enable the employee make his/her profile seeming good and rich.

The other aspects that follow
Market equivalent salary, without too many deductions but with a bucketful of benefits
Sizably good increments annually after review
Regular feedback and dialogue with superiors
Recognition and Rewards on a regular basis to keep them engaged

These are aspects that you will want them to understand and know but the employees might not think so
Employee perceptions of job importance
Employee clarity of job expectations
Career advancement/improvement opportunities
Quality of working relationships with peers, superiors, and subordinates
Perceptions of the ethos and values of the organization
Effective Internal Employee Communications

If these are the realities then, now for the encouraging factors which is what you need to find out how it is in your present organization

1. Are you suitably qualified with a relevant degree in the subject, and are experienced enough to stand up and talk for yourself
2. Do you enjoy the support of the promoters, leadership and the management
3. Are you sufficiently equipped with the right resources - to handle your responsibility - even basic things like a neat work place, a system with the right software, adequate support systems in terms of administration, accounts and house-keeping (or are you one in all)
4. How do people perceive you as an individual
5. How good an influencer are you
6. Are you well read - especially on contemporary managements/industry subjects etc
7. Does the office have a professional look and atmosphere
8. What is the management-style - participatory or what else
9 Is the company engaged in the latest technologies and do they have the right people in the right places, doing the right thing for the right customers
10. What would the USP (Unique Selling Point) of your organization be?
11. What would be your EVP (Employee Value Proposition) to attract new talent
12. What do the current employees think about the organization and what would they want it to be like.
13. Were you able to get any useful information from any of the employees leaving the company, so that you can examine what can be done to address the issue.
14. Lastly are you confident of hanging on despite the carnage around you.
15. Also ask yourself whether you will be able to do his alone or you would want some professional HR Advisors from external sources, and whether the management would be open to seeking advise from specialist's to redeem the future of the company.
I'd also like to add a thing about the mind-set of the Promoters/Entrepreneurs/Technopreneurs, and the people at the top in leadership positions, and this is coming out of hard/rock, and raw experience.

Everyone - be it technical/marketing/finance or whatever, think that they are the one's who are ultimately responsible for the growth/profitability/sustenance of the company and take it that it is their prerogative give directions/suggestions/advice to the one's handling HR.

To be brutally frank, in the initial stages in every organization I held a responsible position, I applied cautious restraint in letting go my thoughts. I would simply say, "thanks your in-puts, I'll give it a thought and get back." Invariably I would do a deep study and tell them about the fall-outs or breaches in what they suggested, and suggest ways in which this could be addressed. Slowly and surely things panned out well and when I did make them realize the value I could add I started putting forth my thoughts in no uncertain terms. When you do so you should be careful as you might not get a buy-in straight away, but you need to make your thoughts, be willing to receive new in-puts, and then amend suitably to get the organization work like a team for a common purpose. Speak just that much, and observe silence in order to listen to what others are saying and then move ahead. You gain this only through experience and getting beaten at first, but you must have a lot of confidence in your self, and tremendous belief in your potential. You should also be lucky enough to have an energetic team which will go all out to implement plans and programs.


Professionals in HR must think of themselves as Strategists going forward.

One give your best and trying changing the situation for the better
Two quit and look for comfort zones to park yourself.

You'll be ill-advised to dwell in a comfort zone. This is a thought that I have been talking about to a lot many people for a long time now. It's about seeking a change of the situation that we are in.

A change which we conveniently postpone blaming everything but ourselves. We need a through changes in the way manage ourselves - we need to think, act and utilize our potential.
A change leadership thinking as well and action which supports their talk.
A change in environment which only sees things monetarily.

C = Communicate, Clearly, Consistently, openly and often
H = Hear to what all others are saying and help folks through the transition
A = Assess and your core values/principles/process and align it with your mission in life
N = Non-negotiable action - navigate from the "Where you are" to the "where you want to be"
G = Get everything you planned, into movement
E = Educate, excite, empower and engage employees

It's incredibly hard for anyone of us on this planet to predict the future with any degree of certainty. But I am convinced that with failures and success, reading, experience, thinking, change and effort you can create the future you desire.

What we need to do is to be changing, be it ourselves or organizations, is a visit on the future.

V = Visualize the much talked of aspect of self-leadership which is desired and acquire it
I = Invest in a learning and development culture
S = Seriously assess the current situation prevailing around you
I = Influence, incremental but continuous improvement-based living
T = Take the bull by the horns, take on hard and difficult task, target areas for betterment/improvement

A = And act on a plans aligned to the aims for a

F = Fruitful
U = Ultimate
T = Totally
U = Unique
R = Rewarding
E = Engagement

With a positive visit a future you desire, can be create with a high voltage energy to make it happen in your organization.

That's it for now.

It'll make you very productive

It'll make you very productive

Work four days a week 10 hours a working day and take off a mid-week holiday on Wednesday.

I have a different take on this all together. In recent times we did have a day off on Wednesday, the last I remember was Gandhi Jayanti Oct. 2, 2013. We always have a lot of work on a daily basis, however, I felt the week with a Wednesday off in the middle went past quickly and I also noticed that it was one of the most productive weeks for a very long time. I experimented with deciding to say back at home yet another Wednesday, which I again found was not only refreshing, but the week was productive once again.

We work more than the scheduled 8 hours a day easily say about 10 hours daily and add to this the travel time of a minimum of two hours (one hour up and one hour down), effectively making it twelve hours to work. Add to this one hour preparation in the morning to get to work and about the same time to unwind after returning back in the evening. So this makes it 14 hours. This leaves us with about 10 hours of which about 7 accounts for the night sleep, leaving us with just three hours with the family, Children, Society, community, TV, Friends, Calls etc. And we seem to wait for the weekend by postponing all activities. When we get to the weekend, most times we are summoned back for some urgent deliverable or if there isn't anything, there is hardly any energy left for anything so we try catching up with the family and relax at home, which again doesn't happen. Groceries, Social outing's, temple visit then to a movie. followed to a dinner at a restaurant, fills the weekend, and back again the grind starts all over again beginning Monday.

I'm being given to understand many of our counterparts from the other side of the globe are pretty precise with their check-in (perhaps 8.00 AM or 8.30 AM) and check-out (@5.00 PM or 5.30 PM) with their lunch packed in between, which I am told they wrap up pretty quickly and are at the desk to resume work. They will never invest their weekends for anything other than family.

So what we are driving ourselves crazy for.

This brings me back to the same point a mid-week off on Wednesday, and the usual 10 hours accounted for work instead of 8, and so in effect for Monday, Tuesday, Thursday and Friday anyway we clock 40 hours. There should be no billing hitch. I am quite convinced this will work. It will need some gut for the managements to adopt this proposal first and then communicate to their clients. If the workforce in the country decides that this will be the way it shall go, I am sure there will be no one who would want to challenge a nation such as ours that boasts of high quality young talent. We need to take a firm resolve and say that's it. We shall work 10 hours for four days in a week and take a day off in the middle of the week on Wednesday.

I have been circulating this message through a few blogs now and this has been received with great interest and is gaining support as well. This could quite become a reality before too long.