Revenge – a Destructive Emotion

Of all the negative human emotions, revenge is one of the most destructive one. Humans get blinded by the burning desire to take revenge – in the process both parties (one who wants to take revenge as well as the receiver of the vengeance) get harmed. Most of us do not consciously realise that revengeContinue reading “Revenge – a Destructive Emotion”

Out of Box Thinking

Out of Box thinking is a well-known cliché in management jargon. It is used for innovative, nonlinear, disruptive original thinking beyond what appears to be  obvious. Such thinking has led to major inventions and innovations both in technologies and processes. For example, in most businesses, annual budgets used to be drawn up by extrapolating pastContinue reading “Out of Box Thinking”

How Effective Are Multiple Quality Checks

Anyone, who has travelled through any airport in India, would have noticed a strange obsession. The baggage tag on carry on baggage is checked multiple times by different persons – at the end of the security check, at the boarding gate, at the stairs of the aircraft. I always wondered what purpose did so manyContinue reading “How Effective Are Multiple Quality Checks”

Action and Result: are they correlated?

In my childhood, I used to read a children’s magazine called “Chandamama”. Every issue of Chandamama carried one story from a series called Vikram and Vaital. The premise is thus: Vikramaditya was a very wise and honest king. A tantrik (a spirit doctor) requests Vikram to help him in completion of a major ritual byContinue reading “Action and Result: are they correlated?”

Helping others without feeding own ego

This real life incident happened to me almost 25 years ago. I used to live in Delhi, with my house located very close to the airport.  One morning I got a phone call from a dear friend. His aged mother, who lived in Kolkata, was critically ill and he and his wife had to reachContinue reading “Helping others without feeding own ego”

Perils of Blind Spots in Human Resource Management (Part 1)

During the early years of my consulting career, I got associated with a small, but rapidly growing family owned, traditional organization. The leap in growth (where it was preparing to go Public) had its own perils. It painfully brought home the glaring inadequacies in the manpower of the organization – both in terms of theContinue reading “Perils of Blind Spots in Human Resource Management (Part 1)”

Perils of Blind Spots in Human Resource Management (Part 2) – A Conceptual Framework

Based on the experience mentioned in Part 1 of this story, I developed a remarkably simple (yet in my view a very powerful) model consisting of a 2 X 2 matrix, which can help senior management to map their executives and devise some meaningful strategies for their development.                              (I am a great fan of aContinue reading “Perils of Blind Spots in Human Resource Management (Part 2) – A Conceptual Framework”