Why lion like leaders kill projects…a HR message

The people who exhibit the leadership style of a bachelor lion has to be carefully dealt with by the corporate leaders.  The corporate leaders if get amazed by the aggressive lion like leadership style of such people, such people might do more harm than good to the corporate ecosystem.  Of course, they are only ‘lion like’ and not ‘lion’ hence should be ‘poached’ immediately by the HR function.

 

The free roaming bachelor lion always look for a pride of lionesses to mate and to takeover the pride.  For the above goal, they engage in fierce fight with the existing lion of the pride.  If the bachelor lion wins the battle, they immediately spot the cubs and kill them brutally.  The helpless lionesses accept not only the brutality of the new lion towards their cubs but also accept them fully and wholly as their partner, guardian and father of their future cubs.  The lion that kill the cubs is only to get the acceptance of the female lion to mate with.  As long as they are busy nursing & caring the cubs, they will not accept new partner. 

 

Exactly like the bachelor lion who engaged in killing the cubs of his new pride, many newly joined bosses in corporate ensure that the people working under them abandon, drop or scrap most of the initiatives, projects, assignments of the previous boss.  Only when all such previous assignments are scrapped, the new ideas of the new boss can be sold to the people.  Only when the new ideas are taken up by the people, these bosses can showcase to the top leadership of the corporate about the difference what they have brought in the corporate. 

 

During such transition, the corporate only suffers the worst.  Certainly some subordinates also.  Who benefit the best is the newly joined boss.   Unfortunately, the top leaders of most corporate seldom understand the above because they focus only on the aggressive lion like leadership style of the new boss.   They further compare the new boss versus the earlier one and believe that only when the people show such high level of aggression, the corporate would grow.  The truth is that they exhibit such aggression only for ‘own’ sake and not for the corporate or for the people. 

 

Any newly joined employee in a corporate will have the struggle to prove and establish their worth and value.   Creating something new and proving ones worth is always difficult for people in general.  Whereas, describing what already exist in the corporate is meaningless & wrong and suggesting it to be destroyed is always easy.    The corporate leaders often feel that knowing what is wrong and meaningless they could achieve only because of the newly joined employee.   Further the corporate would venerate such newly joined bosses as assertive, aggressive and agent of change etc. 

 

Understand the lion like leadership style of people and its dangerous side effects.  Ensure that let them be like lion but never allow them to destroy and change the earlier initiatives of the organization just to prove their point right and establish their worth. 

 

Dr S Ranganathan, ClinRise Derma Pvt., Ltd., Chennai   Image

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Fear and intelligence behind disguise…a corporate message

Every one in the corporate do consciously and advertently disguise either their ‘identity’, ‘feelings’, ‘views’, ‘opinion’ or ‘strategy’ etc, sometime or most of the time.   It will be definitely happening in the life of every one on earth.  The question is that whether such an act of disguise is against honesty & straightforwardness?  Can anyone call disguise to be cheating? 

 

It is not the disguise that makes ones intentions bad or good and so the consequence, only the predisposing factors that make one to disguise the identity, feelings, view etc defines its real meaning.  

 

Look at the life of predatory animals.  All the predatory animals never boast their power and strength before its prey especially when they are getting ready for a hunt.  They try to disguise their identity the best and only then they could win the prey.  No predator will ever employ the strategy of ‘disguise’ out of fear.  Only to achieve their goal they disguise their identity.   But quite contrary to that, all prey animals adopt the strategy of ‘disguise’ out of fear. 

 

Look at the beauty of the nature.  Due to the strategy of ‘disguise’, the predatory animals in general achieve the prey and even if they fail, they become more achievement centric in their effort in future.  Whereas, the prey animals either saves its life through disguise of its identity or fall victim to the predator.  However, the fear continues in the life of those animals that narrowly escaped.  The prey animals even when adopts the disguise technique, still are doubtful of their safety. 

 

Disguise will bring success, focus and passion only if when one employs the above strategy out of intelligence and wisdom not out of fear and uncertainty.  The comparison of the ‘strategy of disguise’ of the prey and predatory animals may not be right and appropriate for the corporate.  But a right management message the corporate can definitely learn from the above comparison.    

 

The message is that, develop strength, capability, intelligence and wisdom and then use the strategy of disguise if necessary.  Instead, do not resort to disguise technique out of fear and if one does so, have to live in fear for the rest of life without developing any capability and strength.  This management message only the predatory animals and prey species, convey to the corporate.

 

Let you employ the strategy of disguise despite having strength and capability and never subdue to fear and never let your fear to engineer your success strategy.  The predisposing factor of ‘disguise strategy’ should be the ‘capability’ and not the ‘weaknesses’.     Weakness only will weaken ones success strategy, however effective the strategy shall be.  It is not just the strategy that helps one to win but what emotional sate oImagef mind that gives birth to such strategy only determines the end result. 

 

One may keep improving the strategy of disguise like how different species of prey animals have evolved with different disguise strategies to hide/conceal/camouflage their identity, but at the end, despite having different advantages, one have live the life of a prey if right emotion is not developed.

 

Dr S Ranganathan, ClinRise Derma Pvt., Ltd., Chennai  

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When to follow the strategy of abscission and ambition

The emotions viz., – ‘abscission’ and ‘ambition’ are known to control and dominate the leadership style of most people in corporate.   In true sense both emotions are inevitable for leaders but how one should calibrate and operate with the above emotions during different situations, the leaders must really understand and only that makes one a distinguishable leader.  Nature has one of the finest examples for the corporate leaders to learn about how to manage the above two emotions.

 

The perennial plants can either be evergreen (plants do not follow leaf shedding process) or deciduous (plants shed leaves during autumn).  During autumn the plants cannot afford to have their leaves as it would cause great economic loss to the plant as the rate of water loss (transpiration) through the leaves will be high during such season.  Further such loss also would affect the flowering and fruiting of the plants during the subsequent seasons.   So they shift to ‘abscission’ style and shed leaves.  That is how many plants have become ‘deciduous’. 

 

Imagine if the plants were so obsessed and ambitious about their leaves and were unwilling to shed them means, only their final goal of flowering and producing large number of fruits/seeds would suffer.  The plants, appears to have clearly understood their purpose well.  The seasonal impact, the weather change etc., the plants cannot influence or change or alter.  All they can do is that they can bring all the necessary changes within them.   Only when one is extremely goal centric, can wisely employ the art of how to accept the loss or retreat or submission and become a winner. 

 

If the plants were so obsessed and ambitions with the fact that they must always bear & be with leaves, resist and fight the odds & must win, only they incur loss and nothing else.  

 

They do exhibit obsession and ambition when the conditions are favourable by producing enormous flowers and fruits and out of which one or two may become a new plant.   To ensure the success of one or two of its seeds become a new plant, they exhibit high level of obsession by producing thousands of flowers and fruits.  Indeed a huge investment they make.

 

The message is that show obsession and ambition in your performance and achieving the goal and show abscission when it is not worth to be with ‘obsession and ambition’.  Never go by the myth of accepting ‘retreat’ is against fight and winning.   Sometime withdrawing from fight will reward victory than fighting. 

 

The corporate leaders must understand the two important dimensions viz., abscission and ambition and should treat them as complimentary aspects and not conflicting or as forces opposite to each other.   The success of deciduous plants does not just come from their flowering and seed dispersal alone, but also by being humble by shedding their leaves during autumn.  Thereby they save the resource for flowering and fruiting.

 

Be wise to invest your effort to achieve your goal and not spent your resource and waste your effort is the message the deciduous plants conveys to corporate leaders.   

 

It is not from expenditure; only from wise investments, one will find success is the message nature shares.

 

Dr S Ranganathan, ClinRise Derma Pvt., Ltd., Chennai        Image

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Wisdom and vision of Harp seal….a must for modern corporate

‘Offering the best is only my responsibility and fight is yours’ is the management message, the Harp seal teaches the corporate leaders across the world.  Only when a leader commit aggressively to his or her task, they can offer ‘the best’ to their team members. Rest of the journey, only the subordinates/team members have to undertake and complete.   If the message is not clear, the corporate people have to understand the same from the unique parental care of Harp seals. 

 

The harp seal or otherwise called as saddleback seals live in northernmost regions of Atlantic Ocean and parts of Arctic Ocean.  After about 3 month gestation period, the mother delivers a single pup.   She will feed the pup continuously for 2 weeks with the milk which is extraordinarily rich in protein and other nutrients.  The pup, during the period grows three times bigger than from its birth weight.  Abruptly, the mother leaves the pup after 2 week of nursing and look for a suitable partner to mate again and get ready to deliver another pup.  The pup has to help itself.  Nature has its way. 

 

The Harp seal mother offers the best to the pup.  She during milking period never moves away from the pup or hunts or eats anything.  All she will be doing is feeding the pup. She gives the best, ensures the pup grows the best and then she focus on producing her next pup.  The pup has to fight and must find its way.  That is how she became successful.  She was also left like that only by her mother.   When best is offered to the pup, the rest or fight also must be left to the pup. 

 

The corporate leaders must imbibe the message of Harp seal correctly.  In the name of mentoring and managing people, they should not waste their time.  Many people love to project them as best people managers and know the art of how to make others to perform.   What about their task? 

 

The ‘people leaders’ must be trained to offer the best and then they should focus on own task.  The people know how to continue.  Unfortunately, some corporate clearly divide people as ‘performers’ and ‘performers performer’ (those who do nothing by claim that they only make others to perform or ideally the bosses).  Once the performers are offered the best and the task is well set, they automatically perform.  They know to perform and that is why they are called performers. 

 

Learn from the Harp seal.  It knows the fact that the instinct of its pup is very strong.  When the pup is given the best, it knows the rest.  Only because of such wisdom, Harp seals could continue their generation successfully.   Harp seal mother can possibly produce may be two or more pups in the given year if she frees herself quickly from nursing the pup.  That is why she ‘seals her deal’ abruptly with the pup and goes away.  

 

The corporate must smartly enthuse Harp seal wisdom upon people in corporate.  People have to be task centric and in the name of mentoring and managing people, should not be allowed to waste time and resource. 

 

Dr S Ranganathan, ClinRise Derma Pvt., Ltd., Chennai

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From Moose and Earwig…a Corporate Leadership Message

Your corporate leaders can either be like a ‘Moose’ or like an ‘Earwig’.  Both leadership styles are equally bad, need correction and hence the corporate must quickly identify such leaders and appropriate corrective action also must be initiated. 

 

Earwig is an insect of the order Dermaptera.  Unlike all other insects, earwigs interestingly show an extraordinary parental (maternal) care.  Their parental care starts from caring the eggs, nymphs and the young ones even up to their second molt.   In fact, the maternal care of earwigs is too much and too long and not only such characteristic is strange among insects but also such care is not required.  

 

Some corporate leaders would certainly exhibit such leadership traits.  They nurse and nurture their teammates/subordinates from the day they join the organization till they retire almost like how an earwig care its young ones.   Such care and attention are really not required.   The some evolutionary reasons may warrant the earwigs to show such longstanding maternal care towards their young ones but definitely such leaders will only spoil the people in corporate through such display of leadership.

 

In corporate, people should be mentored and empowered. Further, they should be enabled to independently take right decisions as well.  Caring and nursing should be limited to quickly make them independent.   But unfortunately the earwig leaders do the contrary and want their people to be always dependent on them.

 

Another extreme leadership style of some people also can be seen in corporate and that is called ‘moos leaders’.  Moose is a species of large sized deer with very aggressive behaviour, lives in northern parts of US.   The parental care is very unique in this group of animal.  Like any other mammal, the moose mother also care and guard her calf.  But unfortunately, such care is given only until she is ready to deliver her next calf.  Prior to the delivery of her next calf, she would chase away the existing calf, irrespective of however precarious the calf may be.  The unfortunate calf has to somehow fend itself and be successful or die at the hands of its predators. 

 

The parental care is limited, short lived and would end abruptly when the mother is ready to give birth to a new calf. 

 

Exactly like moose, many corporate leaders also behave in the organization.  They mentor and guide people as long as a new person joins the team and the leader would suddenly shift the total care towards the new member by leaving others in the team in oblivion or in lurch. 

 

The creation of nature, both the earwig and the moose conveys two important leadership dimensions of people in corporate.   Too much of care is not required.  At the same time, when a new responsibility is given, the leaders shouldn’t shun/abandon their existing responsibility also.       

 

Nature would have created both these animals with such uniqueness may be due to some compelling evolutionary reasons.  That is biology.  But nature also wants such message to reach the modern corporate in order to help the HR function and the corporate leaders to guide and correct the people if they ever behave like a moose or an earwig.  

 

Only when the corporate leaders and the HR function learn about nature and different species of plants and animals, a new thread of leadership can be learned. 

 

Dr S Ranganathan, ClinRise Derma Pvt., Ltd., Chennai   Image

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From Moose and Earwig…a Corporate Leadership Message

Your corporate leaders can either be like a ‘Moose’ or like an ‘Earwig’.  Both leadership styles are equally bad, need correction and hence the corporate must quickly identify such leaders and appropriate corrective action also must be initiated. 

 

Earwig is an insect of the order Dermaptera.  Unlike all other insects, earwigs interestingly show an extraordinary parental (maternal) care.  Their parental care starts from caring the eggs, nymphs and the young ones even up to their second molt.   In fact, the maternal care of earwigs is too much and too long and not only such characteristic is strange among insects but also such care is not required.  

 

Some corporate leaders would certainly exhibit such leadership traits.  They nurse and nurture their teammates/subordinates from the day they join the organization till they retire almost like how an earwig care its young ones.   Such care and attention are really not required.   The some evolutionary reasons may warrant the earwigs to show such longstanding maternal care towards their young ones but definitely such leaders will only spoil the people in corporate through such display of leadership.

 

In corporate, people should be mentored and empowered. Further, they should be enabled to independently take right decisions as well.  Caring and nursing should be limited to quickly make them independent.   But unfortunately the earwig leaders do the contrary and want their people to be always dependent on them.

 

Another extreme leadership style of some people also can be seen in corporate and that is called ‘moos leaders’.  Moose is a species of large sized deer with very aggressive behaviour, lives in northern parts of US.   The parental care is very unique in this group of animal.  Like any other mammal, the moose mother also care and guard her calf.  But unfortunately, such care is given only until she is ready to deliver her next calf.  Prior to the delivery of her next calf, she would chase away the existing calf, irrespective of however precarious the calf may be.  The unfortunate calf has to somehow fend itself and be successful or die at the hands of its predators. 

 

The parental care is limited, short lived and would end abruptly when the mother is ready to give birth to a new calf. 

 

Exactly like moose, many corporate leaders also behave in the organization.  They mentor and guide people as long as a new person joins the team and the leader would suddenly shift the total care towards the new member by leaving others in the team in oblivion or in lurch. 

 

The creation of nature, both the earwig and the moose conveys two important leadership dimensions of people in corporate.   Too much of care is not required.  At the same time, when a new responsibility is given, the leaders shouldn’t shun/abandon their existing responsibility also.       

 

Nature would have created both these animals with such uniqueness may be due to some compelling evolutionary reasons.  That is biology.  But nature also wants such message to reach the modern corporate in order to help the HR function and the corporate leaders to guide and correct the people if they ever behave like a moose or an earwig.  

 

Only when the corporate leaders and the HR function learn about nature and different species of plants and animals, a new thread of leadership can be learned. 

 

Dr S Ranganathan, ClinRise Derma Pvt., Ltd., Chennai   Image

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Like Panda… they also perform – A HR message

Why the population panda is getting limited, diminishing and dwindling continuously despite several protection measures and conservation initiatives?  Many scientific reasons one can offer/attributes to the above.  But all these reasons will be limited to biology and ecology of the animal.  But the modern corporate has approach and understand the above problem strictly from the management perspective.

 

The mother panda is known to exhibit strange parental care behaviour while nursing her pups.   The female panda usually gives birth to two pups.  But often they care only one and the other pup either die of negligence/lack of care or due to the accidental crushing by own mother while in her sleep. 

 

The future always starts only from the present.  What one does at present only would reach the future and nothing else as the future is only the extension of the present.  When the mother pandas invest least care and attention to their own pups, naturally the pups would die.  When one to the every two pups dies, the population of pandas would naturally decline and dwindle. 

 

The care, attention and importance one gives to ones responsibility/duty only will produce the fruitful result at the end.  Most corporate will be having a lot of talented people.   The people also will be making right initiatives but at the end, they may not be producing the desired/expected result.  The reason being, most people may not pursue all the initiatives till the end, may be due to ‘Panda Syndrome’.  Unfortunately instead of knowing and analyzing the reason for the above, the corporate leaders and the HR function may engage only in blaming and punishing the people and the system.  If they analyze the real cause, certainly the problem can be easily corrected or solved. 

 

Most people in corporate may behave like mother panda.  Knowingly or unknowingly, they attend and care less about their projects/work/initiatives till the end and hence become less productive.  In most instances, they will not to be completing all the assignments and instead drop them in the middle.  This would end up in people always working but no useful results are forthcoming.  

 

The captive breeding approach has helped reasonably to conserve the panda population from extinction.  In fact, it had lessened their burden of parental care.  All that the pandas have to do was only to give birth to pups and the pups were cared separately. 

 

The corporate leaders must train the people how to nurse, care & sustain the interest in their work and achieve success from all the activities they were engaged in.  Many would start the work with high steam & spirit and would drop it in the middle and hence only the effort remains without any result. 

 

Identify the people who exhibit the panda psychology or behaviour or syndrome and help them complete the task for the overall growth of the organization is the massage, nature conveys through the unique parental care behaviour of pandas and its consequence. 

 

Dr S Ranganathan, ClinRise Derma Pvt., Ltd., ChennaiImage

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