Snake poison and corporate leadership message

The poison of most of the poisonous animals spread fast in the body system of its victim or prey. Certainly, the poison has to spread fast and only then the predator can have its prey otherwise the prey might escape from the scene. It also has another reason. Only when the poison spread fast, the poisonous animal can have its defense from its threat.    The question is, whether the nature has shown special favour only towards the poisonous animals and has neglected the interest of the victims? Certainly, nature is fair in its offering to all its creation unequivocally.

Remember nature also has favoured its victim/prey the same way.  When the poison spread fast, it quickly gets distributed throughout the body, gets neutralized, metabolized if the body mass is great and thus the harmful actions quickly get limited/diluted.   In most cases, due to the above property of most poisons, the victim survive although may suffer from some temporary shock or permanent deformity.

The message is two fold. When a snake attacks lion or buffalo, it will be doing so only for its self defense.   No snake would ever attack a buffalo or lion for its food need. When snake attack these animals for its self defense, the poison need to offer only defense to the snake and need not kill its opponent. Due to the quick distribution of poison, generally the large animals like lion or buffalo may not die although they may suffer an immediate shock. For self defense, the faster distribution of poison ensures benefit to both the snake and its opponent simultaneously.

Whereas, when snake bite its prey, the quick spread of the poison immediately kill the prey to become meal for the snake. Here the snake gains the quick meal from the above property of the poison and at the same time, the prey also, may not undergo prolonged suffering.

The justice system of nature is same for both the victim and the victor (winner). What is good for you is good for me, as well. But unfortunately our meaning derivations and interpretations are subjective, partial and prejudiced. We are not relating our interpretations to the real and total.

The point of discussion is not about the science of poison. But understand the management message hidden inside every creation. Develop positive vision to see the right meaning otherwise what you presumed it to be wrong need not be wrong.   Our wrong meaning comes mostly due to our failure to connect to the absolute context. When we become subjective and partial, we miss the wholeness and the true meaning.

This inevitable management message every corporate people must learn.

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


How deer deal a cheetah….a leadership message

It is generally told that success is an outcome of sustained, consistent, relentless effort. Therefore one must be consistent and not very jugglery.   The question is how true is the above approach? According to biology and nature, such approach need not always assure success and instead such consistent effort might risk life.

Cheetah is one of the fastest hunters in the wild. Because of its poor jaw power, cheetah would prefer to hunt deer and small mammals than the big ungulates like buffalo. As fast a cheetah can run, so fast the deer also can run and the deer also can out run cheetah. The question is how deer out run cheetah?

Deer always jump and turn its directions instead of running in straight line especially when it is chased by a cheetah. The limitation of cheetah is that it cannot swiftly turn its direction while running at great speed. When a deer frequently changes its direction or it runs in inconsistent direction, the cheetah would lose its focus and also would lose its prey.

The point to be understood is that the deer never run in consistent line or direction. It chooses to be inconsistent in its line and direction. If it had followed consistent direction and line, it would certainly fall prey to a chasing cheetah. It could easily escape from the jaw of a cheetah only because it chooses to be inconsistent.

The management message for the corporate leaders is clear. Never follow the same path and in same direction thinking it would achieve success. Change the path and direction, you may find success. It means, never gets lost in the law of consistency. Try to be inconsistent also.

But most people prefer to be so ritualistic, consistent and mechanical in their approach.

Diversity, creativity and vibrancy will not be there in their approach. Just to sustain the statuesque, they do everything in a consistent manner.   The larger message is that one should not get lost to certain phraseology. Be inconsistent and learn to be successful.

Most people in corporate would be engaged in repeating and rehearsing the same old working style, repeating the same effort and would remain in the same organization, may be in the same designation. Unfortunately they seldom realize that their consistent approach would give them only the same old result and reward. Without realizing it, they harp their expectation and desire. Finally they would end up in blaming others and the organization for their failure.

Remember your consistent approach would only give you the same old result and reward but when situation changes, you need to change your approach and leadership style.

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


Know why they are ignorant? a HR insight

What is the reason for most people say they do not know about something which they are supposed to know? We may wonder how the basic instinct and inquisitiveness in knowing something which they aught to is lacking in many people?

If we search for the real reason for the above, we will able to find that the people who do not know about something only due to the fact that they need not want to know mostly because they do not need such information/knowledge.

They need not know things because either they intentionally/consciously decline to know or they genuinely not require/find any use for such knowledge.

The point is that the corporate bosses should not connect knowledge of people with intelligence. Knowledge and intelligence need not go together.

Look at the behaviour of any big cats in the zoological garden. All the carnivores including big cats that are bred or grown in captivity or in zoological garden cannot survive in wild if they are released in wild. They may not able to hunt their prey or during hunting, may get injured seriously.   The big cats are indeed top predators. How come their hunting instinct can go defunct and in effective when they were grown or bread in captivity?

The reason being, they need not hunt in captivity as they are fed regularly with cut meat. They do not know to hunt because they need not have to hunt for their survival. They need not know because they need to know as they do not need.

If corporate wants its people to know, it is not blaming them for what they do not know should be the approach, they should follow. Instead, the ‘need’ to know such knowledge/skill must be created for them. Only when such need is there, people will find need to know.

Even for the instinct to exist, strong need and necessity for the existence of such instinct is essential. Otherwise even the instinct also may fade or may even disappear.   Only the need makes the existence of everything. The HR function should not identify and define people as talented based on just the knowledge they posses. Similarly HR also should not assume that people do not have such knowledge are worthless. Perfection of knowledge, improvement of the existing skills and enhanced performances, all can happen only when there is definite ‘need’. Otherwise, people often live with same set of age old wisdom and never would improve or update.

Many entrepreneurs usually feel proud of people those who are working in the same organization for many years. Interestingly most of such senior people may not have contemporary knowledge or skills. Ironically the owners of the corporate often call such people as highly experienced. The definition of experience should not be on arithmetic terms but on knowledge terms. How well versed they are with the current trends and frontiers should be the criteria to call someone experienced.

When corporate never embrace new trends and practices and create necessity for the people to upgrade and acquire knowledge, the people will not acquire new set of skills and knowledge.

Remember if some say I do not know, he has not felt the need to know therefore they do not know. If you want them to know certain skills and wisdom, please create the need for such wisdom and develop them.

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