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


The HR message from Horse and rat

How to deal people with multitude of behaviour and leadership style in corporate is a big challenge. When some people share certain commonalities, always the corporate would apply the same methods to deal and dialogue with such people. But such approaches can be disastrous. Most occasions, the corporate leaders use the ‘weaknesses of their people as best target to control and contain them.   For dealing and limiting the arrogance and bizarre behaviour of some people, corporate should use their weakness but the same technique should not be used for all.

Rat and horse share one unique habit.   Both these animals cannot vomit. As a result of the above limitation, if they eat anything that cannot digest, both these animals would die of stomach blotting.

Many rat poisons are developed only based on the above limitation of the rat. Sweetened cotton balls are used to kill rats as the cotton balls once enter the stomach seldom gets digested. Hence the rats would die of stomach blotting.

On the other hand, only the above limitation of the horse (it cannot vomit) warrant utmost care for the animal. Only because of the special care required for the horse, the popular phrase – ‘horse eats money’ has come into existence.

In the first case, we use the limitation or weakness of rats to limit its over population/colonization/success. But the same weakness only helps the horse to get extra care from its master.   The question is why the weakness rat is exploited against them, whereas, for a horse, the same weakness achieves an extra care?

The management message to be understood from the above is that it is not the limitation or inability or weakness limit or gain support to people from others, but how they create value and merit for them only determines their success. Once the value preposition is displayed clearly, the organization will do the needful to overcome such weakness of its people.   As long as people fail to display their value and merit, their weakness become the main target that the corporate would exploit.

Many people in corporate often say that they are discriminated for some particular reason. Their lack of knowledge or skill is being seen as their weakness whereas such weakness of their colleagues is not seen as weakness and instead they are supported by the organization to overcome such weaknesses.

The reason for the above confusion is simple. The people, who make such complains, see only the limitations whereas the organization sees only the value of certain people not their weakness.

It is like rat and horse. Both of them do not have the ability to vomit. The above inability of rats is exploited to control rats whereas, for a horse, it gains an extra care because of the value preposition they offer.

True leaders will only see the value preposition of people and not their limitation. Therefore people should focus on how to add value than how to bridge the weakness. Allow your value to outscore your limitation, you will be successful is the message the inability of both rat and horse to vomit, conveys to the corporate.

Dr S Ranganathan    


Leadership crisis….learn the HR message from Giraffe

The senior leaders and CEO’s in every corporate should do what is defined or appropriate to their profile. Anyone who breaches the above rule/profile, will be punished is the law followed by nature.

Look at the way the giraffe is being created in nature. Giraffe has long neck to eat leaves from tall trees. Giraffe is evolved only that way and only for the above life style. Imagine, if giraffe starts grazing along side of zebra or buffalo or deer?

What will happen if giraffe defy its evolution and become an active grazer? It will certainly create stiff competition for other grazing animals. But beyond that, the purpose of evolution of giraffe with long leg and neck also would go defunct and meaningless. To avoid such possibility only, the nature has created an absolute limitation and danger to giraffe if it attempts to graze.

For a Giraffe, if wants to graze, it has to stretch its legs far apart and has to bend down badly.   Such recumbent position is dangerous as giraffe cannot quickly get back from its recumbent position when predators attack. More than its predators, giraffe knows its danger if it engages in grazing. Hence, giraffe seldom graze.   Besides the danger, the energy expenditure of giraffe while grazing will be higher than the energy gain.

The message is clear. In many organizations, the top leaders and sometime even CEO’s do engage in menial work just to prove to their managers how capable they are even in doing some menial job. Imagine, a CEO with such high salary is doing the job of a manager means, how much resource of the organization they are wasting? Sadly, the owners of many family centric organizations engage in such work style.

If an organization takes pride in such culture, it is a clear indicator of how definition-less the organization is.     Only the organization that does not have vision, objectives, growth plan and strict mechanism to measure the effort versus result, effort versus leaning and learning versus future plan, you will find the owners doing all odd jobs despite having adequate number of employees.

Such organizations functions on daily basis as they plan the activities every day based on the requirements.   They lack future and long term plans.

Such organization continues to struggle to meet the past than forecasting and working for the future.     Always they will be busy completing the backlog than anything else.

Because of the continuous commotion to meet the past than gallop to the future, every one, including the CEO’s and Directors in such family owned organizations would engage in every activity. They further claim that they are highly skilled and have versatile exposure, knowledge and experience.

Only due to such struggle, they seldom evolve to next level. Look at the beauty of giraffe, its advantages and limitations. Use your advantages not your limitation, is the message, nature conveys through its creation of giraffe.

Definitions are not to differentiate or to just understand things but to create order and distinctive contributions.

Senior leaders and CEO’s have to be definite contributions and therefore, they should engage accordingly. Unfortunately in some one man lead organizations and organizations that are run by family members, work differently due to the lack vision and role clarity. Because of the above confusion, people engage in different activities just to keep busy and ensure they contribute.


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


Learn about best reward…a HR message

The law of nature is that ‘always winner gets the best’. It means, to get the best, one has to be a winner. To be a winner, one has to develop all the winning and winnable qualities/traits.

Look at the beauty of nature. When a lion or hyena or leopard gets a hunt, they get food, the most essential component for their survival.   Food gathering occupy ¾ of the life of most animals. The reward of a hunt success for carnivore means, reward for ¾ of their life. Indeed, a best reward.

On the contrary, ¾ of the life of all prey animals in deep jungle revolves around protecting their life from predators. That is why they are always alert, watchful and scared. When a prey animal escape from the predator, it means, it is the biggest reward ever a prey animal can have. It is indeed a reward for ¾ of its life.

Definition of the reward being best or worst appear relevant only when one really work for it and it occupies ¾ of the life’s mission.

Definition of best reward is not the just expectation or desire of the best but one has to work for it. Otherwise every reward would look ‘weak, unappealing, sickening and not that positive or encouraging.  Most people even fail to see the bliss of life itself only due to the above reason.

Most of the corporate employees just put their efforts and perseverance to mere expectation of the best reward or result. But they seldom work for it. The law of nature is such that every species of life on earth when work hard for a reward, they are paid not just reward, but the best reward.

The reward punishment cycle is quite clear in nature. Therefore every species of life really work for the best reward because the best reward is linked with their life and survival.

Unfortunately most of the corporate people never link their effort with best reward to their life and hence never put best of their efforts.   Naturally the reward cannot be the best.

People need to understand the real definition of the best reward and must work for it. To achieve, they need to acquire the traits that are required to achieve the best reward.

If we place our efforts for success with such clear reference or bench mark to get the best and nothing less than the best, not only our success will be great, the consequential happiness also will be everlasting.

Look at the strong management message of nature. All most all animals are placed only in two matrix viz., success or defeat (death). If you cannot be successful, accept defeat and death is the management message followed by the prey and predators.

Although we cannot extrapolate the ‘life matrix’ of prey and predator to corporate context, but certainly we can take the right message it conveys. Expect nothing less than the best and work for nothing less the best. Automatically you will be the best and best talents you would acquire.

Dr S Ranganathan

ClinRise Derma Pvt., Ltd., Chennai

Dream, Desire and Destination – Social Entrepreneur Forum


HR attitude of zebra towards lion and hyena

Why people go casual, careless and less serious and thus make mistakes? Is it that people really wants to be so hence they behave irresponsibly and indifferently? To understand the above, we need to understand the two important fear factors that make most of us a little lazy and careless.

The fear factors that influence our serious or casual approaches are

  1. Possibility
  2. Certainty

Look at the example that exists in nature. A herd of buffaloes or Zebra would get affected the least when they sight a pack of wild dog or hyena than a pride of lion. The danger from the pack of hyena or wild dog is possible but however it can be dealt easily by the herd of zebra or wildebeest. But such threat to their life is almost certain from the pride of lion as even a single lion can easily hunt them. But such certainty is not there with pack of hyena.

It is not the threat or danger makes these animals scared or alert or casual or careless, but only the possibility or certainty of such danger makes the difference. When the likely consequences become certain, people become less lazy and less indifferent but when the same laziness and indifference would prevail when the consequences are just a possibility.

In corporate, the leadership dimensions of people are primarily determined by possibility and certainty and not the consequence.  Therefore the corporate leaders should never use ‘consequences’ either to scare or as the right weapon to deal people. Instead, leaders should attempts to shift the consequences or reward or punishment from mere possibility and certainty. Once the reward or punishment becomes certain, the sense of responsibility in people will increase rather than people being casual and careless.

Many herbivorous animals often loose their young ones to hyena or wild dog more than to lion. Because the herbivores animals become a little casual towards middle level predators like hyena and wild dog than towards lion. The casual approach of these herbivores animals only causes them to loose their young ones to the middle level predators than to top predator – lion.

The message to the employee is that never measure the consequence under the scale of ‘possible’ or ‘certain’. Be responsible to your task irrespective of the consequences (reward or punishment) whether they are possible or certain.

The management message for the senior leaders and the organization is that when you dialogue with people always speak from the domain of ‘certainty’. That will show your commitment, responsibility, honesty and firmness.

Dr S Ranganathan

ClinRise Derma Pvt., Ltd., Chennai

Desire, Dream and Destination – Social Entrepreneur Forum


Help will make you lazy and careless…a HR message from Nature

Why we are more cautious and careful while climbing down a staircase or steps than climb up? Don’t we need more force and effort to climb up than climb down? But still why the scope of slip and fall are high when we climb down?

To climb up, one need to put an extra effort and force and also one has to be attentive and alert. Own effort and force will always come only when there is purpose/task. Naturally the effort and force linked with purpose/task will make one reasonably careful and cautious.

Whereas when one climbs down, more than such effort, all one need is a little balance. The gravity of earth would automatically help every one to reach down easily with least effort. Only because of such free help/support of earth’s gravity that exist, one has to balance own actions and efforts while climbs down.

Whenever, a free support is available to us, it can make us a little lazy, less cautious and careful. Therefore the chance of a fall is quite high, hence one has to balance own actions or efforts.

On the contrary, while climbing up, nothing is there to support us or encourage us. Only our effort and strength helps us to climb up. To climbs down, more than effort, balance is necessary.     When we exert own effort, we become automatically cautious and careful.

The larger management message to be understood from the above is that when we are relaying on our effort and strength, automatically we become careful and cautious and therefore the chance of slip or fall is less. On the contrary, when we receive some free help, our extent of caution and carefulness goes down and as a result, the chance for our failure increases or in other words, success become difficult.

Most of us ironically assume that only when we have someone to support us, we can perform better. Most often, we may even blame our fate for no one is there to help us. Look at the universal truth. When gravity automatically helps every one of us to easily climb down, our chance of slip or fall is high. Whereas such situation is limited when we attempt to climbs up against gravity, we become more cautious and alert.

Every one must try to avoid or minimize the help of others for our success and must relay on own effort and strength. Develop and strengthen own help and effort and be successful. Never look for some help and delay your progress. Be cautious and alert to be successful than looking for some free support.

Every event in nature sends a strong management message to the corporate. If we decode the inner message, it will be pointing more towards our self confidence than being dependent and helpless.


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