L&D 2.0 – Why Learning in Business needs a Makeover?


learning_0 (1)Let’s get to the point – L&D, when too simple – is a farce and when too complicated – doesn’t deliver. I am not saying this, but a lot of organizations have come to prove this statement true over the past few years. The ROI myth is still going strong and neither people (learners) nor learning leaders seem to be able to take accountability.

How? – you would ask.

With research, technology, expertise, education and the good old fashioned trial and error, we know that people, culture, leadership and organizational learning are more critical today than ever before. We also know that its possible to drive if all small pieces in play come together. And we also know that this entire process is -Fragile!

For an organization to learn , there are no simple ways. Where there are ways, they are complicated and people just don’t seem motivated enough to see them through.

A lot of talented professionals spend years of work to drive results through L&D but how many can take credit and say that they contributed to the business top-line – or bottom-line directly through what they did. My problem is that when the effort is made the result should be visible.

Having worked with over 200 world-class organizations as a consultant, I now feel the need to work long term (say 3 years) with a single corporate and help them see through the change, later in my career, lead the HR team from a business standpoint to deliver numbers that add to net profit and grow enough to become the CEO of a regular business. I have at least 25 years of a career left ahead of me, so I m sure I will get this done!  But for this to happen, either for me or for anyone else, we need organizations that are great at learning, high on adaptability, comfortable with change and aligned to the same business objectives regardless of the department. Along with this, we need HR that has business acumen and aspires to become the CEO some day.

As of today, we have a long way to go!

From an Operations lens, there are three kinds of HR team cultures in organizations (Across the company for SME’s and in pockets and silos for large , multi-layered corporates). Hence,  approaches towards people, culture and learning management are only usually a blend of these three. Not based on the Org. charts but on the actual culture, these are:

1. HR as Service Provider – HR is just the ‘yes’ man and the part time office boy who gets what operations asks for. There is rarely any depth to the actions and its usually about compliance. In all this the learning perspective is :

  • Organize generic programs to keep people occupied
  • Meet the ISO mandated number of training days
  • Don’t take too much pain to find what is needed but give only what is asked
  • Nobody invites you to the serious business talks, accept it!
  • Play up to an audience and show the CEO your accomplishments to get next years budget!

2. HR as a News Anchor – In this case, the companies seem to have a little more faith in HR, they are given the news (Good, bad and ugly)  and the responsibility to share it, specially when it is bad and ugly.

While the key role is still keeping discipline and managing payroll, its usually after a key discussion of ‘serious business’ , they are called in to the board room and told about the judgement. ‘What can I do, it is a business decision’, is one statement you would hear often in this culture from the HR representatives. In all this the learning perspective is :

  • Business takes priority, learning takes a backseat.
  • Learning is often looked as an event and not a solution/ application process.
  • Managers, learners and unfortunately sometimes even learning leaders want crowd pleasing ‘fun’ driven learning as opposed to things that can actually make business sense.
  • Budget is decided before outcomes are decided – which are usually vague (Ref: the ROI Myth).
  • Basic L&D deliverables are rebranded as super successful and good looking (On Paper) outcome drivers, not much changes in what it actually happens. Add some pre and post tests if you will!

2. HR as a Business Partner : Agreed, its a novel concept. But what matters is where the designations have changed, have the organizations changed too? Many a places still call the new HR guy a ‘business partner’ but discusses no business with him!

In an ideal world, this would mean using HR as a strategic driver to ensure business outcomes. Ram Charan and Larry Bossidy, in their book ‘Execution’, talk about business being driven by – Strategy – Operations and People. Equally and not selectively. But I will leave it to you to judge how often that happens!

In all this the learning perspective is :

  • More business driven , so at least a TNA happens and ops is on board as a client where the HR is consulting.
  • The moment is gets too ‘businessy’ HR pulls a step back and says things like ‘I can do this much but the rest is up to you’
  • In words of a senior ops. professional talking about Sr. HR business partners, ‘it’s like working with the MD’s son. They come, they ask, they tell – throw some weight around and propose a change or two. Then they get busy with their own thing!’
  • There is a blend of calendar programs (Kool to do) and the need based programs (Need to do to shut ops. up) along with ‘Value’ based initiatives, glorified and often exaggerated e mails for what has been achieved.
  • No doubt, this leads to some short term successes which is more than what can be said for the first two approaches.
  • On the positive side, there is a lot of work that gets done – but it is affected when participating in all this just becomes voluntary and optional for every employee.
  • A lot is expected from Ops in terms of implementation assistance which seldom comes through and everybody finds some data to validate post which everyone lives happily ever after.

Isn’t this sounding all too negative? Take a moment to think what all have you experienced as a professional so far?

These to me are good reasons to believe that learning indeed needs a makeover. Here are some of the key things that I have figured out based on research, technology, expertise, education and the good old fashioned trial and error which would certainly feature on my Learning 2.0 Agenda :

1. Say bye to calendar programs – Its important to meet your ISO or whatever other certification standards you want to meet, but the the first element of learning 2.0 is about being deadly serious on ROI. Generic programs add zero to no tangible value, take them online, replace them with e learning and create internal champions who could do seminars from a business standpoint. (This qualifies certification hours)

2. Teach HR to talk business – Whether you do it through committee based decision making or more business oriented HR hiring, if your HR team talks business, they help create a culture where the operations team trusts them and can truly look at them as partners. It  is simply about credibility.

It is this credibility that HR/ L&D needs to build and bank upon while driving initiatives that make people take accountability.

3. Teach business the value of HR : Lets look at it this way – what are the key moments when ops. guys have to play HR type roles ? Annual Goal Setting / 4 Quarterly Reviews / Final Appraisal – I call this the ‘6Talk Plan’. If you can ensure effectiveness in just these 6 touch-points to start with, I will bet my money on the fact that you will see positive changes in your culture over 12 months or less!

This is why every manager needs to have the HR pill, whether they like it or not. To take this a step further, drive managerial cross skilling to build empathy and unity within your managerial audiences.

4.Executive coaching is not the only type of coaching – Its expensive to get an senior and certified executive coach , honestly, its somewhat irrelevant as well if you are doing this for mid to junior level professionals. So create internal coaching systems and maybe even create a new designation, the idea is to use OJT (On job training) more sincerely and create a blend of generic + feedback based learning. For Eg. a coach who can talk about Maslow’s hierarchy while giving feedback on team management to a first level supervisor. Get your internal coaches to mix models and meaning to make magic!

5. Create curriculums and reward learning success – There are many ways of doing this meaningfully. The most common one that you too would know are MDP. The issue is not that they are not done. At many places, they are not done seriously enough. Either senior leaders do not value them and propagate them or Ops/HR does not follow up hard enough.

It can also be done through MOOC’s on Udemy, Coursera etc. Only word of caution is to ensure validation.

One way I feel this can be done is by asking people to pay for their own learning and if they complete it successfully, reward them with a 3X payback. Adding curriculum completion points for IJP’s / Promotions and Even appraisals may be a good idea. Now this is what an IDP (Individual Development Plan) should look like!

6. Action Learning Projects – This is nothing new, but I have not seen it being done to well, so it is still on the list! Every program is done with a set of clear achievables which are documented by individuals and teams as projects. They don’t choose independently but from a list of business approved projects that add real-time value. Don’t give up on the follow ups and calculating ROI will be easy.

7. Teach Twitter (OR any social platform, even internal!) : Most people who don’t use twitter do so due to a lack of understanding. Teach them how twitter can help them, maybe even schedule twitter time and let the tweets flow. Stay away from touchy topics – this is just developmental. Not a platform to discuss policy but just to learn! This has tremendous advantages when it comes to social learning, recognition and award systems. There are risks, but where are they not?

Maybe even make IDP’s as Individual dev. plans as individual dev. profiles. Get people to want an all-star rating for their profile which helps with appraisal and also gives them a reason to keel learning!

8. Do more with less : Your L&D offering does not have to have a 100 elements. Let it have 5, be focused on quality and depth of application. Not on quantity. I even advocate ending full day workshops (Business loves this!) , make it frequent, make it small, and make it application oriented. For eg. Teach a time management technique in an hour, get people to commit to applying and schedule a review next week. Reward doers, give the nay-sayers another chance but document it all. Map this to commitment and accountability during appraisals.

9. Spend Wisely – Use the ops and finance expertise to plan you L&D budgets.  A lot of companies plan for processes , i.e. 20% for Technical training / 30% for Behavioral Training etc. ; Instead, plan for outcomes, what do you want to achieve, how much could it impact business, how long term is plan, is the task maintenance or progressive and lastly, what % of my budget should be allocated to that. Then plan for how to use the money towards the best possible outcome!

10. Target Harmony – Organizational Harmony – I can learn from James bond here, when he is in a tough spot (Like he always is, much like HR), he has to prioritize, make tough choices; So if I asked you to choose only two things that you could do as HR / L&D leads in you organization – What would they be ?

This question has bothered me for a while now here is what I have finally come to terms with :

  1. Align Values > Competencies > Vision > Mission > Strategy > Targets > KPI’s / KRA’s > Rewards > PMS > On-boarding and Exit as one experience with a simple goal – People should know 100 % of what their piece is and a 10,000 feet overview to everyone else’s. In simple terms, writing and pasting this at the reception is not going to help. These things have to become a part of the lingo, the everyday talk in teams and the manager’s feedback in high stress situations for everyone else but HR. (HR is busy talking business – Remember!)
  2. Make the ‘6Talk Plan’ Work – What people care most about in any system is how they were treated. it is about respect, fairness and trust. These 6 conversations (Point 3 from the above list) is what can be a solid foundation to a culture that makes this happen.                               (While these two things are not small and easy things to accomplish, they are only two, and as HR , I am sure that you have done much more!)

Thinking about a MDP project that I worked on recently got this thought going. I would love to hear from you about what you think about these pointers and if you would also recommend anything else.

I feel L&D today needs a makeover – Do You?

Also posted on my linked pulse feed.

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The First Job – 3 Things you cant do without


Some people are lucky to have good jobs straight out of college and some are not! Are you and / or your loved ones that Lucky?

As Malcolm Gladwell would say Luck = Opportunity + Preparation. But honestly, and I will bet my 10 years of working with more than 200 global organizations as a people and culture consultant, luck has nothing to do with it!

A 2014 CII (Confederation of Indian industries) report co-authored by Wheebox says that only 1.5 out of every 5 Indian graduates are unemployable in India. This is a number that should scare you – it scared me!

So, here are 3 things you can’t do without to get hired for the first time :

1. Be worldly-wise and not just book-wise : When I was studying, there were all kinds of kids in class – the talkative ones and the quiet ones, the strong ones and the intelligent ones, the bookworms and the doers, the good-boys and the mis-chiefs (Pun intended) and finally, the toppers.

I got along well with most and I had somewhat of an opinion about who would succeed in life. Here is the order of people from successful to not so successful that I thought will happen : Toppers > Bookwise > Intellectuals >Good-boys>Doers >Strongmen>Talkers>Mischiefs>ME (Happily, this didn’t turn out correct!)

Today, after many years that I see what has happened, the order is insanely different. It is: Talkers > Mis-chiefs > ME> Doers > Good Boys> Toppers>Intellectuals …. and so on. I also validated this observation with friends and family and somehow , almost everyone said that it’s strangely true!

So, the first thing you need is life experience – the more you have tried, the more you have failed, the more you have seen – the better are your chances to succeed.

Focus Skills : Agility and Adaptability

2. Be the ‘Why’ Guy (Or Girl) : There is a boat-load of people who seem to have an opinion about what needs to be done. When you apply a filter to that list saying who knows ‘why’ and ‘how’, you will be surprised to see that the list has shortened by about 80%. What does this mean?

This means, that while a lot of people can be smart enough to know the right thing, they are unable to execute. When any business looks to hire, they want people who can deliver.

A while ago we were taking interviews for our business at http://www.ITrainConsultants.com; we interviewed more that 50 valid resumes to learn only one simple fact – Credentials do not guarantee skills!

So as a fresher, you should focus on ‘why and how’ you did things and not just on ‘what’; when you land that interview. You have a simple agenda – Project yourself as someone who knows how to deliver!

This alone will make you a memorable candidate and push you to the top of the shortlist.

Focus Skills : Focus on ‘Why’ and Communication 

3. Become work ready : What really changes between college and work? I have asked this question to more than 1000 people across the many Campus to Corporate workshops we delivered for clients like Maruti, Sapient, Sterlite Tech. and many more. The answers I get include Money, Lifestyle, Loosing Friends, Social Circle, Needs, Responsibilities, Routine, Boredom, Less fun, Being answerable etc.

What I wanted to hear but never did, is – Expectation.

What your parents, college, and you expect from yourself are nothing similar to what a business, an employer, expects from you. That is why, what you did yesterday which worked well does not necessarily work well today (When you are at work).

You will complain that you need to be who you are, you can’t change your personality and the business needs to learn to deal with you. You will own every success and blame every failure on the effervescent – SYSTEM! But it will not help you grow.

What you need to learn is that ‘To change a system you first have to be a part of it’. Therefore – For the first 6 months or so, suppress your urge to change things, master the system and keep an open mind by listening and learning.

If you are at a place where you are not learning a lot, don’t worry – Ask!

Doing this and other simple things like ensuring right email etiquette, manners , phone etiquette, dressing well (Even if others are not doing it!) will give you something that many take years and years to build – Credibility.

Without credibility even the best ideas are worthless because the way this business world works – An idea is usually as important as the person giving it.

Focus Skills : Listening, Learning and Etiquette

I know that there are many naïve people out there who may not agree with this straight up commentary and will give a different advise. Listen to them too because what they say is not wrong. Just remember, an year later, you will be in a position to give advice and I hope that you then give what you truly believe.

We wanted to do something to help fix the issue of low employability and therefore this article. But that is not where our accountability ends, having been in learning and development for over a decade with many world class organizations, there is certainly more that can be done.

That is why we established the IERF (International Employability Research Foundation) and sculpted the Corporate Accelerator program. Simply put it does three things :

  • Corporate certified assessment – skill evaluation which allows the employers from 200+ organizations to see the potential talent of each student and how quickly they can deliver results once hired
  • Psychometric Evaluation – allowing recruitment to be a lot more focused and ensuring that the right talent is hired for the right job. Something that students will not have access to anywhere else in the country
  • Profile Showcase – students who certify through our program have their profile uploaded to our recruitment database which is an access point for our corporate partners to conduct their recruitment.

Here are two presentations that will tell you everything you want to know. Don’t wait, if you have outgrown this but wish that you knew about it when the time was right – please share with those who CAN use it today!

The Idea :

The Program:

We are just starting out sharing this but we spent the last 7 years building it. I will be very keen to know what you think about the ‘corporate accelerator’ idea. Looking forward to hear from you.

For sign-up, participation, referral or if you know a college that we can pitch to or anything else that you may think of , please write to ierf@itrainconsultants.com

– Abhinandan Chatterjee

The Biriyani Lesson – How adults learn


Biriyani has always fascinated me !

What is more fascinating is what we can learn if we become a little more curious and observant of our own lives…

And to say that there is more to biriyani than just eating it, nothing better than that !

Here is me talking about how adults learn based on a few biriyani related experiences.

Its time to biriyani.

Would love to hear your thoughts on this. Please do comment !

Cheers,

Abhinandan Chatterjee

Dreams,Faith &; a Beer Belly!



Dreams

I believe some things are just not meant to be. Impossible means ‘I am possible’ I like the tagline, but it is just always a tagline. I am a conformist, I have been a conformist all my life.

I care about what is possible and I have a problem when people get too ambitious. It’s okay to get ambitious but some things are possible, some are not. That is a well established fact..Who doesn’t think so ?

But I dream, I dream about a BMW in the next 3 years and a big 4 bedroom house with 5-star like interiors, a study, play area and even parking ,and here is the biggest one ‘all in Gurgaon’ in the next 5 years. Dreaming has taught me to dream more and dream big – correction, day-dream more and day-dream big, Day-dream on!

To daydream is to think and to think is to learn. Now learning is not compulsory, neither is survival. W.Edwards Deming said that.

Today, lets learn to- day dream !

Since I was a kid, I have known what to do, when. Mostly I was told, with examples and valid references and an explanation that was designed to convince me  that it’s either this way or no way at all!

Whether to take commerce or Science, whether to wear full pant or half. Whether to eat now or later ( It is a standard ‘now’ for me to this always!)But I fixed the way it works. Or so I thought, while all I fixed, were just limitations for myself. Beliefs about how things can and can’t be done.

I even tried to fix the society, the systems and cultures – I never asked  questions before because I knew, ‘kool’ people don’t ask too many questions, Amitabh Bacchan didn’t, neither did superman – they always just have the answers.

Then I came to work and realized I need to be accountable – how would I look like if I ask for help, which big guy at work ever did that? …and I never escalated, even the things that I should have.

Then I got married, and I hated shopping, I told everyone so while I spent 3 hours picking the right suit to wear today. But don’t tell anyone that, because we Men, don’t like shopping!

I did these things because either someone told me to or it looked socially acceptable or at least logically possible! It’s funny how this is not just an issue with people.

Even large organizations do this. A leading camera film maker with over a century of business experience, almost ran out of business because they stuck on to the cash cow of film photography products in spite of having developed the digital tech. Clingy!

Such thought has a definition – RTP ( Rational thinking perspective) , now we all know rational is right. Don’t we?

Rational thinking perspectives are good because they educate us about our possibilities.

A man with a body on which nothing moves. Stuck to a bed for all his life. The only RTP I could think of is ‘Mercy Killing. Stephen Hawking.

Another man contracted polio as a child, and he used a wheelchair for a while. He devised his own exercises to strengthen his legs. The only RTP I could think would be to learn typing and shorthand. He went on to become one of the most successful Olympic athletes of all time, winning 10 gold medals. In the years 1900, 1904 and 1908. With about 1 % of the means and methods of today, none of the modern medicine and no google for instant advice or Facebook for popularity. Ray Ewry. How many did we as a country win in the last Olympics?

There is a another side of this coin,  it is called Generative thinking perspective (GTP), which is governed by intuition, faith and conviction. You do what you feel right.

Hey I have an idea, how about I leave everything and start a new website where all people can connect online, maybe we can call it FACEBOOK. Oops, that’s taken, by a Harvard student who dropped out to pursue a website and left what could have been an amazing job in the silicon valley which would have paid millions, in dollar. That’s Zuckerberg and think of the Steve Jobs if you will.

Another man who did not make so much money but taught me most about GTP was my father. I learnt this later, and I will get to it in a bit.

I am sure some of us could have answered these questions about rationale or gut, but when I was 16, I never could. It was so tough to get all this sorted because I had never seen anyone ask these questions before, there was no guidance available. To be logical or to  day-dream was as tough as answering shakespere’s ‘to be or not to be’?

Dream = 1,600,000,000 (160 Crores) ,references on Google. If so many people talk about this must me something good.

Faith

What do we learn out of day-dreaming. One dream that lasts long enough and is desired bad enough gives birth to faith.

Faith leads to only two things, We learn to Regret or we learn to Perform.

When I was 13, I lost my father to a heart attack, his 13th – 4 major and 9 minor. The last one was minor. Even on his last day he was in a client meeting after 1 very successful job, 5 failed businesses and 1 somewhat livable construction venture. Bed rest was the only rational thing but he pushed because he had immovable faith that he can.

That’s GTP.

So, when I went home, saw his dead body and had absolutely no clue of what to do. Maybe stupid, but I was still thinking about what to do? I had an idea, I wanted to get a live wire and give him an electric shock. In our movies they do it to anyone who is unconscious. Maybe that will work!

So I went and told my mother this, who smiled and continued crying. I never got to do that. But even today, every time I think of my father, I regret not doing that. What if he stood up?

‘What if’ is a big question. Is there anyone, anyone at all in this gathering who has not asked themselves a question starting with ‘what if’ ?

To do is better than to regret. Haven’t we all had those days when we thought, ‘I should have said something to that girl, I should have bought that thing, I should have learnt that art and last but not the least, I should have paid attention.’

Thousands of people with ideas as brilliant as nano, brail, chocolate and algebra.(Cut algebra out, wasn’t a brilliant idea) go to work, come back home and push it to tomorrow and years later they ask themselves ‘what if’.

It is really easy to confirm to things, we believe them to be true, mostly blindly.

While you read this in the last 7 minutes and 30 seconds based on the number of words, 810 people confirmed to death with all their ideas which will never be heard again. Ideas but not dreams!

All I wish is that, before I die, I could leave this world with one idea that continues to live even after I die.Dreaming is non conformity, some us do it because we are allowed to.Some of us do it because we have to. And even death cannot make a dream confirm to it.

This article was titled dreams, faith and a beer belly. We spoke about dreams and faith. Here is the Beer belly, and I believe, I look better with it than without it, I am comfortable with it. Because 1 more tablespoon of belief is the only thing missing from our lives.

P.S. I wrote this article primarily for the speech at a  TED Event. Though it was changed eventually these thoughts have had my minds occupied. What would you consider yourself; A conformist or a non-conformist?

You can even view the my TED talk at this link : http://tedxtalks.ted.com/video/TEDxGurgaon-Abhinandan-Chatterj

The Unlikely Learner


Why Learn, Why bother ?…

A 6 year old girl once went to her elder sister who was in the kitchen.

She saw her frying fish (I have every right to start with fish , I am a bengali !) and in astonishment, asked her , ‘Dee, why did you cut the head and the tail of the fish off before frying it?’

Her sister took a while and said, ‘Why?, I dont know, but mom does it this way so I do it this way too.’

Hearing this the little girl ran to her mother and asked, ‘ Maa, why do you cut the head and the tail of the fish off before frying it? Dee told me’

Her mother too, took a while to think  and said, ‘Why?, I never thought about , I don’t know, but your Granny does it this way so I do it this way too.’

The little girl became more inquisitive than ever, she really wanted to find the answer to this question. In this quest, she ran towards her granny, found her and asked, ‘ Dadi, why do you cut the head and the tail of the fish off before frying it? Dee and Maa do it too , they told me’

Of her old age, her granny took a while but finally figured it out with a gleaming smile; ‘I don’t know why they cut it , but I did it because my frying pan was very small.’

…In our world of make-belief

Every time I hear this story, apart from becoming hungry, I also am forced to ask my self, ‘ Am I doing the same thing? Cutting the head and tail off the fish without knowing why?’ In fact, think about it , are you doing the same thing ?

When was the last time you decided to learn something new and actually used it with a bit of compassion?

If it wasn’t yesterday, are we doing even close to what we are capable of doing as people? If no, why not so ?

These are some questions that keep coming back to me, every time someone says something about ‘How they are forced to, supposed to,told to,taught to, made to or confined to do something?’ How in the hands of fate they are simply stuck? or in extreme cases infected by depressing movies, like ‘Ram Gopal Verma ki AAG’ , find themselves almost at the world’s end.”

People complaint about boredom, about monotony and about that ‘something’ missing from life.It is just the ignorance for what is available and what can be done in most cases.

We start treating our philosophy as facts and live in that world of make-belief. A world that says, after you are 40, you are done with most of your life and learning is not your ball game anymore. You can sprinkle some emotions by saying ‘ You cannot teach an old dog new tricks. What is to prove?’

Funny thing, it is not only a challenge with people, even organizations face this music. I’ll give  you an example, Kodak first developed the digital camera, maybe too soon and that did not gel with the business plans of the worlds No.1 film manufacturer. They put it in the cold bag and went conservative, 3 years later , they were almost out of business. And they were not, the only big fish with a million business forecasters, that went really wrong.

There is always a right way, a right strategy, right age, a right time, a right direction. Most of our actions are governed by what we are supposed to or not supposed to do based on things which are supposed to or not supposed to work. Who decides that, moreover, why is it more of a law than just a suggestion?

These suppositions spoil our freedom and cloud our judgement, crippling our ability to learn. This lack of comfort, peace and openness is called conformity.

Sometimes its with systems, sometimes with society, sometimes with values and mostly with our own mindset.

And the very few people who dare to stand out, are thrown out, mostly to be appreciated later. Look at Einstein, Jobs, Gates, Bacchan and the list is endless.

…Find your way to evolve

Those who argue, will argue that non-conformity is chaos. It’s random, unpredictable and hence not social enough to fit into our lives. But let’s look at it from the other side of the greenfield; what is not chaos is boring like our college lectures, what is not random is often to too structured like our education system, what is not unpredictable is just around average like our political reforms; and all because we are suppose to do things a certain, pre-defined way. Where is the room to breathe and experiment? Where is the room to learn?

Every invention was, is and always will be an example of non-conformity. Buddha was non-conformity, so was your special short cut to your girlfriends house, so was your signature style at college, so was your special strength area at work,so was that situation when you had no clue what to do , yet ‘Jugaad’oed’ your way through. In other words, you did things differently and experimented because that was the only way to evolve! Wise decision. P.S.( I didn’t say so, Darwin did.)

That was the real  learning that happened, the question for you to answer is, how often do you manage that kind of stuff.

That 6 year old girl I was talking to you about earlier,asked a lot of questions,  most of us don’t even dare or bother doing so. How much do we learn? How much have you evolved? Dont answer it, just find the answer, only if you feel like!

Learning is surely not necessary, its not in the rule book but neither is survival.

Here is what a non-conformist would say his philosophy of life is; Be open to listen, Be curious to learn and Be yourself to live at peace. That is true non-conformity. But, only if you like!

 

Preachers


I don’t have to learn to live,
But if I do,let it be worth;
I dont have to burn to give,
But if I do, let it be worth.

I know not what wisdom is
Then why should I pretend to be wise
Trends talk to me this way
I must, should I want to rise

It’s trough toil and labour, as they say
Fortunes are made night and day
What toil is it in deceit,
Still it seems to rule the street

And I think I have built a place
For me in this worldly world.
Just then I see that smarter con
I am just a peg in his worldly turf

How so? That I don’t know,
Will I ever make it large
Or just like life meant me to be,
Will I succumb to latharge?

It is my battle to choose and

which will be the  final stand?

I don’t know how will it end,

But I will make sure it is grand.

The Unlikely Teacher


We run after ivy leagues and IIM’s to seek knowledge. No harm in it but what about the knowledge available around us.

Learning in not limited to books, degrees and institutions, its limited only to our thirst and what it takes to quench it.

It is infact an enlightning experience, what little things can teach you. I have heard, felt and experienced this serendipity. Here is a story that compells me to look out, be open and learn every time I remember it.

Gautam buddha was sitting underneath a banayan tree, meditating.On the other side of the tree two local musicians met and were discussing their work.

One of them wanted to learn the ‘ektara’, to increase his expertise.
The other musician, to express his expertise, started talking about the ektara.
He said ” The ektara is a beautiful instrument. If you want to learn how to play it , you must first learn how to tune the string. Make it too loose and it will not sound desirable, make it too tight and it will break.”
He concluded by repeating “not too tight, not too loose”

Buddha left his meditation and jumped up to stand. It was almost like someone had told him something unbelieveable.

He had realized the secret to happiness or ‘moksha’.

Like the string for the ektara, too much or too little of anything is the reason for most sorrow.

Be it money, love, knowledge or even life. This philosophy gave birth to the idea of ‘madhyama marga‘ or the middle path.

How many such opportunities have we missed, is anybody’s guess.

I see people with books and e books alike, not appreciating the simple logic in things or using it to make life better.

Why use blunt force when you can use physics! and it is not necessarily in books.

While discussing negotiation skills with a group of professionals form a Telecom company. I learnt a new lesson.

It was the story of an ongoing negotiation between them and a network giant where both of them were fighting their corners ,die hard. Eventually, they stopped listening to each other, did not let the other person speak, and finally quit conversations.

Untill an year later, a change of management got them to dig up the initial proposals that were shared and to everybody’s astonishment, they proposed the same resolution. This infers that they kept arguing with each other while saying the same thing.

This tought me to ‘shut up and listen’ while negotiating. The knowledge from the books can be brought in only later. Basics are basically always around us.

This is an everyday thing but when is it that we stop applying logic and start using our biceps to think.

It is very interesting how things get done around us, how a rickshaw puller manages to paddle all day, how a chefs kitchen produces food in 20 minutes or less, how the courier guy always find the address.

Their techniques can teach us tonnes.

The only question you need to ask is ‘HOW’? go ask …