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Vide விஷ்வாமித்திரர்

Drawing water using manual pumps (If the clip doesn’t show, go here):

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and the Reason Why is Eye-Opening.

Seven hours of video, 70,000 words in the combined transcript like a 200-page book were analyzed. And a single unavoidable takeaway emerged, specially to be noted by those making presentations, only strengthening what we knew about all along.

Read all of Bill Murphy Jr’s imaginative analysis and inescapable conclusions
here.

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Image: AIESEC India Learning Academy

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” We’ve all sat in those presentations. A speaker with a stream of slides full of text, monotonously reading them off as we read along. We’re so used to it we expect it. We accept it. We even consider it ‘learning’. As an educator I push against ‘death by PowerPoint’ and I’m fascinated with how we can improve the way we present and teach. The fact is we know that PowerPoint kills. Most often the only victims are our audience’s inspiration and interest. This, however, is the story of a PowerPoint slide that actually paved the way for the death of seven people…”

Read it here.

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If Indian Railways can pull this off…

  • An government organization, pan-India, managing a mind-boggling 67 K+ route-miles over 144 K+ bridges, with 7300+ stations and a rolling stock of 11 K+ locos, 64 K+ passenger carriages and 277 K freight cars/wagons, not mentioning workshops, repair sheds…
  • With a much maligned, grossly underpaid, not-the- upper-class staff of 1.3 million…
  • Can keep it all going every day of the year…
  • Running on a tight budget with little flexibility to hand out carrots…

Inspires the locals to achieve this,

What is your excuse?

Read here:   

Mithila artists transform local railway station with traditional Madhubani art

The Madhubani Railway station, in Bihar just got a makeover. One of the oldest rail stations in India near Patna is now attracting tourists after hundreds of local Mithila artists adorned the walls of the station with world-famous Madhubani paintings – scenes from Ramayana and Mahabharata among other things.

The excruciating work was undertaken as a Swachh Bharat mission and has been done free of cost as ‘Shramdaan’ in an attempt to promote the traditional art form besides beautifying the station, the largest of its kind and first in Bihar. At least 7,000 sqft area at this Bihar station under the East Central Railway (ECR) has been decked up in about 20 days, railways supplying paints and brushes. (Source: DRM Samastipur/ Twitter )

The colourful Madhubani painting is quite unique with its signature geometrical patterns and motifs.

Many young artists volunteered for the project who have been learning the ancient artwork since childhood, their families in this trade for generations.

A wedding ritual.

From walls at the stations to sign boards at the platforms, this is no less than a wonderland!

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Source: Indian Express, etc.

S. Mani, a senior ex-colleague and a good friend responded with the info that the railway station at Pandavapura (Karnataka) where he resides too is embellished with beautiful paintings focusing on the tourist spots around, at the initiative of the Station Master Shri Madhu hailing from Trichy. A few of the snaps sent by SM:

Thanks, SM.

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Leadership

 

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A couple of days ago, spent some time with J, the spouse of my niece, in Bengaluru. A young man in his thirties deep into music, plays drums, works with professional groups…

He’s part of an org offering music as a medium in corporate training programs. Seriously, yes.

Asked him how. What he said made sense.

Take this for instance,

How-to-Decode-Drum-Charts-Drum-Tabs-and-Notation-for-Beginners

In the preamble of a ‘Team Building’ program, the participants are each given a drum. The lead instructor kicks off with a beat on his drums. The group tries to follow suit. Initially it is all discordant and chaotic. After a while, the participants, one by one, fall in line. And very soon they are playing in mesmerizing unison!

And in about 45 minutes, they all learn the basics to play on the drums – a skill necessary for conducting subsequent sessions –  which they knew nothing about before they had walked into the room,.

What do we get out of it?

The participants get an enormous boost to their self-confidence. In as little as 45 minutes, they have learnt something new in their life.

Well, if they could do this, what’s it to prevent them from performing/succeeding in their new roles in the organization?

So I say, team or no team, why not put all those recently-promoted employees in the organization thru this exercise?

There’s something else too at work here: a key reason for the participants to quickly align themselves as one is the avoidance of discordant and chaotic beats, an immediate and unpleasant punishment for a non-team behavior!

How do we carry this into an organization where the punishment for lack of alignment is rarely immediate and inflicting?

The HR guys would do well to think about this challenge.

Of course, not forgetting in certain contexts it might be considered as a virtue to stand out as different.

The subject of immediate punishment brings to my mind a recent personal anecdote: The cook in the house we were camping took off early one evening for justifiably personal reasons, promising to be back following morning.  Come morning, no sign of the cook. Calls to her phone went unanswered. A couple of hours went by. We were left wondering – should we order food from some nearby eatery or what? The uncertainty of it was quite annoying.

Finally she walked in. We were all set to upbraid her over patently slovenly behavior. Suddenly a thought struck us: who knows, may be the same justifiably personal reasons had delayed her from coming on time. Regardless of the merit of the case, we certainly wanted to register our disapproval.  So, changing our tack, we said: ‘Look dear L, is it fair to make us spend twice for a meal…?’ That’s what ordering food from outside meant, for we were already paying her for her cooking services at home. Instead of pulling her up, we played the victim. Immediate punishment effected here was to drive home the point – inconvenience caused by her behavior, without the use of harsh words to her person.

Here’s another example from the program:

Again, in a following session, the group is taught to play the violin this time.

Here a junior is teamed with a senior and they critique each other’s posture, technique…In a few rounds they are observed to get better at it, working on the feedback!

An interesting exercise that has made an all-knowing (!) senior to accept feedback from a junior. He does not feel threatened displaying his vulnerabilities during learning.  Quite an uncommon scenario.

The important operating principle to be noted is: Learning a new skill is a great equalizer.

How do we take this principle into an organization? A challenge for the management and HR.

A simple approach could be: as often as possible, not risking fatigue, present a new skill to the groups making it a fun activity at the work-place. Importantly it serves to bring the seniors from their exalted stations to get closer to the juniors, constantly dismantling the hierarchical barriers brick by brick. The teams could even be cross-functional. The sheer persistence of this effort without causing ennui gives it a good chance to succeed – I’m not a great fan of those traditional n-day training programs, offsite or onsite, filled with some perfectly juvenile games offered by coaches. I’ve seen time and again there are no sustained gains after the initial euphoria – all boxes ticked ‘excellent’ – with people soon going back to their old ways. The so-called follow-up’s are weak and ineffective at best, performed more in form than in purpose. I wouldn’t go so far as to call it a scam.

In summary, two powerful principles, demonstrably effective, not to be dismissed as gimmicky, that could be imaginatively and profitably employed in corporate training.

Unfortunately time did not permit learning more from J.

 

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Source: TakeLessons.com

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Women’s Day or not,

it’s amazing this epic strength

of our society

does not get noticed,

talked about or analysed

by the management guru’s here and abroad.

We’re one of the few societies

if not the only one in modern times

to enjoy increasingly this benefit

of having, in our womenfolk,

ready access to an equally vast pool

of intellectual and labour (not just menial) resources

as good as any and excelling too

– a competitive edge very hard to match.

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Source: Image from newsmobile.in

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