Status Updates From Leader: 50 Insights from My...

There are 2 approaches again when running a corporation. Should the employees have collaboration or competition? The answer to this question depends in whether you know the goal or need to find it. If you know the goal, healthy competition can be promoted. If the target is yet to be found, all members must collaborate with each other. Collaboration fosters an ecosystem, where the weak can afford to thrive.

In corporations, law-abiding professionals like Rama work in the diameter of rules to make the company better, whereas people like Duryodhana also abide laws, but only pretend to work, just to get bonuses on time. Thus, the former is venerated while the latter is a villain.

Ravana was a great king. When the battle was announced he kicks out those who don't fall in line with the appraisals (Vibhishana), and wakes up the sleeping (Kumbhakarna). In the Western way, his method of snatching Lakshmi by force would be praised, but that is not the Indian way. The Indian approach seeks to provide an ecosystem where every individual can grow and thrive to become better versions of themselves.

The Indian way of doing business states that there is no right or wrong, there are only actions with consequences associated with them.

Leaders often forget that employees/members are not machines or robots. They want their work to be recognized. Apart from increments and appraisals, they seek appreciation from the management. The loyalty of a member depends on his intellectual strength. Last but not least, presentation and appearance greatly matters in any field. It is a bitter truth.

It has become a recurring theme in the book that leaders must be more proactive. It warns them of the dangers of gossip and rumours. A leader must be aware of what one employee needs. He also needs to make sure that his employees can grow into better personalities who can assume leadership roles in the company.

Often employees turn into puppets only doing things that make their master happy. They indulge in false flattery. To prevent this, the master must aware of his mood swings, and should be sensitive enough to the demands of his employees

We don’t just want a good deal, we want to feel good about ourselves

We don’t just want a good deal, we want to feel good about ourselves

Things like happiness and loyalty cannot be captured on a spreadsheet. These are intangible parameters. Only tangible parameters like profits can be recorded on a graph. Thus, one tends to overlook the former and prefers only the latter. However, wealth is also of three types, intellectual, financial and emotional. All these three currencies have their own benefits

Things like happiness and loyalty cannot be captured on a spreadsheet. These are intangible parameters. Only tangible parameters like profits can be recorded on a graph. Thus, one tends to overlook the former and prefers only the latter. However, wealth is also of three types, intellectual, financial and emotional. All these three currencies have their own benefits

Talks about essential life skills also apart from a leader’s traits. A good leader must have every type of employee in his organisation. He must realise their strengths and weaknesses. In a good organisation, people also grow and not just the company. One must always keep exploring new avenues and skills. Stagnation always hinders an individual’s growth.

The author has compared many different stories of Indian mythology with valuable life lessons required to excel in the corporate world. Exile should not be seen as waste of time, but a period to learn and grow. One must always show compassion to his/her members, but not too much compassion either as it hampers the growth of corporate in the long run. Humans don’t follow the law of fishes, that makes them different.

It talks about Raj Dharm, which states a king is not the owner of a kingdom, he is merely a custodian. Effective communication is very essential, also known as सभा चातुर्य. This quality is essential for both a leader and the members of his organisation. They also talk about differences between, a dreamer and an implementer, and how a balance of these qualities is required