Stephen Hawking – It matters if you just don’t give up.

Mahatma Gandhi – Your beliefs become your thoughts. Your thoughts become your words. Your words become your actions. Your actions become your habits. Your habits become your values. Your values become your destiny.


Walk the last mile

Many a times I have seen people giving up just when they are about to make it. People who have been successful in life are those who have walked the last mile. It is all about “that extra bit”.. “That Last mile”, “That last 1 hour”, “That last bit of Optimization”, “That last sales of the day”… which makes all the difference.

People get caught up in all the problems and externalize them… even to an extent on the how the neighbors bog is impacting their performance, as the it impacted my sleep hours and thus me not being to focus and so on…

Problems are universals and they are bound to be there everywhere, there are alternatives and one has to find them. People who believe that, are the ones who will find that extra bit of energy in their daily transactions and will make it happen.

Assumptions: That you are living your own dream and goal…Do not live others dreams and something that you do not believe. That will never push you put that walk that extra mile. Walk on the road that you believe will take you to your destiny and goal.

Negative vs Positve Energy

There are 2 extremes of brilliance.. creation and destruction!
Indeed both require extreme energies, which are, +ve energy wherein contributor uses the power to create new wonderful things resulting in gain and benefits for all OR -ve energy wherein one uses the same ability for destruction to satisfy ones own ego.


They both require individual brilliance, knowledge, dedication and passion, however, the results and outcomes are entirely opposite.


You can generate Power from nuclear energy and bombs from same technology, you can lasers to cure the person with ailment or kill them, you can enable and make life easy by online banking using technology or steal money from it… they both require remarkable intelligence, its just about streamlining energies and being on the right side!

Its the same story between Creator and Destroyer, they both will require extreme energies, one is +ve and other is -ve….

What is the impact of this -ve energy,

  • It is waste of individual brilliance as energy could have been used much more effectively for everybody to gain out of it.
  • The amount of resources that will be wasted to ensure that -ve energy does not destroy the system…

Good e.g. can be, for amount of processing done by systems to encrypt & decrypt data in transactions, amount of energy that is consumed in building such defense systems, In terms of organizations meeting times, etc etc all adding to complete waste of organic and inorganic energy and that’s something none has done their maths around.

What is the impact of the same energy to an organization? It slows the whole system down as people with -ve energy distracts the organization from what they set to achieve…..

Idea should be spot these brillance of -ve of energy and do not ignore them, however, the focus should be convert this extreme brillaince into something +ve.

Role of a leader

What is the role of a leader? Are leaders those who show the vision or they are the ones who also show the path that leads towards that vision. I have met so many self proclaimed “leaders” who claim that they are good at setting visions, getting the right team and then things happen on its own. I feel that this is a myth and within no time they move on from one vision to another as their projects are highly unsuccessful or short sighted.

Whats makes Leaders successful is that they believe in their vision. Successful leaders know exactly the path is required, the intermediate steps required on that that path and the characteristics that will be required in the people who will take the organization there. They engage with people and make them believe that the path chosen is the right one, which to my mind can happen only if leader is not only visionary but is an executioner as well, one who is Hands-On. They lay down the metrics for critical path analysis and monitor at each step if the direction, pace and team that they have can deliver or not.

Those are the leaders who inspire generations with successful implementations of ideas, seed the thought of change, bring innovations and set up practices that can lead to results. They will inspire more people to be leaders than followers.

Leader’s Role


The world has written about motivating team and charging them for getting higher productivity. World believes that great leaders are those who understand each of their direct reports and also possess skills which help them understand each individuals motivational needs. World believes leaders can motivate and get the under performers to perform. Well, I am part of this world as well and my experience tells me that all this holds value; however, there is another dimension to all of this.
Leadership provides vision, shows path and it is leader’s self belief in that vision which transcends down each level and motivates people. The biggest question is that how many people in leadership team of an organization are there who have this belief and are truly motivated themselves.

A true belief will charge the leader and to help leader communicate and take suggestions from peers, markets, direct reports and anyone and everyone in the organization. Leader who are charged and are committed to their vision will go all guns to ensure that achieve what they have set out to achieve. They know that to achieve their mission they need people to rally behind them and are open to taking suggestions and feedbacks. The key for such leaders is that vision and goal is more important and if each individual understands this vision along with their roles in achieving this vision they will contribute more.

If you as a leader have a strong belief, then do things which showcase that belief as well. For e.g:

  • Share your belief. Which means communicate more and more
  • Do events wherein you share this message and charge not only your direct report but touch each employee.
  • Ensure that each one understands that they are working for same direction.

What will this do to organization and its people?

  • Charged leadership
  • Belief in vision
  • Open communication
  • Each individual feels involved as they know their role in vision
  • Collaboration and ideas from all, highly motivating as employees get a feel of “I matter”.
  • Cohesiveness and bond between employees
  • Organization change from “You can do it” to “We can do it”

Retaining high peformers

Every professional organization will classify their employees into excellent performers, above average performers, average performers and below average performers. The benchmark and parameters varies from organization to organization. Organizations, fortunately that I have been associated with, take into account lot of parameters, 360 Degree view, capability, team cohesiveness etc. when it comes to performance measurement. All this is done to ensure that the right talent within the organization is identified and efforts are made to ensure that they are retained within the organization.

For every organization whether high or low on attrition it is imperative that analysis should be done around % loss of high performers in overall attrition number. The higher this % loss is the bigger is the challenge for an organization. To understand this better take the following approach:

  • Take the total number of employees that left for a defined period
  • Take the total number of high performers
  • Get a % of high performers leaving the organization as compared to the groups. Typically this exercise is done on tenure and not on performance.
  • Get a % on high performers leaving within their own group.

The analysis should focus on these percentages and should determine if the attrition of high performers is higher as compared to others. The percentage will reflect on the high performers thought on whether they think they are optimally utilized within the organization or not. This pattern should also be mapped with the growth in business, which could be in the form of volume of business or expansion of services.

If an organization is growing and also has % percentage of attrition amongst high performers then the analysis should focus on parameters such as utilization and responsibilities as per potential, competitive salaries, better designations, trainings and so on. These are pretty standard techniques. What complicate the problem is high performers moving out when the organization is not growing during economic upturn or during recession period. This leads to vicious cycle as losing good talent would eventually delay any plan of growing business or building capability to ensure that organization is prepared for upturn.

The complexity of dealing with situation arising from lack of business growth leading to higher attrition of high performers is far more complex as compared to when business is growing. Some of the methods that I personally feel which are important are as follows:

  • To deal with such situations the most important thing is to keep the communication channel open. High performers are passionate and emotionally attached to their work and thus intense discussions around how their skills can be utilized will help to uplift their spirits.
  • Identify work and involve these high performers into challenging tasks to ensure that these individuals are utilized. On of the biggest reasons why such individual leaves is because they are underutilized.
  • Plan events and sessions wherein these individuals are asked to present and speak about organizational vision, values, goals and plans that are being worked out to achieve them. This gives them self-belief and also reinforces these beliefs in them.
  • Take extra care when planning an organizational restructuring in the recession period. The high performers should be counseled and taken into consideration when planning any restructuring.
  • In situations wherein despite all efforts organization cannot find appropriate role for high performers, management should help create a temporary exit path, which leads to return of such employees.

Attrition sometimes is considered healthy of an organization, however, it is very important to ensure that high performers stick around. They should help organization in growing business and stand in support when time requires. Organizations needs to ensure that they put in all efforts irrespective of upward and downward turns to keep % of such performers moving out as low as possible.