Tag Archives: corporate

Management Lessons from the Sports Field

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Think over these phrases. ‘Hitting the targets’, ‘achieving the goals’, ‘passing the baton’, ‘ knock it out of the park’, ‘ ball in their court’, ‘run the last mile’. All part of the sporting lexicon. Also commonly found in management jargon and vocabulary.

There is a lot that sports can bring to the Management space. Valuable lessons for corporates, institutions, government bodies, colleges and even organisations like political parties. These examples resonate as they connect to hearts and minds and are out there for all to experience.

Institutional culture flows from the top. Coach, Manager, Captain. CEO, CXO, Manager. Take the case of Greg Chappell, Head cricket coach for the Indian team for 2 turbulent years till the ignominious exit at the World Cup 2007. Tendulkar writes in his book, “Greg was like a ringmaster who imposed his ideas on the players without showing any signs of being concerned about whether they felt comfortable or not.” In many entities also, the leader seeks to remould the team in his/her own image. No reaching out. Few consultations. Just top to down orders.  A recipe for disaster.

Let’s turn to Liverpool, the current EPL champions after a 30 year wait. They also won the European Championship last year. Here’s what Mo Salah, their star forward, has to say about the Manager-Jurgen Klopp, ‘He always wants to do his best for the team. To make everyone smile and be happy. Which means every player wants to give 100% for him.’ There it is. A management lesson in a nutshell.

Rewind to the famous Ashes series of 1981. England under Ian Botham had not won even one of the previous 12 Tests. Enter Brearley as captain. An awkward and challenging situation, right! He brings out the best in the players to lift the Urn and Botham owns the series. As Rodney Hogg, the Aussie fast bowler, remarked in admiration, “He (Brearley) has a degree in people.” Do corporate leaders have any time for people skills? Do they listen?  Bond with their team? Cheer wins? Have their backs when things do not work out? A good work environment breeds good results.

Team bonding exercises are a yearly ritual in corporate life. But camaraderie and trust takes time to build. Collaboration does not happen overnight. Where is the patience and vision to invest in team spirit?  Although the dividends will be rich and consistent. To appreciate team spirit log in to the careers of Michael Jordan and Lionel Messi. True team players. Not larger than the team. MJ has averaged an incredible 30 points and 5.3 assists per game over his basketball career. Messi has a 70:30 ratio in his 1000 goals football score card. (Assist is passing the ball to a teammate in a way that leads to a score or goal).

‘The Last Dance’ portrays the Chicago Bulls winning streak in the NBA championships in the 90’s. 1998 was their last hurrah as champions. What happened? The GM, Jerry Krause, had a grouse with the Coach, Phil Jackson. MJ and Phil and the team were getting too much credit. The CB organisation deserved the plaudits. With a compliant owner in his corner, the GM dismantled the team. Players became free agents, were traded or retired like MJ did. Since then the Chicago Bulls have disappeared into the shadows. Sounds familiar? In the corporate world, the work force is often taken for granted. Cost to Company. Dispensable. Not an important stake-holder in the growth and success. Further, how many organisations have suffered because of internal ego clashes and politics. Finally, change for the sake of change is not a good idea, especially when things are going well.

Managers tend to come down hard on failures. Tongue or mail lashing is the norm even if the recipient has had a good track-record. A poor appraisal can derail the career or destroy the morale. One below-par year can even shut down an office. The Brazilian footballer Ronaldo won the Golden Boot at FIFA 1998. But the red hot favourites lost to the hosts France in the final where the star player did little of consequence. This could have haunted him for the rest of his life. An albatross around his neck! But the powers that be in his home nation reposed their faith in him and built a very talented squad around him. This vote of confidence- despite him coming out of injury just months before the gala event- the WC 2002. He repaid that belief in him and how! Two striking goals in the finals against Germany. The Golden Boot award was his again for his 8 goals in the tournament. But this was just the icing on the cake. Brazil were the champions again.

Mentoring is an aspect of management which is largely ignored. S/he becomes the guru for the younger members and the freshers to take them through the paces. All do not need hand-holding or supervision. Some just require the occasional advice and appreciation to keep them going. Acknowledgement of good work is the key. Credit be given where it is due. Even small wins be celebrated to keep the environment humming. P Gopichand is not just a badminton coach but a mentor. He is a task-master but also a pillar of support. Hence, Saina Nahiwal comes back to the Academy after leaving for a year in 2016. PV Sindhu continues to make badminton headlines. Two world beaters trained and nurtured for many years. But Gopi has carved out separate spaces for them to thrive.

Sports also guides us on how and where to scout for the right talent. In India, the long ostracised Bhil tribals are now major hopes for an Olympic gold medal in archery. Small town cricketers have shown that they have what it takes to reach the top. Corporate chiefs should pay heed. They should also look beyond the prime college campuses. Look out for ‘the fire in the belly’ candidates albeit with modest qualifications. They will bring value to the Boardroom table.

They can also take a leaf out of Paralympic Sports. Multi-sports events for athletes with physical disabilities and intellectual impairments. Surely, some workstations can be found to give the blind and the deaf and the physically handicapped a start in their work-life.

At many companies, there is a generalised approach to training and orientation. Everyone goes through the same stuff at some stage. Let’s bring in Usain Bolt, the 100/200 metres champion. He has never run a mile in his life, even in training. The sprinters’ focus is all about speed and muscle. The 90 mins daily gym workout, the nutrition and diet regimes and the speed dashes are carefully calibrated to achieve this. Endurance tests are for the long distance runners. L&D (learning & development) can experiment with need-to-know basis modules. Plus Upskilling courses to meet market expectations and needs. Specialised sessions to keep the line experts sharp. Most of all organise more workshops to develop soft skills and leadership proficiency.

Federer and Nadal. The fiercest rivalry ever in tennis. The Grand Slam encounters were virtually battlegrounds. But out of court, their respect for each other is heart-warming. Their aura as role-models goes well beyond their sport. What makes a Company an enduring brand? When all the bases are covered. There is respect and trust from the customers, vendors, employees, share-holders and the market at large.

Some cricketing nuggets for the Managers to chew on. Clive Lloyd’s team were humiliated by the Aussies on the 74-75 tour at the hands of Lillee and Thompson. The Captain resolved to fight pace with more pace, fire-power with greater fire-power. Thus started the assembly line of great fast bowlers. The Windies dominated the turf from the late 70’s till the early 90’s. Like Lloyd, companies can chose to do what major competition is doing. Only do it much better.

Sri Lanka were the proverbial minnows in cricket. Till they won the 1996 World Cup. The openers Jayasuriya and Kaluwitharana attacked from the word go taking advantage of the fielding restrictions in the first 15 overs. Cricket logic had been turned on its head. This success formula soon had other successful imitators. The disruptive strategy of the Lankan captain, Ranatunga, also has its takers in the corporate world. Technological innovation which upends the game in say customer service deliverables. Or Product positioning. FMCG companies discovered the brisk uptake in small-town India when their prime shampoos were marketed in affordable sachets and pouches.

HR becoming a part of business strategy. Horses for courses. The right people in the right places. Consider reading the pitch to decide the team composition. Whether to play with 4 quicks or 2 spinners or with 6 batsmen, or else, different players for different formats- T 20 or Tests?

The Fosbury flop which won the American athlete Dick Fosbury the high –jump gold at the 1968 Olympics revolutionised the technique. A straight approach, twisting on take-off, going over heads first with the back to the bar. Not the scissors cut or straddle or the western roll. “The physics of the FLOP allowed the athlete to bend the back around the bar at the peak and clearing the bar whist the centre of mass travelled under the bar ‘’ says a Stanford Education study. All the elite jumpers now use this innovative backward style. Corporates have to innovate to stay relevant and ahead of the relentless competition. They are finding ways of raising the bar and clearing it.

Analytics.  E-Commerce firms are already putting it to great use for customer profiling and figuring out buying patterns.  Others are playing catch-up for cross-sell and up-sell opportunities and understanding the market dynamics better. At top level sports, analytics is a must and pros travel with the teams. They have to keep a tab on rival teams. Check-out tactics, evaluate the strengths and weaknesses of the opponents. Focus on neutralising the key players. In hockey, the goal keeper studies the kinematics (the ball movements) of the penalty corner conversions of the other team. The batter in baseball pores over videos on how to decode the curveball or slider from the pitcher. In business, analytics helps to stay a step ahead of the competition and have more clarity on the way forward. Additionally, the company can reinforce its position by adopting the good practices of other peer companies.

Sports offers both inspiration and guidance to the management fraternity. Our work lives would be much better if those in a position of power and influence imbibe the lessons from the Sports fields.

The Corporate Quicksand

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The Corporate World- swanky glass-fronted buildings, CCTV’s and security guards, luxury cars and SUV’s gracing the parking lot. Marquee IT companies, big name consulting, MNC & Indian private sector banks and insurance companies, sprawling industrial complexes and OEM’s. The Aura and Smell of Success. Ticking all the boxes in the corporate report card- stock prices, market share, profits and branding.

What about the employees who inhabit this world, especially at the middle-management and junior levels. Obviously revelling in their success, thanking their stars and counting their blessings, right? Not quite. There is some starkness behind all the glitter.

Even a few years ago, corporate culture was reflected by a Mission statement. To be the trusted partner for customers: the preferred employer for employees: to protect and advance the interests of the shareholders. Some sense of balance was achieved for all stakeholders and this profoundly influenced the work environment.

Yes, the promoters have invested money in the business and expect a good ROI. They are not here for charity. But the pendulum has swung so much that it is now all about enriching the share-holders. In a competitive market, the customers do figure prominently in the narrative. But it is the employee who actually makes things happen on the ground who lurks insecurely in the shadows. Pause. Some may shrug and say change is inevitable as the Corporate grows big.

It is the time of hands-off Management. Targets are assigned for the various business verticals. Monitoring is done on a daily basis. It is common to get WhatsApp messages at 10 pm at night demanding the day’s results. Workdays are structured around review meetings , con-calls and video-conferencing. There is a cascading effect of pressure on the front-line team. They become the TARGET. The language used can be colourful and intimidating. The middle level executives off-load on them after getting roasted by their bosses.

Perhaps People Management is now looked upon as a weakness. An unproductive area to invest time and energy in. They are being paid well and are expected to deliver always. Never mind that it is these people who have strived to build the brand, joined in the daily grind to ensure the Company’s success. Of course, no Company or even an office can afford to carry dead-weights. The inefficient and the incompetent, the trouble-maker or the unethical will have to go. All this, in the context of normal times.

Listening is no longer the norm. It is a one-way traffic down the line. Not so long ago, leaders used to tap into the ground realities. Find time even for a fresher employee. Go on joint calls. Discuss problems. Find solutions. Encourage. Motivate. Be there during difficult times. Leaders have now mutated into Bosses. They take their cue from the top man and nobody wants to step out of line. Voices of Reason have been drowned out by the noise and rattle of this passing bandwagon. Except the inner coterie, no one knows when their time has come. It is a Catch-22 situation. It definitely gnaws at the souls of the well-meaning professionals.

Where everything is reduced to hard-nosed business numbers, politics and sycophancy thrive. Reliable sources told me about an organisation where the top honcho liked to be addressed as the Supreme Leader or the Great Leader in mails and adulatory speeches. Even PPTs made by the senior management were buttressed with his quotes. Shades of North Korea, what? The world is really getting smaller.

There are Bosses who openly take pride in being ruthless. Survival of the Fittest. Any wonder, that the survival instinct kicks in? As the old nursery rhyme goes, “Yes Sir, Yes Sir, three bags full Sir.” The good men and women within an organisation who are still respected and can make a difference have also thrown in the towel, for now. Their energy has been sapped. They cannot take on the System. The days of think tanks and brainstorming on good ideas and initiatives have long gone. And the sad thought is that many youngsters imbibe these trends and attributes as the lessons of management.

Employee No. XXX has to reach office before the appointed hour. Out-Time is very flexible especially if you are saddled with a bad-boss or are down the food-chain. Not good for your professional health if the Chief thinks of you as a work-shirker. Including travel time, many spend a good 12 hours plus on the job. Add business tours and travels. With very little quality time for family and friends, work-life balance has been reduced to the classic corporate Lip Service. Stress at work plus less time with family makes for a toxic mix. Kids can easily grow up as strangers and it takes a heavy toll on a normal married life.

A fair number of such workers pride themselves on being workaholics. Sincere, dedicated- with whole-hearted involvement. But workaholism is a disease, an addiction which does a lot of harm to the individual. Other than the bad impact of Stress on health, this misled person can never evolve or grow- missing out on many slices and joys of life. Dr Abdul Kalam’s observation is pertinent for the current corporate climate, “Love your job but don’t love your company because you may not know when your company stops loving you.”

Some of the more savvy Corporates are tinkering around without rocking the boat. One hears of good initiatives like mandatory leaves, work from home facilities, cultural events, yoga sessions and the like. But the broader narrative remains unchanged. Monday Blues have become very common. Enjoying work – a disappearing experience. Things have become very clinical and mechanical, impersonal and a tad cold. It is all about NUMBERS. The human touch has been lost.

The advent of technology, innovation and disruption has added to the woes and the grim picture. We have to accept the inevitable. Technology will reduce costs significantly and bring efficiency and convenience of service delivery. The customer also stands to benefit. AI, Bots and Blockchain will dramatically change many of the routine operational processes across industries. But the manner in which some Industry Chieftans, whose words matter, are projecting it is both immature and insensitive with no regard to the collateral damage. Use and throw. The thousands who contributed to making a Company a brand are reaching their shelf-life. No plan B, no up-skilling, no re-deployment, no re-structuring. Tough times ahead. However, the Board is only fixated on market share, valuation and profits. Not on the Greater Good. Not on adding the blessings of their own team to the Balance Sheet.

I remain optimistic that the pendulum will swing back. Good Sense will prevail. Creative CEO’s and CXO’s will buck the trend and revive the balance and fairness embodied in the Mission Statement triangle referred to earlier. Also, a Salute to the few who are not scrambling onto this gravy train. The OUTLIERS. Who continue to acknowledge the contributions of their Team Members. Knowing that a good work environment itself guarantees productivity, consistent results and success.

But for now it’s SHOW ME THE MONEY. Surely a big consulting firm can be persuaded to bestow on the Company- “The Best Company to Work For” Award.

The Art of the Spin

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Some years back I saw two top level state politicians from different political parties bonding together at a resort. They were hand-slapping and laughing loudly. The same morning they had been featured on the front page of a national newspaper calling each other derisive names. The esteemed correspondent had analysed that the parties could part ways soon.

Politicians are past-masters of Spin and it’s more extreme form- Propaganda. But their most effective spin has been that they are all bitter rivals on the grounds of ideology and policy. Nothing could be farther than the truth. With a few exceptions like the feud between Jayalalitha and Karunanidhi which had sunk to personal levels, behind the scenes the political fraternity is just that- a fraternity. When one is in power he ensures that the other is not unnecessarily harassed , leave alone prosecuted. All the name calling is for public consumption-during elections, on media and on the floors of Houses and Assemblies. Politicos switch parties whenever it suits them and political alignments are formed or dropped as the landscape changes.

Please think why lip-service is paid to some of the most significant legislations our country requires. But is never passed. Think 33% reservation for women in the Lok Sabha/Rajya Sabha and the State legislatures. Think the police reform bill basically freeing the law enforcement agencies from the clutches and control of the political masters. Think about the Election Finance Bill making the source of political funding transparent to the public. The Criminality Law barring candidates with criminal records from contesting elections. Lots of talk but no action. No politician of any consequence wants these ground-breaking changes. They will destroy his well entrenched interests and derail their dynastic agendas.

The media has become a willing accomplice in these manipulating games. Some have become propaganda mouthpieces. Think of Fox News in the US. In India the so-called high brow, intellectual channels are as guilty as the shrill competition they laugh at. The common man today does not have a single TV channel or newspaper she/he can turn to for unbiased, factual news content.

The avalanche on the social media platforms is also disturbing. Political parties and big business have their spin professionals and there is a lot of fake stuff floating around. The consequences can be scary and momentous. Think back to the 2016 US election or the Brexit referendum. Russian hackers with downloads of Immigrant hordes and impending marginalisation of the white population could easily have swung the results.

Spin is not the domain of only the political stream and need not have national or global repercussions. But even at this level there are interesting case-studies. Remember the ‘whitewash’ job done by Rajkumar Hirani in ‘Sanju’. A bio-pic of Sanjay Dutt?. A large hearted and at times misguided victim of circumstance and the media. His close ties to the mafia and the wanton ways of this privileged person are all glossed over. Hirani and Sanju Baba will soon team up for the third instalment of the lovable Munnabhai series.

Take the case of the legendary Dhoni. Embroiled in several controversies between 2013-15. He was VP at India Cements, captain of Chennai Super Kings and captain of India. His boss, Srinivasan was the owner of the first two and the Chairman of the BCCI. A cushy position for MSD. All bases covered. The Tamil-Nadu police officer who exposed the match-fixing racket has disappeared into the shadows. Smaller fish like Sreesanth have been sent to the cooler. Dhoni has manfully stood up for his boss’s son-in-law Meiyappan before the investigators, reportedly calling him’ just a special fan of CSK.’ Public memory is short. But this sordid episode is just not cricket. The Chennai team and RR are back after a two year ban. THALA IS BACK.

Then there is the small matter of Rhiti Sports, an agency run by his friend Arun Pandey. Co-owned then by Dhoni. Representing Jadeja, Raina and Ojha amongst others. Any conflict of interest, friends?

The same Pandey produced the hit movie “Dhoni”. The uplifting story of MSD from humble beginnings in Ranchi to railway conductor to captain of the World Cup winning team. The legend who finishes of the final with a six. Etched in our memories forever. But no mention of the match-fixing saga, the 2 year ban, the conflict of interest et al.

His accomplishments are undeniable. Captain Cool. Winner of two World Cups for India. One of the greatest cricketers ever. An inspiration to millions and millions. But with a spin-doctor in the background.

The latest chapter in what is at least this dubious- association tale is the case of the Amrapali Builders. The SC has come down like a ton of bricks on the real-estate operators who have duped thousands of middle-class buyers . Dhoni has been their public face and endorser for years. Now his lawyers claim that the cricketer has been duped of his Rs 40 crore fees. Another victim, right?

Is it any surprise that a docu-drama called “Roar of the Lion” is now streaming on HotStar. MSD setting the record straight. The cricketer-hero will soon be riding out into the sunset. But before that the country anticipates the Dhoni magic again-conjuring up the third ODI World Cup win for India.

The IPL event shows the Hype Machine in all its glory. This unusual mix of cricket, Bollywood, Big-Business and the Politicos is seductive. But the novelty may be wearing-off. The crass commercialisation may be its undoing. It has become more of a social event than a serious tournament. In which other top sports event will you hear the commentator screaming a ‘Yes Bank Six’? Even the ultimate cricket stroke is sponsored. Show-time it is. Great sport it is not. The passion, the edge is missing.

Make-believe and Bollywood are two sides of the same coin. Take the case of Salman Khan, the other bad-boy of the film-world. Maybe, Hirani can do another effective ‘white-wash job’ The super-star has been accused of killing an endangered species of deer whilst on a shoot in Rajasthan 20 years ago. Then there is the reckless driving and manslaughter case where a poor pavement dweller was run over and some others injured. In India, the rich and powerful can literally get away with anything. Then, the Spin kicked in. ‘Being Human’ a philanthropic organisation was born and promoted with gusto. Remember the T shirts with the logo.The large-hearted BHAI was taking shape.

Salman has become something of a social phenomenon, in the same way Rajnikanth is. But his is a carefully cultivated image off-scream. On-screen the swag, the attitude, the over-the –top action and the one-liners are the formula for success.

‘King Khan’ has however been having a disappointing run over the last few years. His last film Zero disappeared without a trace. But his PR machine is in top-gear. He is all over the social media. Everyday , there is some latest news about SRK. A honorary degree from some University, the doting father, some nostalgic pics from his early days, the enthusiastic owner of KKR, his grand visit to China. Hat’s off – the celebrity is happening while his career is in a slump. His friends in the media and his mega-star status ensure that there is little talk about his poor choice of movies and even taking his audience for granted. Now, he has hit the pause button and is on the look-out for the right role. His legion of fans are praying for a blockbuster. Here’s hoping that something of the quality of Swades or Chak De is in the offing.

But herein lies another example of the power and mystique of Spin. Many people will assume that SRK is the King of the Box Office. That has always been the title he is crowned with. Reality-check says different. In the last decade Aamir and Salman lead the honor list with 3 movies apiece in the top 10 Indian Movies list. A Shah-Rukh film does not make the cut.

The Corporate World has also bought into this game of Buzz and Hype. ‘The Best Company to Work with’, ‘the Best in the Industry’ are all trophies ardently solicited and even bought. There are media channels, newspapers and industry bodies willing to oblige. There are professional facilitators willing to show the way. All for a price. There are sponsored appearances on television and paid articles and interviews in the print-media to raise the profile of the CEO or the Company.

As for the tycoons, they own or have a stake in the media-houses and other hubs of influence. Need anything more be said.

In this spinning, at times manipulative world with its over-dose of planted news, it is difficult to sift through the real information. But for our own sake, let us hit the pause button at times, question what is being presented and try to make our own sense of things.