Tag Archives: leadership

Toxic Workplace

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The tragic death of a 26-year-old CA employee at the EY office in Pune has sparked a massive outrage on social media, forcing government authorities and the National Council for Women to investigate the matter. Unfortunately, the EY India Head’s immediate response reveals a hard-nosed mindset. ‘There is no doubt that each one has to work hard. EY employs 1,00,000 people. She was allotted work like any other employee. We don’t think that work pressure could have claimed her life.’

This cold, distant, unempathetic, transactional management style of managing human resources (which doesn’t sit well with Indian culture) can be traced back to Jack Welch- the celebrity CEO of the Iconic General Electric. He is the guy who reduced human resources to ‘Cost to Company.’  This much-feted Management guru boasted of massive lay-offs on prime TV. Cost-cutting became the buzzword. Just over two decades after his exit, GE is not the brand it was. Some of his devotees moved to Boeing and have virtually grounded the Company. The demise of the 158-year-old Lehmann Bros in 2008 was due to the extreme hustle culture fostered by the CEO. Numbers, Numbers, Numbers!!!  As I write this blog, the Sick Leaves at the Tesla German plants are at a staggering 17%. Mainly Monday Blues. Cautionary tales.

Two other real-life cases highlight the pervading toxicity at workplaces. A young cyber-security professional I knew with an IT major in Pune was brusquely summoned to the office despite having a high fever. The Boss wanted to meet the team. Nothing of substance was discussed. The same evening, the tests revealed Dengue, and he had to be hospitalized. He continued with the company for another year only because family commitments needed to be addressed. Now, he works as a head of cybersecurity for a global IT company in Seattle, USA. He is also a respected ethical hacker on the US Cyber Authorities panel.

In another scary case told to me by friends in another firm, a middle-aged VP of Marketing got a humiliating dressing down at a virtual meeting called by his boss with many of his team members also linked in. Otherwise, a consistent performer, he and his team missed the half-yearly targets. At night, he developed severe chest pain and was rushed to the hospital by his wife and neighbours: a sudden heart attack and 7 days in the ICU. Months later, when I met him, he had changed jobs but looked like a pale shadow of his former fit, smiling self.

So why do the Jack Welch dogmas enamour so many corporate honchos? The gruelling boot camp culture is designed for and compatible with the Armed and para-military forces. Where hierarchies are clearly defined, orders must be obeyed & followed. In the life-and-death situations of war and combat and terror strikes, such a system makes ample sense.

Through the lens of some in top management, the competitive marketplace is another battlefield. Profits, Market Share, and Brand Value are the holy trinity. The Board breathes down their necks. The corner cabin can become a lonely place and a little bit overwhelming. So, the pressure is downloaded down the line.

Reviews, Analysis, Plans and Targets are the recurrent themes. This is the easy option. There is no time or bandwidth for authentic leadership, effective communication, collaboration, team building and problem-solving. After all, they are employees and are paid well to do the hard work. Period. Even if, at times, employees sadly morph into human targets. Onboarding and orientation sessions are mandatory- but not well-designed, curated or managed. However, the management takeaway is that since the employees have undergone such training, there is no need for actual on-the-job mentorship and hand-holding.

A constant refrain is that team members on the frontline, new entrants or even some in the middle management are not taking Ownership of their roles and responsibilities. It’s also said that the younger generation is not up to the grind- for example, it does not want to take sales roles. But do the senior echelons reach out to them, converse and engage with them and most importantly, mentor them? The youngsters will show what they are capable of and rise to the occasion or fall short of expectations. Some of them are unaware of their work profile or what is expected from them. It’s possible that the younger generation values work-life balance. It’s also likely that some have not worked out their career paths. Yes, sincere, focused work is non-negotiable, and the shirkers & slackers ( Kaam Chor) will be shown the door. Employees will be expected to even punch above their weight. No free lunches! Zero tolerance for inappropriate behaviour and unethical conduct. The lines can be clearly drawn..However, it is imperative that senior school and especially college students be given regular doses of Resilience to help them navigate well in tough situations.

It’s disappointing that the number of hours logged seems to be the main criterion for judging performance or employee loyalty. 11–12-hour workdays and being the last to leave the office are like a badge of honour. Whether these hours have been productive in terms of quality or useful work is anyone’s guess. Responding to work emails and messages at midnight seems to demonstrate the employees’ level of commitment. Simply put, workaholism is a disease. It will take its toll.

Then, there is this growing breed of Quiet Quitters. Fed up with the pressure cooker atmosphere and fearing burn-out, this detached group works quietly under the radar, doing only as much as they have to.

We also have some corporate leaders rejoicing at the prospect of AI, BOTS, Robots, Apps, ChatGPT taking over human jobs and performing them much more efficiently and with no fuss. No frustration, no fatigue of managing the unpredictable Homo Sapiens.

As she/he climbs the corporate ladder, one assumes they will become more leaders and less managerial. But the fetish for micro-management and control continues. In some of the Companies, I am aware that even senior managers don’t have the autonomy to decide & discuss, work and deliver. The mantra for sound, sustainable and consistent business results is simple. A healthy work environment breeds higher productivity and focus. Collaboration fosters team spirit and synergy. For the Boss, the team down the line becomes the Ear to the Ground. Market Intelligence, Opportunities, Challenges, and Solutions are all channelled up to her/him for a considered decision. The happy dressing room culture Rahul Dravid and Rohit Sharma created speaks for itself. The pressure of representing India on the cricket field is immense. However, even after the heartbreak of losing the ODI WC final last year after a 10-match winning streak, the Men in Blue brought home the T20 WC earlier this year. Early days yet, but hopefully the Gambhir-Rohit combine will take The Men in Blue from strength to strength.

All Companies have a Vision and mission statement to encapsulate what they stand for. Typically, it is about protecting and enhancing the shareholder’s interests and profits, providing the best products or services to the customers, and being the preferred place to work for an employee. If quality attention is given to employee wellbeing, it will pay good dividends for both the shareholders and the customers.

The HR Vertical or Human Resources Department is a critical component of any corporation. The primary function of HR is good recruitment practices and fostering employee well-being and bonding. As part of the business strategy, HR can mobilise a trained, committed workforce for the C Suite to leverage and deliver the business results the Board desires. Sadly, in many companies, HR is taking a backseat and presumably does not want to rock the boat.HR becomes visible only through its usual calendar of activities on festivals and events.

I got intriguing feedback from a friend in an established placement firm that even senior professionals and CXOs are scrutinizing potential employers for toxic work cultures and are even turning down lucrative offers if they see red flags. The red flags are familiar but worth elaborating on: the command-and-control structure, lack of work autonomy, frequent changes in role and reporting, excessive office politics, and poor work-life balance.

The rising awareness of mental health issues and the importance of workplace wellbeing should resonate with corporate leaders & in the Boardrooms. The collateral damage is immense. An employee who logs in 10 hours of work daily is probably commuting to and from work for a few hours. A significant part of her/his life plays out at the Office. A frustrated employee is bound to unleash his/her angst at home with the family. Or seek refuge in alcohol, tobacco and even drugs. I remember a poignant moment when I visited the home of a friend whose job did not offer work-life boundaries. Indeed, he was busy on weekends also. His teenage son told me that his father had become a stranger. The Bosses in control should also take a moment to reflect that they, themselves, are also human beings and have other roles and responsibilities. They cannot switch on or off at will. The physical and mental scars will emerge- side effects of the relentless, controlling and even aloof style of leadership opted for.

Let me end on a positive note. His large team dreaded the COO of a corporate client of mine because of his ruthless approach. He was also known for publicly disrespecting even senior team members. He took a month’s break for Vipassana, Yoga and Meditation and returned as a refreshingly changed person.  His direct reports told me he had become more understanding and supportive. When I met him, he smiled and said he had discovered a better version of himself.

Some organisations and several leaders earnestly believe that leadership can be firm but fair- and they consistently perform well. They seem to be outliers, bucking a growing trend. In some large corporates, we find a strange mix of leadership styles, with some respected leaders having employees queuing up to work with them.

Hence, all that is required is for some influential CEOs and CXOs across industries to step up and say enough is enough. Let’s strive for the best possible and realistic balance that creates a Win-Win-Win for all the stakeholders. Leadership will be firm but fair. The pendulum will swing back nearer the middle. Leave the rest to the Ripple Effect phenomenon.

Quiet Quitting & Why It is Trending

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The phenomenon of ‘Quiet Quitting’ has to be seen in the right perspective. The first, dismissive take was that an increasing number of the workforce is psychologically detached from their jobs and are doing the bare minimum. But in reality, ‘Quiet Quitting’ does not mean that people are spending a miserable 8 to 10 hours a day at the job. ‘It refers to quitting the idea of going above and beyond and no longer subscribing  to the hustle culture that work has to be your life.’ The 2-year global pandemic ‘was a pause on the constantly running treadmill.’

The Wuhan virus emerged from a lab leak in China. So does the Quiet Quitting Syndrome. There is a great similarity and link to recent trends amongst Chinese millennials such as ‘touching fish’ (mo yu) in which young people chat about how to pass time by drinking 8-10 glasses of water a day or dancing and exercising during breaks in the office. Such Tik Tok videos became the rage in a country where the ‘Factory to the World’ has many labour camps. Jack Ma, the tech billionaire, had publicly pushed for 12-14 hour work days. The founder of the e-commerce behemoth Ali Baba, who has now been side-lined by the Chinese Communist Party, has now toned down to say that tech advancements would help people work for fewer hours and live longer.

There is enough evidence to establish that this has become a global phenomenon. 50% of the US workforce have defined themselves as Quiet Quitters-doing what the job requires, no more and no less. Setting healthy work boundaries and not working outside routine job hours unless adequately compensated. No emailing after work hours, not responding to messages on the weekend and no off-the-clock meetings. In a sense, this acknowledges the global workforce burnout (52% per Gallup polls) and is being projected as the ultimate mantra for work-life balance. Sadly, India has the lowest well-being worldwide, a measly- 11%. (Gallup 2022 State of Global Workplace Report.).

Whilst Companies continue to talk about employee-centric initiatives to help fight burnout, disengagement and overwork, there is enough research to show that people are working way too much in today’s hyper-connected world. Most employees are fed up with a system that insists on taking their personal time without giving anything in return. So they are reclaiming their powers by just doing their job.

This unhealthy, silent battle is essentially rooted in ‘low conscious leadership’ which creates the Us vs Them dynamic. Organisation leaders are not accepting their crucial role in creating a burn-out culture which now pushes their team members to set the work hours boundaries. Such leaders, and unfortunately their numbers are growing, do not empathise with vulnerability, champion open dialogue, welcome diversity of perspective or ideas or encourage self-care or dignity in the workplace. In a way, quiet quitting is a misnomer for 2 words- ‘toxic culture. The participants are not doing anything radical. They are not sleeping at the wheel. They have just drawn the line- going about their business and performing their functions as required during their agreed-upon work timings.

Quiet Quitting is less about a lack of interest in work than about a Manager’s inability to build bonds. Where are the people who invest time in building one-to-one relations with their teams? Where are the leaders who ask themselves, ‘How best can I support my team members?  There are some but their breed is declining. This trend is putting the spotlight on a mechanical work culture where even the manager-employee relations have become transactional.  One of the big reasons for Quiet Quitting is the feeling of being underappreciated or even disrespected. To reverse this crisis, a supportive environment has to be created where the employees feel comfortable in voicing that they are deadbeat or that their bandwidth is exhausted; or in taking time off for personal wellness or family; having fun collaborating with colleagues and coming out with innovative solutions for their challenges.

To be an Advocate for the Greater Good, the Manager has to say ‘NO’ to projects and assignments which are beyond his team’s bandwidth. Mobilise more resources to be more efficient and productive instead of piling even more work on employees who are already sorely stretched. Proactive leaders may free some employee capacity by scrapping unproductive meetings; bringing some flexibility to Work from Home norms; by simplifying and streamlining processes. The leader has to become an example for the team for work-life integration. If she/he is addicted to sending emails during the night or calls during lunch break or reviews during weekends, it’s time to sit back and reset the boundaries.

There are, of course, downsides to this trending trend. There are corporate leaders and HR coaches who simply see it as symptoms of tardiness and laziness.  Some also suggest that such employees lack the motivation to ladder up or grow as professionals. They are also sarcastically compared to the chronic over-achievers in this all-pervasive all-on culture. Some of these Star-employees tend to be loud and morph into Yes-Men for the Boss. Some others manipulate and project themselves into the Boss’s good books. A co-worker who often stays late at the office or responds to e-mails on Sundays gets the attention & appreciation of the Senior Management. The attitudes and choices of these chosen ones quietly become the norm for the workforce. The flip side is that many figure out that there is no point in channelizing all energy into work where there is a lack of career growth opportunities as they have not signed into the hustle culture. If there is no suitable opportunity outside they settle down quietly under the radar.

Yes, every office and workspace has its share of underperformers and even troublemakers. If they do not mend their ways, they have to be shown the EXIT door. There are HR pundits who castigate the entire bunch of Quiet Quitters as people who are missing out on a chance to feel a real purpose in their lives. In polite lingo, they are branded as ‘Slackers’ or ‘Shirkers’. Many corporate honchos call them out as ‘lazy bums.’ The quiet response is that they are trying to locate their sense of purpose and identity outside their jobs- with family and friends, in hobbies and social work, through spirituality and meditation.

Quiet Quitters are at risk of losing their jobs and being passed over for promotions and salary hikes. But corporates regularly pass over deserving candidates for promotions and salary hikes. They also lay off hard-working people all the time because they have to ‘cut flab’ or because of factors like seniority, personal relationships, failed strategy or just to slash costs. Then, there are leaders who penalise and ignore employees in the hope that they leave off their own accord. This is called ‘Quiet Firing.’

The other real concern that psychologists point out is that emotional detachment at the workplace cannot be confined to the workplace alone. It spills over into the other areas of a person’s life. It permeates into home and family, friends and social life. It can lead to alcohol and drug excesses or even addiction. Well-meaning HR counsellors suggest taking a break, re-evaluating career options, upskilling and doing nothing which undermines the professional reputation or the individual resume.

Quiet Quitting has a big downside for the bosses, who have long relied on employees for extra-long work hours and doing work that is not accounted for in their salaries or job descriptions. Companies may be forced to hire more to achieve productivity goals or business targets rather than expecting current employees to put in 12-hour work days without appropriate rewards or compensations. Hence, there are likely to be massive downstream effects for corporates and industries across the spectrum. CEOs will have to mull over and decide whether they can rely on their existing teams to deliver during a downturn or whether they can afford to fire and replace seasoned quiet quitters in a tight labour market.

Interestingly, an AI start-up claims to offer a solution- analysing emails & slack messages to detect the level of engagement, burn-out and turnover risks amongst employees.

Corporates, Industrial houses, large firms and Institutions can only ignore ‘Quiet Quitting’ at their own peril. A more open-minded, engaged and grounded leadership can stem the flow of this malaise and can even turn the growing tide of employee disenchantment.

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.

Reflections in the Nation’s Mirror

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It is election season again and I have this feeling of deja-vu. Been there, heard that. The ruling BJP in many ways has become a mirror-image of what the Congress once was. This goes beyond their appropriation of national icons like Mahatma Gandhi and Sardar Patel. Instead of a Congress-mukt Bharat we would be better served if the current dispensation renders us Mukti (freedom) from the bad governance, wrong practices, precedents and policies of the Grand Old Party. But look closer-

  1. Money/Muscle/Religion/Caste was the winning combination for the Congress for many decades. The BJP has whole-heartedly embraced this mantra. Even after 70 years the Reservation footprint is expanding and the ruling party is happy to oblige. It is all about power. And power corrupts. In 2019, it is exceedingly difficult for good, qualified and well-intentioned people to break into this toxic political system. Mr Modi and his advisors have also sold their souls to the Winability formula.
  2. The ‘Aaya-Ram Gaya Ram’ politics of defection still holds currency. The Indian National Congress can claim a patent for its invention. Recent events in Goa, Karnataka and Maharashtra demonstrate that the defectors are alive and kicking in this Naya Bharat. Many of them tainted by corruption charges.
  3. Corruption became synonymous with the Congress Sarkar. The BJP looks better in comparison because no major skeletons have tumbled out of the closet so far. More importantly because of the personal clean image of the Prime Minister. But let’s not forget that Dr Manmohan Singh is also well regarded for his integrity. But what happened under his watch in UPA2! The rottenness and avarice reached its peak. Politics has become the first refuge of the scoundrel. Modiji’s government is also sacrificing good governance and integrity at the altar of power. The case of the rapist MLA in UP highlights this dalliance with criminality and is a wake-up call for the BJP leadership. Their UP CM clearly looked the other way. Such thugs are shockingly called Bahubalis in these parts and actively courted by the BJP, Congress and the regional outfits.. And what about the BJP brat in MP who wielded the cricket bat to poor effect. Just not cricket. The PM delivered a strongly worded sermon. No further action seems to have been taken. His doting father is too important for the party as he oversees the West Bengal election apparatus. Politics as usual. No signs of a New India.
  4. The Anti-Corruption mission is also part of the sound and fury, signifying nothing. The Choksis and Nirav Modis and Mallyas are still living the good times abroad. After 5 years of the Modi government we are no wiser about illicit Swiss bank accounts and shell companies in Cyprus, Bahamas, Panama or Lichenstein. The P Chidambaram case may well turn out to be a litmus test. If the investigating agencies have not really done their work, the wheels will come off the anti-corruption drive. If the former FM and HM is released for lack of evidence, politicians of all hues will be celebrating. All future arrests will be termed vindictive and politically motivated.
  5. The Congress was notorious in its heydays for undermining critical institutions like the Supreme Court, CBI and the Election Commission to promote the family or party agenda. Circa 2019. The BJP continues the good work by diluting the independence of the Reserve Bank and the autonomy of the CBI. The unseemly controversy at the top level of the CBI was disgusting. Mud-slinging by the top brass of our premier detective agency. One of the actors, known to be close to the ruling party may soon get a clean chit. Also check-out the appointment of loyalists and politicos to the constitutional post of the Governor. Many of their actions and words are embarrassing. Rewind to the grand old Congress days. And interestingly little news on the much hyped Lok Ayukata. The autonomous, anti-corruption ombudsman in each of the Indian States.
  6. Both these national parties also seem to be on the same page in avoiding much needed bold structural reforms. Their leaders pay lip service to it. Nothing more. Think about the long pending women’s reservation bill for the Lok Sabha and Rajya Sabha. The Police Reform Act to upgrade this much neglected force and to free them from the clutches of unscrupulous politicians. The Political Finance Bill to lay bare the source of funding for political parties and for elections. The BJP leaders, despite their holier than thou pravachans, are one with their political brethren. Let the status-quo remain. Let their political fiefdoms remain unchallenged. Dynastic politics thrive. For allowing sincere people in the fray is injurious to their political health.
  7. Criminality and politics are a successful mix. Even the high-brow Communist parties have their goon squads. All political parties including the BJP and Congress have given tickets to very dubious characters. Many charge-sheeted. Some having done jail time. They wear it like a badge of honour. Our freedom fighters will be rolling in their graves. A frightening percentage of our representatives in the Parliament and the Assemblies are criminals. Three score and ten years after Independence. If the Judiciary or Election Commission want to clean-up things, our Honourable leaders scream that it is an assault on our democratic values. The more things change the more they remain the same. Modiji does not seem to realise that millions of voters voted him and not the BJP to power. Many did not know who the local BJP candidate was. He can dismantle this rotten system. Induct people of character. But does he really want to change the political landscape for good?
  8. Delhi Durbar and Lutyens Delhi invoke the Congress rule. The First Family. The Power brokers. The Leftists and Liberals. All feeding off the perks and the privileges. Such clouds do hang-over the current regime as well. The Congress and Left parties had their mouth-pieces in the media. Many TV channels and news-houses have hitched on to the Modi band-wagon. Facts and reasoned reporting be damned. Modiji will have to reach out beyond the ‘Yes Men’, the inner-circle and the clique of babus to get a real sense of things. Get professionals like Deepak Parekh, Nandan Nilekani, Arif Mohamad Khan, Julio Riberio and Raghuram Rajan known for their independent views in the PMO. It was the former RBI Governor who blew the whistle on Bank NPA defaulters – which has led to a serious socio-economic crises today. Why not consult the new Nobel Laureate for Economics, Abhijit Banerjee. Yes, he has been critical of De-Mo. But he is an authority on Universal Basic Income and has a refreshing take on hard data evidence to back policy intervention. Very relevant to our economic growth story. Also have conversations with the critics in the media and academia. Sir, you are representing the country of 1.3 billion people in your own words, and not just those who elected you. Pay heed to those who disagree, listen-in to their perspective. Sabka Saath is an important part of your ringing slogan. It will herald a clean break-away from the cosy Congress club and coterie culture.
  9. Our political parties are infested with crude motor-mouths. The Congress came up with the classic line for its uncouth who crossed the line”It is his personal opinion. It does not reflect the position of the party.” Now we have the BJP spokesperson plagiarizing this on a regular basis. Nobody is hauled-up, disciplined, suspended or expelled. The party fraternity hangs out together. Disparate elements from the Sangh Parivar have clambered on to the Modi Express.But the political tirades and personal attacks especially at election times have hit a new low. The Congress chanakyas had honed the personal attacks. The BJP seems to be determined to plumb the depths. Even their own allies are not spared. The party high-command should understand that the tragic demise of Manohar Parrikar, Sushma Swaraj and Arun Jaitely has left a huge vaccum. These were the people who could reach out across the aisle. Speak and debate with facts and fervour. During Vajpayeeji’s stewardship, wit and banter and poetry gave flavour to political discourse. In the sound-bytes by today’s BJP netas, amplified by sensationalistic TV channels and the omnipresent social media, one can hear echoes of decadent Congress leaders and pravaktas.
  10. The PM made a strong pitch for Sabka Vishwas. Resounding words, little action, no out-reach. Is he running with the hares and hunting with the hounds (just an uncomfortable thought!). Minorities, especially Muslims, are beginning to feel disengaged if not marginalised. The other side of the same coin was the appeasement or vote-bank politics played by the Congress- a legacy of the British rule. If the Constitution of India is the sacred book, then the Government must demonstrate that it is. Replaying the same old cynical politics is dangerous in times of connectivity and social media. A suggestion- why does the Home Ministry not step in to ensure justice for Pehlu Khan’s family in Rajasthan. Send a clear message to the lynchers and their fringe supporters. The law of the land is above all politics, it is Raj Dharma.
  11. Radical Islam needs no introduction. However, it was startling to hear that barbers in some province in Pakistan were penalised for stylising beards. The customers were let off with stern warnings and presumably half-trimmed beards. In India also we have these self-styled guardians of morality and the Hinduvta elements are raising their disruptive heads again. From moral policing to telling women what to wear and other do’s and don’t’s, to monitoring the dietary habits of all and sundry. They really are the left-overs from some medieval age.And mob-lynchings are hate-crimes. Period. The perpetrators should be arrested and summarily punished. Through fast-track courts. These criminals and their cheerleaders showcase as to how people end up becoming what they hate the most. Sadly,in a recent TV interview, the Home Minister shrugged aside ‘these incidents’. Using the classic Congress playbook- Deny, Deflect and finally Rant out at some conspiracy.
  12. The BJP’s timidity on the economy front is both an off-shoot and a hang-over from the Congress era. The hero of the ground-breaking reforms was Dr Manmohan Singh with full-backing from PV Narasimha Rao. More than 25 years ago. Still we have the BJP FM’s gingerly tip-toeing around wealth-creation, promoting entrepreneurship, divesting PSU white-elephants and creating a good eco-system to do business. Like their Congress brethren they also revel in a ‘pro-poor’ image- whatever that means.Subsidies and freebies, loan-waivers and reservations continue to be the staple and populist offerings. The status-quoists still control the narrative. Even a major initiative like the GST has not been well-thought through and implemented. WARNING: A young and aspirational population will be much less forgiving than the earlier generation. Nothing less than transformational change will be acceptable.During the Congress Raj, even the well patronised liberal economists used to sneer at the low- ‘Hindu rate of growth.’ Enough reason to provoke Mr Modi & team to focus on real growth.
  13. Mr Modi’s stature rests on his no-nonsense approach to national security and tough stand against terrorism. Balakot, Uri, Abrogation of Article 370 have resonated well across the country. Made for TV spectacles like the “Howdy Modi” event have added to his 56- inch- chest aura. India is no longer a soft nation punching well below its weight in the global arena. We remember with acute shame our Government’s paralysis after 26/11 happened.

However, the BJP’s default strategy of blaming all the ills in the country on the Congress will harm its own political well-being. The PM and party have to walk the talk. NOW!

The Hon PM’s legions of followers will say with some justification- hey, this is unfair. India is a huge and complex country. Sure. But Modiji is at the top of his game. He is in prime form. He can hit the ball out of the park at will. The next 12 months can record the defining moments in the India growth story.

14. If NaMo.2.0 does not deliver on development and good governance, the BJP and Congress will share another dubious distinction. Letting India down despite absolute majority mandates and multiple terms in power.

The BJP has to carve out its own identity in national affairs, polity, economy and social change, and time is running out………

Is it the Hand touching the Lotus? Or is the Lotus striving to bloom in muddied waters?

Na Mo 2.0

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Shri Narendra Damodardas Modi is back with an absolute majority, and as we all know with great power comes great responsibility.

Here is my wish-list for our all powerful Prime Minister.

1. Introduce the long-pending structural reforms. The 33% Women Representation bill for the Lok Sabha and Rajya Sabha by making it mandatory for every political party to give 33% tickets to women candidates. Yes, for starters, they will mostly be proxies from political families. But a good number of them will win on merit and competence. Plus women tend to take responsibilities more seriously. Enough to be a game-changer.

Bring in the much needed police reforms to free them from the clutches of the unscrupulous politicians. Our under-staffed  police force is still guided by the Police Act of 1861. Let them as a professional force report to a professional,independent  governing body or Security Commission. Let transfers, promotions, emoluments, over-time, perks, recruitment, training, facilities, housing be all administered by this institution. Which functionally reports to the Home Ministry.

Black money and cash for votes play a big role in our elections. Our politics continues to be dominated by the much-vaunted winnability formula of money, muscle, caste and creed. This also ensures that we are cursed with incompetent and venal leaders and representatives. The same dynastic and musical chair games continues every five years. A political funding bill needs to be passed and is overdue. It does not suit our political parties including the BJP. It is imperative for the concerned citizen to know the source of funds. Who contributed and how much. Limits can be put for legal funding by individuals, trusts and corporates. It is going to be a rocky road but any major change will encounter that. This will also level the field for more decent and capable people who want to play an active role in our public life.

Vote in the Criminality law. People with criminal track records or facing serious charges should be banned from contesting elections. India deserves better leaders. Mr Modi can take the lead by ensuring that his party will give tickets to good people only in the coming Assembly polls. Consign the undemocratic winnability formula and dynastic politics to the dust-bin.

2. Good Economics is the best politics. The overwhelming majority of Indians only seek a better life for themselves and especially their children. ‘The Sabka Saath Sabka Vikas” slogan will be really put to the test in this second term. Expectations are sky-high. If the right laws, progammes and initiatives are not put into place within the next 12 months the Modi aura will be greatly diminished. Whether it is addressing the farmer distress or the MSP issue; water conservation; power generation;generating employment for millions; putting infrastructure on the fast-track; rationalising the GST and income-tax slabs; the opportunity for off-shoring in the wake if the US-China trade war- all will require vision, commitment and a political will to really deliver on the ground. People are tired of slogans and empty promises. They ache for really good governance.

3. The need of the hour is a few good statesmen. Can the tallest political leader evolve into one in his second innings? Can he break-out from the Sangh Parivar mould and become the talisman for our great, diverse and pluralistic land? Can he avoid the trap of surrounding himself with Yes men and courtiers? Can he bring in some intelligent, committed professionals like Deepak Parikh, Arif Mohammed Khan and Nandan Nilekini to consult and advise on critical policy decisions? All for the greater good.

Will Mr Modi stand up and fight for the independence of institutions like the Supreme Court, the RBI, the CBI and the Armed Forces?

Where does ‘ the Sabka Vishwas’ kick in? The PM has to have his ear to the ground. The situation and sentiments on the ground. The fears and insecurities of a sizable section of our fellow countrymen. Will the PM have to gumption to really shut-up the motor-mouths in his party? Will he drop a minister or suspend an MP or MLA for inflammatory or divisive comments? Will he facilitate more moderation and maturity in our political discourse through personal example? Set high standards for conduct in polity and public life. The PM recently commented that the minorities have been exploited as a vote bank for too long. Does he really have a plan to reach out to the minorities to address their genuine concerns and win their Vishwas? There are developing fault-lines in our society where Modiji has to apply the balm. And the message has to go down the line to the karyakartas.

Before his address in the Parliament Hall, he again bowed to the Constitution as his sacred book. Will we citizens see this idea of India put into practice consistently? Most Indians are put off by a divisive rhetoric. All we want is a better quality of life.

The Prime Minister should have realised by now that people have voted for him in humungous numbers. In many ways the 2019 elections have been like a Presidential election and the BJP has just ridden the Modi wave. Many voters did not know who the local BJP or even NDA candidate was. All the talk was about Modi. So it is time that he occasionally steps out to take questions from voices critical to him. At a Town Hall, a University campus or even an interview at a hostile TV channel. This is the sure way of connecting with those sections of the populace where his name strikes a negative chord. Remember the words-‘ Sabka Saath, Sabka Vikas, Sabka Vishwas’. Indians are an emotional people and oftentime perception is more potent than fact. The last component of the slogan can be the enabler for the challenging journey ahead.

India has missed huge opportunites in the past to accelerate economic growth with Indira Gandhi in 1972 and Rajiv Gandhi in 1984. Both enjoyed huge mandates but could not put their popular authority to effective use in the best interests of the country. Na Mo 2.0 is another huge moment for the nation. The hopes and aspirations of a billion plus people and esp. the younger generation rests on the Hon PM and his handpicked team.

Will they deliver?

Captain Kohli

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Virat Kohli alongwith MSD is the biggest sporting hero in the country today. He is simply all over the place- on TV, Twitter, Instagram, You-Tube, magazines and of course, the Manyawar ads. He is the youth icon married to a glamorous film star. His is the face of Success. The hairstyle and carefully trimmed beard are the rage in upmarket salons and at downtown hair-dressers.

He is at the top of his game. Already rated as one of the greatest batsman the world of cricket has ever seen. Across all formats-Tests, ODI’s, T20’s. He is getting even more dominantly consistent.

He is also the Indian cricket captain. And therein hangs the tale.

The first warning signs came when the impetuous young man forced the BCCI to sack Anil Kumble as team manager in favour of his own man, Ravi Shastri. There was muted criticism from some sections of the media and from some ex-cricketers. Nobody dared to take  the young prince head-on. After all the powerful Board had pathetically caved in before their eyes. Why jeopardise their own chances of jumping on to the gravy train. There was the glaring example of popular commentator Harsha Bhogle who was sidelined for a season. He had to toe the line. Join the club to reap the rewards.

Ravi Shastri fits the bill. Over-rated for his cricketing acumen, he was more the brash and loud establishment cricket expert. A complete loyalist who knows which side his bread is buttered. He has evolved into a side-kick, glorified chamcha and cheer-leader for Kohli.

With the gross IPL culture kicking in you need seasoned and grounded people to lead the national cricket team. The MEN IN BLUE. The pride of the country. Yes, the fitness and fielding standards have remarkably improved. Our youngsters are no longer awed by the Aussies or the West Indians. But the money and glamour have exacted a heavy price. The pride of wearing the India cap is not what it used to be. When a Rahul Dravid walked in to bat you could see the tricolor fluttering in all its glory.

The Hardik Pandya-KL Rahul episode on a chat show gave an insight into the rot which has set in. There is no moralising here. It is the crassness, the insensitivity, the arrogance of privilege and entitlement, the sheer irresponsibility which is abhorrent. It gives a disturbing insight into the team culture. There is no captain or coach or manager to rap their knuckles, counsel them or rein them in.

We cannot ape, say, the Carribean life-style and deliver consistently at the top tournaments and over-seas tours. The discipline, the focus which motivates truly great teams is simply not there. Yes, our guys will have their moments in the sun, win an occasional series abroad but will not make that special cut- an all-time great team.

A master batsman and superb out-fielder need not be a great captain. The best player in the team is not nessacarily the only choice for this critical role.

Virat, the captain, is incompetent if you see through the aura around him. His mis-reading of pitches has become a regular feature. On a dry Southampton wicket on the England tour he opted for only one spinner, a half-fit Ashwin. The hosts played Moeen Ali and Rashid. The Impact player-Moeen. Likewise,at the new Perth stadium our skipper packed the team with four fast bowlers-taken in by the history of the ground. The Aussies had Nathan Lyon who gave the man of the match performance. In the first match of this IPL season he again mis-read the turner at Chepauk and the RCB were roundly thrashed. He also gets critical things like the dew factor wrong in the shorter formats of the game and puts the team at a disadvantage.

The other serious concern is the frequent chopping and changing in the side which undermines player morale and team spirit. For instance, Bhuvaneshwar Kumar was summarily dropped from the Centurion Test after a good all round outing in the first Test of the South Africa tour. Pujara has been dropped thrice despite being our most dependable Test batsman with a sterling over-seas record. Ajinkya Rahane had a fine run from 2013-15 but is now a shadow of the player he was because of the inexplicable and ad-hoc approach of the captain. Then, there are those who continue to be in the playing XI despite their inconsistencies and weaknesses exposed for all to see.

Last but not the least is the famous Virat temper. This unrelenting intensity may be firing-up the batsman in him. However, this constant state of tension is unhealthy for the team in what is essentially a team sport. Where team-spirit, strategy, camaraderie and every little contribution counts. To have your captain constantly on edge must be pretty un-settling for the Indian players. The confession of the young Rishabh Pant is revealing-‘ what he fears most is the skipper’s anger’.

It is his misfortune that he steps into the huge shoes of MS Dhoni. Captain Cool. The player’s man. The Motivator. The Finisher. One of the most successful skippers ever. The de-facto leader when both are playing together. The MSD shadow must be over-powering.

Let us rejoice in the supreme skills of Virat Kohli the batsman and cricketer. Let us cheer on his inevitable progress into cricket’s hallowed Hall of Fame. However, let him be freed from the burdens of captaincy. The torch should soon be passed on to someone better suited to the leadership role albeit he be a lesser player than the master.

Finally it is the performance of the Indian cricket team which matters to us. Their success and dominance is what ultimately fuels the passion of the fans. And drives them in droves to watch the IPL circus. Fortunately,RCB is in line for an early exit from the IPL. India needs Virat Kohli firing from all cylinders on the biggest stage- the World Cup. And with Dhoni behind the stumps, who knows???