Tuesday, July 17, 2007

Different strokes.


Different strokes.



Background -- a trip to resort from bangalore to mysore to bangalore and time is for lunch in the afternoon.


Arjun says lets have food at floating restaurant. It has lots of variety and is a fun place to take parents too.

Devaki, Arjun’s Wife  says No lets go to food court and have separate stuffs. The restaurant serves non-veg and mother may not like it.

Arjun drags all to floating restaurant. A Cuckoo is spotted and all laugh. The Devaki says lets sit here. Arjun says its in the way lets sit on the other side. He drags all to other side. The Devaki decides to protest and Arjun thinks that she does not want to go to non-veg counter in front of parents. The parents adjust and go ahead to fill their plates but the Devaki sits around and mother offer to get her plate full. The Arjun is ill and tells this is all exaggeration and dramatics. The Devaki cries. Mother cries. The child questions the mother "why are you crying? Did something go in the eyes?"

The Arjun wonders what to do and in respect for the food goes ahead and has his fill. Everyone else too go ahead and have their fill.

The family checks out and starts the journey back home to Bangalore, a distance of 150 kms. The Arjun covers the distance in about 2.5 hrs. The Devaki maintains a straight face through out.

Its evening. Everybody is having snacks and the lunch topic comes up again. Mother says why are you coming in between us. She was only demanding affection and its okay for mother-in-law to serve daughter-in-law out of love. Arjun wondered and said the topic was non-veg. Father also agreed the topic was non-veg. The Devaki later confesses that the topic changed from non-veg to lazyness on her part to go and fetch plate. She communicated this change late in the night on the same day.

Different perspective and a lost/learn day in life.

Friday, July 06, 2007

Brand me please and designations

Brand me please

For creative freedom you need a supervisor who empowers you but for your growth you need to market your achievements more strongly in different manners and on multiple occasions. Your supervisor could be weak because of his personality or lack of data points. You cannot control the personality but you can supply the data points.

You need to create a plan to generate data points and publish it either daily or weekly as your accomplishments.



Designations and their fallacy

Names like project manager and technical architect do not matter. You like to do something and sometimes that something is driven by technical pull or managerial pull say people/customer/technology management. Designations are to play with human need for putting a name that is associated with certain benefits like access to internet or that implies your number of years in job.

Ultimately you do what you like to do. If you love people then you would devote most time to people management, same is true for customer or technology management. Depending on how much you want to reach out you would be focused on team under you or peers around you or superiors over you. The same is true for customers internal to you or outside company or who are related and coexist in your customers ecosystem. And for technology that is needed for current project needs and can reach out to businesses supported with current project needs and then to domains that need to coexist.

The definition of what you do is extension of what you are and what you like to do. Titles only identify and distinguish but do not speak about inherent strengths of individuals. If we stop identifying ourselves with promotions and the next title then we would create a eco system where concept of promotions will die off. That could be the idea behind flat organization. You are known by what you have achieved, the output or deliverable or the product. You know Einstein by theory of relativity but does it matter if he was chief scientist or senior chief engineer etc., Titles go with you when you die but your achievements are remembered for generations.


Wednesday, July 04, 2007

change agent fear and new to job

Change agent

Is there a fine difference between a change agent and a nagger? I want a behavior change. I want somebody to move from being talking about a goal to move into actionizing that goal. The emphasis is on action rather than on deliberation. Today morning the other person called and I drifted the discussion towards the "You should think more", "You should worry more" and "You should contemplate more." Is negative emphasis on a behavior help it to become more ingrained or will force a revulsion to the same and encourage a person to come out of it and adapt to newer way of living?

How much of negative assertion would motivate a person and how much of it will force a person to detest you or the change? Will it help a person to participate in a transition or force a person to give it up totally?


I just tapped in the back and the person was shocked as hell and you could almost see blood draining away from her face. She was shattered and seems to be crying but then could have realized that the situation is safe and then gave a whimper of a smile. I kept asking what was the matter and she could only say that she was scared.

How does fear originate? Is it born with us? Is it cultivated for us? Is freedom inclusive of fear?

Should I blame society for its origins? The surrounding's have enough elements called unsocial and our protective near and dear ones shield us to the point that a incident in isolation can shatter us to bits.

Should I blame the individual for acceding to the demands of fear and allowing it become ingrained in the subconscious to the extent that it becomes a natural behavior?

Should I just leave it at that?

Is there a way to de-fear us?

New to job

Fresher's do not know what real work means and if they get into a place where there is no work and easy food and good environment then that becomes benchmark for them. Is this attitude good for economy?

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