Golden Egg at Office or Home!

 

Golden Egg at Office or Home!

This is an old story, Stephen Covey explained with the new paradigm in one of the best seller books: 7 Habits of Highly Effective People [Worth reading book]. Please pay attention to the story and below examples to implement and enjoy the golden egg.

This fable is the story of a poor farmer who one day discovers in the nest of his pet goose a glittering golden egg. At first, he thinks it must be some kind of trick. But as he starts to throw the Egg aside, he has second thoughts and takes it in to be appraised instead.

The egg is pure gold! The farmer can't believe his good fortune. He becomes even more incredulous the following day when the experience is repeated. Day after day, he awakens to rush to the nest and find another golden egg. He becomes fabulously wealthy; it all seems too good to be true.

But with his increasing wealth comes greed and impatience. Unable to wait day after day for the golden eggs, the farmer decides he will kill the goose and get them all at once. But when he opens the goose, he finds it empty. There are no golden eggs-and now there is no way to get any more. The farmer has destroyed the goose that produced them.

I suggest that within this fable is a natural law, a principle—the basic definition of effectiveness. Most people see effectiveness from the golden egg paradigm: the more you produce, the more you do, the more effective you are.

But as the story shows, true effectiveness is a function of two things: what is produced (the golden eggs) and the producing asset or capacity to produce (the goose).

If you adopt a pattern of life that focuses on golden eggs and neglect the goose, you will soon be without the asset that produces golden eggs. On the other hand, if you only take care of the goose with no aim toward the golden eggs, you soon won't have the wherewithal to feed yourself or the goose.

Parental version of goose and golden egg:

Suppose you want your daughter to have a clean room. Your daughter is a goose and the cleaning action is golden egg. She is a valuable asset to produce golden eggs.

But if your paradigm is focused on production, on getting the room clean, you might find yourself nagging her to do it. You might even escalate your efforts to threaten or yell, and in your desire to get the golden egg, you undermine the health and welfare of the goose (that is your daughter)

Bringing values and discipline in children is a good idea that is a golden egg, make sure the goose (your child) is enjoying it.

Manager/Lead version of goose and golden egg:

Assume, you are the lead or manager, you need to get work done from your team. Here work is a golden egg. Your team is goose.

If you keep your focus only on getting work (golden egg) and ignore the health and welfare of your team (goose), you get very less or least productive deliverables. And you will be projected as a bad leader.

If you are focusing only on team welfare and their comforts, by neglecting delivery of work. Organisation will eliminate you. As you are only feeding the goose and not producing golden eggs.

Learn to balance, else you lose the race!

Spouse version of goose and golden egg:

Root of all your success is: Succeed at home first! If you are not successful at home, you lose Interest, Peace and Happiness. You will be in disturbed mindset. With that mindset you have the possibility of experiencing a chain of failures.

To get success at home, you must follow these goose and golden egg principles. Happiness, peace, and cooperation are the golden egg. Your spouse is a goose.

It's your duty to keep the goose happy and healthy. If not, you will miss the golden egg. (i.e., Happiness, Peace, and cooperation)

Don't be greedy in getting only golden eggs (work and cooperation). Pay little attention to goose (subordinates, children and spouse relationships) health.

Corporate Guidelines on Golden Egg:

Your subordinates are not your servants or slaves, they are the beautiful assets who produce golden eggs. Treat them with respect. Because they are working for your success. Recognise and appreciate their hard work. Win their trust. (Ref: How to win trust)

Most of your subordinates may be much smarter than you. Listen to their views and ideas.

If Lead/Manager only projected on work (golden egg) by not recognising employee (goose) health and hard work, with no doubt he/she will be remembered as a worst leader. And in organizational employee review and surveys you have the possibility to receive least ratings and bad reviews on your leadership qualities.

Author: GCV (Vishnuvardhana GC)

• Kannada Blogger

Kereya neeranu Kerege chelli

Author Disclaimer:

I’m not a robot to be constant, consistent and complete, I’m a normal human and my blog will be contradictory like director give multiple movies have different opinions on the same subject or different subjects. I flow like a river, I really don’t look for sand, rock, trees, house, and so on. Intention is helping as many as possible before reaching the ocean. I strongly recommend to consult expert’s advice to follow and adopt any methods. The intent of the author is only to offer information of a general nature to help you in your quest for emotional and spiritual well-being.

Need of Employee Engagement Survey

 

Need of Employee Engagement Survey

It happened in the one of my previous office. One of my managers got demoted as an individual contributor. Our director called a meeting and informed us that so and so person will be the new Manager and existing person will be individual contributor, as he requested to become individual contributor.

I was shocked!!! Later I got to know that it is not position change but a demotion. This demoted person got the least rating in the organisation survey in employees’ satisfaction and engagement.

It was so true; it was a possibility that he received such ratings because that person was interested only in self- appraisal and favouritism. For example, he used to always recognise (give awards) people who spoke Malayalam (Kerala). Later he was getting a party from the rewarded person. This was disclosed by another Malayali guy who had bonding between Malayali’s and others.

Regarding Employee Engagement Survey:

It was an anonymous survey, they took high level ratings and comments of each leader and manager like who is doing what at the workplace.

It was a very beautifully designed survey, similar questions were asked multiple times (repeatedly) in different patterns, so that it will provide correct feedback from the employees.

This is an example; I'm sure many organisations have this issue. Some organisations are very badly exposed in glass doors, social media and google reviews.

We are Small/Medium Sized Organization, we don’t need any survey?!

You are wrong! I agree in the small organizations; It's impossible for one to hide his team members' achievements. And every management head is aware of who is doing what.

In my opinion, having an employee survey gives a clear picture of all the leads and managers working style, employee engagement and employee satisfaction.

Because, many a time leads and managers don't treat employee's health, they only focus on deliverables. Some of them shout or point out the negative things in open meetings, about their team members. This damages employee self-respect and trust.

Due to the above reasons, most of the attrition happens in the organisations.

Using authority, position, micromanagement and critics on team members:

Leaders should win the trust of their subordinates. Then their team members out-perform. In my experience, I have witnessed great results and great deliverables with the people who are using true leadership qualities.

Using authority, position, micromanagement, we can get results. They only meet the expectations. But it destroys organisation reputation and employee interest.

Just watch few of the meetings (3 to 4 different internal status meetings). If you are noticed people commenting negatively on their own team members in their presence in front of the entire team. That is an indication of bad leadership quality.

If a leader treats his/her subordinates this way, how will their team members trust them and deliver great results. When their own supervisor has no trust and no respect towards them?

During my journey, I have observed lack of maturity in these leaders. They may be thinking, bringing those topics, negative critics about their own team members in crowded meetings shows their greatness and commanding nature. I call this is a stupidity. I think it will destroy trust, organisation reputation and productivity of the employee. And your office reviews in social media.

True leadership qualities:

As a leader, you should have a trust on your own people or team. They are working for you. Have a 1 on 1 meeting with them to discuss and resolve issues internally. Complaining is not the leaders’ job. Correcting is the leaders’ job. If it's really impossible to correct or resolve, escalate in different forums, not in open meetings. Remember, escalation should the last options, not the first option.

One should appreciate someone in public, criticize in private. These immature leads/managers are doing exactly opposite of it. I have witnessed this several times and in several meetings.

If we win the team members hearts through our good words, trust and motivation, we have the possibility to see people exceed expectations and work with higher involvement.

I have been doing this for years. Witnessed tremendously wonderful results and delivery.

Every single team/person I touched in the many organizations, they have given feedback as we love to work with you or work for you. Many of them told me on calls (chat/skype) and some of them shared through phone calls. This feedback is going to enhance your office reputation as well.

Many of the office negative feedbacks about managers and leaders on public platforms destroys organization health and reputation.

Here are few of my most recent feedback references I received from my team.

Law of Karma works everywhere:

Your subordinates are not your slaves! treat your subordinates with respect! You get what you give. If you give bad, get ready to receive bad. Whatever you put into the universe it will come back to you. Karma has no menu, you get served what you deserve.

If you are looking good reviews on your leadership quality. Be a good leader! Remember, today’s employees are tomorrows leaders they will follow your footsteps (by watching you) and they will be leading your children or grandchildren. Try to be a great leader, that should inspire your subordinates and joiner!

My personal belief: Earning with good Karma is the real earning. Earning with bad karma is burning.

Finally, bringing employees surveys gets you the true leader’s visibility, need improvement areas. This also helps in your organizations branding…

Author: GCV (Vishnuvardhana GC)

• Kannada Blogger

Kereya neeranu Kerege chelli

Author Disclaimer:

I’m not a robot to be constant, consistent and complete, I’m a normal human and my blog will be contradictory like director give multiple movies have different opinions on the same subject or different subjects. I flow like a river, I really don’t look for sand, rock, trees, house, and so on. Intention is helping as many as possible before reaching the ocean. I strongly recommend to consult expert’s advice to follow and adopt any methods. The intent of the author is only to offer information of a general nature to help you in your quest for emotional and spiritual well-being.

Easy ways to Get Success in corporate!

Easy ways to Get Success in corporate!

Success in corporate! It’s easier than you imagine. Trust me and please read this till the end to get hints and clarity on it.

Every field and sector has lots of competitions. Compared to other sectors, corporate is very easy to get success. In other sectors 90% people are in race, remaining 10% are just out of race. Here in corporate 90% people are out of race, only 10% are in race.

Let me explain how: in cricket 90% of all the players try extra mile, extra innovations, extra effort to get selected or to get success. competition in cricket is very difficult. Whereas in corporate 90% of the people are doing only their given job. Only 10% of people do something beyond their job (doing extra). If you consider this %, only one or two people in your team can give some competition in the race. Remaining are not in the race. In corporate, you don't need to run, just a brisk walk itself makes a difference.

Corporate Success Laws:

1. EGO: Delete your EGO, you are here to help the organisation to make more profit. Don't bring your personal interests. (Example: you are skilled at one paid tool, but using a free tool brings revenue to your organization, just go for it. Nokia is the best example, it stayed with symbian OS or Microsoft by not moving to Android)

2. Dress Code: Follow the office dress code. You may feel casual wear gives you a better look. But organizations don't care about our personal interests and is interested  about its image across the other organisations and clients.

3. Emails: Write every email, as if it gets reviewed by your company CEO, no casual or friendly emails. You never know at what time, which of your emails get referenced to clients or higher management due to the project needs.

4. Hair Style: Yes, it matters. Archimedes and Einstein looks are good for architect or scientists kind, because they pay less or no attention to their looks. But in corporate except scientists, others are expected to be in professional haircut and styles.(Ref: Hair style matters)

5. Time Management: Be on time and punctual, it requires no extra effort, it’s just a time management skill. This will save organisations money. Assume: Team meeting gets delayed by 3 minutes because of  you, as you are running late. 10 of your teammates have to wait, you are wasting 30 minutes of the organization time, time is money in corporate.

6. No Favourites: Have no friends or relationships when you are at work. Because this kills your personal reputation and organisation's discipline. This creates an entry point to gossip and internal politics.

7. Be Transparent: Be totally unbiased when hiring new talents, don't bring: cast, religion, colour, gender, or anything. Organisation trusted you and provided a hiring opportunity. Consider all the quality parameters before recommending anyone.

8. Help all: If your team or other teams approach you for help, just jump in and help them in the most respectful way. It's an opportunity for you to create value to the organisation and you never know when you will need help from them.

9. Respect all: Respect every individual the way you respect and treat the billionaire or wise. It indirectly increases your respect and visibility in the organisation. Never discriminate people by their years of experience, gender, skills and position. Everyone is a very important asset to the organisation.

10. Self-discipline and self-control:  Self-discipline helps to improve your organizing and prioritising skills. Self-control is a great asset; it's based on your emotional intelligence. If you are master in dealing with your emotions, you are good at dealing with others. Humans are emotional creatures, dealing with them is nothing but dealing with their emotions.

11. Be Honest: if you want to build trust with your teams and clients, try being honest. 

12. Learn to accept mistakes: accepting your mistakes requires courage and self-confidence. By accepting mistake, you increase your trust level. It also shows how transparent you are.

13. Learn to say NO:  Never over commit and under deliver, it’s always good to under commit and over deliver. Learn to say NO and have right reasons to justify your NO.

14. Appreciate and Thanks: Today all are busy in getting appreciation, but no one is appreciating others. Find a reason to appreciate someone for something and never forget to say thanks.

My Salary Hike:

Don't ask for a salary hike and promotion, organisation should recognise and give. Why? Let me give my own example.

When I was working in my first organisation, after 2.5 years. My manager called me for a one-on-one meeting. He told me he is going to promote me as lead. I rejected his offer. And said no Sir lead role requires a lot of patience and management skills. By giving my manager (Prabhakar Chigateri, he is my role model) example, I want to be like him to take that role. He did not agreed! He said; No you are already doing a lead role, by observing that only I'm offering this to you. He gave me 3 days’ time to come back and tell my opinion. After 3 days again I denied his offer. He forced me as; how many years you wanted to do what you are doing right now? It's a time for you to move forward and take up the responsibilities and don’t worry I'm with you, accept and move on. I finally agreed.

I don't know how many people do this self-evaluation, before taking roles and responsibilities. I witnessed many are getting a lot of stress and tension to get promotion in their job.

You don't believe, in my career only once I asked for a salary hike in our appraisal meeting. My manager (Prabhakar Chigateri) asked me why are you asking this. I told him, during the weekend meeting with my friends, I got to know; we need to ask and fight for hike in appraisal meeting. (Yes, it was a very transparent answer by me) My manager told me, Vishnu don't get influenced by your friends and others. Be true to yourself. I understood what he meant, till today I never asked for any hikes in any of the appraisal meetings.

Even at the time of recession also, I received a 30% hike in the same organisation. How? As I said, in corporate you don't need to run, just a brisk walk brings you a victory. Because there is no race.

I don't think Sundar Pichai is fighting with his manager to get hike and promotions. Don't demand hikes and promotions, your deliverables and skills should command them.

My Job Promotion:

Only once I suggested myself for promotion with my manager (one of the previous offices) in a very polite way, as I was doing some management role, that was about to get delivered from the 2-level senior designated people than me. To justify my role, I requested that. In a day I got recommended for the promotion and I got promoted as well. But I felt very bad about it. As I said, one should not demand for promotion, their work should command it.

Flowers look beautiful when they bloom on its own. It will look ugly if you forcibly tear and make it blossom. Fruit is tasty when it ripe naturally. If you put chemicals you make them ripe early, it will not be that tasteful and healthy.

Story from Katha Upanishad: Nachiketa (young boy) answers Yama, as Yama offers some money and Wealth to Nachiketa as an exchange to compromise. Nachiketa says to Yama: One is supposed to get, what he is supposed to get in his life. If one earns undeserved money or wealth, it will not stay with him. If one not earned due to injustice or politics or any other reasons? No need to worry, he will surely get them, in one or other way. If you understand Katha Upanishad story, you don't need to worry about your earnings or losses.

It’s very important, one must follow office policies and guidelines:

My office policy guides me to wear collar neck T-shirt. One day I was with round neck T-shirt my HR head pointed that (just kidding way), I was feeling guilt. Never repeated that again. My office suggested to use one email signature, but I like different signature. I just threw out my personal interests and started following the suggested one. You may question, why we need to follow all the offices suggestions or policies? I'm doing my work perfectly; I don't follow other things. This is absolutely against the corporate culture. You never know, your organization is respected and recognised based on their set standard, by denying them you are disrespecting your organization and spoiling organization’s reputation.

How important is it? Assume, one of your most important festival or ritual you have not followed dress code as per culture (ex: your marriage you go with half plants). How the entire community is going to treat you. Same way one should bow down to the office policies or procedures. No corporate ever introduced impossible things in policies.

Again, following all these policies are easy, fact is 90% of them are ignored. Following these itself you make a difference, no extra effort needed. Here you don't need even a brisk walk, just a walk itself makes a difference.

How to treat office work?

Treat your office work, the way you treat your personal work. Assume you need to get passport, they ask your ID proof, photo and so on. If you don't have all those, you go to the places where you get them and act to obtain all required documents. If the photo studio is closed, you go to another one or another one till you get photo. Because it's needed for your passport. Similarly, when office work comes, simply don't throw it into others plate by saying it’s their job and so on. Sometimes it's your duty to follow up and get things delivered.

You may say as, I'm following all the rules and instructions very sincerely but success is to far for me. Remember, following all the examination rules will not get you pass results. You must create value to the organisation. Again, it's not based on how many hours you work, it based on how much value you create from your work.

Again, you may say, I'm 100% disciplined, punctual, hardworking, value creation person. Unfortunately, due to office politics and favouritism, people like me will never get any growth. Here is a solution: Negative thinking and Negative vibrations will push you down. It's a metaphysical fact, [some call as law of attraction] our thoughts are very powerful tools. If you use them to destroy yourself, they will destroy you. Being ambitious and thinking positively will create different frequencies and vibration's in you, they will take you to the success path. Stop complaining and learn to improve your required skills.

If you are blaming or in the company of blaming people, you have no possibility of getting any success or growth. How management supports the people who are throwing negative comments and a lot of disrespect to their own organization. Stop gossiping and keep distance from gossiping people.

By following all the above, still if you are not achieving success in the corporate. Just chill! Real success in life is, one should live a peaceful and joyful life. Examine the life of teachers, doctors, and daily labourer's; most of them are serving only one job and one designation till they get retirement. They are doing wonderful service in their given job. That itself is a success, have no desperation towards success in job, that will lead you to depression and chronic health issues. Being ambitious is not wrong. Make sure you are just celebrating every moment in life.

Author: GCV (Vishnuvardhana GC)

• Kannada Blogger

Kereya neeranu Kerege chelli

Author Disclaimer:

I’m not a robot to be constant, consistent and complete, I’m a normal human and my blog will be contradictory like director give multiple movies have different opinions on the same subject or different subjects. I flow like a river, I really don’t look for sand, rock, trees, house, and so on. Intention is helping as many as possible before reaching the ocean. I strongly recommend to consult expert’s advice to follow and adopt any methods. The intent of the author is only to offer information of a general nature to help you in your quest for emotional and spiritual well-being.   

Whatever you do others can do, but not how you do!!!

Whatever you do others can do, but not how you do!!!

This is a lesson to the management, leaders, and organizations, please pay attention to the subject you are focusing on.

Many times, corporate do reshuffle and reorganization, when doing this, they majorly focus on: Resources, Skills, Experience, Team Sizes and Expectations.

But Beyond the above skill, something comes that is not visible and measurable, but identifiable, if consciously paid attention it.

Let me give an example:

It’s one of my previous interview experience, I had cleared all the technical rounds of interview, finally my interview scheduled with the vice president of the organization. I answered most of his questions, finally he triggered his final question: why I need to hire you?

My answers were: I know Bengaluru has ocean of great talents and skills, if you try same QTP Automation experts (at that time, I was QTP expert) you can find a thousand people, who are better than I, concerning experience, skills, and technology. But you cannot find a person like me, I myself is a special, I'm aware of it. I can't prove it, until you experience it.

He was looking in my eyes, my confidence, my determination that interview got over. I got shortlisted.

In the above case interviewer never seen anything about me, but he sensed it! what I’m and what’s my potential. Yes, that is the truth. All the things, we sense may not be physical or visible to the external eyes, but one can experience internally. Those things matter a lot, for business, relationships, and friendships.

Many a times' managements think resources, skills, experience, and expectations, when doing resize, reorganization and staffing. Majorly organization look for money if we remove one costly resource, we can hire two resources in his/her place. Many a times organization do this mistakes and experience downfall or losses by taking decisions with the above parameters.

Team, Projects or Firms run by the invisible power of the person or leader who is leading or contributing, other than skill he has some magnetizing power to bring things in and out.

Person and Power:

Every computer looks same from outside, when you look for internal configuration (hardware and software), it varies from computer to computer. Similarly, every individual has capacity to gain some powers (soul or aura energy). This is a cosmic power which will come by lot of efforts in that field, as per Indian philosophy these fields are divided into four classes: Karma Yoga, Kriya Yoga, Bhakti Yoga, and Gnana Yoga.

If a person gained any of the above yogic power. He/she has capacity to give tremendous results in their filed. They may not be greatly skilled or experience in that field, but universe responds differently for their requests and prayers.

As Swami Vivekananda said:

In the history of mankind, you will find that there come these messengers, and that from their very birth their mission is found and formed. The whole plan is there, laid down; and you see them swerving not one inch from that. Because they come with a mission, they come with a message. ... When they speak, each word is direct; it bursts like a bomb Shell. What is in the word, unless it has power behind? What matters it what language you speak, and how you arrange your language? What matters it whether you speak correct grammar or with fine rhetoric? What matters it whether your language is ornamental or not? The question is: whether or not you have anything to give? It is a question of giving and taking, and not listening. Have you anything to give? That is the first question. If you have then give.

When organization replacing someone, they only look; is another person is capable to do what current person is doing? But they miss seeing; is the new person is capable to do, how he/she was doing and is the new person has that invisible power/aura! It is very important and crucial for every organization. Every leader or organization should look for: HOW instead of WHAT and it should also look for POWER/AURA level instead of experience, or skills. (Note: Finding once Aura level is very difficult job, if person in conscious and expert in sensing people, he/she can sense that)

HOW: is tremendous thing! HOW has no definitions, HOW may not be stable, predictable, and imaginable? It's dynamic, spontaneous and creative, HOW varies based on time, location and situation with person.

POWER/AURA: is invisible, immeasurable, and unknown. This can be only seen in results or synchronization of teams, work or deliveries.

POWER/AURA terms used for person’s Yogic invisible energy, it’s nothing do with person physical energy and physical capacity.

Example:

You need to call someone. Everyone knows WHAT to do, when to call someone? Only few knows HOW to call someone!

When you are calling someone, you are using same words, but sense of situations, sense of humor, sense of age, sense of location, sense of importance, sense of urgency and person’s power/AURA matters. Based on that, one dynamically adjusts calling tone, vibration, sound, volume, gesture and frequency.

This tone, vibration, sounds, volume, gesture and frequency are built-in features to the person who knows: HOW and has that invisible POWER/AURA.

If you are hiring someone who has answered all your questions, you are just hiring one computer. Computers have no creativity, no sense, and no spontaneity. (Including all AI and machine learning, everything is working based on set of predefined instructions) human capacity is infinite, it is very creative, spontaneous and unpredictable. It takes decision based on: HOW and based on his/her invisible POWER/AURA.

Many a time teams or organizations or sports or games lose or experience failures by removing one person who knows: HOW and who has POWER/AURA. Similarly, many teams or organizations or sports outperformed by adding/hiring one or few people who knows: HOW and who has POWER/AURA.

If you are experiencing exceptional results in team or organizations? It happens when they have a leader or member who knows: HOW and who has POWER/AURA. Similarly, some teams lose to qualify eligibility or failed to deliver minimum things, when they have leader who doesn’t know: HOW and who don’t have that POWER/AURA.

Example: Hit movies, Best Companies, Champion team are associated with the people who knows HOW and have POWER/AURA. That is one of the main reasons the best CEO’s or Leaders in demand, similarly the best actors or actress are in demand.

Here is an example of CEO Bethune, who know HOW and have POWER/AURA: (Ref Book: Start With Why: How Great Leaders Inspire Everyone To Take Action By: Sinek, Simon)

Continental Airlines—the worst airline in the industry. In 1994, the year Bethune took over as the newest CEO (after ten CEO's in that decade), the company had lost $600 million and ranked last in every measurable performance category.

But all that didn't last long once Bethune arrived. The very next year Continental made $250 million and was soon ranked as one of the best companies to work for in America.

How Company turned: From Worst to First? With SAME RESOURCE, SAME TOOLS, SAME PEOPLE? This is because Bethune has that invisible POWER/AURA and used great weapon TRUST, which helped him to influence the entire organization to driver towards his goals. As I mentioned above: universe responds differently to the people who know: HOW and who has POWER/AURA.

Here is another story which demonstrate HOW:

In the middle of Sea, ship engine broken; they brought technician from boat to fix. He came and observed the situation, using his little hammer, he gave a hit in one particular area of the engine, and asked to start the engine. Surprisingly it got fixed! They asked what the fee? He said $2000. They questioned the technician, just a small hit by a little hammer, you are charging this much? Technician replayed with smile: to hit from the hammer I'm not charging much, it costs only $2, I'm charging $1998 for the experience in 20 twenty years I learned HOW to hit. If you hit harder you break the engine, if you hit lighter you can't fix the problem. You are paying money for my experience on HOW.

HOW is invisible, this requires lots of Penance (Tapassu) to learn HOW. It's not written in any book. It comes to the people who have great interest in studying and working in one particular field. Still, it's invisible and suddenly unattainable. That comes to the one who puts lot of effort in the field or gained by any of the above-mentioned yogic practices. When one knows about this, World will connect in such a way…anything they touch it brings a victory.

Watch these videos, every shot of Sachin Tendulkar says: HOW and what is that invisible POWER. Many people know cricket, only few like Sachin Tendulkar knows HOW to play. Similarly, very few people like M.S. Dhoni, knows HOW to lead.

https://youtu.be/SUv-YNdPAU8

https://youtu.be/WBpVPpc-Uus

Person who knows HOW and has cosmic POWER/AURA alignment, are unstoppable, unimaginable and immeasurable. Things just happen for those.

Before taking major calls on hiring new or replacing existing resources, Every corporate should look for: Whatever one person is doing, others can do, but not how he/she do.

Author: GCV (Vishnuvardhana GC)

• Kannada Blogger

Kereya neeranu Kerege chelli

Author Disclaimer:

I’m not a robot to be constant, consistent and complete, I’m a normal human and my blog will be contradictory like director give multiple movies have different opinions on the same subject or different subjects. I flow like a river, I really don’t look for sand, rock, trees, house, and so on. Intention is helping as many as possible before reaching the ocean. I strongly recommend to consult expert’s advice to follow and adopt any methods. The intent of the author is only to offer information of a general nature to help you in your quest for emotional and spiritual well-being.