RELEVANCE OF MYTHOLOGY: BEHAVIOURAL LESSONS FROM ICARUS/ JATAYU

Tales from the Mythology & Us

Sometimes, the mythology that resounds with us the most reveals much about where we are in life. How we interpret the ancient stories reveals more about our internal struggles than the motives of the authors who lived thousands of years ago. Mythology is a fascinating topic that has captivated people for centuries. It is the study of traditional stories, legends, and folklore that have been passed down from generation to generation.

While many may believe that mythology is a relic of the past, it is still very relevant today. Firstly, mythology helps us understand our cultural heritage. Every culture has its own unique set of myths and legends that define its identity. These stories provide us with a glimpse into the beliefs, values, and customs of our ancestors. Secondly, mythology can help us understand ourselves. Many of the stories found in mythology are allegories that explore the human experience. They can provide us with insights into our own fears, desires, and struggles. For example, the story of Icarus (or Jatayu, that which we will see in detail) warns us about the dangers of hubris and the consequences of ignoring sound advice.

Thirdly, mythology can inspire us to greatness. Many of the heroes and heroines in mythological stories exhibit qualities such as bravery, wisdom, and compassion. These stories can inspire us to strive for these same qualities in our own lives. For example, the story of Hanuman teaches us about the value of perseverance, loyalty, and the rewards of hard work. Fourthly, mythology can help us make sense of the world around us. In today’s complex and rapidly changing world, it can be difficult to find meaning in the events that shape our lives.

Finally, mythology can help us connect with others. The stories we tell and the myths we believe in are an important part of our shared cultural heritage. By sharing these stories with others, we can build connections and foster a sense of community. In a world that often seems divided, mythology can help us find common ground and build bridges between different groups.

They say mythology was initially used to communicate ideas that the proponents of civilization felt were crucial for their citizens to understand and incorporate in their lives. As it has been demonstrated, there are more lessons that can be taught from mythology than just history or philosophy. These stories are powerful and interesting, and have concepts and ideas that can be studied that one might not initially realize. Such a story as Icarus (Or that of Jatayu), is one of the first references to man attempting a long flight.

Icarus: Greek Mythology

Daedalus looked for a way to break out of imprisonment. There was no escape at sea, which was dominated by seafarers who were loyal to Minos. The land crawled with Minos’ soldiers. Daedalus saw only one option for escape: the air. Daedalus gathered feathers from the rocky shore and used hot wax to create a structure in the shape of wings. When one pair successfully carried him into the air, he created another pair for his son and taught him how to fly.

Lessons to Take Away from Icarus

The traditional moral of the story is to beware ambition because risks can lead to unexpected consequences; however, there are far more lessons to be learned from Icarus.

A) Ambition Is Not Always Rooted In Pride: . . . Why did Icarus fly so high? Perhaps it was because he wanted to know what it would be like to touch the sun. Or maybe he flew too high purely by accident – simply enthralled by the pleasure and exhilaration of the flying— the wind in his hair and the sun warming his face– and forgot to pay attention to where he was going. Maybe he was chasing a high, longing to experience what he thought the ecstasy of that warmth would feel like after being locked away in a cold stone tower in the dark for such a long time.

B) Escape Takes Many Forms: . . . Icarus was trying to escape from a violent fate on the island of Crete. For some freedom is merely physical. Icarus was no longer trapped behind bars or locked in a tower, but he still wanted more.

C) Being Passionate Towards Achieving Our Dreams: . . . Icarus was passionate. He gave his life to achieve his dreams. To him, reaching the sun was worth any cost. It made him forget everything else. The sun was the only thing that existed for Icarus, and he had no desire for the rest of the world. One can imagine that, as he fell from the sky, he could only stare longingly back at that ill-fated star and admire its beauty. We can all think of being in love with our goals like Icarus loved the sun.

D) The Importance Of Listening To The Wisdom Of One’s Elder: . .

However, Icarus was exhilarated by his newfound power of flight. He soared high into the heavens, ignoring his father’s warning. Daedalus (Icarus’s father) was a master craftsman and an accomplished inventor. Icarus’s ignoring of his father’s warnings resulted in his death, which is a not-so-subtle warning to the youth of the society. There was no room for disobedience and disrespect of one’s elders in our mythology. We should always revere our elders and heed their advice, before we go our own way.

E) Understanding One’s Limitations (Or) The Limitations Of One’s Situation: . . . Icarus let the sheer exhilaration he felt from the act of flying distract him from the limitations of his wax wings. We often let the exhilaration of various activities and the sense of youth and a future distract us from the fact that we are still very much mortal and it could all easily end. We have to define what exactly is too far or too much for us in order to know how much we can achieve without negatively impacting ourselves. Setting boundaries means specifying to the people in our life what we can give and share, but also what we need from those relationships.

F) Failure Is Not Something To Be Feared: . . . Maybe Icarus didn’t touch the sun, but he got closer than any man ever had before. He breached domain that was thought only to belong to the gods as he conquered the skies. His flight was revolutionary and far beyond what was thought possible for humankind. The road to progress is paved by people who take risks. Perhaps, his flight was enough to give others (prisoners on the island of Crete) hope. Icarus makes us ask ourselves what we would do with a chance to fly.

G) Too Much Of A Good Thing: . . . There was nothing wrong with Icarus enjoying the experience of flight. However, he let this enjoyment cloud his judgment. He was only focused on the pleasure of the experience and lost sight of its purpose, his gateway to freedom. Instead, his pleasure brought him crashing down. More often than not, too much of a good thing has unexpected consequences. These can vary from substance abuse having a direct influence on our body to more abstract ideas like too much attention being spent on devices or activities versus one’s loved ones.

H) The Importance Of Being Balanced: . . . This applies to all aspects of our life: physical, mental, financial, social, emotional and spiritual. We should not be too greedy and want everything and neither should we be too fearful and avoid everything. Greed and fear are two emotions that direct lot of what we do. We need to consciously be aware of these emotions as we live our lives and make sure we do not fall prey to either of them.

I) Greed and Arrogance: . . . The newfound ability was too intoxicating for Icarus. His father might have constructed the wings, but it gave Icarus an ability everyone has long dreamt of: Being able to fly. He now had that ability, and understandably, it was a rush. He was excited- he let it go to his head. Ignoring his father’s cries and prior advice, he went higher. Ambition and arrogance outgrew his ability, and he died for it.

J) Being Intoxicated With Ambition: . . . Daedalus (Icarus’s father) built wings for both of them, and he stayed at a safe altitude and flew safely, and that can be contrasted with Icarus’s carelessness. Daring and innovation works just fine if we understand their limitations, but they’ll destroy us if we don’t.

Daedalus was still able to fly perfectly at certain heights. However, it is Icarus who literally got “above his place” and flew too high. Icarus thought that he was the greatest human being, as he was the only mortal who could fly. However, his wings came apart and he crashed into the sea.

The Ramayana- Jatayu and Sampati

The Indian epic Ramayana contains a similar tale of what happens when you fly too close the sun. Jatayu  and Sampati (The sons of Aruṇa & Shyeni) are two demigods in the shape of birds, who also happen to be brothers. During their youth, Samapati and his younger brother, Jatayu, in order to test their powers, flew towards Surya, the solar deity.

As a consequence, it was Sampati who had his wings burnt, descending towards the Vindhya mountains. Incapacitated, he spent the rest of his life under the protection of a sage named Nishakara, who performed a penance in the mountains. Sampati is said to have been enlightened with spiritual knowledge in these mountains by sages, who told him to cease lamenting about his broken body, and wait patiently until he is able to serve Rama. He never met his brother alive again. Sampati, unfortunately, never recovers from this incident, and lives a sad, flightless life in the forest. Although Jatayu’s wings are only partially burnt, he also falls. Eventually, Jatayu is able to recover and has further role to play in the rescue of Princess Sita.

Just like the Daedalus and Icarus myth, the tale of Jatayu and Sampati warns readers not to be reckless or overstep their bounds. But unlike Sampati, Daedalus never tries to shield Icarus from the sun. Because of this, the Indian myth contains a stronger lesson about the importance of sacrificing yourself for others (especially your family).

Finding The Balance in Our Lives

We all have, and are given, wings to fly on and it is our choice what we do with them. Do we not use them and never take flight? Do we accept them as they are and fly proudly on them to new destinations? Or do we misuse them, flying too high, too close to the Sun, destroying our gift and ourselves in the process? If we don’t fly—or try to fly too high like Icarus, the myth teaches us that we will find ourselves falling into the depths of emotional despair, drowning in our egoic feelings (as represented by the sea Icarus drowned in).

To make the most of our gifts, we don’t need to make ourselves into more than we are, you don’t need to fly higher than we can and burn, but we also don’t need to stay down on earth, denying our own wings to fly. Icarus teaches that we have power over what we do with our gifts, and to what heights and destinations they take us.

In today’s fast-paced world, finding balance in our lives can be a challenge. We juggle multiple responsibilities and commitments, and it can often feel like we are running on a hamster wheel, never quite getting anywhere. However, finding balance is crucial to our overall well-being.

Firstly, it is important to prioritize. We cannot do everything at once, and trying to do so will only lead to burnout. It is essential to identify the most important tasks and commitments and focus our energy on those. Secondly, we need to learn to say no. It can be challenging to turn down requests for our time and attention, but saying yes to everything will only lead to overwhelm. We need to set boundaries and be clear about our priorities.

Thirdly, it is important to take care of ourselves. We cannot pour from an empty cup, and neglecting our own needs will only lead to burnout. Self-care looks different for everyone, but it might include things like exercise, meditation, spending time with loved ones, or engaging in a creative hobby. Finally, it is important to remember that finding balance is an ongoing process. Life is full of twists and turns, and what works for us one day may not work the next. We need to be adaptable and willing to adjust our priorities as needed. We also need to be patient with ourselves and remember that finding balance is a journey, not a destination.

The Two Facets of Living Life

The story of Icarus presents the notion of two facets of living life, namely:

Being too humble has its own disadvantages too because once we start caring excessively about others, they might walk all over us instead of recognizing the generous behaviour. Hence, Icarus’s father plainly exhibits that we shouldn’t fly too high that we forget our roots (else the wings shall melt) and we shouldn’t go too low as it may prove fatal to our overall flight. Either way, it’s maintain balance or be killed.

Content Curated By: Dr Shoury Kuttappa

UNDERSTANDING THE PARETO PRINCIPLE (THE 80/20 RULE)

The Pareto principle states that for many outcomes, roughly 80% of consequences come from 20% of causes (the “vital few”). Other names for this principle are the 80/20 rule, the law of the vital few, or the principle of factor sparsity.

Management consultant Joseph Juran developed the concept in the context of quality control and improvement, naming it after Italian economist Vilfredo Pareto, who noted the 80/20 connection while at the University of Lausanne in 1896. In his first work, Cours d’économie politique, Pareto showed that approximately 80% of the land in Italy was owned by 20% of the population. The Pareto principle is only tangentially related to Pareto efficiency. More generally, the Pareto Principle is the observation (not law) that most things in life are not distributed evenly. It can mean all of the following things:

The Uneven Distribution

What does it mean when we say that things aren’t distributed evenly? The key point is that each unit of work (or time) doesn’t contribute the same amount. In a perfect world, every employee would contribute the same amount, every bug would be equally important, every feature would be equally loved by users. Planning would be so easy. But that isn’t always the case.

The 80/20 principle observes that most things have an unequal distribution. Out of 5 things, perhaps 1 will be good. That good thing/idea/person will result in majority of the impact of the group. Of course, this ratio can change. It could be 80/20, 90/10, or 90/20 (the numbers don’t have to add to 100 even). The key point is that most things are not 1:1, where each unit of input (effort, time, labour) contributes exactly the same amount of output.

The Upside of the 80/20 Principle

When applied to life and work, the 80/20 Rule can help separate the vital few from the trivial many. For example, business owners may discover the majority of revenue comes from a handful of important clients. The 80/20 Rule would recommend that the most effective course of action would be to focus exclusively on serving these clients (and on finding others like them) and either stop serving others or let the majority of customers gradually fade away because they account for a small portion of the bottom line.

The 80/20 Rule is like a form of judo for life and work. By finding precisely the right area to apply pressure, we can get more results with less effort.

An Everyday Example – Home Cleaning 

Let us say we are cleaning our house. Some people might approach this by distributing their effort evenly across a variety of tasks, including dusting, vacuuming, and mopping each room. But this probably is not very efficient — it would take many hours to get everything done. The Pareto Principle tells us that 80% of how clean our house appears comes down to 20% of our cleaning efforts. Again, we don’t need to work out exactly what 20% of our cleaning looks like. But we do need to ask questions like:

We might conclude that giving the house a quick vacuum, clearing away the bulk of the clutter, and dusting down the main surfaces makes a huge difference. Or perhaps we figure that visitors will spend most of their time in the living room and dining room, so we will focus on them and only give other rooms a cursory clean? But giving every mirror a perfect polish and removing every speck of dust from the house might not make such a big difference to the overall result. 

The Downside of the 80/20 Principle

We get one, precious life. How do we decide the best way to spend our time? Productivity concepts will often suggest that we focus on being effective rather than being efficient.

Efficiency is about getting more things done. Effectiveness is about getting the right things done. In other words, making progress is not just about being productive. It’s about being productive on the right things. But how do we decide what the right things are? The 80/20 Rule states that, in any particular domain, a small number of things account for the majority of the results. The point is that the majority of the results are driven by a minority of causes. There is a downside to the 80/20 principle, and it is often overlooked. To understand this pitfall, here is a story.

A Story: Audrey Hepburn- A New Path

Audrey Hepburn was an icon. Rising to fame in the 1950s, she was one of the greatest actresses of her era. In 1953, Hepburn became the first actress to win an Academy Award, a Golden Globe Award, and a BAFTA Award for a single performance- her leading role in the romantic comedy Roman Holiday. Even today, over half a century later, she remains one of just 15 people to earn an “EGOT” by winning all four major entertainment awards: Emmy, Grammy, Oscar, and Tony. By the 1960s, she was averaging more than one new film per year and, by everyone’s estimation, she was on a trajectory to be a movie star for decades to come.

But then something funny happened- she stopped acting. Despite being in her 30s and at the height of her popularity, Hepburn basically stopped appearing in films after 1967. She would perform in television shows or movies just five times during the rest of her life. Instead, she switched careers. She spent the next 25 years working tirelessly for UNICEF, the arm of the United Nations that provides food and healthcare to children in war-torn countries. She performed volunteer work throughout Africa, South America, and Asia.

Hepburn’s first act was on stage. Her next act was one of service. In December 1992, she was awarded the Presidential Medal of Freedom for her efforts, which is the highest civilian award of the United States.

The Shortcoming of the 80/20 principle:

For a moment, let us all Imagine it is 1967. Audrey Hepburn is in the prime of her career and trying to decide how to spend her time. If she uses the 80/20 Rule as part of her decision-making process, she will discover a clear answer- do more romantic comedies. Many of Hepburn’s best films were romantic comedies. They attracted large audiences, earned her awards, and were an obvious path to greater fame and fortune. Romantic comedies were effective for Audrey Hepburn.

In fact, even if we take into account her desire to help children through UNICEF, an 80/20 analysis might have revealed that starring in more romantic comedies was still the best option because she could have maximized her earning power and donated the additional earnings to UNICEF.

Of course, that’s all well and good if she wanted to continue acting. But she didn’t want to be an actress. She wanted to serve. And no reasonable analysis of the highest and best use of her time in 1967 would have suggested that volunteering for UNICEF was the most effective use of her time. This is the downside of the 80/20 Rule: A new path will never look like the most effective option in the beginning.

Optimizing for the Past or the Future

Let us look at another example. Jeff Bezos, the founder of Amazon, worked on Wall Street and climbed the corporate ladder to become senior vice-president of a hedge fund before leaving it all in 1994 to start the company. If Bezos had applied the 80/20 Rule in 1993 in an attempt to discover the most effective areas to focus on in his career, it is virtually impossible to imagine that founding an internet company would have been on the list. At that point in time, there is no doubt that the most effective path—whether measured by financial gain, social status, or otherwise—would have been the one where he continued his career in finance.

The 80/20 Rule is calculated and determined by our recent effectiveness. Whatever seems like the “highest value” use of time in any given moment will be dependent on our previous skills and current opportunities. The 80/20 Rule will help us find the useful things in our past and get more of them in the future. But if we don’t want our future to be more of the past, then we need a different approach. The downside of being effective is that we often optimize for our past rather than for our future.

The Way Forward

Given enough practice and enough time, the thing that previously seemed ineffective can become very effective. We get good at what we practice. When Audrey Hepburn dialed down her acting career in 1967, volunteering didn’t seem nearly as effective. But three decades later, she received the Presidential Medal of Freedom—a remarkable feat she is unlikely to have accomplished by acting in more romantic comedies.

The process of learning a new skill or starting a new company or taking on a new adventure of any sort will often appear to be an ineffective use of time at first. Compared to the other things you already know how to do, the new thing will seem like a waste of time. It will never win the 80/20 analysis. But that doesn’t mean it’s the wrong decision.

Content Curated By: Dr Shoury Kuttappa

ATTITUDE VS. EXPERIENCE: WHICH IS MORE VALUABLE?

A debate about hiring for attitude versus aptitude has developed over the years. Nearly every job posting includes the type of experience an employer is seeking, which makes sense considering that companies want to locate applicants who have already demonstrated a certain level of skill in that particular industry or role. 

Both the experience (hard skills) and the attitude (soft skills) are given high priority in the initial job requirements. The debate comes to light during the interview and hiring process.

Although the initial requirements highlight soft skills and personality traits as important parts of the job applicant’s qualifications, during interviews, many hiring managers focus on hard skills and experience because they are easier to discuss and judge. As a result, many applicants end up being hired based exclusively on their experience rather than on their attitude. Is it better to hire people on the basis of their experience or their potential? If we believe experience is preferable, and that age equates with experience, there’s no better time than now. But experience is not the issue. The question is, experience of what?

The problem of hiring on the basis of experience gained in a former job is the assumption that it parallels what is needed in the new job. Organisational cultures and situations can and do differ dramatically. There is a litany of highly competent executives like Bob Nardelli, who excelled at GE, but was unable to duplicate that success at Home Depot. Experience is situation-specific.

Experience vs Potential

Experience also tends to equate with baggage. Behaviour is learned. We do what we do on the basis of it having led to success in the past. We’ve all been annoyed by people who insist on telling us how things were done in their last company or last job. There are benefits to learning how other people do things, but the underlying message is that what we’re doing is no good, and that can be demoralising.

So what about hiring on potential? This, too, comes with some small print. “Potential”, may also get translated as “lack of directly applicable experience”. That means giving the individual time to learn, which implies training, coaching and the provision of development opportunities. This one of the reasons many companies fall back on what they hope is the quicker-fix solution of hiring so-called experienced people — it takes less effort.

There are a number of companies that have successfully hired for potential though, notably Southwest Airlines, the originator of the discount airline model. Southwest claims it hires for “attitude” — motivation, energy, keenness, and team spirit. But Southwest doesn’t make the mistake of thinking that’s enough. It follows up with intensive skills and culture training. People learn what behaviour is acceptable and rewarded. Very few organisations make a conscious effort to do this. Instead, people have to learn the hard way.

If we wish to hire people for their potential, we need to define the core competencies for the roles in question. These are things like a demonstrated ability to motivate people, being able to close sales, a record of building effective teams, or being able to make and stand by hard decisions. Either people have done these things or they haven’t. They can be tested and observed. Assessing potential doesn’t have to be subjective — it manifests itself in observable behaviour.

But as James Callaghan, a former British Prime Minister, once said: “Some people, however long their experience or strong their intellect, are temperamentally incapable of reaching firm decisions.” No amount of experience can change that.

What gets us Hired – Attitude or experience?

For recruiters, the longstanding question remains – who makes for a better hire – someone with the perfect experience, or someone with the right attitude?

A positive attitude can transform a workplace. Employers value a positive attitude because of the impact it can have. It’s important to remember that any role – no matter how big or small – gives an opportunity to make a positive impact through the way we work. Employers are looking for people who add to the culture. Workplace culture is important to employers, and the benefits we bring to the collective culture often matter more than our experience and qualifications. The good news is that means there’s more flexibility in how we present ourselves during a job search. If employers can’t imagine sitting beside us and working on a project, then it’s really hard to get hired. So if we don’t show our personality, then it’s difficult for them to choose us over somebody who’s got the same qualifications or experience.

Exhibiting a great attitude at Work

It’s not always easy to show employers how we think, but a great attitude can go a long way. Some ways in which we can show this are:

Knowing how to show our enthusiasm to employers can make a huge difference to whether we are considered for a role. A great attitude can help us stand out – even if we are up against others who may be more qualified or experienced.

Hiring for Attitude

Although it’s clear that attitude should play a major role in the hiring process, there may be some instances when skills and experience really are of utmost importance. In that case, we may want to consider hiring freelancers to design websites, or to create content or code, for example. Here are a few questions we can raise when determining whether attitude or skill set may be more important:

Although this isn’t a comprehensive list, these questions can help to determine what to evaluate during the hiring process. Certain ways in which we can evaluate job applicants’ attitudes during the hiring process may be:

A) Ascertaining what type of attitude is needed for the job. Different attitudes are better suited for particular roles and teams, so it’s important to clearly identify what type of employee attitude is needed for the specific position you are hiring for. For example, when hiring for a sales role, you might want an employee who is charismatic and doesn’t take no for an answer. However, this type of attitude may not be necessary for a graphic design role.

B) Posing questions that reveal attitude. It can be helpful to ask questions like, “Can you tell me about a time you failed?” But instead of focusing on the specific details of their failure, listen to how they frame their response. Do they take ownership of the failure and show a growth mentality, or do they blame others and speak bitterly?

C) Solicit Assistance from our Team. We can get a more holistic view of someone’s attitude by having multiple people assess it. For example, how did they treat the receptionist when they checked in? We can also give the candidate a tour of our office so they can meet other employees, or have select employees sit in on an interview, to assess whether the candidate is a good fit for the company culture.

D) Favouring Internal Promotions & Employee Referrals. It is easier to understand an employee’s attitude if they already work for you. Instead of taking a risk on a new hire, it may be helpful to promote from within your company. Employee referrals are also a great way to gather insight on candidates’ attitudes.

Content Curated By: Dr Shoury Kuttappa

DECISION INTELLIGENCE FRAMEWORKS: THE OODA LOOP & SEAL – CHAPTER 02

***Continued from Chapter 01 (Covered previously: Decision Intelligence and its meaning, The OODA Loop, How The OODA Loop Works: The Four Steps, Success Of The OODA Loop)

Link to Chapter 01:

DECISION INTELLIGENCE FRAMEWORKS: THE OODA LOOP & SEAL – CHAPTER 01

Uses Of The OODA Loop

In general, military planning models are often applied to uses outside of their original context due to their effectiveness in extreme situations. The OODA loop has been adapted to become an important concept in various fields such as business, game theory, information security, law enforcement, litigation, marketing and strategy. Professionals find this compelling because of its common-sense approach to decision-making and its emphasis on staying competitive.

With technology being used everywhere and more emphasis being placed on a company’s ability to collect feedback and analyze competition, this method is now a common approach applied in organizations. In business, OODA loops typically examine what is happening externally and how results are performing to become more agile. Similarly, an organization with a security operations centre (SOC), computer emergency readiness team (CERT) or computer security incident response team (CSIRT) may use an OODA loop cycle to develop an organization’s incident response plan.

Additionally, due to the growth of data analytics in business, the OODA loop is a popular method for handling an influx of constantly emerging information. Companies can achieve better situational awareness when they implement the observe and orient steps to organize data in a way that accurately depicts the business environment. Once the data is placed in context, they can make smarter organizational decisions and actions.

Examples Of The OODA Loop

In its simplest form, the OODA loop is employed by all individuals every day when making a decision.

More complex, higher-stakes versions of the OODA loop in everyday life can be seen when creating a retirement savings plan or buying a home.

Alternatives To The OODA Loop

A few ideas that can be combined with the OODA loop include:

Plan, do, check, act (PDCA) cycle- This is a model geared towards continuous improvement that is also broken into four parts. The process starts by identifying a problem and gathering relevant data to the cause of the problem. Then, this information is used to develop and implement a solution. The results are then confirmed, or checked, before documented and used to make recommendations for further PDCA cycles.

Strengths, weaknesses, opportunities and threats (SWOT) analysis– This is a framework used in business to identify and analyze any internal or external factors that could affect the success of a project.

Getting things done (GTD) method– This is a time management model that helps organizations break larger projects into smaller, actionable tasks. The GTD method is a five step process that is also sometimes referred to by the steps: collect, process, organize, plan and do. All material should be gathered, analyzed and categorized before being transforming into an action plan that is then carried out.

Objectives and Key Results– OKRs are frequently set and evaluated continuously during the project lifecycle to make sure everything gets done on time. They also act as future references to monitor how well you executed your projects.

Porter’s Five Forces– Porter’s Five Forces is a model that identifies and analyzes five competitive forces that shape every industry and helps determine an industry’s weaknesses and strengths. Five Forces analysis is frequently used to identify an industry’s structure to determine corporate strategy and in decision making. 

SOAR Analysis– This is a framework for identifying Strengths, Opportunities, Aspirations and Results. It works in any business involved in any marketplace. Unlike some other frameworks, SOAR marries up fact finding about the company and position, alongside the desires of the stakeholders to aid better decision intelligence.

Decision Intelligence and Technology

During the recent decade, we saw a proliferation of data lake or data hub technologies. In spite of substantial innovations in dealing with three V’s of big data (Volume, Variety, and Velocity), we have yet to see any noticeable impact on the decision-action capability of organizations.

That does not imply that handling and managing data is unimportant for decision intelligence, however, we can safely conclude that it need not be the first step and some crucial piece is missing in crafting a decision intelligence system. A well-designed decision intelligence system is less dependent on data as one might think, as it can help make effective decisions even with limited data and can tolerate errors and inconsistencies as well as deal with high degrees of uncertainty.

Decision making being a cognitive function, we need a deeper understanding of it, so that we can better augment and support it by intelligent automation. Without this, it will be impossible to build an effective decision intelligence system. A decision intelligence system must be built around a sound decision making framework. Human and artificial agents can then collaborate following the structure and discipline of the framework.

The purpose and scope of decision intelligence automation is to implement artificial intelligence agents operating by the directives of a decision making framework. The least a framework does is to provide a structure and discipline without which an organization is bound to stay at the lowest level of decision intelligence maturity.

Decision Intelligence Frameworks Today

Early frameworks assumed that decision-making occurs at conscious level of processing guided by rational behavior. Today’s understanding of decision-making theories is much more nuanced:-

The SEAL Decision Model- Evolved specifically for designing human-machine collaborative decision intelligence systems, this stands for sense, explore, act, and learn. Though still transformational in nature, SEAL is designed to support and augment fundamental cognitive processes of human decision making rather than imposing on people to learn unfamiliar paradigms.

On first glance, SEAL may appear similar to OODA, since four elements of OODA can be loosely mapped to elements of SEAL as follows:

Human-Machine Collaboration In Decision Intelligence

The details under these elements are different because of the intent of SEAL to achieve a man machine symbiosis by reducing cognitive burden of decision makers and due to its continuous business optimization focus by explicit incorporation of feedback loops and learning. Some of these differences are:

Unlike Observe in OODA which is focused on sensing the current situation with the reactive intent, Sense in SEAL is proactive by design and predicts future situations that qualify as opportunities early so that organizations have ample time to become ready to react.

Sense agents may reveal multiple opportunities from the same snapshot of observation, thereby, requiring branching of subsequent activity to address them concurrently. Sense in SEAL requires active collaboration among human and machine agents as neither of them on their own can handle massive amount of data and make sense out of it.

Selected alternatives (similar to OODA hypotheses) move to the Action phase where actions are actually executed either manually or via a process automation substrate.

Learning happens at multiple levels – for adaption and fine tuning of predictive models and man-machine interaction. At a macro level, it is about understanding and improving the efficacy of action alternatives executed during ACT phase.

In summary, while OODA and SEAL are similar in emphasizing that a disciplined and facts based approach to decision making is essential for sustainable success in any endeavor, SEAL provides a comprehensive framework for implementing a human-machine decision intelligence system.

Content Curated By: Dr Shoury Kuttappa

DECISION INTELLIGENCE FRAMEWORKS: THE OODA LOOP & SEAL – CHAPTER 01

All of us, without exception, would love to tame the future and tilt odds in our favor all the time. This lofty aspiration and our incessant effort toward making right choices is what sets us apart from animal species. Decision making is a basic cognitive process of human behavior. Far from perfect, our prowess for decision making stands exposed more than ever in the hyper connected and rapidly changing world we live in.

Decision Intelligence: How can it help?

There is hardly any organization today that does not aspire to power their decisions and actions with intelligence. Enough evidence exists that those who can harness their organizational intelligence and align it to desired outcomes accrue a substantial advantage.

Over the decades of automation, significant strides have been made in codifying human experiential knowledge as well as extracting hidden knowledge from transactional data footprints.

The purview of decision intelligence is to explore outcome-focused and human-in-the-loop approaches to decision automation. A decision intelligence system is a man-machine collaborative system designed to enable and mature decision-action capability in an organization. A decision intelligence system plays a dual role:

The methodical design of a decision intelligence system must hinge around a framework — a mental model of decision making. The framework not only helps in defining scope and boundary of the system but determines the extent to which the system can be useful and in what situations.

A Story

In 1961, Col.  John Boyd wrote “Aerial Attack Study”, which spoke about the best dogfighting tactics. In dogfights (close-range aerial battles), fighter pilots need to move at high speeds, avoid enemies while tracking them and keeping a contextual knowledge of objectives, terrains, fuel and other variables. His OODA loop was a concept designed for rational thinking in such chaotic situations.

He said that ambiguity will always be there. Our inability to properly make sense of our changing reality is the bigger hindrance. When circumstances change, we often fail to shift our perspective and continue to try to see the world as we feel it should be. Most important thing is to orient – be connected to reality and act accordingly.

While this concept has been used extensively in corporates, sports and of course military outfits, it can also be used just as well by individuals for critical thinking & effective decision making to beat the competition.

The OODA Loop

The OODA loop (Observe, Orient, Decide, Act) is a four-step approach to decision-making that focuses on filtering available information, putting it in context and quickly making the most appropriate decision while also understanding that changes can be made as more data becomes available.

The strategy is applicable at an individual level as well as an organizational level. It is particularly useful in scenarios where competition is involved and where the ability to react to changing circumstances faster than an opponent leads to an advantage. Many modern environments can be described as volatile, uncertain, complex and ambiguous, or VUCA. Surviving and winning in this type of situation rests upon making better decisions. However, improving the quality of decision-making is something most organizations fail to do.

For example, if a company continues to make choices that do not see a positive return, they are failing to learn from their experiences. The OODA loop acknowledges this habit and provides an approach help make improvements.

OODA Loop Related Terminology

Before the OODA loop can be fully understood, a few related concepts need to be introduced which will aid in understanding it better:

1. Maneuver warfare– This is a strategy used in the military that emphasizes disrupting the enemy’s decision-making skills in order to defeat them. Maneuver warfare revolves around the ideas of surprise and deception. The concept of the OODA loop was derived from the strategy of maneuver warfare.
2. Mental models– These are representations or explanations of human behavior that exist on a personal, internal level. A person can generate a mental model to understand their thought processes, decisions and consequences. Mental models are a part of the orientation step of the OODA loop.
3. Situational awareness– This is the comprehension of all environmental stimuli. It involves perceiving all components of a situation, understanding what they mean and using them to make future judgements. Achieving situational awareness is crucial for most decision-making processes, including the OODA loop.
4. Reaction time– This refers to the time that elapses between a stimulus and the response given to that stimulus. A primary goal in the OODA loop is to minimize an individual or organization’s reaction time.

How The OODA Loop Works: The Four Steps

Similar to other problem-solving methods, the OODA loop is an interactive, iterative process that entails repeating the cycle, observing and measuring results, reviewing and revising the ­­initial decision and advancing to the next step. While the process is not always simple or linear, the four separate steps involved may be explained in organizational context or individual context as follows:

1. Observe: The first step is to identify the problem or threat and gain an overall understanding of the internal and external environment. In the corporate world, this can be equated to data gathering, where all information on the situation (organizational state, competitors, market, etc.,) is collected. The key point here is to recognize that the world is complex. All data is a snapshot in time and must be treated as such. Therefore, entities must gather whatever information is available as quickly as possible in order to be prepared to make decisions based on it.
2. Orient: This involves reflecting on what has been found during observations and considering what should be done next. It requires a significant level of situational awareness and understanding to make a conscious decision. Since some decisions are unconscious, or instinctual, this step involves considering what and why decisions are made prior to choosing a course of action. When applied on an individual level, this step can be done by creating mental models or mental rehearsal drills to place information into narratives that shape judgement. In organizational applications, situational models can be created with machine learning (ML) tools to identify potential outcomes while removing any bias.
3. Decide: This phase makes suggestions towards an action or response plan, taking into consideration all the potential outcomes. This can be accomplished through meetings or discussions that are focused around creating a roadmap for the entire organization.
4. Act: This pertains to carrying out the decision and related changes that need to be made in response to the decision. This step may also include any testing that is required before officially carrying out an action.

These phases have been broken out for the purposes of explanation, but in some real world scenarios they might happen in a fraction of a second. The four steps of the OODA Loop work together in a cycle.

Success Of the OODA Loop

Factor 01

One key to the success of the OODA loop is to make it as short as possible, minimizing reaction times in high-stakes situations. In the OODA loop’s simplest form, there is only one stimulus and one response, but that is not always the case. Hick’s Law can be applied to the reaction time of an OODA loop that has more than one stimulus or response, stating that when there are multiple options available in response to a stimulus, reaction time is slowed down.

Factor 02

The ability to make decisions faster than an opponent is important, but it is not only about speed. Tempo is also critical as the ability to rapidly speed up and slow down can generate unpredictability. Being unpredictable makes it difficult for opponents to understand and orientate themselves to what will happen next. Cycling through an OODA loop with more tempo than an opponent gives an organization more control of the environment and a better chance of succeeding.

***To be continued in Chapter 02 (Uses of the OODA Loop, Examples in Business, Alternatives, Decision Intelligence and Technology, Human-Machine Collaboration In Decision Intelligence)

Content Curated By: Dr Shoury Kuttappa

OKRs: ITS USES AND IMPAIRMENTS IN VISIONING

We often wonder how successful companies continue to navigate and grow and know exactly what direction to go. The trick seems to be an almost irresponsibly aggressive approach to growing key objectives with a talented group of people.  OKR is an acronym for Objectives and Key Results —  a framework for visioning and setting goals within an organization that was popularized by Google.

Today, OKR is used at a seemingly broad variety of companies, from larger established firms like Anheuser-Busch and Deloitte to younger tech companies like Eventbrite and Twitter. Therefore, what are OKRs and how do they work, and — most importantly — do they work. Many leaders ask how they can align their team to the vision and set goals within their team.

What is OKR?

OKR is a goal-setting methodology originally developed by Andy Grove, former CEO and Chairman of Intel. In his book, High Output Management, he describes OKRs as being the answer to two questions:

We can expand the definitions of each part of the OKR to something like:

Objectives: Memorable, qualitative descriptions of what needs to be accomplished in a given timeframe. They may be ambitious and feel somewhat uncomfortable. They may also be short, inspirational, and public so everyone knows what everyone else is working on.

Key Results: A set of 2–5 metrics that measure progress towards the Objective. The focus must be on an outcome, not an activity (shouldn’t include words like “help”, “consult”, or “analyse”).

John Doerr, who learned OKR from Andy Grove while at Intel, was the one to teach and instil OKR at Google. He explains that the objective can be broad, aggressive, and even inspirational. But for the key results, the more specific, measurable, and verifiable, the better. Doerr recommends setting a limit of three to five OKRs per cycle, and that each objective should be tied to five or fewer key results.

OKR – An Example

Let’s say our business relies on giving a better customer experience than our competitors. So, our quarterly objective may be – to create an awesome customer experience. But how do we know if we are succeeding in doing this? What form of measurement shows we are creating an “awesome” customer experience?

Net Promoter Score (a tool that measures what people think of the brand) and customer churn rate (how many customers we are losing a month) may be some metrics. A great experience would mean people both say nice things about us and staying or coming back. By saying we want to improve our NPS score and lower churn, it sounds like we are willing to do whatever it takes to make our customers happy. But to run a sustainable business, we need to keep costs under control. Which is why we may add a third Key Result around cost as a countermeasure. Therefore, the sample OKR may be:

Example — YouTube

Suppose the goal is to increase the total usage time of Google products. The tricky part is finding the right metrics in which to progress. Understanding the business is key in being able to identify key growth nuances and folding those nuances into company objectives. Similar to Facebook, YouTube wants viewership, measured in minutes, to go up, because a fixed percentage of that viewership are advertisements. So as total time goes up, so do revenues.

In this case the Key Results may reveal part of the strategy to increase watch time. The first key result sets a numerical goal to hit for the objective. Having this number is crucial (and theoretically could be included in the objective itself) to score the outcome of this objective. Other examples of OKRs:

Why use OKRs?

At first brush, the appeal of OKR is obvious. It simplifies everything. By calling out objectives, you help your team identify and zero in on what matters most. With the key results, you create measurable benchmarks that help clarify what tangibly needs to happen, and likely hold folks accountable for those outcomes. And lastly, it’s probable that OKRs promote alignment and transparency across the team since everyone knows what each others’ OKRs would be.

Making OKRs Effective

There are nuances around how effective OKRs are in practice. John Doerr himself admitted that “goal setting isn’t bulletproof” and OKRs should not be blindly nor rigidly adopted. Some learnings from those who have used OKRS are:

Know why we are implementing them:- . . . For OKR to work, we have to have a deeper “why” for how OKRs might help you achieve that performance.

Focus on Crafting of Effective OKRs:- . . .

Separate OKRs from compensation — and try hard to separate it from performance reviews:- . . . Tying OKRs to compensation can cause employees to purposefully set lower goals in order to achieve them. Combining performance reviews with OKRs can be counterproductive since someone’s past performance is emphasised more than the binary result of whether the goal was achieved. This can be a challenge to achieve in practice.

Someone who hits their OKRs is going to look better than someone who totally fails to hit them. As a result, it’s important to consider the unintended negative consequences OKRs might have on your team’s performance.

Challenges of OKRs

Missing the big picture:- . . . When goals are too specific people can focus attention so narrowly that they overlook other important features of a task. For example, new ideas or feedback that are brought forward can often be ignored or seen as irrelevant, when in fact they are salient to the task at hand.

Optimizing for short-term, over long-term :- . . . Sometimes the narrowness of goals can come at a cost. It is easy to react to immediate outcomes and focus myopically on short-term gains and to lose sight of the potentially devastating long-term effects on the organization.

Dilution of focus:- . . . Research has shown that individuals are prone to focus only on one goal at a time. As a result, the OKR framework which recommends 3–5 objectives at a time, may prove to be distracting, since multiple goals are being pursued.

Shifting risk attitudes :- . . . Studies show how goals tend to increase risky behaviour. Depending on what domain we are in, this could be positive — but if we are in a negotiation situation, a higher propensity for risk can harm negotiation performance.

Promoting unethical behaviour: – . . . Goal setting can encourage cheating behaviour. For instance, one study found that “participants were more likely to misrepresent their performance level when they had a specific, challenging goal than when they did not.

Harmful to learning, cooperation, and intrinsic motivation:- . . . Goals can detract from our ability to learn and cooperate, as well as, our intrinsic motivation to do a task well. Narrow goals can inspire performance but prevent learning. Goals can foster a culture of competition that can be adverse to an organization.

Motives for Collapse of OKRs (Managerial Perspective)

Smaller teams and organizations tend to have faster rates of change, and so for them, it felt like more work to manage the framework to stay nimble as a team, than to simply execute on the work itself.

Concluding thoughts

The most salient feature of an OKR is the thinking it produces, i.e., focus on what matters most, and think about clearly how we know if we are going to get there. Whether that’s through the precise OKR framework — or not — is less important. Articulating a vision of the future is important, and providing support and guidance for what progress looks like is what matters.

The research is persuasive: Goals can do more harm than good, especially if overprescribed. At the same time, there is plenty of research that also shows the power of well-defined, thoughtfully instituted goals. More so, it is enlightening to know the range of negative consequences so that leaders can consider (a) if a goal-setting framework like OKR would work in our own team and (b) how in general to think about setting goals productively in our team.

Content Curated By: Dr Shoury Kuttappa

THE LIMITATIONS/ DRAWBACKS OF WORK-LIFE BALANCE

Work-life balance is the state of equilibrium where a person equally prioritizes the demands of one’s career and the demands of one’s personal life. Why is it so hard to maintain a balance? A survey of thousands of working adults found these to be the most common answers:

Work-life balance is less about dividing the hours in our day evenly between work and personal life and, instead, is more about having the flexibility to get things done in our professional life while still having time and energy to enjoy our personal life. There may be some days where we work longer hours so that we have time later in the week to enjoy other activities.

So far, it always seemed that finding a good balance between our daily work and the time we spend with family, friends or just ourselves is what we all should strive to achieve. Some arguments against and in favour of the work live balance theory may be:

When the focus is on business development, employers inevitably lose focus on where to draw the line regarding these practices. Let us look at what could happen when flexible working is not monitored well.

A) . . . -> Development of a complacent attitude

It is important to build a rapport with our employees by understanding their personal issues and granting them a leeway to work around them. However, it’s equally important for employers to know where to draw a line. When there’s freedom to work at individual schedules suiting employee needs, there’s room to take advantage, by not being productive, for example. Similarly, the many short breaks employees are allowed to take may turn into long ones, and the easy grants to take unplanned leaves will result in their absence from the desk too often.

If we are not building a system of measurement to monitor some of these benefits, it may result in the employees developing a complacent attitude towards the job. Consequently, this leads to lower productivity, lack of ownership and accountability.

B) . . . -> Lack of communication and innovation

One of the most common challenges faced by employers who have a team working remotely is communication. While the reasons are genuine most of the time, the employee can make a habit of such issues. For instance, an employee working from home might be situated in a ‘bad phone network’ zone – thus, reaching out to them becomes challenging. This results in confusion and possible delays in completing the assignments. Similarly, there may be poor internet connection or electricity problems – common problems of today which makes the remote working option very inefficient.

C) . . . -> Distractions and missed collaborations

Often, employees promise that they will manage work from home and stick to deadlines but are unable to do so due to genuine reasons. Be it due to having a pet or having constant distractions with a large family in the house, such employees are bound to be interruptions that won’t let them concentrate on their work.

An employee who enjoys scheduled flexibility can work perfectly well in his or her comfort zone if the project is being handled individually. But in the case of a group project, where one team member’s task depends on another’s, there’s bound to be a setback. As leaders we need to give these aspects a thought and understand that while it’s important for us to help employees work better, it’s also equally essential that we ensure the work-life balance is equally balanced. It’s always better to work smart than to work hard.

One way to think about work-life balance is with a concept known as The Four Burners Theory. Imagine our life is represented by a stove with four burners on it. Each burner symbolises one major quadrant of our life. The first burner represents family, the second burner is our friends, the third burner is health and the fourth burner is our work.

Which two would we choose? It’s a really difficult choice. If we decide that family and work are the most important — then we need to sacrifice our friends and health. If we decide family and friends are the most important — then we need to sacrifice our career and health.

Is there a way to side-step it. Can we succeed and keep all four burners running? Perhaps we could merge two burners. What if we grouped family and friends into one category? Or maybe we could combine health and work. We hear sitting all day is unhealthy. What if we got a standing desk? Believing that you will be healthy because you bought a standing desk is like believing you are a rebel because you ignored the fasten seatbelt sign on an airplane.

Overall, life is all about trade-offs. If we want to outperform in our work and in our marriage, then friends and health may have to suffer. If we want to be healthy and succeed as a parent, then we might be forced to let loose our career ambitions. We are free to divide our time equally among all four burners, but we have to accept that we will never reach our full potential in any given area.

What is the best way to handle these work-life balance problems? Here are three ways of thinking about The Four Burners Theory.

Option 1: Outsource Burners . . . ->

We outsource small aspects of our lives all the time. We buy fast food so we don’t have to cook. We go to the dry cleaners to save time on laundry. We visit the car repair shop so we don’t have to fix our own automobile. Outsourcing small portions of our life allows to save time and spend it elsewhere. Can we apply the same idea to one quadrant of our life and free up time to focus on the other three burners?

Work is the best example. For many people, work is the hottest burner on the stove. It is where they spend the most time and it is the last burner to get turned off. In theory, entrepreneurs and business owners can outsource the work burner. They do it by hiring employees.

Parenting is another example. Working parents are often forced to “outsource” the family burner by dropping their children off at day-care or hiring a babysitter. Calling this outsourcing might seem unfair, but—like the work example above—parents are paying someone else to keep the burner running while they use their time elsewhere.

The advantage of outsourcing is that we can keep the burner running without spending our time on it. Unfortunately, removing ourselves from the equation is also a disadvantage. Most entrepreneurs, artists, and creators would feel bored and without a sense of purpose if they had nothing to work on each day. Every parent would rather spend time with their children than drop them off at day-care. Outsourcing keeps the burner running, but is it running in a meaningful way?

Option 2: Embrace Limitations. . . ->

One of the most frustrating parts of The Four Burners Theory is that it shines a light on our untapped potential. It can be easy to think, “If only I had more time, I could make more money or get in shape or spend more time at home.”

One way to manage this problem is to shift our focus from wishing we had more time to maximizing the time we have. In other words, we embrace our limitations. The question to ask ourselves is, “Assuming a particular set of limitations, how can I be as effective as possible?” Some examples may be:

This line of questioning pulls the focus toward something positive (getting the most out of what we have available) rather than something negative (worrying about never having enough time). Furthermore, well-designed limitations can actually improve performance and help stop procrastinating on goals.

Embracing limitations means accepting that we are operating at less than our full potential. Yes, there are plenty of ways to “work smarter, not harder” but it is difficult to avoid the fact that where we spend our time matters. If we invested more time into health or relationships or career, we would likely see improved results in that area.

Option 3: The Seasons of Life . . . -> A third way to manage the four burners is by breaking our life into seasons. What if, instead of searching for perfect work-life balance at all times, we divide our life into seasons that focused on a particular area? The importance of our burners may change throughout life. For instance:

We don’t have to give up on our dreams forever, but life rarely allows to keep all four burners going at once. Maybe we need to let go of something for this season. We can do it all in a lifetime, but not at the same time. Furthermore, there is often a multiplier effect that occurs when we dedicate ourselves fully to a given area. In many cases, we can achieve more by going all-in on a given task for a few years than by giving it a lukewarm effort for fifty years. Maybe it is best to strive for seasons of imbalance and rotate through them as needed.

The Four Burners Theory reveals a truth everyone must deal with: nobody likes being told they can’t have it all, but everyone has limitations on their time and energy. Every choice has a cost.

Some people may even disagree with the fact that to be successful (however we define that) we need to turn off one burner and to be really successful, we must turn off two. Perhaps instead of turning the burners off we can turn them down a little and adopt the seasons of life approach. This seems like a more balanced approach than turning off at least one quadrant completely. For instance, the people of Denmark are consistently ranked amongst the happiest people in the world. They work shorter weeks, explore the outdoors and spend quality time with friends and family.

A good work-life balance has numerous positive effects, including less stress, a lower risk of burnout and a greater sense of well-being. Employers that offer options as telecommuting or flexible work schedules can help employees have a better work-life balance, and can save on costs, experience fewer cases of absenteeism, and enjoy a more loyal and productive workforce. Below are some reflective questions to get started within organisations:

Content Curated By: Dr Shoury Kuttappa

PERSPECTIVES ON FAMILY SYSTEMS & BEHAVIOURS: THE BOWEN THEORY- (CHAPTER 02)

***Continued from Chapter 01 (Covered previously: Diwali & Family Ties, Bowen Family Systems, Three out of the eight concepts of the Bowen Theory Views)

Link to Chapter 01:

PERSPECTIVES ON FAMILY SYSTEMS & BEHAVIOURS: THE BOWEN THEORY -CHAPTER 01

04: Family Projection Process

Children inherit many types of problems (as well as strengths) through the relationships with their parents, but the problems they inherit that most affect their lives are relationship sensitivities such as heightened needs for attention and approval, difficulty in dealing with expectations, the tendency to blame oneself or others, feeling responsible for the happiness of others or that others are responsible for one’s own happiness, and acting impulsively to relieve the anxiety of the moment rather than tolerating anxiety and acting thoughtfully. The projection process follows three steps:

These steps of scanning, diagnosing, and treating begin early in the child’s life and continue. The child grows to embody the fears and perceptions of the parent.

Example:- . . . parents perceive their child to have low self-esteem, they repeatedly try to affirm the child, and the child’s self-esteem grows dependent on their affirmation.

Parents often feel they have not given enough love, attention, or support to a child’s manifesting problems, but they have invested more time, energy, and worry in this child than in other siblings. The siblings less involved in the family projection process have a more mature and reality-based relationship with their parents that fosters the siblings developing into less needy, less reactive, and more goal-directed people. The mother is usually the primary caretaker and more prone than the father to excessive emotional involvement with one or more of the children. The father typically occupies the outside position in the parental triangle, except during periods of heightened tension in the mother-child relationship.

05: Multigenerational Transmission Process

This describes how small differences in the levels of differentiation between parents and their offspring lead over many generations to marked differences in differentiation among the members of a multigenerational family. The information creating these differences is transmitted across generations through relationships. The transmission occurs on several interconnected levels ranging from the conscious teaching and learning of information to the automatic and unconscious programming of emotional reactions and behaviours.

The combination of parents actively shaping the development of their offspring, offspring innately responding to their parents’ moods, attitudes, and actions, and the long dependency period of human offspring results in people developing levels of differentiation of self that is similar to their parents’ levels. The next step in the multigenerational transmission process is people predictably selecting mates with levels of differentiation that match their own. As these processes repeat over multiple generations, the differences between family lines grow increasingly marked.

The Level of differentiation can affect longevity, marital stability, reproduction, health, educational accomplishments, and occupational successes. The highly differentiated people have unusually stable nuclear families and contribute much to society; the poorly differentiated people have chaotic personal lives and depend heavily on others to sustain them. A key implication of the multigenerational concept is that the roots of the most severe human problems as well as of the highest levels of human adaptation are generations deep.

For example:-.. . if a family programs someone to attach intensely to others and to function in a helpless and indecisive way, he/she will likely select a mate who not only attaches to him/her with equal intensity, but one who directs others and makes decisions for them.

06: Emotional Cut-off

This explains about people managing their unresolved emotional issues with parents, siblings, and other family members by reducing or totally cutting off emotional contact with them. Emotional contact can be reduced by people moving away from their families and rarely going home, or it can be reduced by people staying in physical contact with their families but avoiding sensitive issues. Relationships may look “better” if people cut-off to manage them, but the problems is dormant and not resolved. People risk making their new relationships too important.

For example:- . . .the more a man cuts off from his family of origin, the more he looks to his spouse, children, and friends to meet his needs. This makes him vulnerable to pressuring them to be certain ways for him or accommodating too much to their expectations of him out of fear of jeopardizing the relationship.

People who are cut-off may try to stabilize their intimate relationships by creating substitute “families” with social and work relationships. An unresolved attachment can take many forms.

Examples may be:-

People often look forward to going home, hoping things will be different this time, but the old interactions usually surface within hours. It may take the form of surface harmony with powerful emotional undercurrents or it may deteriorate into shouting matches and hysterics. Both the person and the family may feel exhausted even after a brief visit. It may be easier for the parents if an adult child keeps distance. The family are relieved when the person leaves.

07: Sibling Position

People who grow up in the same sibling position predictably have important common characteristics. Where a person is in the birth order in the family, has an influence on how he/she relates to her parents and siblings. Oldest children tend to gravitate to leadership positions and youngest children often prefer to be followers. The characteristics of one position are not “better” than those of another position, but are complementary. Some examples:. .

People in the same sibling position may exhibit marked differences in functioning. The concept of differentiation can explain some of the differences. For example:. . . . .. . . rather than being comfortable with responsibility and leadership, an oldest child who is anxiously focused on may grow up to be markedly indecisive and highly reactive to expectations. Consequently, his younger brother may become a “functional oldest,” filling a void in the family system. He is the chronologically younger child, but develops more characteristics of an oldest child than his older brother. Middle children may exhibit the functional characteristics of two sibling positions.

The sibling positions of a person’s parents are also important to consider. An oldest child whose parents are both youngests’ encounters a different set of parental expectations than an oldest child whose parents are both oldests’.

08: Societal Emotional Process

Each concept in Bowen theory applies to nonfamily groups, such as work and social organizations. The concept of societal emotional process describes how the emotional system governs behaviour on a societal level, promoting both progressive and regressive periods in a society. Cultural forces are important in how a society functions but are insufficient for explaining the ebb and flow in how well societies adapt to the challenges that face them.

In times of regression (like the current pandemic), people act to relieve the anxiety of the moment rather than act on principle and a long-term view. A regressive pattern began unfolding in society after World War II. It worsened some during the 1950s and rapidly intensified during the 1960s. The “symptoms” of societal regression include a growth of crime and violence, an increasing divorce rate, a more litigious attitude, a greater polarization between racial groups, less principled decision-making by leaders, the drug abuse epidemic, an increase in bankruptcy, and a focus on rights over responsibilities. Human societies undergo periods of regression and progression in their history.

Content Curated By: Dr Shoury Kuttappa.

PERSPECTIVES ON FAMILY SYSTEMS & BEHAVIOURS: THE BOWEN THEORY -CHAPTER 01

Diwali, also known as the Festival of Lights, symbolizes the spiritual “victory of light over darkness, good over evil, and knowledge over ignorance”.  Celebrations are wonderful ways in which our deep physical, social and psychological needs are met. The family is an important institution that plays a crucial role in the lives of most Indians. In this era of nuclear families, where we experience clashes and misunderstanding on multiple occasions, the survival and dignified growth of family relationships becomes a concern.

Diwali & The Four Life Stages – Varnashrama Dharma

Diwali is not only a festival of lights but also the festival of family relations and celebration. In Ancient India, for the optimum fulfilment, satisfaction and peace in one’s life, the stages of life were discussed as the ‘ashramas’ or ‘Varnashrama Dharma’.

The Varnashrama Dharma system consists of four age-based life stages discussed in Indian texts of the ancient and medieval eras. The child begins his or her life with Brahmacharya stage as a student, then progresses to the Grihastha stage of a householder, then retires to Vanaprastha stage and finally accepts the Sanyasa stage of renunciation.

The Grihastha Ashrama stage (after the marriage of an individual) is considered the most important of all stages in the social, cultural and economic context, as human beings not only pursued a virtuous life, they produced food and wealth that sustained people in other stages of life, as well as, the offspring, that continued mankind. This stage is also where the most intense physical, sexual, emotional, occupational, social and material attachments exist in a human beings life.

Almost all the festivals in India are concentrated around this concept of celebration with family and friends. However, Diwali celebrates the Grihastha stage to the fullest sense by focusing on the multiple aspects and qualities of it, highlighting the need to enjoy and appreciate each member of the family with deserving importance and their mutual bonding with other members of the family. It is almost a complete compendium of coordination of members of family, respect towards each other, love, affection, care and sharing, human values of forgiving, gratitude and humility.

Diwali helps us to seamlessly transmit family values and find our place in the circle of life. Coming together to celebrate a festive occasion reinforces family relationships, provides ample opportunities for bonding and nourishes emotional attachments. Happy memories become positive inner resources that help to calm the mind – they release the feel-good chemicals in the brain. Creating happy memories helps us remember the good times more than the bad ones.

The Bowen Family Systems Theory

The Bowen family systems theory was developed by psychiatrist and researcher Dr Murray Bowen (1913–90). In recent years Bowen’s concept of ‘differentiation of self’ — which describes differing levels of maturity in relationships — has been shown by researchers to be related to important areas of well-being, including marital fulfilment, and the capacity to handle stress, make decisions and manage social anxiety.

Bowen’s theory lends a perspective to understand the variations in how different people manage similarly stressful circumstances. The theory looks at our personal and relationship problems as coming from exaggerated responses, to sensing a threat to family harmony and that of other groups. Some examples from daily life:

Bowen’s concept of ‘differentiation of self’ forms the basis of a systems understanding of maturity. The concept of differentiation refers to the ability to think as an individual while staying meaningfully connected to others. It describes the varying capacity each person has to balance their emotions and their intellect, and to balance their need to be attached with their need to be a separate self. The best way to grow a more solid self was in the relationships that make up our original families; running away from difficult family members would only add to the challenges in managing relationship upsets.

The Eight Concepts

01: Triangles

A triangle is a three-person relationship system. It is considered the building block or “molecule” of larger emotional systems because a triangle is the smallest stable relationship system. A two-person system is unstable because it tolerates little tension before involving a third person. A triangle can contain much more tension without involving another person because the tension can shift around three relationships. If the tension is too high for one triangle to contain, it spreads to a series of “interlocking” triangles. Spreading the tension can stabilize a system, but nothing gets resolved.

A triangle creates an odd man out, which can be a difficult position for individuals to tolerate. Anxiety generated by anticipating, being, or by being the odd man out is a potent force in triangles. The patterns in a triangle change with increasing tension. In calm periods, two people are comfortably close “insiders” and the third person is an uncomfortable “outsider.” The insiders actively exclude the outsider, and the outsider works to get closer to one of them. Someone is always uncomfortable in a triangle and pushing for change. The insiders solidify their bond by choosing each other in preference to the less desirable outsider.

People’s actions in a triangle reflect their efforts to assure their emotional attachments to important others, their reactions to too much intensity in the attachments, and their taking sides in others’ conflicts. When someone chooses another person over oneself, it arouses particularly intense feelings of rejection. If mild to moderate tension develops between the insiders, the most uncomfortable one will move closer to the outsider. One of the original insiders now becomes the new outsider and the original outsider is now an insider.

At a high level of tension, the outside position becomes the most desirable. If severe conflict erupts between the insiders, one insider opts for the outside position by getting the current outsider fighting with the other insider. If the manoeuvring insider is successful, he gains the more comfortable position of watching the other two people fight. When the tension and conflict subside, the outsider will try to regain an inside position.

Examples:

02: Differentiation of Self

Families and other social groups tremendously affect how people think, feel, and act, but individuals vary in their susceptibility to a “groupthink” and groups vary in the amount of pressure they exert for conformity. These differences between individuals and between groups reflect differences in people’s levels of differentiation of self. The less developed a person’s “self,” the more impact others have on her/his functioning and the more she/he tries to control, actively or passively, the functioning of others.

The basic building blocks of a “self” are inborn, but an individual’s family relationships during childhood and adolescence primarily determine how much “self” he develops. Once established, the level of “self” rarely changes unless a person makes a structured and long-term effort to change it.

People with a poorly differentiated “self” depend so heavily on the acceptance and approval of others that either they quickly adjust what they think, say, and do to please others or they dogmatically proclaim what others should be like and pressure them to conform. An extreme rebel is a poorly differentiated person too, but she/he pretends to be a “self” by routinely opposing the positions of others.

People with a well-differentiated “self” are able to recognize their realistic dependence on others, and can stay calm and clear headed enough in the face of conflict, criticism, and rejection. They can distinguish thinking rooted in a careful assessment of the facts, from thinking clouded by emotionality. Thoughtfully acquired principles help guide decision-making about important family and social issues, making them less at the mercy of the feelings of the moment. What they decide and what they say matches what they do. They can act selflessly, but their acting in the best interests of the group is a thoughtful choice, not a response to relationship pressures.

03: Nuclear Family Emotional Process

The concept of the nuclear family emotional system describes four basic relationship patterns that govern where problems develop in a family. The forces primarily driving them are part of the emotional system. The tension level depends on the stress a family encounters, how a family adapts to stress, and on a family’s connection with extended family and social networks. Tension increases the activity of one or more of the four relationship patterns. Where symptoms develop depends on which patterns are most active. The four basic relationship patterns are:

The more anxiety one person or one relationship absorbs, the less other people must absorb. This means that some family members maintain their functioning at the expense of others. People do not want to hurt each other, but when anxiety chronically dictates behaviour, someone usually suffers for it.

***To be continued in Chapter 02 (Points 04 to 08) Link to Chapter -02:

PERSPECTIVES ON FAMILY SYSTEMS & BEHAVIOURS: THE BOWEN THEORY- (CHAPTER 02)

Content Curated By: Dr Shoury Kuttappa

MANAGING MANAGERS: COGNITIVE BEHAVIORS- A PERSPECTIVE – CHAPTER – 02

***Continued from Chapter 01 (Covered previously: What does it Entail, What is the difference, the start point, Managing Managers – A/ B/ C/ D/ E/ F/,)

Link to Chapter 01:

MANAGING MANAGERS: COGNITIVE BEHAVIORS- A PERSPECTIVE – CHAPTER – 01

1. Use An Apprenticeship Model

The best training for someone learning to become a manager is individualized attention from their boss. This should not just occur in meetings though. We should do real work together, looking for opportunities to explain what we are doing and how we are doing it. This will allow us to not only teach them but also to observe them in action. We are not going to sit in on all of their one-on-ones (micromanaging..!!) but we should make time to do things like participate in their team meetings, watch them give feedback, or conduct job interviews. Whenever we are observing them, give immediate feedback as long as it is not in front of others in a way that undermines them.

Find ways to see our managers in the act of managing (and then share feedback and observations). We can do this by:

The purpose of observing or shadowing the people we manage is not just to give feedback—it can help us better understand their management and leadership style. It could even be an opportunity for us to learn from them. Pay attention to how they do things differently from us and appreciate those differences.

• Give Them Space & Know How We Are Doing

We do not want to dictate exactly how our employees do their job. We have to allow that individual to lead in his/ her own way. They need to figure out what is authentic to them. This is especially important when there are differences, such as gender, between us and our direct reports. For example, keep in mind that a woman cannot assert authority in the same way as a man and have the same impact.

We will be most supportive to our direct reports if we understand how we are performing as a coach and mentor. We can ask directly or use a 360 tool to assess how we are doing. Make sure that the questions get at indirectly and implicitly whether we are a good role model or not. Are we consistent in what we are asking for and what our expectations are? Also, do not wait for our annual performance review to ask for input. Feedback has to be much more immediate and connected to the work we are doing. So set up the expectation early on that we want to hear how we are doing.

• Get To Know Their Team

It can be tricky to know how much we should interact with our direct reports’ teams. On the one hand, we need to be familiar with the players so that we can give the manager relevant feedback and coaching. But, on the other hand, we do not want to undermine their authority. Do not allow ourselves to get into the situation where we are hearing things they are not telling their manager. Any interactions should be above board with the explicit goal of trying to better understand the team and help the manager. Be clear with everybody that we are aligned and there are no secrets. But do not close off all communication. If there is a serious concern, it’s best to have an open door policy.

Building authentic relationships with our direct report’s direct reports has four significant benefits:

• We Are Not The Domain Expert Anymore

Domain expertise and domain leadership are not the same things. Knowledge, of course, is formative for decision-making and credibility, but it is not the driving force behind helping a group of people work together, get aligned around common objectives, and make progress. The latter depends on our ability to build trust, to communicate honestly, to figure out what motivates each person, and to lay out a clear path of where we are going, and why it’s important to get there. We are likely further from being the domain expert we once were than before. It feels unnerving, to say the least — we are not up-to-date with the latest technologies or trends as we would like to be. But keep in mind that our priority is not in our fluency in the domain. Our priority is making sure the people on our team are the domain experts, and that we are helping them do their best work to contribute to the organization.

• Make The Answer To “Where Are We Going?” Resoundingly Clear.

Vision is undoubtedly important to share as a leader. After all, our team needs to understand where they are going and why it is important to get there. But when we are managing managers, this vision needs to be exceedingly clear. Why? Because the folks we are managing will need to answer the question, “Where are we going?” for their direct reports. Our managers will need to find ways to align the personal visions of their team members with the organization’s shared vision. So if we have not made the answer to the question “Where are we going?” absurdly obvious, the vision becomes watered-down or distorted in some way once our managers share it with their direct reports. As a manager of managers, we must clarify, repeat, reinforce, evaluate, and again clarify and repeat the answer to “Where are we going?” over and over again.

Principles to Remember

Growing Leaders, Not Just Leading Leaders

Naturally, as a manager of managers, part of our role involves growing other leaders in the organization. This does not necessarily mean putting formal training or mentorship programs in place (though, it can help). Growing other leaders can be as straightforward as carving out more dedicated time to ask questions like, ‘Is there anything outside your current role you would like to be contributing toward?’ or ‘What project have you been most proud to work on and why?’ Essentially, we want to consider:

This also means personally exemplifying the kind of leadership we would like to see across the organization. Managers who are leading their teams are taking notes from us, watching us for cues on how to behave, make decisions, and handle situations. Our actions are not just affecting our direct reports anymore — they are affecting their direct reports as well. Everyone is learning from our actions, implicitly.

We will notice that managing managers is not wholly different from managing individual contributors. The fundamentals are the same. Whether we are a manager of managers or of individual contributors, we are still helping a team achieve its desired outcomes. Rather, the points of emphasis differ:

Content Curated By: Dr Shoury Kuttappa