• Skip to content
  • Skip to primary sidebar

Right Attitudes

Ideas for Impact

MBA in a Nutshell

A Rule Followed Blindly Is a Principle Betrayed Quietly

October 8, 2025 By Nagesh Belludi Leave a Comment

Rules—like laws—exist to civilize chaos. In the service industry, they promise fairness and consistency—noble aims, until they ossify into dogma. When employees are reduced to rule-spouting mannequins, the result isn’t order but inertia. A workforce trained to obey rather than think will reliably deliver less than it could, while the system smugly applauds its own mediocrity.

Some rules deserve reverence. Call them red zone: safety, legality, ethics. These are nonnegotiable. But most rules aren’t red zone. They’re yellow. And yellow rules, when treated as sacred, become absurd. They’re guidelines, not commandments. They exist to be interpreted—not enforced with the zeal of a customs officer confiscating a banana.

Discretion isn’t anarchy. It demands boundaries—but also trust. Define what staff can spend, compromise, accommodate, decide, and deviate from. Give them the rationale behind the rule, not just the regulation. Teach them to think, not to flinch.

When Obedience Undermines Excellence: Ritz-Carlton's Empowerment Ethos in Action Consider the Ritz-Carlton. Every employee—from housekeeper to concierge—is authorized to spend up to $2,000 per guest, per incident, without managerial approval, to resolve a problem or elevate an experience. It sounds extravagant—and admittedly, most issues won’t come close to needing a four-figure remedy. But that’s not the point. The policy isn’t about the literal dollar amount. It’s about the psychological effect of front-loading trust. The generous limit signals deep belief in the employee’s judgment. It liberates staff to act decisively and without hesitation.

That kind of empowerment transforms service into ownership. It fuels morale, initiative, and personal investment in outcomes. For guests, it delivers not just swift resolutions—but memorable gestures. These are moments that forge lasting emotional loyalty. They’re not indulgences. Ritz sees them as smart calculations—acts of discretionary judgment with an eye toward the lifetime value of a loyal customer. Ritz-Carlton knows it can’t buy loyalty with rules, but it can earn it with discretion.

Idea for Impact: Good employees should be allowed to break good rules

Fear is the enemy of judgment. A workforce trained to avoid mistakes will never achieve excellence. The best service isn’t delivered by smiling bureaucrats. It’s delivered by people trusted to use their brains. A rule is only as good as the judgment behind its use.

Wondering what to read next?

  1. People Work Best When They Feel Good About Themselves: The Southwest Airlines Doctrine
  2. From the Inside Out: How Empowering Your Employees Builds Customer Loyalty
  3. How to Develop Customer Service Skills // Summary of Lee Cockerell’s ‘The Customer Rules’
  4. Putting the WOW in Customer Service // Book Summary of Tony Hsieh’s Delivering Happiness
  5. How Ritz-Carlton Goes the Extra Mile // Book Summary of ‘The New Gold Standard’

Filed Under: Leading Teams, MBA in a Nutshell, Mental Models, The Great Innovators Tagged With: Courtesy, Customer Service, Employee Development, Great Manager, Human Resources, Likeability, Motivation, Performance Management

Japan’s MUJI Became an Iconic Brand by Refusing to Be One

September 26, 2025 By Nagesh Belludi Leave a Comment

Minimalism as Rebellion: MUJI's Counterstrike Against Consumer Excess

In the heyday of Japan’s consumer electronics boom, MUJI—short for Mujirushi Ryohin, or “no-brand quality goods”—stepped onto the scene as a quiet revolution. Launched in 1980, it offered a counterstrike against a market bloated with luxury logos and feature-packed excess. Consumers were drowning in labels and needless complexity. MUJI tossed them a lifeline.

Its genius wasn’t invention; it was restraint. MUJI’s philosophy ran on three simple principles: repurpose what others waste, strip out the ornamental, and reject the superfluous. This wasn’t minimalism for aesthetic purity. It was minimalism in service of reason—clarity with purpose, bordering on rebellion.

Take ochiwata, the cotton lint most manufacturers discard during combing. MUJI turns it into dishcloths, a subtle jab at industries obsessed with perfect materials. Or consider “Imperfect Dried Shiitake,” a bold rejection of beauty standards in the produce aisle. These items don’t hide their flaws; they wear them honestly. Even the packaging puts the product before the brand. MUJI doesn’t shout. It invites.

In a market starving for identity, MUJI chose integrity over polish. It slashed costs not to be cheap, but to be real. It isn’t anti-luxury; it’s anti-nonsense.

Idea for Impact: People don’t buy what you make—they buy what it means. MUJI nailed the message: by refusing to be a brand, it became one. A whisper that silenced the noise.

Wondering what to read next?

  1. Airline Safety Videos: From Dull Briefings to Dynamic Ad Platforms
  2. What Taco Bell Can Teach You About Staying Relevant
  3. The Wisdom of the Well-Timed Imperfection: The ‘Pratfall Effect’ and Authenticity
  4. The Mere Exposure Effect: Why We Fall for the Most Persistent
  5. What Virgin’s Richard Branson Teaches: The Entrepreneur as Savior, Stuntman, Spectacle

Filed Under: Business Stories, MBA in a Nutshell, Mental Models, The Great Innovators Tagged With: Creativity, Innovation, Japan, Marketing, Materialism, Parables, Simple Living

Managing the Overwhelmed: How to Coach Stressed Employees

September 22, 2025 By Nagesh Belludi Leave a Comment

Managing the Overwhelmed: How to Coach Stressed Employees It’s not pressure that breaks people—it’s pretending it isn’t there. Your job isn’t to shield your team from pressure, but to sharpen their ability to withstand it. Don’t reach for platitudes. Reach for precision. Here’s how to lead like it matters:

  • Ban multitasking from your team’s repertoire. It’s not a skill—it’s a slow bleed of attention and output. Force clarity. Demand focus. Two priorities, not ten. Excellence requires concentration, not dispersion.
  • Impose structure before chaos does. Spontaneity is a luxury few can afford. Instruct your team to plan the day before—ruthlessly. Prioritize, time-block, and start the day with intent, not inbox roulette.
  • Call out perfectionism for the vanity project it is. It’s not diligence—it’s delay dressed up as virtue. Teach your team to distinguish between what must be flawless and what simply must be finished.
  • Draw the line—and defend it. Constant availability is not commitment; it’s capitulation. Define what “off” means. Enforce it. Protect downtime like it’s oxygen—because it is.
  • Treat stress as a signal, not a sin. Chronic strain often points to deeper dysfunction: misaligned roles, toxic dynamics, or your own managerial evasions. Don’t soothe—intervene.
  • Make asking for help a norm, not a confession. The lone-hero fantasy is dead. Encourage your team to seek support, share burdens, and use the resources you claim to provide.
  • Invite candor before silence curdles into resentment. Don’t tell people to “move on.” Ask what’s wrong. Listen. Unspoken frustration doesn’t evaporate—it festers.

And finally: look in the mirror. Much of your team’s stress may originate from your systems, your silence, or your standards. Fix that first.

Wondering what to read next?

  1. Fire Fast—It’s Heartless to Hang on to Bad Employees
  2. Bringing out the Best in People through Positive Reinforcement
  3. Create a Diversity and Inclusion Policy
  4. The Speed Trap: How Extreme Pressure Stifles Creativity
  5. How to Promote Employees

Filed Under: Health and Well-being, Leading Teams, Managing People, MBA in a Nutshell Tagged With: Coaching, Conflict, Great Manager, Human Resources, Mentoring, Performance Management, Stress, Workplace

How to … Lead Without Driving Everyone Mad

September 17, 2025 By Nagesh Belludi Leave a Comment

How Bosses Can Drive Employees Crazy---and What They Can Do Instead Some managers inspire loyalty. Others, despite good intentions, slowly drain morale. This isn’t about tyrants—it’s about the well-meaning but unaware. If your team looks tense every Monday, there’s probably a reason.

Leadership sounds like vision and guidance. But in reality, it often means people grinding their teeth while their boss chips away at morale. Dysfunction doesn’t crash in—it creeps in through habits that quietly wear teams down.

  1. Don’t humiliate people in public. It’s not tough love—it’s bullying. Speak privately. Help them improve without turning it into a show.
  2. Don’t gossip about someone before speaking to them. It damages trust and spreads problems. Talk directly. Quietly. Like an adult.
  3. Don’t set impossible goals and act shocked when people burn out. High standards are fine. Just make sure they’re human. Let people breathe.
  4. Don’t take credit for your team’s work. It doesn’t make you look strong—it makes you look insecure. Recognition is fuel. Share it.
  5. Don’t change rules on a whim. People need consistency. If something shifts, explain why.
  6. Don’t avoid hard conversations. Problems don’t vanish—they rot. Face them with clarity and empathy.
  7. Don’t chase wins that wreck the team. Real success lasts. Build something people want to stay in.

Idea for Impact: Leadership isn’t about noise. It’s about steadiness, respect, and getting the few basics right.

Wondering what to read next?

  1. A Guide to Your First Management Role // Book Summary of Julie Zhuo’s ‘The Making of a Manager’
  2. Fostering Growth & Development: Embrace Coachable Moments
  3. Fire Fast—It’s Heartless to Hang on to Bad Employees
  4. Direction + Autonomy = Engagement
  5. Never Criticize Little, Trivial Faults

Filed Under: Leading Teams, Managing People, MBA in a Nutshell Tagged With: Coaching, Conversations, Feedback, Great Manager, Management, Mentoring, Performance Management

When Global Ideas Hit a Wall: BlaBlaCar in America

September 5, 2025 By Nagesh Belludi Leave a Comment

When Global Ideas Hit a Wall: BlaBlaCar in America BlaBlaCar’s deliberate decision not to expand into the United States underscores how cultural fault lines can impede the global flow of innovation. The French platform has flourished in Europe by turning empty car seats into affordable intercity transport. Its success was driven by thrift, compact geography, and a communal ethos—ideal conditions for ridesharing.

The American market, however, presented a less hospitable landscape. Low fuel prices weakened cost-based incentives. Widespread car ownership reduced demand, and vast distances with sparse populations made rider-driver matching difficult. Without established transit hubs, the logistics became cumbersome.

A deeper challenge lay in cultural norms. American car culture prizes autonomy, spontaneity, and personal space—values that conflict with BlaBlaCar’s fixed routes and shared rides. Legal complexities and strong competition from entrenched local-ride players like Uber and Lyft made the prospect of entry unappealing.

Rather than launching and failing, BlaBlaCar opted out—recognizing that the U.S. market lacked the structural and cultural conditions essential to its model’s success.

Idea for Impact: Success hinges on cultural fit. Some ideas do not translate well across borders. Cultures are intricate systems of values and habits that can pose structural barriers to foreign solutions.

Wondering what to read next?

  1. How FedEx and Fred Smith Made Information the Package
  2. Consumer Power Is Shifting and Consumer Packaged Goods Companies Are Struggling
  3. Your Product May Be Excellent, But Is There A Market For It?
  4. FedEx’s ZapMail: A Bold Bet on the Future That Changed Too Fast
  5. What Virgin’s Richard Branson Teaches: The Entrepreneur as Savior, Stuntman, Spectacle

Filed Under: Business Stories, Leadership, MBA in a Nutshell, The Great Innovators Tagged With: Diversity, Entrepreneurs, Innovation, Leadership Lessons, Marketing, Parables, Problem Solving, Social Dynamics

The Mere Exposure Effect: Why We Fall for the Most Persistent

September 1, 2025 By Nagesh Belludi Leave a Comment

Repetition Until Enlightenment: The Mere Exposure Effect Explains Why We Fall for the Most Persistent

GEICO is renowned for its relentless and quirky advertising. Its auto insurance campaigns feature a memorable, rotating cast of mascots, most famously a talking gecko with a British accent proclaiming the catchy “15% in 15 minutes.” Also prominent are a group of cavemen, hilariously offended by the notion that buying insurance is “so easy, even a caveman could do it,” and a cheerful camel celebrating Hump Day. These ads are everywhere: television, radio, online—even pre-rolls before YouTube videos. The repetition isn’t accidental—it’s strategic. GEICO has laced its brand into consumers’ consciousness by brute repetition. We’re not so much convinced by GEICO as held hostage by its consistency. And it works. We know them. We might even trust them—begrudgingly.

That’s a prime example of the Mere Exposure Effect. Coined by psychologist Robert Zajonc, this mental model describes the human tendency to prefer things simply because we’ve encountered them before. It’s a cognitive shortcut: familiarity breeds comfort, and comfort breeds trust—not because the thing is better, but because it’s known.

Exposure: The Unseen Influence

Consider also the example of Empire Today, a company that sells installed carpet, hardwood, and vinyl flooring. But what it sells most effectively is its phone number. “800-588-2300 Empire Today!” is a jingle that’s been broadcast across U.S. television and radio since the 1970s. It’s not catchy in the traditional sense. It’s simply repeated so often that it becomes part of the mental wallpaper. We don’t need to know what Empire does to know how to reach them. That’s the power of exposure.

McDonald's McDonald’s has long leaned on jingles like “I’m Lovin’ It,” which, while not musically profound, have been repeated for decades. This repetition creates emotional anchoring. We associate the tune with the brand, and that association influences behavior. Ba-da-ba-ba-ba.

But repetition is a blade that dulls quickly. When exposure becomes saturation, we turn away. The trick is knowing when to stop before we reach for the mute button. This effect isn’t limitless—it’s a tightrope.

And it doesn’t just live in advertising. It’s stitched into daily life. We reach for the song we’ve played thirty times because it feels safe. We favor faces we recognize in crowds because unfamiliarity feels like risk. Familiarity smooths the world’s sharp edges. We call it instinct, but often it’s just recall with better PR.

How Repetition Rewires Your Preferences

We’re drawn not only to the thing itself, but to its repetition, its stability. Something consistent across time and place—same colors, same voice, same message—feels trustworthy. And when others start echoing that message, the effect deepens. Exposure transforms into consensus, and suddenly what’s familiar becomes what’s “right.”

We don’t choose what we like as much as we think. We gravitate toward what we’ve seen, heard, and scrolled past enough times for our brains to say, “Sure, why not.” The Mere Exposure Effect doesn’t shout—it accumulates. And by the time we realize how much it’s shaped our tastes, we’ve already bought in.

Idea for Impact: Familiarity breeds trust, often without scrutiny. Over-familiarity channels the lazy mind. We stop questioning not when we’re convinced, but when we’re accustomed.

Wondering what to read next?

  1. The Wisdom of the Well-Timed Imperfection: The ‘Pratfall Effect’ and Authenticity
  2. The Loss Aversion Mental Model: A Case Study on Why People Think Spirit is a Horrible Airline
  3. Airline Safety Videos: From Dull Briefings to Dynamic Ad Platforms
  4. Decoy Effect: The Sneaky Sales Trick That Turns Shoppers into Spenders
  5. Your Product May Be Excellent, But Is There A Market For It?

Filed Under: Business Stories, MBA in a Nutshell, Mental Models, Sharpening Your Skills Tagged With: Assertiveness, Biases, Communication, Creativity, Innovation, Marketing, Mental Models, Parables, Persuasion, Psychology

People Work Best When They Feel Good About Themselves: The Southwest Airlines Doctrine

August 20, 2025 By Nagesh Belludi Leave a Comment

When People Feel Good, They Work Best: Herb Kelleher and Colleen Barrett's Southwest Way Southwest Airlines didn’t rise to prominence through spreadsheets or sycophancy. It was built by a jolly, chain-smoking Texas lawyer named Herb Kelleher (1931–2019,) who believed that business didn’t have to be boring—or cruel. A maverick in pinstripes, Kelleher co-founded the airline in 1967 with a cocktail napkin sketch and a rebellious grin, determined to inject his irreverent spirit into every corner of the company. He didn’t just want to run an airline—he wanted to run one that laughed in the face of corporate pomposity.

Kelleher’s philosophy was as unorthodox as it was effective. He rejected the sacred cow of “customer first” and instead declared, “If employees are treated well, they’ll treat the customers well. If the customers are treated well, they’ll come back, and the shareholders will be happy.”

This wasn’t a slogan—it was a strategy. And it worked. He understood what too many executives still miss: the happiness of a company’s employees is vital to its business success. At the heart of this culture was Colleen Barrett (1944–2024,) who began as Kelleher’s legal secretary and rose to become president and COO. She was the steward of Southwest’s soul, and she made it her mission to ensure employees felt not just respected, but loved. When Southwest went public in 1971, it chose the stock ticker LUV—a nod to its home base at Dallas Love Field and a cheeky emblem of its people-first ethos.

We almost demand that you have fun and you enjoy yourself. I spend probably seventy to eighty percent of my time trying to assure that our employees feel good about their work environment, feel that we care about them as people, and feel that they are empowered and really encouraged to make decisions from the heart. We really want people to do the right thing versus doing things right. If you enjoy what you’re doing, you will probably do it better.

'Nuts- Southwest Airlines' by Kevin and Jackie Freiberg (ISBN 0767901843) Barrett wasn’t just a leader—she was “Mom” to the workforce. Her office was adorned with a “wall of hearts,” a floor-to-ceiling collage of photos, thank-you notes, and memories. The Dallas headquarters itself was a shrine to joy: walls plastered with snapshots of birthdays, barbecues, community service, and cultural celebrations. Parties weren’t distractions—they were doctrine. They reminded everyone that work could be human. The power of giving employees the freedom to be themselves wasn’t just tolerated—it was institutionalized. As Kevin and Jackie Freiberg wrote in Nuts! Southwest Airlines’ Crazy Recipe for Business and Personal Success (1995; my summary):

Love conquers the defensiveness that closes people to influence. When people feel loved, the walls come down. When people look out for their colleagues’ interests, their colleagues are more open to accepting new ideas and behaving in prescribed ways.

A lot of people at Southwest Airlines believe that the reason Herb and Colleen have so much influence within the company has less to do with their positions than with the way that they consistently demonstrate their love for employees. Leading through love means you’ve got to care. Love is a source of influence.

But time, like altitude, changes perspective. In recent years, Southwest has begun to resemble the very industry it once mocked. The camaraderie remains, but the warmth has cooled. The parties are fewer, the policies more rigid, and the once-radical culture has been diluted by the gravity of scale and the pressures of Wall Street.

Still, the lesson endures: the happiest worker is not the one most surveilled, but the one most trusted to think. And in a world where most companies treat morale as a line item, Southwest’s early years stand as a reminder that a culture that celebrates its people will outlast one that merely exploits them.

That’s not sentimentality—it’s strategy. And it’s one worth defending.

Wondering what to read next?

  1. From the Inside Out: How Empowering Your Employees Builds Customer Loyalty
  2. Putting the WOW in Customer Service // Book Summary of Tony Hsieh’s Delivering Happiness
  3. These are the Two Best Employee Engagement Questions
  4. Employee Engagement: Show Them How They Make a Difference
  5. The Speed Trap: How Extreme Pressure Stifles Creativity

Filed Under: Business Stories, Leading Teams, Managing People, MBA in a Nutshell, The Great Innovators Tagged With: Employee Development, Great Manager, Human Resources, Leadership, Likeability, Motivation, Performance Management, Persuasion

The Wisdom of the Well-Timed Imperfection: The ‘Pratfall Effect’ and Authenticity

August 4, 2025 By Nagesh Belludi Leave a Comment

The Wisdom of the Authentic Pratfall: How Imperfection and Honesty Build Real Connection

In a culture obsessed with flawless presentation, revealing one’s imperfections may seem risky. Yet it can be unexpectedly powerful. This paradox—where a minor misstep enhances likability—is known in psychology as the Pratfall Effect, a phenomenon explored by social psychologist Elliot Aronson in the 1960s. His research found that a small, harmless error, when made by someone already viewed as competent, could deepen that person’s appeal. Competence inspires admiration, but fallibility invites connection.

Aronson illustrated this effect through a clever experiment. Participants listened to audio recordings of quiz-show contestants: one confident and high-performing, the other more mediocre. In some versions, the contestant spilled coffee mid-interview—a minor blunder. The competent contestant’s likability surged after the incident. In contrast, the average one saw no such boost. The study’s insight was precise: credibility sets the stage, but imperfection activates charm. Without initial competence, a flaw simply reads as failure.

The term Pratfall comes from slapstick comedy—a clumsy tumble played for laughs. But in the context of psychology, it gestures toward something more revealing: perfection creates distance. It can feel untouchable, even intimidating. A stumble, however slight, signals humanity. We feel closer not when others perform flawlessly, but when they allow their guard to drop.

Imperfect, Therefore Credible: When Admitting Weakness Builds Trust

Beyond Flawless: How Imperfection Boosts Appeal, Featuring Unilever's Real Beauty Revolution Marketers have adapted this insight with varying degrees of boldness. Dove, the personal care brand under Unilever, redefined beauty norms by spotlighting authenticity. Its “Real Beauty” campaign intentionally moved away from airbrushed models and showcased everyday bodies in ways that emphasized inner confidence and natural grace. Footwear retailer Zappos, known for its customer service ethos, leaned into its imperfections—openly acknowledging logistical hiccups and turning transparency into a form of customer intimacy. Ryanair, the European budget airline, took a more sardonic approach: it flaunts its no-frills discomfort, mocks traditional notions of luxury, and builds loyalty by refusing to pretend it was anything other than economical. Across these cases, flaws—whether candid or stylized—became signals of integrity.

For Ryanair especially, naming its limitations worked to clarify its priorities. Legroom may be tight, amenities scarce—but the promise of low fares and operational efficiency remained untouched. By owning its tradeoffs, the airline avoided suspicion. Concealment breeds doubt. Disclosure builds trust.

There’s also rhetorical value in this strategy. When a brand confesses to a shortcoming, it earns credibility—positioning itself to be believed when making a claim. Guinness, once hampered by delays in delivery, recast the wait as part of its charm with the tagline “Good things come to those who wait,” transforming patience into a premium. Stella Artois, a Belgian lager with upscale branding, embraced its high price point with “Reassuringly Expensive”—suggesting quality rather than excess. Lyons, a tea brand rooted in Irish tradition, celebrated its product not as a daily necessity but as a gentle, well-deserved indulgence. In each case, marketers found strength not by dodging imperfection, but by weaving it into the narrative.

Still, the Pratfall Effect has its internal tensions. Within corporate settings, the incentives that shape messaging can clash with those that govern individual risk. What elevates the brand might jeopardize the marketer. Vulnerability can look bold on a campaign brief but risky on a performance review. If an attempt at candor falters, it may be viewed as recklessness. In such environments, polish prevails.

In Business and Life, Curated Imperfection Creates Shared Meaning, Not Just Market Advantage

Some brands opt out entirely. Chanel and Lexus, for instance, present pristine identities that avoid the pratfall’s logic. Chanel tells stories of timeless elegance—floating above everyday context, immune to blemish. Lexus, Toyota’s luxury arm, relies on precision and craftsmanship. Their appeal stems from aspiration, not relatability. To these brands, imperfection risks dilution; their value proposition hinges on exclusivity, not accessibility.

Embrace Your Pratfall: How Mistakes and Authenticity Build Connection Yet the Pratfall Effect isn’t limited to marketing. It manifests in the more intimate moments of daily life. In romance, a small confession can melt emotional distance. In job interviews, an honest error, paired with thoughtfulness, can signal growth and humility. The fusion of capability and candor conveys something rare: a confidence that doesn’t rely on control.

This balancing act—practicing vulnerability without artifice—reveals character. Perfection, though impressive, can feel sterile. What persuades is often more textured: a self-aware flaw, deliberately shared, speaks volumes. It’s not an apology. It’s a quiet assurance that there’s nothing to hide. In this way, imperfection becomes a bridge—connecting people not by virtue of polish, but through the unmistakable resonance of being real.

Wondering what to read next?

  1. The Mere Exposure Effect: Why We Fall for the Most Persistent
  2. Decoy Effect: The Sneaky Sales Trick That Turns Shoppers into Spenders
  3. Airline Safety Videos: From Dull Briefings to Dynamic Ad Platforms
  4. The Loss Aversion Mental Model: A Case Study on Why People Think Spirit is a Horrible Airline
  5. What Virgin’s Richard Branson Teaches: The Entrepreneur as Savior, Stuntman, Spectacle

Filed Under: Business Stories, MBA in a Nutshell, Mental Models, Sharpening Your Skills Tagged With: Assertiveness, Biases, Creativity, Critical Thinking, Likeability, Marketing, Parables, Personality, Persuasion, Psychology, Simple Living

What Virgin’s Richard Branson Teaches: The Entrepreneur as Savior, Stuntman, Spectacle

August 1, 2025 By Nagesh Belludi Leave a Comment

'The Virgin Way' by Richard Branson (ISBN 1591847982) Read any biography of Richard Branson, the flamboyant founder of the Virgin Group, and you’ll find that risk and unpredictability are his most loyal allies. His theatrics routinely turn heads and dominate headlines.

In 2002, Branson staged a media spectacle by descending onto New York’s Times Square via crane for a “Full Monty”-inspired launch of Virgin Mobile’s pay-as-you-go service. He stripped down—though he was actually wearing a muscle-man bodysuit—with only a Virgin cell phone concealing his essentials. The campaign was unapologetically loud, engineered for maximum attention.

It wasn’t his first Times Square spectacle: in the ’90s, he drove a tank through the square to promote Virgin Cola and orchestrated the demolition of a Coca-Cola billboard. The stunt captured his belief in the value of attention at any cost. In 2022, he parked a 70-foot rocket in Times Square to announce Virgin Orbit’s IPO. The gesture remained theatrical and precisely engineered to spark headlines. In 1996, to launch Virgin Brides and enter the bridal wear market, Branson shaved off his signature beard and appeared in a full white wedding gown.

Richard Branson's Times Square Underwear Stunt Launched Virgin Mobile with a Media Frenzy Virgin Cola flopped. So did Virgin Mobile. And Virgin Brides. But the stunts succeeded. Each one defied convention and lodged itself in public memory with theatrical flair.

Branson’s bold moves demonstrate how spectacle and risk can redefine brand identity. He sees what many executives miss.

  • Break the Mold: Reject familiar tactics and command attention.
  • Embrace the Spotlight: Use charisma to connect and leave an impression.
  • Stage the Frenzy: Design moments that ignite buzz and build conversation.

Idea for Impact: Branson doesn’t just sell mobile plans, soft drinks, bridal wear, or transatlantic flights. He sells himself and the Virgin brand. The identity is loud, unmissable, and opposed to moderation. Authenticity, when wielded boldly, can transform even fleeting gestures into lasting impact.

Wondering what to read next?

  1. Sock Success: How THORLO’s Customer Focus Led to Big Wins
  2. HP’s “Next Bench” Innovation Mindset: Observe, Learn, Solve
  3. FedEx’s ZapMail: A Bold Bet on the Future That Changed Too Fast
  4. How FedEx and Fred Smith Made Information the Package
  5. The Mere Exposure Effect: Why We Fall for the Most Persistent

Filed Under: Business Stories, MBA in a Nutshell, The Great Innovators Tagged With: Creativity, Entrepreneurs, Icons, Innovation, Likeability, Marketing, Mental Models, Parables, Personality

Lessons in Leadership and Decline: CEO Debra Crew and the Rot at Diageo

July 25, 2025 By Nagesh Belludi Leave a Comment

Lessons in Leadership and Decline: CEO Debra Crew and the Rot at Diageo Another heavyweight in consumer goods, Diageo, has entered a state of churn. CEO Debra Crew exited last week in a “mutual agreement”—a phrase that barely disguised the inevitability of her departure. It wasn’t a shock, but a slow unraveling: a tenure marked more by erosion than evolution.

Leadership is often a hostage of timing. Crew’s two-year stint was defined as much by strategic drift as by the lingering shadow of her predecessor’s legacy. She rose to the top in June 2023 following the sudden death of Sir Ivan Menezes—who had built Diageo’s fortunes on “premiumization,” a strategy that padded margins during the pandemic’s home-drinking boom. That success, however, ossified into institutional bloat.

Her term began with a bruising profit warning in November 2023. A nosedive in Latin America—blamed on distributor overstocking—exposed a startling disconnect from ground-level dynamics. Crew’s attempts to localize the crisis at a capital markets day rang hollow. The Times later described the company’s consumer blind spot as having “the whiff of incompetence.”

By early 2024, Diageo’s valuation had halved from its pandemic highs. CFO Lavanya Chandrashekar resigned in May. Months earlier, Crew had abandoned the company’s 5–7% medium-term growth target, citing tariff uncertainty and posting a 0.6% sales decline. Chair Javier Ferrán—long a patient steward—stepped down soon after. His departure, followed by the arrival of Sir John Manzoni, left Diageo’s leadership in flux just as the ship was listing and she had asked the board to quell speculation about her job.

Perhaps Crew was less a culprit than a proxy. Every leader is bound by the winds of their season. Spirits makers now face a hostile cocktail: Gen Z’s waning interest in alcohol, the rise of weight-loss drugs, and renewed risk of tariff whiplash. Pernod Ricard and Rémy Cointreau have suffered even steeper stock slides.

This episode offers another case study in how leadership narratives flatten complexity. Good times are hailed as proof of executive brilliance; bad times, as evidence of personal failure. The truth is messier: prosperity often arises from external tailwinds—technological shifts, market cycles, latent consumer trends—already in motion. Leaders rarely engineer them. They inherit them.

The trouble with leadership is that it is most praised—or punished—when least responsible. Strategic decisions marinate across fiscal years. Today’s success often echoes yesterday’s bets, while macroeconomic forces—unpredictable, impersonal, indifferent—reshape the field faster than any executive can pivot. Yet our mythology demands heroism. We cast leaders as masterminds of triumph or scapegoats for collapse, forgetting that most simply ride the wave.

Wondering what to read next?

  1. Lessons from Tito’s Leadership of Yugoslavia
  2. Lee Kuan Yew on the Traits of Good Political Leaders
  3. Heartfelt Leadership at United Airlines and a Journey Through Adversity: Summary of Oscar Munoz’s Memoir, ‘Turnaround Time’
  4. Book Summary of Donald Keough’s ‘Ten Commandments for Business Failure’
  5. FedEx’s ZapMail: A Bold Bet on the Future That Changed Too Fast

Filed Under: Business Stories, Great Personalities, Leadership, Leadership Reading, MBA in a Nutshell Tagged With: Change Management, Icons, Integrity, Leadership, Leadership Lessons, Leadership Reading, Performance Management, Wisdom

Next Page »

Primary Sidebar

Popular Now

Anxiety Assertiveness Attitudes Balance Biases Coaching Conflict Conversations Creativity Critical Thinking Decision-Making Discipline Emotions Entrepreneurs Etiquette Feedback Getting Along Getting Things Done Goals Great Manager Innovation Leadership Leadership Lessons Likeability Mental Models Mentoring Mindfulness Motivation Networking Parables Performance Management Persuasion Philosophy Problem Solving Procrastination Relationships Simple Living Social Skills Stress Suffering Thinking Tools Thought Process Time Management Winning on the Job Wisdom

About: Nagesh Belludi [hire] is a St. Petersburg, Florida-based freethinker, investor, and leadership coach. He specializes in helping executives and companies ensure that the overall quality of their decision-making benefits isn’t compromised by a lack of a big-picture understanding.

Get Updates

Signup for emails

Subscribe via RSS

Contact Nagesh Belludi

RECOMMENDED BOOK:
The Effective Executive

The Effective Executive: Peter Drucker

Management guru Peter Drucker's insightful perspective and suggestions for making executives more effective managers of both themselves and others.

Explore

  • Announcements
  • Belief and Spirituality
  • Business Stories
  • Career Development
  • Effective Communication
  • Great Personalities
  • Health and Well-being
  • Ideas and Insights
  • Inspirational Quotations
  • Leadership
  • Leadership Reading
  • Leading Teams
  • Living the Good Life
  • Managing Business Functions
  • Managing People
  • MBA in a Nutshell
  • Mental Models
  • News Analysis
  • Personal Finance
  • Podcasts
  • Project Management
  • Proverbs & Maxims
  • Sharpening Your Skills
  • The Great Innovators

Recently,

  • A Rule Followed Blindly Is a Principle Betrayed Quietly
  • Stoic in the Title, Shallow in the Text: Summary of Robert Rosenkranz’s ‘The Stoic Capitalist’
  • Inspirational Quotations #1122
  • Five Questions to Keep Your Job from Driving You Nuts
  • A Taxonomy of Troubles: Summary of Tiffany Watt Smith’s ‘The Book of Human Emotions’
  • Negative Emotions Aren’t the Problem—Our Flight from Them Is
  • Inspirational Quotations #1121

Unless otherwise stated in the individual document, the works above are © Nagesh Belludi under a Creative Commons BY-NC-ND license. You may quote, copy and share them freely, as long as you link back to RightAttitudes.com, don't make money with them, and don't modify the content. Enjoy!