Relationships

People Cannot be Perfect

April 29, 2016 By Nagesh Belludi Leave a Comment

“Each person is an idiom… an apparent violation of the syntax of the species.”
—Gordon Allport, American Psychologist, in Becoming

“People Are Like Apples”

Some of the best advice I’ve ever received relates to managing people. Many years ago, as I was getting ready to hire my first employee, I prepared a long list of ideal competencies. My manager laughed at my list and remarked that I was looking for a perfect candidate, one that I wouldn’t be able to find. He told me a metaphor about how “people are like apples” and encouraged me to look for a good-enough employee instead.

When you buy apples in a market, don’t look for spotless apples, but rather for good-enough apples. Spotless “choice” apples are not only difficult to find, but may cost more. Instead, look for apples that are good enough and may have one or two bad spots. When you get an apple with a spot on it, you can either remove the spot with a knife (almost always, the spot is not very deep) or simply eat around the bad spot, thus enjoying the rest of the “near perfect” apple.

Employees, bosses, colleagues, friends, relatives, parents, kids, spouses, and all people are like apples. Use a metaphorical knife to work around their imperfections, flaws, weaknesses, and idiosyncrasies.

“Root for their better angels”

Last year, the ever-brilliant Ben Casnocha wrote a fascinating essay reflecting upon his “10,000 Hours with Reid Hoffman,” the founder of LinkedIn and a Silicon Valley investor. As Hoffman’s chief of staff, Casnocha worked on various strategic aspects of Hoffman’s professional and personal initiatives. He also co-authored two books, Start-up of You (on career management) and The Alliance (on talent management).

Casnocha’s “What I Learned” essay is full of helpful management and leadership insights. Here’s one on people-skills:

One of Reid’s underrated gifts … is that he maintains very complicated portraits of the people he knows. He appreciates the full spectrum of strengths and weaknesses of a particular person. He’ll comment on a friend’s character flaw—say, self-centeredness—but in the next breath note one of their unique strengths. Flaws that cause others to completely disengage are, for Reid, “navigable” (to use a Reid-ism) en route to their better side. … If you make a mistake (or three) or if a weakness of yours gets exposed—you’re not dead to him. It’s just another data point in a rich tapestry in a long-term relationship.

Idea for Impact: Work around Others’ Faults

A Chinese Proverb reminds, “Gold cannot be pure, and people cannot be perfect.” People differ greatly in their capacities: some are stronger than others, some are better looking, some are better at science, some draw and paint better, and some are better athletes. Some make decisions through logic; others rely on intuition. Intelligent people are sometimes not physically very agile and are frequently socially awkward. Great artists sometimes cannot do enough math even to balance their checkbooks. Most people are smart in their specific spheres of competence, but are clueless in many other areas of human endeavor.

When working with people, work around their idiosyncrasies. Overlook and compensate for their imperfections, or coach them and help them work on their weaknesses. Being skilled at working with people in all aspects of life involves being able to fortify their strengths and making their weaknesses irrelevant.

Don’t Say “Yes” When You Really Want to Say “No”

March 8, 2016 By Nagesh Belludi 5 Comments

Most People Never Learn to Say “No”

Consider the case of Anna, a manager in a large accounting firm. Anna is a great team player and readily pitches in when her team’s workload gets heavy, especially during the tax season. She covers for peers when they have other commitments—personal and professional—and often stays late. Anna is a people-pleaser. She’s also one of those people who can’t say “no”: she spends too much time and energy working on others’ priorities while setting aside her own personal and professional priorities.

Consider also the case of Chuck, a selfless project manager at an engineering business. He not only passively gives in to requests to train new engineers, but also accepts all of his peer-managers’ unwanted assignments. Chuck reluctantly accedes to whatever work his boss imposes even if the task has little relation to Chuck’s span of responsibilities.

The problem with Anna and Chuck is that they cave in easily. They cannot assert themselves, stick to their guns, and bring themselves to saying “no.” Their inability to utter the simple two-letter word when they must and can makes them feel like they have no control over their life. They feel burned out and are often on the fast track to an emotional meltdown.

Learning to Say “No” Can Get You Ahead

There are many reasons people struggle with saying “no.” Some feel bound by obligation or by fear of hurting others’ feelings. Some want to be liked or be seen as team players. Yet others believe they really can do it all. Whatever the reason, this inability to say “no” can have several personal consequences.

Not being able to say “no” leads people into doing things they don’t respect themselves for doing. Saying “yes” becomes wrong when they want to say “no” and it is in their best interest to say “no,” but instead they resign and say, “OK, I’ll do it.”
Not being able to say “no” distracts people from their priorities and tasks that they really want to get completed. They become so encumbered doing the things they don’t want to do that they have neither the time nor the energy for the things that are most important to them.
By feeling like an overcommitted, selfless martyr and allowing other people to exploit them continually, people who struggle to say “no” may build up resentment. Often, after a long stretch of saying “yes” and doing things they don’t want to do, they may end up losing their temper and bring about an inappropriate emotional outburst.

Nice Ways to Say “No”

The key to saying “no” is to say it firmly, succinctly, and without an overlong explanation. Here are two examples.

Imagine you’ve been working on the organizing committee for an employee recognition event. Even though you’ve put in more time than anyone else on the committee has, the committee’s chair comes to you with another request, “Mark, I’m really fortunate to have you on the organizing committee. Can I count on you to go collect the recognition plaques from the store?” You could say, “No, chief. I have already done more than my share. Perhaps you should give that job to someone who hasn’t done his/her share.”
Sometimes, you don’t need to give a “yes” or a “no” answer on the spot. Try to defer your answer when faced with a request that you cannot accept immediately by saying, “Give me some time to think about it” or “Let me get back to you in 15 minutes.” After weighing the pros and cons, give your answer and offer a reason if necessary. This way, even if the requester doesn’t get a “yes” from you, he/she appreciates knowing you’ve seriously considered the request.

Easy and Effective Ways to Say “No”

Here are more simple and direct ways to say “no” for you to practice.

“No. Let’s find another way to get it done.”
“No, I can’t do it on such short notice. I have something else scheduled for that time.”
“No, not now. I don’t feel like doing that today. I’d rather do something else.”
“No, I don’t know this topic well enough to do a decent job.”
“No, I don’t want to take on anything that I can’t fully commit to doing well.”
“No, I’d be happy to help in some smaller capacity. Make me a member of the committee, not the chair.”
“No, I have a personal policy about not working on Saturdays or not missing my evening workout.”
“No, it’s impossible for me to do that. Please try someone else.”
“No.” Sometimes the best way to say “no” is to simply and directly say “no.” Per the old adage, “Never apologize. Never explain.”

Idea for Impact: Don’t Say “Yes” When You Really Want to Say “No”

Have no regrets about having to say “no.” Don’t allow pangs of guilt to dictate your personal or professional life.

By asserting yourself in a decisive, direct, polite, but firm way, you can be selective about saying “yes” to your own needs and priorities. Practice saying “no.”

In an NPR This I Believe essay, Jessica Paris reflected, “sometimes saying ‘no’ is easier than saying ‘yes’ … when I need it, my strength to say ‘no’ is bolstered by knowing that every ‘no’ is a ‘yes’ to something else.” In other words, almost every misplaced “yes” is really a “no” to yourself. So, don’t say “yes” when you really want to say “no.”

This Manager’s Change Initiatives Lacked Ethos, Pathos, Logos: Case Study on Aristotle’s Persuasion Framework

January 22, 2016 By Nagesh Belludi Leave a Comment

In my previous article, I reviewed Aristotle’s framework for persuasion and argumentation: to win over others to a particular point of view, it’s necessary to appeal through ethos (credibility,) pathos (emotion,) and logos (reason.) In this article, I give a case study of organizational initiative that lacked ethos, pathos, and logos.

Consider the case of a young mid-level manager I coached last year. Helen (name changed for anonymity) recently joined the finance department of a capital-goods company. Two months into her job, she was bothered by her lack of initial success in bringing about change at her workplace.

Helen was smart, driven, and had a great professional track record. During her interviews, she had impressed her supervisors by her hard work, drive, and creative ideas. They recruited her to implement rigorous audit processes.

Just a few weeks after joining, Helen drew from her previous experience and generated many new and creative ideas to overhaul the financial audit processes. Her supervisors had given her all the responsibility and authority to bring about the necessary changes. However, she quickly encountered a problem: her peers and team members would not buy into her ideas.

In meetings where Helen spoke of her vision for change, her peers and team members would politely pay lip service to her ideas, but when it came to actually implementing her suggestions, nothing seemed to happen. Helen received a 360-degree feedback exercise about how her peers and team members perceived her and her ideas.

Helen was startled by the feedback she received. In response, she decided to improve her approach to selling her ideas by working on all three dimensions of Aristotle’s persuasion framework.

Ethos: Helen lacked ethos among her peers and her team members. She possessed ethos in the eyes of her superiors who’d recruited her and granted her authority to bring about the necessary change, but not with her peers and team members. She realized that she needed to prove herself and her ideas’ credibility.
Pathos: Helen had failed to elicit pathos and never took the time and effort to involve her peers and team members in the decision-making and convince them of the need for change.
Logos: Helen assumed that the problems she had faced at her previous employer were the same problems her new employer faced. Without learning about the corporate culture and the existing audit processes by interviewing her peers and team members, Helen had made all her recommendations for change based on things she had seen work in other settings. Her suggestions found no resonance for her new colleagues—to them she seemed to be trying to fix problems that did not exist.

Idea for Impact: To persuade others to your point of view, you must understand what truly moves your audience and then appeal through all the elements of Aristotle’s ethos-pathos-logos framework.

A Prayer to Help You Deal with Annoying People: What the Stoics Taught

January 1, 2016 By Nagesh Belludi 1 Comment

The 18th Century French writer Nicolas Chamfort once urged, “A man must swallow a toad every morning if he wishes to be sure of finding nothing still more disgusting before the day is over.”

If you’re not looking forward to annoying people who seem to elevate provocation to an art form, consider the following prayer offered by the great Stoic Philosopher-Emperor Marcus Aurelius (121 CE–180 CE) in Meditations (trans. Gregory Hays.)

When you wake up in the morning, tell yourself: The people I deal with today will be meddling, ungrateful, arrogant, dishonest, jealous, and surly. They are like this because they can’t tell good from evil. But I have seen the beauty of good, and the ugliness of evil, and have recognized that the wrongdoer has a nature related to my own—not of the same blood or birth, but the same mind, and possessing a share of the divine. And so none of them can hurt me. No one can implicate me with ugliness. Nor can I feel angry at my relative, or hate him. We were born to work together like feet, hands, and eyes, like the two rows of teeth, upper and lower. To obstruct each other is unnatural. To feel anger at someone, to turn your back on him: these are obstructions.

Along those lines, the Buddha taught his followers to transcend ignorance through knowledge by observing four practices of inner conduct: loving kindness, altruistic compassion, sympathetic joy, and equanimity with regard to the impure and the evil. And in the New Testament,

Luke 23:34 suggests, “Father, forgive them, for they do not know what they are doing.”
Peter 2:23 offers the example of Jesus, “When they hurled their insults at him, he did not retaliate; when he suffered, he made no threats. Instead, he entrusted himself to Him who judges justly.”
Romans 12:17–21 recommend, “Do not repay anyone evil for evil. Be careful to do what is right in the eyes of everyone. If it is possible, as far as it depends on you, live at peace with everyone. Do not take revenge, my dear friends, but leave room for God’s wrath … Do not be overcome by evil, but overcome evil with good.”

Considered Response, Not Naiveté

Aurelius’s urging tolerance, understanding, and patience towards difficult people may sound like naiveté at first glance, but what he urges is a wise and measured response.

Aurelius (121–180 CE) was one of the great Stoic philosophers. Stoic philosophy was founded by Zeno of Citium in the 3rd century BCE. Its core themes of inner solitude, forbearance in adversity, and acceptance of fate gained far-flung following and made it the dominant philosophy across the ancient Greek and Roman worlds.

One of Stoic philosophy’s central beliefs is that destructive emotions result from our errors in judgment. The Stoics argue that many things aren’t within our control, as I elaborated in previous articles (here and here.) The best way to deal with situations we have little control over is to anticipate and neutralize any negative feelings.

Stoic Forbearance through Emotional Detachment

The Stoics argued that our lives will be dramatically different if we realize that we can neither avoid annoying people nor change them. We must accept this reality and work on how we respond and interact with them. In On Tranquility of Mind, the other great Stoic philosopher Seneca (65 BCE–4 CE) wrote:

By looking forward to whatever can happen as though it would happen, he will soften the attacks of all ills, which bring nothing strange to those who have been prepared beforehand and are expecting them; it is the unconcerned and those that expect nothing but good fortune upon whom they fall heavily. Sickness comes, captivity, disaster, conflagration, but none of them is unexpected—I always knew in what disorderly company Nature had confined me.

As popular books on Stoicism expound, the Stoics encouraged a meditative practice of negative visualization called premeditatio malorum (premeditation of evils.) As suggested by Aurelius in his prayer, premeditatio malorum consists of contemplating the potential challenges of the day ahead, thinking about which of the four cardinal virtues (courage, equanimity, self-control and wisdom) we may have to engage and how. By rehearsing not to resign ourselves to adversities, we’re prepared for a more considered response—we could forgive, forget, appreciate and empathize.

As part of the premeditatio malorum practice, we’re to contemplate a priori potential difficulties, setbacks, and misfortunes. While envisaging all the difficulties and evils we could foresee seems like an unwholesome—perhaps even a morbid—exercise, the Stoics argue that this practice can help us react to bad news with equanimity and hence minimize the impact of bad news on our self-worth or confidence. If and when a bad thing should actually happen, our initial response would be to think that “this wasn’t totally unexpected.” While we’d rather it hadn’t happened, we would nevertheless not be surprised by it because this potential outcome was expected all along.

Idea for Impact: Cultivate Equanimity and Manage Yourself First

To handle a difficult person, prepare yourself by thinking of all the things that could go wrong. Don’t focus on how he behaves, but focus on how you can react to him. By ignoring his irritating behaviors, you can neutralize his effect on you. In other words, if someone is being difficult but you don’t feel the difficulty he’s imposed upon you, you don’t have a problem.

The cognitive reframing suggested by the Stoics can be particularly effective in situations where you have little to no control. It’s far more productive to focus on your own behavior because you can control it. And by managing yourself first, you’ll come to appreciate that the annoying person isn’t as annoying anymore. As the other Stoic philosopher Epictetus reminds us, “Man is shaped not by events but the meaning he gives them.”

Successful People Earn Trust Using These Ten Cs

October 27, 2015 By Nagesh Belludi Leave a Comment

One of the most important aspects of being effective at work—as professionals, managers, or leaders—is earning and upholding others’ trust through our actions, not through our words. We earn trust by making and honoring commitments. We earn trust slowly but can lose it in an instant.

Here are ten elements that can help you earn your constituencies’ trust:

Competency. Develop your expertise in everything that is fundamentally important to your role, team, organization, company, or industry. Be knowledgeable and resourceful.
Cause. Develop, articulate, and agree on a vision of meaning, purpose, fulfillment, and empowerment. Define a path and guide your organization’s way forward.
Challenge. Stretch yourself. Push the boundaries to help people accomplish more. Channel people’s collective strengths and capabilities. Push the limits of their thoughts and actions. Expect excellence.
Connectedness. Foster an environment of collaborative commitment. Build spirited teams. Value and celebrate diversity. Provide inclusion. Build team cohesion.
Concern. Get to know the people you work with. Be approachable. Create a workplace where people feel genuinely cared. Grow, train, and retain people. Recognize their individuality and encourage them to strive to do their best.
Credibility. Act with integrity. Do what you commit to. Do the right things for the right reasons.
Consistency. Be steady in your purpose. Be open and honest. Set clear standards. Communicate and act consistently so others don’t need to guess what your motivations or intentions are. Communicate and lead from the front. Be visible. Be transparent and forthright, especially during tough times.
Continuity. Respect and honor the past. Be willing to learn from past failures and successes.
Commitment. Fully dedicate your resources to a task, especially when times are tough. Once you’ve undertaken to do something, invest the necessary effort and actions to make it happen.
Celebration. Recognize employees for all levels of achievement—for big projects, service milestones, and day-to-day accomplishments. Celebration helps fuel human accomplishment.

The Futility of Attachment to Expected Results

August 4, 2015 By Nagesh Belludi 1 Comment

The Futility of Attachment to Expected Results

Attachments Can Cause Suffering

Hindu and Buddhist philosophies posit that focusing on the rewards or outcomes of one’s actions is a prominent cause of emotional bondage in our material existence.

Buddhism holds that, above all, desire (selfish craving or tanha) and ignorance (unawareness or avidya) lie at the root of suffering (unsatisfactoriness or dukkha.) Desire is the yearning for hedonistic pleasure, affection, possessions, relationships, power, and even immortality.

The Bhagavad Gita on Detachment from Fruits of Labor

कर्मण्ये वाधिकारस्ते म फलेषु कदाचना।
कर्मफलेह्तुर भुरमा ते संगोस्त्वकर्मानी॥
—श्रीमद्भगवद्गीता 2:47

karmaṇy evādhikāras te mā phaleṣu kadācana
mā karma-phala-hetur bhūr mā te sańgo ‘stv akarmaṇi
—Bhagavad Gita 2:47

Translation: “To action alone hast thou a right and never at all to its fruits; let not the fruits of action be thy motive; neither let there be in thee any attachment to inaction.” [Source: “Bhagavadgita” by Sarvepalli Radhakrishnan]

“The wise are not bound by desire for rewards”

This verse suggests that the anticipated results of actions should not be the motivation for the performance of those actions.

Expounding this verse, the Hindu philosopher Madhvacharya (1238–1317) advocated godliness through right actions:

All rewards are factually independently ordained by the Supreme Lord … therefore, it is not correct to imagine that any reward which one receives is due only to one’s own efforts. … So one who is spiritually situated performs actions unattached to reward. Verily such is the way of action. … Actions performed without desire as a matter of duty are full of wisdom. … One should understand that it is fallacious to believe that one is the ultimate controller of their own destiny because the Supreme Lord ultimately ordains all results.

Hinduism (and Buddhism) actively advocates right conduct to attain definitive rewards: liberation (moksha, mukti, or nirvana) and salvation. Another Hindu philosopher Adi Shankaracharya explained that hankering for the fruits of labor results in entrapment in the cycle of birth and death, thus inhibiting liberation from the cycle of rebirth.

Buddhism encourages virtuous actions (in addition to the eschewal of bad actions) to beget positive karma for favorable rebirth and perhaps nirvana. While the abovementioned verse discourages attachment to outcomes, it does not imply that a person who performs actions without attachment to the rewards will not receive its rewards.

The Bhagavad Gita on Letting Go: The Power of Detachment

श्रेयो हि ज्ञानमभ्यासाज्ज्ञानाद्ध्यानं विशिष्यते।
ध्यानात्कर्मफलत्यागस्त्यागाच्छान्तिरनन्तरम्॥
—श्रीमद्भगवद्गीता 12:12

śreyo hi jñānam abhyāsāj jñānād dhyānaḿ viśiṣyate
dhyānāt karma-phala-tyāgas tyāgāc chāntir anantaram
—Bhagavad Gita 12:12

Translation: “Better indeed is knowledge than the practice of concentration; better than knowledge is meditation; better than meditation is the renunciation of the fruit of action; on renunciation follows immediately peace.” [Source: “Bhagavadgita” (1948) by Sarvepalli Radhakrishnan]

Describing the psychological and spiritual benefits of renunciation of the rewards of actions (“karma-phala-tyagas,”) the Hindu Philosopher Madhvacharya explains this verse:

Superior to meditation with knowledge is non-attachment to performing actions for rewards and the renunciation of the rewards of actions coupled with bhakti or exclusive devotion to the Supreme Lord. … All one’s activities should be intended as an offering to the Supreme Lord because from such activities realization dawns and renunciation of the rewards of action arises and liberation from material existence manifests and the Supreme peace is attained.

Let Go of Attachments to Results

Idea for Impact: Let Go of Attachments to Results

Having no expectations of actions and lowering your expectations of people is liberating and can lead you to a happier life, not to mention of better relationships.

In terms of pursuing goals, freeing yourself from attachments to a particular outcome has to do with comprehending that there are certain things you cannot control. The attachment to a result takes hold when you believe that in order to be happy, you “must have it,” or you “should reach a goal.” Equally this attachment also arises from the anxious anticipation of a strong negative feeling if you do not reach your goal.

Alas, this attitude of letting go of attachment to results is not easy to implement. Psychologically, human beings are habitually driven by our hopes for the future, by desires from our relationships, and by a variety of other optimistic constructs like knowledge, power, status, and glory.

You can start by letting go of your attachments by redefining the form you think the results should come in. That way, should you not achieve the goal as you wish, you will remain content. Though it is an intimidating thought, remembering that many things are outside your span of control can help you let go of steep expectations.

Rather than limit the focus of your goal, a healthy approach is to consider instead your anticipated results as preferred results. By deliberating, “I prefer to have this outcome,” you can be open to anything that happens—good or bad. When good stuff happens, you can count your blessings. When bad stuff happens, you can just change direction without whining and self-pitying about how bad stuff was not supposed to happen you. Lowering expectations and detaching yourself from specific outcomes can reduce disappointment when things don’t go just as you desired.

Complement this philosophy of actions (karma or work) and results from the Bhagavad Gita with,

Artist Vincent van Gogh’s Calvinistic belief that work, like religion, was a way to communion with God.
General Dwight Eisenhower’s awareness that, after ordering his troops across the English Channel during World War II, the success of the invasion of Normandy was no longer in his own hands—that one could control efforts but not outcomes.

Acknowledgements: Thanks to my friend Venkatasubramanian, founder of the Bangalore-based Vyoma Linguistic Labs for help with this article. Vyoma is a non-profit organization devoted to the translation, preservation, and dissemination of rare classic Indian texts. It also produces Sanskrit learning products.

Control Your Efforts, Not the Outcomes

June 30, 2015 By Nagesh Belludi Leave a Comment

During World War II, President Dwight Eisenhower (1890–1969) was the Supreme Commander of the Allied Forces. On 2-June-1944, he issued a memo to his troops just before the Allied invasion of Normandy:

You are about to embark upon the Great Crusade, toward which we have striven these many months. The eyes of the world are upon you. The hopes and prayers of liberty-loving people everywhere march with you. In company with our brave Allies and brothers-in-arms on other Fronts, you will bring about the destruction of the German war machine, the elimination of Nazi tyranny over the oppressed peoples of Europe, and security for ourselves in a free world.

Your task will not be an easy one. Your enemy is well trained, well equipped and battle hardened. He will fight savagely. … The free men of the world are marching together to Victory!

I have full confidence in your courage and devotion to duty and skill in battle.

We will accept nothing less than full Victory! Good luck! And let us beseech the blessing of Almighty God upon this great and noble undertaking.

Under Eisenhower’s leadership, the Allied forces had meticulously planned Operation Overlord for over a year. For months, Eisenhower’s troops not only rehearsed their D-Day roles and routines, but also went to exceptional lengths to uphold the secrecy of their plans and deceive the German forces about troop movement. The Allied forces even plotted to cut off all roads and rail lines leading to the coast of Normandy and thus block reinforcements for the German troops.

Some things are simply beyond your control—you can only do your best

Despite all the strategizing and training, the success of the Allied invasion depended on the weather across the English Channel—their success essentially rested on something beyond their control.

The Allied aircrafts sought air superiority and would be unable to locate targets if low clouds covered Normandy. In addition, if the tides were high or the seas heavy, the troops would be unable to launch their landing crafts. The success or failure of their landings hinged entirely on suitable weather.

Eisenhower tentatively planned to send his troops across the English Channel on 5-June. The day before, however, the troops predicted cloudy skies, rain, and heavy seas that were inappropriate for the invasion. Eisenhower decided to postpone the invasion by a day, when the forecasted weather was to be more suitable than on 5-June, but not necessarily perfect for his plans. If he did not invade on 6-June, the tides would not favor an invasion for another two weeks, which would possibly give the Germans enough time to get wind of the Allies’ plan.

Eisenhower gave the marching orders for 6-June. It was then that he realized that the success of the invasion was no longer in his hands. Its outcome depended on 160,000 allied troops, thousands of commanders, and hundreds of lieutenants. Eisenhower had done everything in his power to coordinate their efforts and create conditions conducive to the mission’s success. After issuing his orders, all he could do was let those conditions come to fruition on their own terms. After all his efforts, he could not control the outcomes—he let go of the outcomes.

In time, the hard-fought cross-channel invasion was successful—Eisenhower won his wager with the weather. The invasion of Normandy proved to be a turning point in World War II. Despite formidable obstacles and thousands of casualties, the Allied troops prevailed over the German forces in landing at the coast of Normandy. Within days, Allied forces quickly consolidated at the beachheads and built up troops. Within two months, they broke out from their beachheads in Normandy and advanced on the Axis powers. The Allies liberated Europe when German troops surrendered unconditionally on 8-May-1945.

Control Your Efforts---Not the Outcomes

Idea for Impact: Focus on effort and lower your expectations of the outcomes

The wise among us understand what’s within their control and what’s not. They recognize that “you win some, you lose some.”

Success and results are not often within your span of control. However, you can control your effort and ability to create the conditions for success. Focus on your efforts, then let those conditions unfold.

In the Bhagavad Gita, Lord Krishna instructed Arjuna, “set thy heart upon thy work but never its reward” (verse 2:47.) And the Buddha counseled his followers to lower their expectations in order to achieve happiness, a belief that is not without proof in the hurly-burly world we live in.

Moreover, even if you can, don’t go overboard with your efforts. Push yourself to the max only when the stakes are big enough. As I mentioned in a previous article, a 110% effort may not fetch more rewards than an 80% or a 90% effort.

Be committed to your job, but don’t overly invest in it.

When Can Your Loved One Become an Important Client? [Work-Life Balance]

March 10, 2015 By Nagesh Belludi Leave a Comment

A 1997 advertisement for AT&T Wireless speaks to one of the greatest challenges faced by working parents: balancing the responsibilities of their jobs with those of their families. This is especially difficult for parents of children under age 18.

The desire to balance work and family life is often stronger for women who tend to take on more of the responsibilities of housework and childcare.

The AT&T Wireless advertisement features a professional woman, three daughters, and an adolescent babysitter. The mother rushes to get herself ready to go to the office while her three daughters are preparing their own breakfasts. Here’s a condensed version of their conversation:

Eldest daughter: “Mom, why do you always have to go to work?”

Mom: “It’s called food, video, skates…”

Second daughter: “Can we go to the beach?”

Mom: “Not today honey, I’ve got a meeting with a very important client.”

Four-year old daughter (sadly): “Mom, when can I be a client?”

Mom (after a moment of contemplation): “You have five minutes to get ready for the beach or I’m going without you.”

At the beach, the mom’s cell phone rings. She answers it while her middle daughter shouts out, “Hey everybody, it’s time for the meeting!”

Idea for Impact: Make Your Loved Ones Your Most Important Clients

Striking that delicate work-life balance has puzzled people for ages. Personally, I’m not fond of the term ‘work-life balance’ because it offers a false dichotomy and implies that one’s personal and professional lives are separable. I prefer the term ‘work-life choices.’

It’s not so much about balance as it is about understanding what you value and setting the right priorities. Learning to balance the demands of conflicting priorities is not simply a thought exercise.

As I’ve detailed and exemplified in my three-part course on time management (time logging, time analysis, and time budgeting,) successfully organizing your life hinges on three key habits.

Decide your life’s values. Decide on what truly matters to you and why.
Rank those values according to their respective priority levels. The American philosopher Henry David Thoreau once wrote in “Journals” (1838-1859,) “the cost of a thing it will be remembered as the amount of life it requires to be exchanged for it.” Each decision you make involves tradeoffs: choosing to do one thing entails not choosing to do some other thing.
Allocate your time, money, and other limited resources on what matters most to you. As I wrote in The World’s Shortest Course on Time Management, discern the few things that you must do; then, focus on those and avoid the rest.

Postscript: Remarks on the AT&T Wireless Advertisement as A Great Example of Emotional Advertising

The Competitive Enterprise Institute’s Field Guide for Effective Communication remarks, “Ads like this one show how the cell phone becomes a solution to a problem for working mothers. It captures an element that the cell phone is not only an instrument of freedom, not only an instrument of wealth creation, but also an instrument that makes it a little easier to have fairness in a world with a lot of stress.”
Robert Goldman, Professor of Sociology at Lewis & Clark College, notes, “A 1997 AT&T ad opens with scenes calculated to evoke the everydayness of home life, bringing forth the feel and texture of real—unreconstructed and un-retouched by the camera— interactions from that messy area we know as family life. The video of the ad exemplifies Hyperreal Encoding designed to make a case about the realness of the story being told, perhaps even making the case that it bears some resemblance to “your” own life. A woman scrambles to get herself ready to go to the office while her three girls are taking care of their own breakfasts. The oldest is preparing eggs for breakfast, while the baby plays with food containers from the open refrigerator door, and the four-year old disinterestedly spoons her cereal around her bowl, onto the table, and perhaps the floor.”

The Duplicity of Corporate Diversity Initiatives

February 5, 2013 By Nagesh Belludi Leave a Comment

Corporate Diversity Initiatives Even after years of diversity initiatives in corporate America, “inclusion” is more about meeting the numbers on gender, race, and other obvious differences, and less about pursuing intellectual, ideological, pedagogical, and stylistic diversity within teams and organizations.

Overall, the workforce diversity initiatives have succeeded in deterring explicit discriminatory behavior and preventing employee lawsuits. However, to make the representation numbers look good, corporate diversity initiatives have largely resulted in exclusionary practices for the preferential hiring and promoting of underrepresented demographic groups, much to the chagrin of those who are more competent, yet arbitrarily overlooked because the latter belong to groups that are numerically “overrepresented”—reverse discrimination, indeed. For fear of reprisal, the shortchanged majority is reluctant to speak out against this veiled unfairness or to call attention to the dichotomy between the ideals and the practice of affirmative action in the workplace.

Even if nearly all corporate mission statements extol the virtues of “valuing differences,” managers stifle individuality down in the trenches. They are less willing to be receptive of distinctive viewpoints and seek to mold their employees to conform to the existing culture of the workplace and to comply with the existing ways of doing things. Compliant, acquiescent employees who look the part are promoted in preference to exceptional, questioning employees who bring truly different perspectives to the table. The nail that sticks its head up indeed gets hammered down.

Stressed, Lonely, or Depressed? Could a Pet Help?

December 11, 2012 By Nagesh Belludi Leave a Comment

Getting a pet may be just what a doctor might order to help overcome stress, loneliness, and depression.

For reasons not completely understood, we need animals as much as they need us.

Scientific studies have confirmed anecdotal evidence that pets can play a role in taming physical responses to stress. Blood pressure is shown to drop sharply when people merely rub a cat or a dog. The presence of a loved pet can have a calming influence on blood pressure and heart rate, especially when performing a task that might induce physical and mental stress. Even watching fish in an aquarium can reduce anxiety in dental patients waiting for oral surgeries.
Pets can be great buffers against everyday stress, thereby improving long-term physical and mental health. After a hard day at work, playing with a pet can be an effective way of unwinding and reducing stress. Around the world, more delighted frenzies are welcoming people at the end of their hard days at work. An estimated 63% of American, 43% of British, 20% of Japanese, and 60% of Australian households have pets. The proportion of households with pets is growing in India, China, and other developing countries as the burgeoning middle-classes have greater disposable incomes.

Pets can be a great source of nurturance for children. Pets can provide children with many formative experiences in caring for others, including, possibly, the first glimpse of death and the chance to cope with the loss of a loved one.
Pets are non-judgmental and accept their owners without qualification. They provide unconditional love and companionship. Having dogs encourages their owners to get out often, exercise, and meet more people. One study showed that people in wheelchairs got much friendlier responses in public places when they brought along their dogs.
Pet ownership can be a gratifying surrogate for human companionship, especially for people with limited social support systems. People with pets cope better with the impacts of adverse life events. At nursing homes, visiting therapy dogs lift the spirits of elders who tend to be sad or withdrawn.
The mere presence of somebody—even a pet—that one can care about can bring about a sense of purpose and great joy. [Look at this touching chronicle of an 87-year old grandmother in Japan and her beloved cat.]

Idea for Impact: Consider adopting a pet

Plenty of cats and dogs at humane shelters may die if not adopted. Choose a pet that fits your lifestyle. Understand that owning a pet is not for everyone; pets involve additional responsibility, which can be added-on stress. If your circumstances do not allow you to own a pet, offer to walk a friend’s dog regularly, babysit a vacationer’s cats, or volunteer at an animal shelter, clinic, or pet store.

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Relationships

“People Are Like Apples”

“Root for their better angels”

Idea for Impact: Work around Others’ Faults

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Nice Ways to Say “No”

Easy and Effective Ways to Say “No”

Idea for Impact: Don’t Say “Yes” When You Really Want to Say “No”

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Considered Response, Not Naiveté

Stoic Forbearance through Emotional Detachment

Idea for Impact: Cultivate Equanimity and Manage Yourself First

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Attachments Can Cause Suffering

The Bhagavad Gita on Detachment from Fruits of Labor

“The wise are not bound by desire for rewards”

The Bhagavad Gita on Letting Go: The Power of Detachment

Idea for Impact: Let Go of Attachments to Results

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Some things are simply beyond your control—you can only do your best

Idea for Impact: Focus on effort and lower your expectations of the outcomes

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Idea for Impact: Make Your Loved Ones Your Most Important Clients

Postscript: Remarks on the AT&T Wireless Advertisement as A Great Example of Emotional Advertising

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Idea for Impact: Consider adopting a pet

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