The research on leadership is dominated by the theories and practices of management. The main concern of the management Gurus is to develop managerial skills and strategies to sell their products and make a profit in the competitive world of commerce and business. However, the quality of leadership should not be judged on the basis of the wealth generated by the leader, but by the value addition to the society, which does not happen overnight.

Hence, the S-5 formula addresses leadership as a long-term journey. It elaborates on the milestones to be reached, identifies the potential obstacles and offers a few tips to overcome them and move ahead. Before embarking on various components of this formula, it is necessary to consider a few core issues such as the meaning of leadership and the changing trends in this field. We also need to explain the attributes of leaders, and the styles followed by the leaders to prepare the readers for this journey. The meaning of leadership It is difficult to find a universally agreed upon definition of leadership. When we hear the word leader, we think of a famous person. Does it mean that only persons of name and fame can become leaders and not the common people who lead an honest and virtuous life without causing any harm to others? This gives rise to a debate: do you want to become a good person or a great person? The society, however, needs both. We need a large number of honest citizens, leading virtuous life. At the same time, we need great minds to raise the bar of quality or standard of living of the society. For the purpose of a common understanding, when I say leader, I refer to the one who cherishes good qualities (the concept of Swadharma) and becomes great by extending his/her duties towards the society (the concept of Rajadharma).

It is necessary to make a distinction here, between the terms ‘leadership’ and ‘management’. According to Peter Drucker, the management Guru, management is about doing things right, whereas, the leadership is about doing the right things. So, managers are the trouble shooters but the leaders are the path finders. Leaders do not just do the right things but they also do things in differently.

What does literature say about leadership?

Literature is abound with the theories from the fields of education, behavioural sciences, sociology, psychology and management.

The first phase of the development of theories in the 20th century focussed mainly on the attributes of a leader (great man approach or trait-based approach). It was believed that leaders were born.

In the second phase, during 1980s, it was stated that the leaders were not born but the leadership skills could be acquired by anyone by following certain practices and styles. The style of the leader and the situation (for example, situational leadership theory) were perceived as the key determinants of leadership.

But from the beginning of the 21st century, in the third phase of the development, we see a new theory emerging. There is a realization now that no leader can manage the show alone. Leadership requires collective action by a dedicated team to deal with the changing dynamics of the environment. The current trend therefore, is called collective leadership or distributive leadership.

This realization leads us to a holistic approach to understand the concept of leadership which can be found in the ancient Indian wisdom. The S-5 Formula is a small step towards understanding the leadership from a developmental perspective. But before we do that, we need to understand some common attributes of leaders from around the world.

What are the attributes of leaders?

Although leaders behave differently, it is possible to identify five attributes which are common to all leaders.

1. Leaders are visionaries; they foresee future; set a mission for lifetime.

2. Leaders motivate others to build teams; they take responsibility; look after the interests of their team.

3. Leaders are effective communicators; they listen; talk, discuss, clarify, convince, empathize, feel and connect with people.

4. Leaders have learning agility; they learn from their success and failures.

5. Leaders possess good moral values; they engage in ethical behavior.

1. Leaders are visionaries

Leaders are able to dream and foresee a big idea or innovation which others are not able to visualize. It may be finding a new solution to a problem or bringing a change in the system. All human beings work to fulfil the basic needs of food, clothing and shelter (Roti, Kapda aur Makan). But leaders have a long-term dream or vision to do something more or different. Their dreams are their life-time missions for which they define objectives and goals and they work as the milestones of their journey.

Use of fire, electricity, the solar system, vehicles, germs and antibiotics, computers, the Internet, digital technologies—the list of inventions and discoveries is long. How could the leaders in the field of science and technology achieve such landmark feats—by having a vision followed by a mission!

2. Leaders motivate others and build teams.
It is impossible for any single person to achieve a mammoth task. Leaders bring synergy to their mission by their ability to motivate others. They build teams, lead by example and act as role models. Leaders have the ability to connect with people. They enjoy good interpersonal relationships with their colleagues and clients.

While working with teams, conflicts are unavoidable. But leaders use conflicts wisely, to increase the productivity of the organization. They adopt appropriate strategy (collaborating, accommodating, avoiding, compromising and competing) to resolve conflicts. They also prevent conflicts by setting up clear expectations and assigning specific roles to each member.

They give effective feedback to their teams as an when needed and also receive feedback from others all the time and use it selectively to improve the performance of their teams.

Further, all leaders are constantly engaged in mentoring, coaching, handholding and delegating the responsibilities when the occasion demands.

3. Leaders Communicate effectively.

Another important attribute of all leaders, which is closely connected to team building is their communication skills. Communication is more about listening, empathizing, feeling and connecting with others. It is about understanding others rather than getting understood by others. Empathetic listening is a great quality of leaders. As we know, communication is both verbal and non-verbal. At times non-verbal, especially the body language becomes more important than verbal communication in situations such as the absence of common language or when the other person is in grief.

Good leaders effectively use all forms of communication in a strategic manner, though some may be strong in some kind of media. Thanks to the revolution in IT, all leaders use mass media, electronic media and social media to bring synergy to their communication. The leader’s presence in social media has become a criterion to judge their popularity by the volume of their followers. Hence effective communication is the food and air for a leader.

4. Leaders have learning agility.

No doubt, learning is a process that happens from womb to tomb. While common people have a tendency to flatten their learning curve, the leaders are known by their ability to learn, unlearn and relearn continuously. They are eager to learn new skills such as e-learning. In a journey of leadership, most leaders meet with frequent failures and encounter problems. But they see these problems as an opportunity for learning. They are adventurous, risk taking and don’t shy away from replanning and redoing. History shows that many kings and rulers fought many battles and lost some due to various reasons. But they silently worked on their strategies and bounced back with resilience. Reaching the goal has never been a cakewalk.

5. Leaders possess character and integrity.

Often there is a debate regarding the public life versus private life of a leader. Though a well-meaning society should not expect the leader to be perfect in both, most societies consider leader a role model to emulate. Obviously, he/she should be a person of high integrity, honesty and good moral character. Sometimes, a distinction between moral and ethical behavior needs to be made. Morality dictates what is good and what is bad, while ethics directs what is right and what is wrong. Most ethical issues pose a problem and the solution depends upon the need of the circumstances rather than the rule book. For example, killing is bad, but if you are a soldier attacked by a terrorist, you have to shoot him.

To demonstrate ethical leadership in a corrupt society is extremely difficult. However, one can strike a balance and move ahead. This is what successful leaders have done. In the words of Mahatma Gandhi, ‘one should be truthful, humble and fearless’.

 Styles adopted by the leaders

While attributes of leaders constitute one dimension, the styles which the leaders choose, becomes the second dimension. Some leaders may act as PULLERS, who pull the people upfront. They create a path for others to follow. Initially, there will be a lot of resistance from others and also the fear of unknown. Many may scoff at the leaders. A few may join their mission, taking some risk. But after realizing that the leaders can protect their interests, others start trickling in. Soon a snow-ball effect is caused and a large number joins the leaders.

The second type of leaders can be called as PUSHERS. They will not lead from front, but push others from behind and motivate others to march ahead to reach a new height. In between the pullers and pushers, we have the third kind who can be called WALKERS who walk with others and influence them.

Types of leaders

Depending on the style adopted by the leader, five types of leaders are identified in literature: Autocratic, Democratic, Charismatic, Laissez faire, and Transformational.

Autocratic leaders

Autocratic leaders are assertive, often oppressive and dictatorial and make all the decisions themselves based on their opinion, whims and fancies. They focus on the tasks at hand, ignoring the relationships and views of their followers. Autocracy may be a good option in an emergency situation when there is no time to think, debate and come to a consensus. For example, in case of fire or an accident, the leader has to take a call on how to deal with the situation. But the decision taken by the leader can adversely affect a large number of people. At times, the followers may revolt. Autocratic leadership may be used for a short time, under exceptional circumstances, where urgent action is needed to tide away the crisis. Once the situation becomes normal, a leader should shift to some other style. Declaration of lockdown or curfew by a competent authority can be justified only in case of emergency caused by natural calamity, pandemic or war kind of situation.

Democratic leaders

Democratic leaders are the ones who follow democratic methods like opinion of majority, consensus building and transparency which is essential in a democratic set up. No doubt the decisions based on the majority are most acceptable and implementable, but they are tedious, expensive and extremely slow. Some people therefore, feel the need for a guided democracy which gives scope for the leaders to implement and enforce certain measures in the best interest of the people. Democratic leadership is what India has adopted in her constitution.

The pros and cons of running the government in a democratic manner are well known. Even during trying circumstances like COVID pandemic, our elections would continue to happen risking the lives of people. An assumption made in democracy is that people would vote for the deserving candidate and not fall prey to the incentives offered by a corrupt candidate. Even assuming that the leader is honest and sincere has the compulsion of bringing cost effectiveness. In this process, the quality suffers. Many of our ambitious programs and schemes will take a long route to satisfy the democratic norms. Targets go haywire. The leaders in the Government sector struggle to meet their goals and targets by following democratic style. Some of the private sector leaders, in their enthusiasm to enhance profit and productivity are tempted to use ‘short cut’ methods. Thus, democratic style is good by intent, but questionable by the outcome and ethics.

Charismatic leaders

The charismatic leaders are crowd pullers and attract people by virtue of their X factor. The X factor cannot be explained or described in words. It can be a personal style adopted by the leader, the way of eating, talking, dressing, or an attractive media projection. People with careers in mass media, especially theatre, cinema or TV have emerged as charismatic political leaders. It can also be attributed to a kind of ‘mass hysteria’ leading to psycho- fancy. The leaders are accepted as an avatar, superman or superwoman! The charismatic approach certainly gathers followers in a shortest possible time. But it is difficult to sustain the popularity due to the media hype they receive. In a competitive world, they are likely to be dragged into controversies.

Laissez-Faire Leaders
A laissez-faire leader is the one who delegates all the responsibilities to the team and simply relaxes! It is left to the members to decide what they wish to do and how much to do. laissez-faire style can work only if the team members are dependable and trustworthy. However, it is generally observed that this type of leadership is least productive among all as neither the roles nor the rules are defined. There are no deadlines either! How can we expect performance in such a situation? It will be like the story of everybody. “Anybody assigned a job to everybody. But everybody thought that somebody will do the job. Ultimately, nobody did it. Anybody started blaming everybody.”

However, on the positive side, laissez-faire style gives a golden opportunity for the members to unleash their creative energies and deliver their best. The leader should support the members with resources and direction when needed. However, In the Indian context, the possibility of successful laissez-faire leadership is highly doubtful.

Transformational leaders
Among all the five types of leaders, transformational leaders are perhaps the best. Transformational leaders are those who lead by example, and transform the members to take up leadership roles. Transformational leadership is associated with mentoring or the influence of a guru. A leader is moulded by a mentor and later the leader mentors another young leader.

History has witnessed the role played by the mentors in the shaping of several leaders. Ramakrishna Paramahamsa, for example, mentored and transformed Swami Vevekananda to turn to spirituality. Similarly, Gandhi mentored Jawaharlal Nehru to lead the Congress party. Most of the accomplished leaders in the field of art, music, theatres have passed on their art from one generation to the other through training, coaching and handholding. In the field of sports, mentoring and coaching is of utmost importance.

The method used for transformation includes mentoring, role modelling, coaching, handholding and delegating. Some theories also hold the view that transformation takes when the mentee is challenged by the mentor to change his/her mindset to accept the new idea or practice.

Transformative leaders combine different styles for different occasions. They may behave like dictators, democrats, charismatic or trusting leaders and delegate tasks to their mentees.

What is the S-5 Formula for Leadership Development?

The S-5 Formula for leadership development is an attempt to develop the kind of leadership grounded in the native Indian wisdom. The formula suggests that the development of leadership should start with a strong Sankalpa, or setting a goal which acts as a motivation for a long journey. This journey should begin in early childhood by way of Swadhyaya (Self-study) with a range of self-development activities which are linked with lifestyle management. Swadyaya is not adequate. It should be complemented with Satsanga (Synergy) gained through the process of collaborative learning in groups and facilitated by mentoring, feedback and formation of communities of practice. Swadhyaya and Satsanga together prepare the leader for the next phase of Seva (Service) which begins with self-service, but ends with self-less service. This phase is marked by extensive team building, communication and conflict resolution strategies to overcome the hurdles.

The final step in this journey is Samarpan (Surrender) to the society by handing over responsibilities to the new leadership with the spirit of becoming an instrument of change.

The S-5 formula is supported by the theories of motivation and learning and takes a holistic view of life. For this purpose, it draws lessons from Vedas, Upanishads, Bhagawad Gita, Ramayana, Mahabharata, Panchatantra, folk tradition, stories, tales and anecdotes which perhaps are far more relevant to the emerging role of India as a ‘Vishva Guru’.

Based on the established practices, it has the potentiality to develop new theories for researchers worldwide. The idea is to inspire the young Indian minds to take off on their own leadership journey to explore the unexplored and to reach the unreached.

To be continued…

Key points : 

• The importance of setting a goal (sankalpa) in leadership development
• Motivation— its role in leadership
• Setting a goal—practical tips

The first and the foremost element of the S-5 Formula is setting a goal. It is nothing but making a sankalpa, or a resolution and committing oneself to achieve the same. Even when we perform the traditional pooja (Sandhya Vandana), we recite a detailed sankalpa, imagining the God, stating who we are, where we are situated and what is the wish to be fulfilled through the pooja. So, setting a goal or making a sankalpa essential to the journey of leadership.

A common thread that we see running through the lives of great leaders is that they are all visionaries. They dream about the future and set goals that are tough and seem to be impossible to achieve. But through their strong will power, passion and commitment they achieve their goals.

Good leaders foresee the future and hence are ahead of their time and mainly for this reason they face strong opposition, questions and criticism. Their ideas and theories are doubted and rejected. When Pythagoras, a Greek mathematician, proposed in 500 BCE that the Earth was spherical in shape, only a handful of people believed him.

But the leaders, least affected by the rejection, continue to pursue their goals. The handful that initially believes in them finally joins the leaders who in turn connect with them and share their vision and finally they work together to accomplish the mission.

“प्रारभ्यते न खलु विघ्न -भयेन नीचैः प्रारभ्य विघ्न-विहता विरमन्ति मध्याः ।
विघ्नैः सहस्र-गुणितैर् अपि हन्यमानाः प्रारब्धम् उत्तम-गुणा न परित्यजन्ति ॥ २४४ ॥

Prārabhyate na khalu vighna-bhayena nīcaiḥ,prārabhya vighna-vihatā viramanti madhyāḥ |vighnaiḥ sahasra-guṇitair api hanyamānāḥ prārabdham uttama-guṇā na parityajanti 

The mean people do not even start, fearing failure; the mediocre drop in between; the top people don’t give up in spite of frequent hurdles and pursue their goals with full determination” || 244 ||” – Panchatantra Verse 3.244

What makes the leaders exercise single minded determination in chasing their goals? To answer this question, we need to explore the theories of motivation drawn from Psychology and Sociology and also look at the Indian philosophy.

Motivation theories:

Motivation is a force behind the effort. Numerous motivation theories explain what drives a human being to work hard. Broadly, we can say that motivation is driven by the values attached to the expected outcome. These may be extrinsic (name and fame, mostly materialistic) or intrinsic factors (passion for excellence or performing for the sake of performance).

In a materialistic society, most people are motivated by the extrinsic factors such as material wealth, name and fame. This includes pay and perks, positions, promotions, rewards, honours, recognition and opportunities for career enhancement. The working environment and the brand image of the organization are also sources of extrinsic motivation. Along with these, there is also punishment which has effects and side effects. Actually, A combination of rewards and punishment, which is called ‘carrot and stick’ policy, is likely to be more effective.

Intrinsic motivation is an attribute of many successful leaders. Renowned leaders like Swami Vivekananda, Mahatma Gandhi, Abraham Lincoln, Martin Luther King, Mother Theresa were motivated by their passion rather than material benefit.

According to Abraham Maslow’s social theory of motivation, needs are the sources of motivation. Needs, as Maslow says work in a hierarchy. From the bottom of the hierarchy upwards, the needs are physiological (need for food, hunger and thirst, and sex instinct), safety (need for security and shelter), social (need for love, relationship), esteem needs (need for recognition, status) and self-actualization (performing at one’s optimum level of effectiveness). In such a structure, unless the lower need is met, the person will not aspire for the higher need. Many corporate firms practice these principles to motivate their employees.

The self-determination theory of motivation proposed by Ryan and Deci (2000) is highly relevant to the development of leadership. According to this theory, motivation can be attributed to three factors working together. One is perceived competency, or self-confidence, the second is the freedom to exercise choice and the third factor is ‘relatedness’ or the extent of support available to the person. A combination of the three factors determines the degree of motivation. A potential leader, who feels competent, when given appropriate support and choice to decide his /her own way, will have the highest motivation to rise as a leader.

Interestingly, the Western theories do not talk about the role of ‘luck’ or ‘fate’ in the making of a successful leader.

According to the Indian philosophy that is driven by the Karma theory, Karma (action) is the cause as well as consequence of all outcomes. However, human beings are endowed with the capacity to exercise their free will (will power or self-determination) but destiny or fate (luck) also plays an important role. While good karma leads to good result (similarly, bad karma leads to poor outcome), the third element, God’s grace or good luck, also plays a role depending on the person’s adherence to the Dharma (right conduct) in chasing a sankalpa. A leader who makes a good and honest sankalpa, however tough it is, puts in a lot of work and action (Karma) that is dictated by the right conduct (Dharma) is sure to get a helpline from God’s grace. On the other hand, a leader with a wicked intention who misuses his free will with a selfish or destructive motive does not succeed, even though he works very hard work and is very powerful.

What is the source of sankalpa? Interestingly, it is desire! Human mind is said to host millions of thoughts and desires that appear and vanish like clouds. Most people just work on immediate desires or wants, like someone is happy and contented when the basic requirements of food, clothing and house (Roti, Kapda and Makan) are taken care of. However, the potential leaders reflect on their purpose of life, come up with some thoughts and ideas and pursue their mission seriously with strong determination and will power to achieve their goals (sankalpa).

• Sankalpas are rooted in one’s purpose of life.
• They are like a lighthouse guiding the sailors to locate their position and reach their destiny.
• They also serve as self-made commandments (anushasanas) for disciplining one’s behaviour.
• While good sankalpas benefit the mankind, bad sankalpas driven by self-interest or ego, can be disastrous.
• Setting a tough goal means taking risk.
• All leaders take risk. If they succeed, they become heroes. But if they fail, they still remain heroes, because they can then guide others to work in a different way.

The story of Bhagiratha

Bhagiratha was the son of great king Dilipa. His ancestors had been reduced to ashes and were trapped in nether land (patala loka) as a result of the curse given by sage Kapila. Bhagiratha was told that the only way to revive them and lay them to rest in peace was to sprinkle the holy water from river Ganga, located in heaven. This was almost an impossible task. But Bhagiratha made a strong sankalpa to undertake and succeed in this mission. He performed severe penance on the bank of river Ganga for several years. Pleased with his penance Ganga presented herself before Bhagiratha and promised to come down to the Earth. But she also cautioned him that she would fall from the heaven at such an alarming speed that it would be impossible for the human beings to control her. She suggested that Bhagiratha seek the help of Lord Shiva, the only one who could act as a speed breaker! Bhagiratha approached lord Shiva with another severe penance. Lord Shiva helped and trapped Ganga in his hair. But there were more hurdles to overcome before Ganga reached the bodies of Bhagiratha’s ancestors in the patala loka. Bhagiratha’s determination helped him reach his goal. He literally ‘moved heaven and earth’ to accomplish his mission with a strong sankalpa.

Lessons from Bhagiratha’s story: Leaders who set high goals and chase them with hard work, determination and focus, are sure to enjoy God’s grace and become successful in their mission.

How to set Goals

Tips for ensuring successful attainment of goals
Before setting goals ask yourself the following questions:

• Is the goal you wish to set in line with your purpose of life?
• Does it match your strengths and limitations?
• Are you prepared to devote your full time and energy?

1. Convert your goal in to tangible outcomes and identify milestones to be reached and tasks to be performed.
2. “Yesterday is the outdated cheque, tomorrow is a promissory note, but today is the ready cash”
   So, focus on the present task. Give a hundred percent to the task.
3. Take help from colleagues, mentors and experts who have more experience
4. Celebrate your short wins, be thankful and move on to the next goal.

Setting goals in an organization:

An organization generally has a large number of staff led by leaders at different levels. The staff should find a common purpose to function together effectively in the organization. They should have long term vision of where they wish to reach in the next 20-30 years.

Every organization has its ‘mission statement’ indicating the purpose of the organization and the strategy to be followed in realizing the vision. The organization should also define the underlying ‘values’ that drive their operations.

Leaders in any organization play a key role in having a vision, pursuing a mission and clarifying the values to be considered in their day-to-day functioning. Leaders in the field of business and commerce such as Tatas, Birlas, and Ambani’s have sustained their business activity for long mainly because of their leaders were visionaries. They set high goals and pursued them with determination despite the ups and downs they faced during their journey.

Key takeaways

The leadership begins with setting a goal or sankalpa which drives the journey. However, setting a goal requires a serious introspection of one’s purpose of life and the relevance of the goal to the society. Once the goal is set, it can be chased with full force braving hurdles and problems on the way. The process of chasing the goal is aided by self-study and the learning agility (Swadhyaya) as well as the synergy gained by collaborative learning (Satsanga) which we will discuss in later episodes.

To be continued…

We discussed in earlier episodes, the importance of setting a goal or making a strong resolution (sankalpa) as the first and foremost step in developing leadership. Once the resolution is made, the potential leaders have to start preparing themselves for learning the requisite skills to accomplish their mission. The process of accomplishing the mission  is facilitated by the combination of self-study (Swadhyay) and  synergy gained by collaborative learning (satsanga). While self-study enables the person to learn independently, collaborative learning brings synergy.  They are like the two wheels of the bicycle—working together to contribute to shaping leadership.

Key points

• Self-study or Swadhyay encompasses all learning that is self-directed and self-controlled
• Most skills, attitudes and values are inculcated during early childhood-the stage of emotional development
• Tips for developing family bonding, humility, overcoming ego and anger

The meaning of Self-study (Swadhyay)

In the S-5 formula, the term ‘Self-study’ is used in a broad sense. It refers to the learning that is initiated,  directed, monitored and controlled by the learner and which leads to self-development. It includes self-awareness, self-learning, self-practice, self-reflection,  self-control, self-accountability  and self-assessment.

Why do we need Self-study?

1. Self-study helps in developing self-awareness, which is essential for knowing one’s true identity and reach ones’ full potential. Most often, we are not aware of our identity and potential. It is said that human beings have three layers of identity, “what we think we are, what others think we are, and what we really are”. Self-examination is the first step to knowing what we are.
2. Self-study gives us scope for reflecting on our words and action and to practice what we preach. Leaders are respected when they serve as role models. What is essential for being an ideal leader is the harmony among  our body, expression and thought (Kaaya, Vaacha, Manasa), which is referred to as  Thrikarana shuddhi. Purity is a step towards divinity.   
3. Self-control helps in making right choices. Human mind is most volatile and is referred to as ‘monkey mind’. It is driven by the forces of sensual pleasures. Self-control that functions like a brake in a car, is required to control mind.
4. Self-reflection and introspection help us to overcome subjectivity and be objective. In a world dominated by media, it is difficult to decide what is right and what is wrong. One should check with one’s inner voice.
5. Self-examination is a great tool to develop sympathy. We can understand the suffering of others only when we try to place ourselves in their shoes.

Swadhyay Self-study  is not a new concept. Great leaders in the past, both from mythology and history have used Self-study effectively. The story of Ekalavya from the mahabharata is a supreme example of self-study.

All through history, we see self-made leaders. Some of them even studied under the   street lights.  Late Abdul Kalam, from his humble background of fisherman’s tribe, rose  to the highest position—  the President of India.   Shri Modi Ji struggled  as a tea seller at the early stages his early career. Even late Lata Mangeshkar, the  eminent singer,  had to work very hard  before earning name and fame. Self-study involved a great amount of time and energy in the olden days, it is much quicker now with the advancement of technology and communication system.

Attitudes and skills developed through Self-study (Swadhyay)

Swadhyay includes a large number of skills, attitudes and values, which are formed during early childhood. Some of them area intellectual skills and others are emotional attributes.

How to develop self-study skills?

Self-study skills should be inculcated from early childhood. They are generally learnt through influence, experience and opportunities provided for learning. Therefore, this process should be an integral part of daily life.  

Stories, tales and anecdotes

Children learn values such as honesty, truthfulness, kindness, magnanimity from stories. We have inherited a wealth of literature that is full of stories and anecdotes from the different religions, regions and languages of the land.    Ramayana, Mahabharata,  Puranas,  Panchatantra, stories of Tenali Rama, Akbar Birbal, Chandamama and  folk literature are popular examples of Hindu literature and Indian history. All religions have  contributed richly to literature.  

Stories are the most influential character-building tools, especially during childhood.  Thanks to our elders and the joint family system, we have grown up listening to stories or participating in cultural programs, village festivals, and family functions. During the pre-electricity days, the family gathered around an oil lamp or petromax chimney and listen to the stories from the epics narrated by the older members of the family. The place then turned into a mini theatre and we were transported to a different world. It was a unique experience.  The stories of King Harishchandra and Punyakoti (story of holy cow) brought tears to our eyes and are imprinted on our minds as the best lessons in truth and honesty.

Role Modelling

Charity should begin at home! Children learn skills by emulating their seniors, parents, elders, teachers and friends. For example, if you want your children to develop  the habit of treating elders with respect, you as a parent should first practise it.  The problem with many parents is that they expect their children to behave well with others, but they themselves may have strained relation with them. Do we treat our domestic help, drivers, junior staff and other helpers with respect? Children, even before entering school, learn  discipline, sincerity, honesty from their parents.

Don’t Preach; Explain the Logic

Living in the age of digital information and social media, children today demand evidence for the point to be proved valid.  For example, when the entire world is awed by the rich lifestyles of the celebrities, how do you convince your child to opt for ‘simple living and high thinking’? You have to first give them both the options: the option of amassing huge wealth by wrong means (using shortcut methods) which will lead to misery and the second option of earning by honest means and sharing a part  with a needy person who will always be grateful to you.  After presenting both the options, you should let your child make his/her decision. This strategy will work better than a sermon or preach approach.  

Effective communication holds the key

Communication is about listening, feeling, and connecting. Mere talking will not help. You should explore and use all forms of communication: listening with attention and interest, verbal (voice modulation), non-verbal (body language, gestures, eye contact, etc.), and visual (using illustrations, pictures, paintings, artwork etc.). Encourage children to participate in extra-curricular activities. In fact,  extra-curricular activities are not extra.  They are co-curricular and even ‘core curricular’ activities. Sports, music, dance, fine arts, role plays, skits, drama, debates, literary activities and hobby clubs provide ample opportunities for character building and personality development. Indoor games such as chess, sudoku, puzzles, toys, cubicles and rubrics, card games etc., are useful for stimulating thinking, reasoning and problem solving. Playground is a place  where the children learn the rules of the game and practise sportsmanship.  Activities like trekking, hiking, tours and excursions give a special opportunity to imbibe team spirit.

Competition is a necessary evil

A major drawback of our school system is the amount of stress on the competition among students. This often leads to tension and disappointment.  Until such system is replaced by the system of cooperation and collaboration, the only way out is to enable children to accept failure in the proper perspective. Tell them the stories of great leaders, who failed miserably, but continued their efforts till they hit success. Give them freedom to  pursue what they like.

Havoc caused by social media; Balancing act is the norm

The distraction caused by television, gaming and social media is a major challenge for the parents. In a world under the grip of social media and innumerable channels of entertainment, it is difficult to ban their use. Peer pressure plays a major role. The only option is to become partners in their engagement and enable the children to make judicious and responsible use of social media, television and entertainment.

We hear about unfortunate incidents of suicide committed by children after getting addicted to social media like instagram and their nexus with night clubs, partying,  gaming, tobacco use, alcohol and substance abuse.  Children need counselling and help rather than cajoling and punishment, which may lead to adverse reaction. You need to find your own ‘mid of the road’ approach. You should explain to children that media projection is often false and fabricated and vested with commercial interest. This will enable them to handle social media judiciously.   

The role of family bonding

The influence of family and family bonding is the key to value development. Involving children in family functions, religious ceremonies and travelling provides scope for teaching problem solving and decision-making skills.    Engaging them in household activities helps in multiple ways. Firstly, it leads to skill enhancement in doing household jobs like washing, ironing, cooking, and carrying minor repairs.  Secondly, it reduces the workload of the parents and allows them to spend quality time with their family. Next, it makes children more responsible and independent and also  teaches the dignity of labour.

Work delegation becomes essential also during natural calamities and pandemics.  The mental trauma caused by lockdowns and the fatigue caused by electronic gadgets can be reduced by children’s engaging in household work.   

The value conflicts are unavoidable when the family members come from different backgrounds and bring their own cultures and mindsets. In such situations one needs to be open and use negotiation skills to resolve the conflicts.  Many conflicts can be resolved amicably and effectively around the dining table.

Tolerance

Tolerance is a virtue hailed by sanatana dharma. Non-violence is said to be the highest form of Dharma (Ahimsa paramo dharma). It is also a mantra for living harmoniously in a pluralistic society like India, where we have several barriers like religions, caste, language and geographical divide. But too much tolerance in certain sections of the society is cited as a weakness in Indians in curbing fundamentalism.  The mid of the road approach or balancing act appears to be the way forward. Going by spirituality, since Brahman (God) resides in every Jeeva (living body), respecting everyone means acknowledging the presence of divinity in every human being. While this realization may not come without a mentor or Guru, self-realization is what really matters.

Humility

Humility, as opposed to ego or self-aggrandisement, is another virtue.  Many times, people do not acknowledge the achievements of their competitors. The reason could be jealousy or feeling of insecurity. But what is required for good leadership  is magnanimity and not mean-mindedness. A leader becomes great by appreciating the good qualities of the opponent before demonstrating his/ her own calibre.

Ego

Conquering ego is a key to success. But it is not easy. The first step is to be aware of the ego problem and accept it. Next is to assess the strength and weakness of the opponent and decide either to join him/her or to start a parallel activity. This will lead to a win-win situation. Only when these options are not acceptable, a path of war becomes inevitable.

Anger management

Anger is a tricky behaviour. It is self-learnt by imitation and triggered by situation.  Anger works only when used rarely and selectively, that too against a less powerful person. Head-on confrontation with a powerful person makes no sense. In such situations it is better to lie low (like a turtle hibernating), do some ground work and  bounce back with vengeance.

The practical techniques to overcome anger are controlled deep breathing (pranayama), brisk walking, taking a break or engaging in some other activity like music or sports. When angry, you should  avoid reacting or taking a decision.  Ponder over the issue again and  rely on your second thought. This step would help a lot in preventing conflicts  and avoiding hurried decisions that can cost a lot.

In conclusion, self-study, self-examination and self-reflection are powerful tools for a potential leader. However, much depends on the early childhood experience and role modelling by the seniors. In a world dominated by the social media, their support helps to balance. Used judiciously, the social media can become a treasure house of knowledge. But if misused, it can   create a big divide among people by circulating distorted information and  hate messages resulting in hostility. Afterall, children’s personality is moulded in the same way as the potter working with clay. Elders are the potters who are expected to mould their children carefully and meticulously to make them perfect pots.

image source:Wiki

S-3: Synergy through School Study (Satsanga)

We discussed that self-study (swadhyay) is an essential requirement for the leadership journey. Now we move on to Satsanga. Satsanga essentially means“gathering together for the truth”, or more simply, “being with the truth.” Truth is what is real, what exists.

Swadhyay (self-study) and Satsang (school study) are like the two wheels of a bicycle. Swadhyay is driven by the individuals themselves and Satsanga is driven by other around us, mainly our teachers and peers. Satsanga begins with school and later extends to workplace, community and society. It includes both formal and informal learning. The role played by teachers in schools in imparting formal instruction is of utmost importance. Although the distinction between formal and informal education is disappearing due the emergence of e-learning and digital technologies, the role of Guru or mentor in developing value systems cannot be undermined.

Key points

• School study must be based on the principles of learning.

• Guru, mentor, teacher and colleagues play a key role in school study.

• Mentoring (Satsanga) is a reciprocal relationship between the mentor and the mentee and contributes immensely to the development of leadership.

• Team building is of vital importance; this requires knowledge of group dynamics.

• Effective communication is at the heart of leadership; feedback has a great role to play.

• The way forward is high quality mentoring using blended learning.

SCHOOL STUDY AND PRINCIPLES OF LEARNING

According to the S-5 Formula self-study and school study are integral parts of the leadership development. They should be based on the principles of learning. Understanding the process of learning is something like understanding the truth. Truth is one but it manifests itself in many different forms (Ekam Sat, Vipraha bahudha vadanti). The process of human learning is also based on several theories and schools of thought. They see the process of learning from different perspectives. Broadly speaking, all learning theories can be classified into three schools of thought.

i. The schools affiliated to Behaviourism argue that learning is a process of changing the behaviour of the learner. Learning can be manipulated by external controls such as strong motivation usually in the form of a reward or recognition. Other factors that are important are constant practice, reinforcement and supportive environment along with various methods and media.

ii. The Cognitive school of thought, on the other hand, proposes that learning is controlled internally by the learner who receives information from the five senses (seeing, hearing, touching, tasting and smelling) and processes information by linking it with the previous knowledge to construct new knowledge. Of course, memory and attention, cognition and motivation also play an important role in this processing.

iii. A third school of thought belongs to social learning. It considers that learning depends upon the extent of social interaction which is needed for constructing new knowledge. Indeed, it connects social interaction with construction (social constructivism).

Based on these schools of thought, educationists have derived a number of tools, techniques and best practices of teaching. Most people are interested in the implications of theories of learning on the practice. We have summarized these in the table.

The Education system in India is undergoing changes. The National Education Policy, 2020 (NEP-2020) captures the much-needed changes in terms of more autonomy to the learners, skill enhancement, development of critical thinking, problem solving, team approach, grounding in ancient Indian values and bringing interdisciplinary approach to learning. If these aspirations are to be realized, we need to act collectively at all levels to remove the hurdles. We need to address both the structural changes and attitudes of teachers. School establishments, regulators, governments and the civil society need to work to work together. The movement however starts with Gurus and thought leaders.

THE ROLE OF GURU

In Indian tradition, Guru is equated with the trinity of Gods—Brahma, Vishnu and Maheshwara—who are responsible for the creation, sustenance and destruction, respectively. (Gurur Brahma, Gurur Vishnu, Gurur Devo Maheshwaraha).

Guru is the one who opens the eyes of an ignorant person (darkness) with his precise tool of knowledge, giving him a new eyesight and a new insight. (Ajnana timirandhasya, jnanajana shalakaya; chakshur unmeelitam, yenam, tasmai, shri Gurave namah)

Many leaders in the Indian mythology were influenced, trained and guided by the Gurus throughout their life. King Harischandra in the krita yuga was repeatedly put to acid test by Guru Vishwamitra and he came out successfully as an embodiment of truth. In the Ramayana, Hanuman was mentored by Jambavant to fly across the ocean. In the Mahabharata, Arjun was trained by Dronacharya in archery.

He was also mentored by Krishna during all his critical moments. The final counselling by Krishna (Gita-upadesha) led to the birth of Bhagavad Gita, the epitome of Indian philosophy. History is full of instances of mentoring: the Maurya emperor Chandragupta was mentored by Kautilya and Swami Vivekananda was mentored by Ramakrishna Paramahamsa.

The true spirit of School study or satsanga can be found in our Vedic tradition rooted in the Upanishads.

ॐ सह नाववतु ।
सह नौ भुनक्तु ।
सह वीर्यं करवावहै ।
तेजस्वि नावधीतमस्तु मा विद्विषावहै ।
ॐ शान्तिः शान्तिः शान्तिः ॥
Om Saha Naav[au]-Avatu |
Saha Nau Bhunaktu |
Saha Viiryam Karavaavahai |
Tejasvi Naav[au]-Adhiitam-Astu Maa Vidvissaavahai |
Om Shaantih Shaantih Shaantih ||

Meaning:
1: Om, Together may we two Move (in our Studies, the Teacher and the Student),
2: Together may we two Relish (our Studies, the Teacher and the Student),
3: Together may we perform (our Studies) with Vigour (with deep Concentration),
4: May what has been Studied by us be filled with the Brilliance (of Understanding, leading to Knowledge); May it Not give rise to Hostility (due to lack of Understanding),
5: Om Peace, Peace, Peace

The ancient Indian Gurukul system is the finest example of mentoring by the Guru—satsang. The students (Shishyas) lived with the Guru in a remote Ashram (hermitage) in a forest. The students were expected to lead a highly disciplined and austere life. Their curriculum included both spiritual knowledge and a wide range of 64 skills (Vidyas). Being a residential system, the students had to stay in the Ashram, do domestic chores like drawing water from the well, fetching firewood from the forest and cooking their own food besides engaging in swadhyay, the study of holy scripts. Thus, Gurukul combined swadhyay with satsanga. The Guru-shishya bond lasted for the life time.

Though the Gurukul system faded with time, the practice of mentoring continued for several generations in many guilds and vocations like arts, crafts, traditional healing, classical music, dance, religious practices and rituals. Satsang was used effectively by the religious leaders, saints, philosophers, poets, Sufis and social reformers from time to time. Sant Tukaram, Chaitanya Mahaprabhu, Namdev etc., are notable examples who worked with the people to spread the message of devotion (Bhakti movement).

In the present time, a fresh attempt is being made by the thought leaders in charitable trusts, mutts, and seva organizations to restore the ancient Indian values and traditions and to impart those values in their educational programs. The vision of National Education Policy is to rejuvenate our ancient Indian system to inculcate human values along with the intellectual growth of children. New initiatives to bring back the glory of Gurukuls require a collective effort from the religious establishments, civil society leaders, governments and educational institutes. The society should also appreciate the role of Gurus and support their vision and missions. A core concept that holds good for all times is mentoring.

ROLE OF MENTORING

Mentoring holds the key for leadership development. A mentor is a Guru in the new Avatar who plays diverse roles such as teacher, guide, coach, trainer and motivator. A budding leader must identify and work with a mentor who knows the way and shows the way. We have emphasized reciprocal relationship between the mentor and the mentee which is beneficial for both. Mentoring has always been a key component of our school system. The origin of the term mentor is attributed to Greek mythology. A trusted friend of Odysseus, named Mentor was requested to take care of his son Telemachus when he had left the country for fighting the Trojan war. The Indian tradition of mentoring dates back to the Gurukul times.

What is mentoring?

Mentoring is a close interaction between two individuals, the mentor and the mentee, leading to the overall growth of both. It is very close to coaching. While coaching deals with rigorous training and skill enhancement of a person in education or sports, mentoring is common in most fields. The ancient Indian concept of Satsanga actually has more profound meaning. It means likeminded people coming together (Sanga) to seek the truth (Sat).

In a mentoring relationship, the mentor guides, facilitates and motivates the mentee. The mentor merely shows the way or gives a clue to reach the destination. It is for the mentee to work hard, find a solution to the problem and come back to the mentor with a new problem. As the journey continues, their bond becomes stronger. In this process, the mentor also learns new skills, resulting in a win-win situation. Mentoring relationship lasts for a long time. Mentoring, unlike coaching, is a free service. The joy and satisfaction the mentor and the mentee experience beyond any description!

A mentor plays many roles. As a coach, he/she trains and disciplines the mentee; as a friend, he/she gives and receives feedback; as a critique, he/she challenges; as a gardener, he/she nourishes the mentee and ensures that he/she establishes himself / herself like a big banyan tree.

How to achieve ideal mentoring relationship?

• The selection of a mentor and mentee should be voluntary and not forced. Irrespective of the backgrounds they come from, the mentor and the mentee should trust and respect each other. They may differ in their opinions and ideas and get into debates and arguments sometimes, but only to emerge wiser. The attitude of ‘agree to disagree’ is most important for maintaining a cordial relationship.

• An effective communication, including individual reflection, giving and receiving feedback is vital for sustaining mentoring.

• Informal communication can be more effective than formal classroom setting. A meeting over a cup of coffee, a walk in the veranda, a stroll in the park or meeting in a shopping mall can be used effectively for mentoring.

• Appropriate and responsible use of social media can be helpful in exchanging information. But it must be accompanied by physical interaction to be fruitful.

• The partnership may start with a few informal chats, however with time and empathetic communication, it will lead to transformation.

• The mentor should be an empathetic, friendly, trustworthy, loving and compassionate. The mentor need not be a subject expert of any kind as his/her job is not to teach, but to encourage, motivate and handhold.

• Mentoring can be formally introduced in schools without any cost or physical investment. However, its utility is beyond estimation.

• A spirit of collaboration rather than competition is much needed for a successful partnership. With the world becoming more complex and interdependent, collaborative approach is a must.

The story of the Hare and the Tortoise Part 2

We have heard the story of the race between the hare and the tortoise and the lesson derived from it. Now, let us read the latter part of the story.

Realising his mistake, the hare challenged the tortoise for another race. This time, he did not rest but ran continuously and won the race. The tortoise was disappointed and realized that he can never win the race by running in the field. So he challenged the hare to run yet another race in which the finishing point would be across the river. This was a disaster for the hare as he could not swim.

On introspection later, the hare and the tortoise could identify their strengths and weaknesses, so they decided to have another friendly race. The hare carried the tortoise on his back till they reached the river and the tortoise crossed the river with the hare on its back. For the final stretch, the hare again carried the tortoise. This time they reached the destination in the shortest possible time, which would not have been possible if they had run individually. They were happy and proud partners! The message is loud and clear. Mentoring can be successful by collaboration rather than competition.

Due to the unique demographic pattern of the country, the leadership development in India can highly benefit from a mass movement in the form of Satsang Bharath as half of the Indian population is of below 25 years of age. This section needs to be skilled and competent to explore new job opportunities. Our elderly population, on the other hand, is increasing rapidly with the increase in longevity. This section needs health and social support services which can be provided by the skilled youth. If a comprehensive mentoring is put in place, it can result in a win-win situation for both.

THE ROLE OF GROUP DYNAMICS AND TEAM BUILDING IN LEADERSHIP

Team building is a core skill for the leadership development. Every leader builds a team to accomplish a great job, which otherwise, is impossible to attain. All great events and accomplishments in the human history are the products of team work. In the Ramayana, Rama could accomplish the task of building a bridge to reach Lanka solely due to the excellent team work by the Vanara Sena. As per the Sanskrit adage, Sanghey shakti kalau yugey , in Kaliyga, the team holds the power. The kings, conquerors, missionaries, religious leaders and social reformers have always mobilised teams to accomplish their mission. It is therefore, important for a leader to understand the group dynamics, how the groups are formed and how they function.

Why do teams make a difference?

In a team, people with complementary abilities (knowledge, skills, attitudes) come together, collaborate and try to accomplish a common goal. A group is said to be more than a sum of individuals. Though human beings are basically individualistic, they tend to work effectively in groups when they face a common problem or concern. This is due to the psychological bonding called ‘muscular bonding’. As the honey bees do in their hive, human beings operate their “hive switch”. When the hive switch is pushed, people transcend their selfishness and contribute to the welfare of the group. Secondly, a group is more efficient in problem solving, because the members can view the problem from different perspectives. Team work also gives a social security in addition to new learning opportunities.

Stages of group formation

Every group goes through four stages of development. They are forming, storming, norming and performing. An effective leader plays a key role at every stage.

1. Forming: The members who are strangers join together with the hope that they will be able to contribute and derive some benefits from the group. The leader’s role at this stage is to set goals, clarify the tasks and introduce each member to the group.

2. Storming: At this stage, the members start expressing their views freely. They often argue, debate and also compete with each other to justify their points of view. The leader should encourage healthy discussion to bring out the best out of everyone. He/She needs to ensure that everyone participates and the discussion moves on the right track. This is called gate keeping. He/She should handle the dominant members in a tactful manner and encourage the members who shy away from participation. If the members become hostile, he/she should resolve the conflict by using his/her wit and wisdom.

3. Norming: After the storm is over the members calm down. They listen to each other and agree to the acceptable norms. The rules of the game become clear. The members acknowledge each others’ contribution and show willingness to change their stand. The leader takes advantage of this situation and allocates jobs to various members according to their unique capabilities and strengths.

4. Performing: This is the most productive stage of the team formation. Here we get to see the mutual trust, delegation of tasks and collaboration. The members help and support each other. Most important role for the leader here is to share the credit with the team members and take responsibility for failures.

A leader’s role in team building can be classified into task functions and process functions. The task functions include—helping the team to set goals, developing procedures, delegating tasks and monitoring the progress. The process functions include facilitating the members, taking care of their physical and social needs, encouraging participation of all members, settling differences amongst members, and providing positive reinforcement as and when needed.

A good team leader

• creates a good ambience for the group (comfortable venue, seating, hospitality),

• sets the time frame and explains the task,

• facilitates free and fair participation to bring out their best performance,

• delegates tasks, monitors progress of the group, and boosts the morale of the group in case of setback and failure,

• shares the credit with all and takes responsibility for the failure, if any.

   

  All good schools and colleges emphasize team building by way of co-curricular and extra- curricular activities. The activities like school assembly, sports and games, hobby clubs, excursions , cultural activities and social service give ample scope for nurturing team building. However, the pressure created by the competition and examinations is a big hurdle for the healthy leadership development.

ROLE OF COMMUNICATION

The leadership development relies heavily on effective communication. Communication is of four types: listening, verbal, non-verbal and visual. Effective listening is perhaps more important than talking. We often like to be understood by others. But how often do we make an attempt to understand others? Empathetic listening is what great leaders practice successfully in building their teams.

Verbal communication includes use of appropriate language, choice of words, voice modulation, use of pace and pause to deliver the message. The understanding of the audience, their language and the cultural context is very important. For example, if you are talking to a villager, you cannot use English with a foreign accent. Depending on the size of the gathering, you should modulate your voice and proximity. For a mass campaign, you need to use public address system, and take the centre stage. For a one-on-one meeting, simple, conversational style of dialogue can be used. An interactive style of presentation will always have a better impact on the audience.

While the verbal communication makes 30% impact, the non-verbal communication makes 70% impact on the audience. This includes appropriate use of gestures, eye contact, facial expression and body language to support the message. The body language has a tremendous value for the doctors in breaking the bad news to the patients’ family and relatives. Visual and audio-visual communication are much sought after channels for advertising and marketing. A picture is said to be worth thousand words. Visual communication is a science as well as an art. With high technologies entering this field, visual communication is becoming more and more complex.

FEEDBACK CULTURE

Feedback is one of the main principles of learning and perhaps, the most powerful tool for improving the performance and communication. It enhances learning in school studies. It contributes to quality assurance. Giving feedback, receiving feedback and working on the feedback are essential skills for a leader. As the leader enters the phase of service (Seva), it helps in building effective teams, improving procedures, preventing conflicts, increasing productivity, bringing harmony and ensuring the wellbeing of the people and organizations.

Unfortunately, the power of feedback is not realized in schools, colleges and workplaces. Of late, in business sectors and service sectors its importance is being realized.

What is Feedback?

• Feedback is a two way mechanism that helps to reduce errors and enhance the quality of a process, product or outcome. Both giving and receiving feedback are essential.

• Feedback is not criticism. It is constructive suggestion which is aimed at fact finding and not fault finding. Hence while giving feedback, always start with what worked well and what can be improved and end with a positive note. This is called a sandwich model.

• Feedback should be directed at the activity and not the person. Focus on why it happened that way rather than who is at fault; avoid blame game.

• Feedback should be given as soon as possible. Otherwise a person is likely to forget. Justice delayed is justice denied.

• Feedback should be crisp and pointed; Don’t make long list of flaws, which can demoralize the receiver. Even if there are many flaws, tell a few at a time and follow later.

How to give feedback?

If the feedback is positive, you may give it publicly. However, if the feedback is negative, you should never give it in public. Talk to the person privately. Show genuine concern for his/her improvement, inform them about what was right and what went wrong, and then suggest ideas for improvement. After some time, discuss again the extent to which suggestions worked and what are the other issues that need to be resolved. This type of dialogic feedback should be an integral part of mentoring.

How to receive feedback?

If someone gives feedback, thank the person generously, irrespective of whether you liked the comment or not. If the feedback is negative, do not try to defend or justify your action. Instead, keep the feedback in your pocket. Reflect on the feedback later and evaluate if it is right and genuine. Try to incorporate the suggestions selectively.

One important tip about feedback. There can be people who are adamant and are not prepared to accept your feedback. There is no point in giving feedback to such persons who are averse to criticism. You should rather prepare such person to listen and accept your feedback. This can be done only by demonstrating your honest intention to help the person improve.

In their current setting, there is not much scope for feedback in our schools and colleges. There is a need to create a culture of giving and receiving feedback at all levels. This is a challenging task for the leaders. Even they should be prepared to listen and correct their attitudes, if warranted. There should be no victimization of those persons who give negative feedback. On the contrary, constructive suggestions should be rewarded. We have seen the examples of noble kings who used to move in disguise to solicit feedback about the quality of governance. Rama is an illustrious example of sending Sita to the forest based on the feedback received from a washerman questioning the chastity of Sita! Though one can debate about this episode, the fact remains that feedback should be taken seriously in public life.

The need of the hour is to create a culture of feedback in which people give, receive and accept feedback freely and frankly. At the same time, one should be careful in giving feedback which can hurt others. The final note on feedback comes from one of the oldest scripture Manu Smriti which states “ Sathyam bruyaat, priyam bruyaat, na-bruyaat, sathyam-apriyam”(Manu Smriti 4-138), meaning “Speak truth, speak in a pleasant manner, do not speak bitter truth”.

THE WAY FORWARD

It is difficult to predict the manner in which the future school system will function and develop leadership. With the emergence of technologies like Artificial Intelligence, Machine Language, Big Data Analytics, robotics etc., tomorrow’s classrooms are going to be drastically different. Bundled activities, break out rooms, prompts, videos, podcasts, news clips, virtual tours, web tasks, and gaming tools will all be utilized in a seamless manner. However, there is no replacement for a value-based mentor who will lead the community of practice. Such persons will eventually train and inspire the leaders of tomorrow.

In the world of Google and online system of education, development of leadership skills is therefore is a mixture of challenges and opportunities. Mentoring and blended learning seem to be the way forward.

To be continued…

S-4: Seva (Self-less Service)

As the journey of leadership continues, it is now time to apply the knowledge and skills learnt through Svadhyaya and Satsanga to service or seva in the world of work. This is most defined moment in the leadership journey because the essence of leadership lies in leading the society towards greater good.

While the term service refers to the delivery of any kind of work, with some cash or kind in return, the Indian term Seva underlines the importance of selfless service. Service for sake of service brings a unique joy or fulfilment to the one who serves. Service beyond self, or selfless service (Nishkama karma) lies at the core of Bhagavad Gita, which we highlight throughout this book. Seva should therefore, be considered as a means for self – transformation in addition to working for the welfare of the society.

Service is not a smooth sail. It is beset with several challenges such as whom to serve, how to serve and how much to serve? In a complex world with infinite needs felt by the diverse population with differing ideologies, you have to be clear about the means and end of service. Why should we serve? To earn more money? To earn name and fame? To solve the problems of the society? To find a way for our own transformation and derive bliss or internal satisfaction? We need to make our own choice. We may start with making money and becoming self-reliant, and then turn to service where we earn name and fame. But in the process, we realize that we cannot solve even the smallest of a problem of the society. Thus, service becomes a means of self-transformation. We are no more doers but instruments in the hands of almighty. We will be able to see God within us! There are no ruling principles, developed by the management schools. They talk about goods, services, loss and profit. But our ancient Indian scriptures are the sources from which we can gain some insights.

Key Points

• Beware of whom you wish to serve and for what cause. Master the skills and attitudes needed for a servant

• Be resourceful, develop capacity, sharpen your skills, create wealth before you can share with others; Intellectual Property Rights (IPR) can help.

• In success, share credit; Develop Attitude of Gratitude

• In failure, don’t give up, take responsibility. Replan. Unlearn old habits, relearn new skills and strategies; show Grit and Resilience

• Resolve Conflicts, both internal and external

• Achieve ‘Work – Life’ Balance

Why serve? Whom to serve?

Choosing the right purpose (cause) and right persons to serve is of utmost importance. There are infinite ways of serving. People bring you many requests. It is like contestants for election approaching you for a vote, promising their best services. But only later you realise that they were not worthy of your votes. Hence, it is important to choose the right organization to serve.

If you join any organization, you should be willing to work as a team. If you wish to play your role effectively, you have to work on your core abilities and strengths. Identifying the purpose of your life is important to decide why you want to serve and how you want to serve. This brings us to the concept of dharmic way of service. For example, earning money is, no doubt, an essential requirement. The question is about the manner in which you wish to earn or spend. Some people may earn a huge amount of money by dishonest means and later resort to charity for converting black money into white. This is charity by force of circumstances, which is referred to as Rajasic way. The Sattvic way is to earn money by honest means and spend for a genuine cause. You may earn money by means of self-employment, salary or business profit. The value attached to your sincere contribution, however small it may be, is important. Moreover, you are serving for the sake of self-transformation rather than fulfilling the demands of society. In this process you become an instrument chosen by the destiny rather than claiming doership.

Nevertheless, service implies that a service provider is self-sufficient, self-reliant, and resourceful before beginning the service. One should also acquire resources and competency through continuous learning before beginning the service. Acquiring wealth is not enough as there are many other hurdles to cross. The society will praise the person who is able to give more and more. The same society doesn’t bother when the person faces problems such as loss in business, cut throat competition, deception by insiders and the jealous outsiders. However, establishing ones’ credibility and capability is an essential requirement for providing service.

We are living in a knowledge society where intellectual wealth is the mother of material wealth or money. There are multiple ways of acquiring intellectual property rights (IPR). The systems and procedures of acquiring copyrights, patents, trademarks, and geotags are already in place. The governments are keen to develop entrepreneurship at various levels to facilitate technology transfer of the products to the global market to generate foreign exchange reserves. Harnessing the power of IPR is the best method to develop the capacity for service. Hence making money is not a bad idea, much needed aspect in the world of Kaliyuga.

In a class room, a teacher was narrating the story of Buddha. A student asked “Sir, if we have to follow Buddha, what is the point in acquiring material wealth? We can very well take Sanyasa.” The teacher replied, “My dear young man, have you ever thought about this issue? Before becoming Buddha, first, you should be Siddhartha, who was a great King and a conqueror!” This episode tells that one should have acquired wealth before distributing it to others. The Nobel prize is a good example of this. Corporate giants such as Bill and Melinda Foundation, Infosys, Wipro and many others too have created wealth which they utilize for social service.

Earning money matches the ancient Indian dictum, the four basic goals of life, viz., Dharma (righteousness), Artha (money), Kama (Desire) and Moksha (self-realisation), which also imply that money and desire should be guided by dharma. In the modern context, dharma refers to the honest means and maintenance of quality and standard with respect to the process as well as product. Quality assurance and enhancement require continuous efforts such as refining and finetuning the procedures, taking feedback from the users and motivating the staff to work together in a spirit of seva, rather than profit motive.

Threats to Seva

While money and resources do matter, other factors which are crucial for providing service are personal competency, robust physical health, sound mind and ability to solve the problems effectively. Competency includes knowledge, skills, attitude, communication and reflections.

All leaders face challenges in providing service. When they do well, they are labelled as heroes and treated like Gods or semi-gods. But if something goes wrong, they are criticised severely and shunned. We even hear about the doctors who give life to others are beaten by the mob for any kind of adverse results. The circumstances might have been beyond the scope and limits of the service provider, which the common folk does not realise. The competition from ‘outside’ is acceptable, but the resistance from ‘within the organization’ proves to be more problematic. Resistance to change is inherent in any organization. As one the gains name and fame, the opposition also rises. The larger the organization, greater is the interdependency. Resolving conflicts among various cadres of staff within an organization is a challenge for the budding leader.

In success, share credit; Show Attitude of Gratitude

It is human nature to take credit for the success. Though achievement of any task depends upon the performance of a leader, most of the times, it can be attributed to the collective contribution of all. The type of contribution and the amount of contribution may vary. The success of large missions like launching a satellite, running a metro or organizing a health mela or a mega event always depends on the collective efforts by thousands of individuals working at various levels. A few people may take the centre stage but most of the people work behind the curtain. Every person counts, like a large number of blocks making a perfect square. Hence we must acknowledge the contribution of every individual, big or small, rich or poor, smart or simple person who has contributed to the success.

Managing success involves sharing credit with every team member and thanking him/ her generously. Some of the common ways of thanking include praising a person in public, passing a ‘thank you note’, giving gifts or organizing a formal celebration or event. Even effective use of body language such as bowing, saying namaste, hugging, handholding or handshaking can work wonders in showing gratitude. A gift can be cash or kind depending on one’s budget and the perceived value the recipient attaches to the gift. Someone may like a book or a utility item. You should consider the best option among items such as indoor plants, books, sports and games related items or household utility items which are likely to be appreciated by your team member.

In failure, take responsibility

Failure management is perhaps more important than management of success. Because, failures are more common than success in a leadership journey. Many leaders confess that before hitting one success, they failed ninety nine times. Hence they take pride in telling that they could discover ninety nine ways of doing the things wrongly, which really contributed to their learning curve.

The reasons for failure can be many and varied. Lack of financial support, technical problems, leg pulling by own people lack of support from staff or even criticism from competitors, market crash, and many other issues can arise and demoralize the leader and his team.

Indian mythology is full of examples of great men and women who failed repeatedly before they succeeded in achieving their goals. In the Ramyana, Ram was deprived from crowning and was sent into exile. His virtuous wife Sita was kidnapped by the demon Ravana and he had to fight a war to free her. In the Mahabharata, Pandavas had to go into an exile and endure many hardships. During the time of Chandragupta Maurya, the eminent priest Kautilya was humiliated by the Nanda kings, which led him to take an oath to eliminate the Nanda kings.

Bharat Ratna, Late Dr B.C. Roy fought many battles in his career. He sailed to England with just Rs. 1,200 in his pocket to study medicine at St. Bartholomew’s Hospital & College, London. When the British authorities were reluctant to accept a student from Asia, he didn’t lose heart and sent his application 30 times! On the 30^th attempt he was selected to join. Subsequently, he achieved the rare distinction of obtaining both M.R.C.P. and F.R.C.S Degrees in a span of 2 years. After his return to India, he not only became a famous physician but also joined politics and went on to become one of the most respected Chief Ministers of West Bengal.

At the time of failure, the leader should stand like a rock. He should first take his team into confidence and assure them that the set back is only temporary and it will be resolved soon. Then the leader should analyse to understand what caused the failure and plan corrective measures. In this process of replanning, the leader should keep a low profile and go underground. Unlearning the mistakes, and re-learning to adapt a new strategy are essential requirements in managing failure. The leader should demonstrate ‘grit’ to tide over the crisis and then show resilience to stage a come back with vengeance.

Conflict management

Conflicts are natural to any growing organization or society. Conflicts are common even at homes. They are more frequent in organizations because the individuals greatly differ in their competency and motivation.

Interestingly, research shows that conflicts per se are not harmful to the organization, if they are handled wisely in time. In fact, conflicts would even lead to creative solution to the problems, thus contributing to higher productivity. The challenge therefore, lies in understanding and applying the dynamics of conflict management.

According to Thomas and Kilmann, there are five styles of conflict resolutions adopted by the people. They are symbolized by five animals, as follows:

1. Competing (Shark)

2. Avoiding (Turtle)

3. Accommodating (Teddy Bear)

4. Compromising (Fox)

5. Collaborating (Owl)

These styles are determined by a combination of two factors viz., the extent to which a person is assertive and cooperative. Every person has a mix of these two attributes.

• Having very little assertiveness or cooperation leads to avoiding style. This is represented by turtle who undergoes hibernation for years but still remains alive. If you are not prepared to solve a problem, it is better to avoid conflict, so that you buy time to think and act.

• Too much of assertiveness and too little cooperation leads to competing style, a characteristic of shark. The shark attacks the opponent and fights to finish. If you are holding a powerful position or if there is any emergency and you don’t have any time, you can use competition. But competing leads to animosity may result in strained relationship with colleagues.

• Too little assertiveness and too much of cooperation leads to accommodating style. Teddy bear, who entertains others at her own cost is a symbol of accommodating style. Accommodating works when you are working selflessly for a group cause. But if you are always behaving like a teddy bear, you are likely to be exploited by colleagues who are shrewd.

• A moderate degree of assertion and cooperation leads to compromising style. It is also called fifty-fifty formula. Fox is a symbol of this style. Compromise formula works when both the conflicting parties are equally powerful. However, when the conflict is resolved with the intervention of a third party, the bargaining can be a tricky issue. If the mediator is biased, then the person working in the lower rank can be the looser.

• Lastly, high degree of assertion combined with high degree of cooperation leads to collaboration style, which is the best among the five. It is symbolic of owl, who sleeps during the day and works at night. This is the characteristic of leaders who have a long vision, who work from background, develop a strategy and accomplish the task successfully.

Ancient Indian wisdom on conflict management

According to Kautilya’s Arthashastra, which is perhaps the best known treatise on economics, politics and governance, there are certain approaches which can be used to prevent and resolve conflicts including wars. They are called Upayas. It is a four pronged approach viz., Sama, Dana, Bheda and Danda.

1. Sama: The first step in tackling conflict is to talk and negotiate with your opponent, explain the situation, the pro’s and con’s of the issue in a logical manner. Most often, the conflict will be solved in an amicable manner.

2. Dana: If sama doesn’t work, you need to try with dana. Dana means offering gifts, cash or kind to woo the aggrieved party. You can call it a soft ‘bribe’, with the good intention of resolving the conflict. Many kings in the past expanded their territories by entering into matrimonial alliance with their enemy camps. Dana works in many cases, unless the opponent is highly stubborn.

3. Bheda: Bheda means divide and rule. You should isolate the person by taking his enemy on your side. This will build pressure on your opponent to give up. In fact British empire used this tactic for centuries to rule a large continent. Even in the present times, social stigma works well in exposing a corrupt person.

4. Danda: When all other methods don’t work, Danda is the last resort. Danda is nothing but inflicting any kind of punishment, physical or mental, including surgical strike or war attack against the enemy to force him to surrender.

Kautilya’s policy (Neeti) stresses the role of good governance. Good governance means having a few rules, but ensuring that they are enforced strictly with high degree of honesty, integrity and fairness by the government. Too many rules at the hands of corrupt officials can be more harmful than having no rules !

Practical tips for leaders to prevent conflicts

1. Take pro-active steps to communicate your policies, expectations from your staff, their job responsibilities and compensation package

2. Strengthen your network. Harness the power of social media for effective communication in resolving conflicts.

3. When you find competing groups in your organization, always appeal to the superordinate goals of the organization and motivate them to see the larger interest.

4. Develop a culture of giving and taking feedback regularly at all levels. This is quite challenging because it may hurt the egos of many captains and bosses who think that they are always right.

5. Promote wellness activities for all. Reward people who demonstrate empathic listening skills, skills of honesty, humility and self-less service and unconditional love. Punish unprofessional behaviour.

Who is an ideal servant?

Some of the key attributes we discussed so far revolve around building competency, empowering oneself, managing both success as well as failures and resolving conflicts in a wise manner. These are ingrained in our S-5 formula, where leaders set high goals (Sankalpa), realizing their purpose of life, then gain competency by means of self-study (Svadhyay), gain synergy with support from Gurus and mentors and engage in service activities through out their life. While there are countless number of examples from mythology and history, we will consider the case study of Hanuman.

Hanuman is called by several names, Anjaneya (Son of Anjani), Maruti (the one traveling like wind), Kesari Nandan (son of king Kesari). He is a legendary figure, who is said to be immortal. We will show how Hanuman fits into our concept of ideal servant.

Table showing the attributes of good servant as illustrated by Hanuman

Final word on service: Achieve Work-Life Balance

We have discussed various issues of service, the skills required, the challenges and the ways to overcome them, taking cue from the ancient Indian wisdom.

It is extremely difficult to meet the high expectation of the society. The demand for service is far more than supply in every field. However, we are now living in Kaliyaga where society is harsh to those who serve. When people recognize your service, they flock around you, praise you, expect more and more, which you will not be able to handle. You need to scrutinise and prioritize the task, based on the two-point criteria: what is the best option available for you based on what you have been gifted by God, and do you really derive a sense of satisfaction in doing that every time.

Finally, maintaining a work-life balance holds the key to prevent oneself from burn out. In a world full of competition and stress, one should find space for relaxation. Giving time to oneself is much needed step to overcome stress. While practice of Yoga, meditation and prayers can do wonders, the pursuit of hobbies is equally useful to create space for oneself. Engagement in listening to music, kitchen gardening, cooking, jogging, trekking, and participating in community service are just a few examples. In the ultimate analysis, it is your life style -Aahaar, Vihaar, Vichaar and Aachaar – maintaining good health, fitness, relaxation, positive mindset and healthy practice.

Tips for performing Seva

• Have a clarity about your service capabilities and limits

• Focus on the present, give 100% of your effort

• Positive thinking; Hope for the best, be prepared for the worst

• Joy of giving without expectation

• Maintain work-life balance to prevent burn out at this stage

Importance of Seva (Service)

Mobilizing resources for Service

Creation of wealth by harnessing intellectual property rights (IPR), copyrights, patents and technology transfer. In a global society, networked by digital power, schools, colleges and universities have a huge scope for supporting leadership in research and innovation leading to IPR. Maintenance of quality and standards of products and services gives credibility. For this purpose, one should apply the best of both technical skills and soft-skills!

S- 5: Surrender (Samarpan)

This is the final stage of leadership development which deals with the ‘exit’ mechanism of a leader. Everything in this world is subject to change. It is said that change is the only unchangeable factor in the world! Leaders are no exception, but sudden exit of leaders can be traumatic. The success of a leader depends on how effectively the organization runs even after he/she has vacated the position. Vacating the top position and preparing a succession plan is not only desirable but also essential. It is desirable because it paves the way for new leadership to emerge and bring a fresh breeze of ideas and practices. It is essential because the old leader cannot cope with the new challenges. With the explosion in knowledge and technology every day, it becomes almost impossible for any leader to meet the challenges of the rapidly changing world. At the same time, hanging on to power can be detrimental to the growth of the organization and prospective successor.

An effective leader should therefore, quit gracefully when his or her mission (sankalpa) is accomplished. Holding on to the position beyond its limits is like an actor continuing to perform even after the curtain has fallen and the lights are put off! Before being sacked or recalled, a leader should step out. The leader should assist in identifying, training and entrusting the leadership responsibility to the next successor(s) who can carry forward the mission successfully.

We have said earlier that a leader does not prepare followers, but prepares leaders. However, the process of building and developing new leadership involves surrendering the ego on the one hand, and giving back to the society (samarpan)on the other. This is not an easy task. A spiritual pursuit such as Yoga alone can help in surrendering ego, putting a ceiling on desire, and giving back to the society. A sense of detachment from the dear ones and attachment to the collective good is needed here. This is associated with a shift in the mindset from being a doer to becoming an instrument in the hands of God. The Bhagwat Gita promotes the same philosophy.

Key points

• Meaning of surrender and samarpan

• The challenges identifying a successor and tips for creating a smooth transition

• Conquering Ego

• Ceiling on desire

• Giving back to the society

• Taking away the doer-ship and becoming instrument

Meaning of Samarpan

In the S-5 Formula, the fifth S- represents “Surrender” or “Samarpan”. The word ‘Surrender’ in English means ‘admission of defeat’ or ‘laying down arms’ in a war. In the leadership journey, surrendering refers to surrendering the ego or pride. The word “Samarpan” is derived from the Indian philosophy which means unconditional offering of one’s talent or wealth and ‘giving back to the society’ for collective good. We emphasize the role of both surrender and samarpan as we consider it as a single bouquet of several flowers like magnanimity, humility, love and compassion.

Is surrender same as renunciation?

Not necessarily. Renunciation refers to the final exit from worldly affairs. It happens when a person denies, rejects or abandons a role or position by force of circumstances such as age or health. Surrender on the other hand is all about gradual and willful act of quitting and giving back to society.

The sanatana dharma talks about four stages of human life also known as Ashramas (asramas): Brahmacharya, the student life devoted to acquisition of knowledge, Grihastha engaged in married life with household duties, Vanaprastha, pursuit of solitude, ascetic and yogic practices and Sannyasa, the stage of renunciation with focus on liberation or Moksha. The surrender or samarpan in the present context is akin to the third stage of Vanaprastha. Instead of going to the forest in search of peace, one should try to find it while being a part of the community, which is also a jungle! The leader at this stage is mostly accompanied by the spouse, a longstanding companion. The couple together can live in harmony, be physically active, mentally alert, yet leading a simple Yogic life till the end.

Challenges in finding a successor

Succession planning in the business or commercial sector is heavily guided by the principles of management. But our focus is on the leadership transition in service sectors like health care and education which provide human resources.

Let’s first examine leadership transition in educational and spiritual organizations as opposed to politics and governance.

The leadership transition in spiritual organizations is influenced by the Gurus playing a key role in preparing the next line. It is said that finding a Guru is difficult, but finding a right Shishya for a Guru is even more difficult. Our ancient wisdom says, Shishyad icchet parajayam, which means a Guru always desires to be defeated by his/her student! Fortunately, many of the Gurus in our times inspire a large number of devotees including youth. This results in a chain reaction in supplying a cadre of adequately trained, competent and willing potential leaders.

The Gurus become role-models. They slowly and steadily coach, mentor, handhold, trust and delegate responsibility to the potential leaders. When the aspirants are all equally competent, the Guru takes a call based on the attitudes, values and likelihood of acceptance of the new leader by the community at large. The spiritual leaders follow the dictum ‘Lokah samasthah, sukhino bhavantu’ (Let every one in this universe be happy!).

In contrast, leadership transition in the field of politics is met with conflicting ideologies. Votes decide the leadership in democracy. Hence the effort is always to woo the minority groups in order to get the majority. Return on investments (ROI) and balancing of other equations of caste, creed, colour, language and regional sentiments become important in politics. The question that comes up here is what should be the criteria, opportunity to serve or rule, or both? Ensuring public welfare, personal welfare, or both? It is here, that vested interest comes into picture.

We hear about many episodes of political leaders trying to push their kith and kin into leadership positions. It’s not a bad idea so long as the successor is competent and fair. History has witnessed several dynasties who have ruled the region for centuries. Even business houses like Tata’s, Birla’s and Ambani’s have proved this point. However, if the leader does not find a deserving candidate, he/she should be assertive enough to bury self- interest and choose someone who has the right attributes to move the mission forward and is accepted by the community for serving.

A leader should also overcome other hurdles and temptations in choosing a successor. Service (seva) brings a lot of name and fame. This has the side effect in the form of sycophancy and hero worship leading to too many aspirants wanting to join the leadership bandwagon by hook or crook. On the other hand, we can also expect the undercurrents of rivalry and jealousy as the forces working in opposite direction pull down the leader and make it difficult to choose the right successor.

Tips for leaders for creating a smooth transition

• Choose a young leader who has demonstrated leadership qualities like ability to chase a tough goal, passion to pursue self-learning and being open to feedback. Skills and knowledge can be acquired but having right attitude is essential;

• Groom, mentor, coach and handhold the young leader by providing opportunities and challenges

• Announce the succession plan in a gradual manner. Sudden announcement may invite may not be welcomed. Even the successor candidate may show complacency if assured of a post.

• Once the new person is groomed, trust him/her and delegate your responsibilities gradually if not at once. You may expect some hits and misses from the successor. Be tolerant, cool and calm.

• Once you induct the new leader, restrain yourself from interfering in the routine work. Give your opinion only when solicited, because you have lived under different circumstance and your ideas may not work now!

Post your stepping out, don’t expect to be valued in the same manner. You may have to come out of the role of a doer and be only an instrument.

‘I want peace.’

This is an anecdote from amongst numerous teachings of Shri Sathya Saibaba. Once a devotee approached Saibaba and said, “Swami, I am a rich businessman, but I can’t sleep peacefully. Tell me what should I do to get peace? I want peace.” Baba smiled at him and uttered just one sentence. “Bangaru (my dear), it’s very simple. Remove ‘I’ and remove ‘want’, and you’ll get ‘peace’!” But conquering ego (I) and putting a ceiling on desire are the toughest jobs for any leader.

Conquering Ego

Conquering ego is a tricky issue. Normally ego is the biggest asset of a person as it is the very Identity of a person or profession. The letter ‘I’ represents one’s identity or Ego. “I am so and so. I am a doctor, I am an engineer, I am a VIP (very important person),” brings a feeling of pleasure (or pain), assuming that I am the doer. In a competitive world, this type of feeling is normal. But, when we realize that our achievement was possible with effort and support from many individuals, the ego mellows down. Shit from ‘I’ to ‘We’ is a major milestone. When we further realize that we could do it by grace of God, we realize that it is not even ‘We’ but ‘He’ (means God residing in every being) who is the doer. Then we shed our ego and become one amongst all, like a drop merging in the ocean. However, this process doesn’t happen quickly, automatically or naturally. A leader who chases and meets success one after another tends to believe that he is the doer. On the contrary, when a leader meets with failure, or develops a sense of helplessness, he/she realizes that there is a divine force working behind. Then the person will give up and surrender ego. A wise leader however gains this realization early and gets ready for the exit.

Tips for conquering ego:

• Being aware of the ego is the first step. Self-awareness comes with self-audit and self-reflection and self-critique (Swadhyay)

• Seek company of people who can give you honest suggestions for improvement (Satsanga)

• Use the words – “Please, thank you and sorry” more often than “I know, you are welcome, and it’s OK”

• Be equanimous to bouquet and brickbat (appreciation or criticism). Smile, thank and forget about the praise; Smile, thank and reflect about the criticism later. Don’t react.

• Go and meet the people around you in disguise. Make a few abusive comments about you and carefully listen to what they say.

• Take inspiration from great leaders whose feet are firmly planted on the ground.

Ceiling on desire

Desire is the strongest motivation for human beings to work and prosper. It is indeed a stimulus for a leader to set high goals (Sankalpa). But too many desires, or having desire even after the previous ones are fulfilled can become the root cause of frustration, especially when they are not met. The rat race for money and fame, propelled by mad world of media and publicity is the main cause of concern in the present society. Everyone, especially the successful leaders run into high risk of frustration when desires are not met.

Maslow’s theory of ‘hierarchy of needs’ explains how a person is driven by constantly changing motives, starting from physiological needs (food, shelter, and reproduction) to safety needs (health, job, security) followed by love and belongingness (relationship), then esteem (status, recognition, respect) and finally the need for self-actualization(achieving one’s full potential). While all these are relevant, Indian history has witnessed several leaders who worked for self-actualization (self-realization) bypassing the third and fourth stages. Some of them even ignored their hunger (physiological needs), lost jobs (security), sacrificed family (belongingness), deprived of recognition (esteem), but still rose to the pinnacle of success (self-actualization). More than material wealth, they chased their goals with ideals and values. Thus, Indian way of life has inbuilt mechanism for putting a ceiling on desire. Contentment holds the key for happiness. It is said, there is enough for need but not for greed.

The temptation to enjoy luxurious life and hall of fame is a popular trend amongst youth and the leaders of today have a role to play in correcting this trend and show that the ultimate satisfaction comes from contented life rather than intended life.

Tips for putting a ceiling on desire

• Compare the end of people who amassed great wealth but were not even mourned in their death with those who led simple and honest life and are remembered for their good deed. Ask yourself, whom do you wish to emulate.

• Instead of getting to know the rich and affluent, meet the poor people earning daily wages, leading hand to mouth life, inmates of old age homes, orphanage and slums. It helps you realise how blessed you are, leading a comfortable life.

• Avoid wastage of resources, especially food and water. Raise voice against those who think that it is their personal property.

• Observe fast once in a while. This helps in understanding what is hunger and how you can help the community in fighting poverty.

• Whenever you buy new cloth, jewellery, luxury items, ask this question – What, if I go for a bit less expensive item and share the savings for a charity?

Giving back to the society

Surrendering is incomplete without offering. Every leader is a product of collective feed from the society and therefore owes a debt of gratitude. If the debt is not cleared, it amounts to stealing. Though every individual can express free will in ignoring this act, his/her action will have a repel effect sooner or later. The Karma theory takes care of the consequences. Giving back to the society is therefore a ‘must’ for every leader.

‘Giving back’ could be in many ways, cash or kind. Initiating a charitable trust, joining an established seva organization or offering a small help toe people around you can bring self-transformation. What is important is to see that your contribution reaches the right person for a right cause. Otherwise, your kind gesture may prove futile. One has to study and make one’s own assessment of the beneficiary before jumping into charity. The importance of helping others is implicit in our Sanatana Dharma which declares that ‘Paropakaarartham idam shareeram’ which means that this body is meant for serving others.

Quotes advocating the spirit of giving

• Charity begins at home, but it should not end at home.

• The mean people do not give, they only take; the mediocre people give and take; the great people give and give unconditionally.

• Your gift becomes priceless, when it reaches the right person for the right cause.

• The power of giving doesn’t depend upon your asset, it depends upon your mindset

• The more you give, the more you get.

• Your standard of giving determines your standard of living

Taking away the doer-ship and becoming instrument

In the ultimate analysis, a leader should not expect that he/she will be remembered for a long time because public memory is too short and life goes on unaffected. Kingdoms, governments, business houses, organizations and individuals everything fades out with time. No one is indispensable. It is therefore, wise to think that we are small characters in a mega play directed by the unseen, unknown director, the Almighty, God.

The story of a pencil

You should learn five qualities from a pencil:
‘First quality: you are capable of great things, but you must never forget that there is a hand guiding your steps. We call that the hand God, and He always guides us according to His will.’

‘Second quality: now and then, I have to stop writing and use a sharpner. That makes the pencil suffer a little, but afterwards, it’s much sharper. So you, too, must learn to bear certain pains and sorrows, because they will make you a better person.

‘Third quality: the pencil always allows us to use an eraser to rub out any mistakes. This means that correcting something we did is not necessarily a bad thing; it helps to keep us on the road to justice.’

‘Fourth quality: what really matters in a pencil is not its wooden exterior, but the graphite inside. So always pay attention to what is happening inside you.’

‘Finally, the pencil’s fifth quality: it always leaves a mark. Similarly, you should know that everything you do in life will leave a mark, so try to be conscious of that in your every action’

Source: “Like the Flowing River” by Paulo Coelho

According to the Bhagavad Gita, one should perform one’s duties without any expectation. One should be detached from success and failure and cultivate the habit of equanimity or Sthithaprajna to become an instrument in the hands of almighty. The merging of I (Atman) with He (Brahman) leads to ultimate reality, professing oneness with the universe which is the essence of Adwaita philosophy professed by Adi Shankaracharya.

In this final episode, we revisit and reinforce the key messages of the S-5 Formula of leadership development. The formula, which draws lessons from the ancient Indian wisdom, is a simplified version of the knowledge available in the field of behavioral sciences and management. However, practicing it requires a drastic modification of one’s entire life style—diet control, exercise and stress reduction through various techniques like Yoga.

Key Points

• The key takeaways from the S-5 Formula

• Approach to lifestyle management

• Beyond S-5 Formula

The key takeaways from the S-5 Formula

1. Leadership is a profound issue that plays a crucial role in transforming oneself and the society.

2. The five key attributes of leaders across the world are self-awareness, teambuilding, communication, learning agility and character. These attributes are not necessarily inborn but can be acquired by aspiring leaders. Leaders adopt different styles—autocratic, democratic, charismatic, laissez-faire and transformational, or a combination of them. Transformational leadership is considered to be highly effective in bringing about long-lasting changes.

3. The models of leadership training differ in their intention and focus. As per the quotation from the Upanishad, “Ekam Sat, Viprah Bahudha Vadanti”, there exist several approaches. One has to discover an approach based on one’s personal philosophy and purpose of life.

4. The models derived from the theories of management and behavioral sciences are mostly relevant to business and commerce where profit and productivity are of major concern. The S-5 Formula suggests that leadership is a continuous journey consisting of five components. The journey starts with a strong Sankalpa (setting high goal) to perform a Seva (service). To prepare for Seva, one needs to engage in Swadhyay (self-study) that is complemented by Satsanga with peers and mentors (which gains synergy by school study). Finally, one should offer Samarpan (surrender) by surrendering the ego and giving back to the society. Though setting a tough goal (sankalpa) and surrendering (samarpan) can be considered as the starting and exit points of this journey, the three middle stages Swadhyay, Satsang and Seva are interwoven seamlessly.

5. The S-5 formula is all about a balancing act: balancing transformation versus self-transformation; attachment to work versus detachment from the fruits of work; self-assertion versus respecting difference of views. In a pluralistic society divided (or united?) by religion, region and linguistic barriers, the only solution appears to be the balancing act of telling truth in a palatable manner. ‘Satyam Bruyaat, Priyam Bruyaat, Na Bruyaat, Sathyamapriyam’ [quote from Manu Smrithi]. This is what the S-5 Formula reaffirms.

The approach to Lifestyle Management—Spirituality and Yoga as a means of self-transformation

Spirituality and religion: Both spirituality and religion aim to connect with the divine, but their approaches are different. Spirituality helps in self-realization by means of personal sadhana like Yoga, prayer, meditation, etc. Religions help by prescribing certain code of conduct like performance of rituals. Though religious practices are varied and often in conflict with each other, their intentions are praiseworthy.

A leader may follow a particular religion as a part of the community, but respects all religions and faiths and sees them as an opportunity for upliftment of the society. He/she is deeply spiritual and works for the peace, brotherhood and harmony in the true spirit of all religions. (Sarva dharma samanvaya)

Spirituality is often used to mean something metaphysical and beyond the reach of normal way of living. This is not true. Spirituality is an inward journey in search of bliss. However, a spiritual person doesn’t shun from the normal work and life. He/she directs the energy and action to find a new meaning in life. Spirituality is sometimes mixed with religion. Both aim at peace and welfare of the society. However, religion seeks it from external means of worship and spirituality seeks it by internal means of prayer and meditation.

A leader needs to live in harmony with the society. This is possible only if the leader addresses the wellbeing as an integral part of life. This involves the wellbeing of the leader as an individual as well the society as both are equally important and interconnected.

Individual wellbeing:

The concept of well-being of the individuals has been receiving due attention in recent years. The modern medical science, in spite of tremendous development in diagnostics and treatment, has been emphasizing “curing of the disease” rather than healing and “caring of the individuals”. Of late, a shift in the emphasis from disease oriented approach (pathogenesis) to the holistic approach of “well-being” (called salutogenesis) is taking place all around the world. 

The World Health Organisation too (WHO) defines health as, “a state of complete physical, mental and social (including spiritual) well-being and not merely the absence of disease or infirmity.”

Research has shown that it is not merely the efficacy of treatment which matters but the overall optimal healing environment (OHE) which consists of four factors which work together. They are:

1. Internal factors: the intention or expectation of healing by the individual

2. Interpersonal factors: the effectiveness of doctor – patient communication

3. Behavioral factors: adoption of healthy life style and practice by the individual

4. External factors: creation of healthy environment or ambience such as healthy space, light, sound, aura filled with music, chanting etc.

Too much dependence upon western medicine has resulted in several side effects on the health and compromised immunity with no benefit to patients in case of terminal illnesses such as cancers. The high cost involved in the treatment leads people into debt traps.

Social well-being

From the perspective of the society, the need for complementary medicine becomes even stronger. Look at the kind of tensions prevalent in the society. We are witnessing a pluralistic society stuck with divisive forces, languages, regions, religions and caste-based politics. To avert this, we need leaders who can address well-being and welfare as a holistic concept.

Well-being should be inducted during early childhood as a part of Swadhyay and should continue throughout life. Understanding and practicing Yoga is therefore an essential ingredient which the S-5 formula recognizes and advocates strongly to bring in internal transformation.

What is Yoga?

Yoga is derived from the word ‘YUJ’ which means union. Yoga is a holistic concept. Union of body, mind and soul is the essence of yoga. This results in perfection of an activity, another interpretation of Yoga (Yogat karamasu kaushalaha). The third interpretation refers to connecting the body, with breath control, mind, emotions and intellect to attain total bliss. The origin of yoga dates back to the Vedic period. The Panchakosha theory which has originated from Taittiriya Upanishad, within the Yajurveda ( 8^th Century B.C.) is believed to be the origin of Yoga. However, the yoga in its fullest form was developed by Sage Patanjali during 4-5^th century (AD). He codified it as Yoga Sutra consisting of Ashtanga Yoga (Eight limbs of Yoga).

Pancha Kosha theory

According to the ancient Indian scriptures, the creation of life (nature or Prakriti) is attributed to the five fundamental elements—Panchmahabhutas—viz., Ether/Sky (Aakash), Air (Vayu), Fire (Agni), Water (Jala) and Earth (Prithvi). According to the Panchakosha theory, corresponding with these five elements, the human body consists of five sheaths concealed into one another. Starting from the outermost sheath, they are Annamaya Kosha (Food), Pranamaya Kosha (Life Force), Manomaya Kosha (Mind, memory and Intellect), Vigyanamaya Kosha (wisdom and logic) and Anandamaya Kosha (Bliss). They are interlinked. The ultimate goal of life is to reach the state of blissful experience.

Annamaya Kosha and Pranmaya Kosha which are the outermost sheaths, represent body (anatomy) and physiological systems, particularly breathing (cardiovascular system). Manomaya Kosha, next in the line, represents the mental operations, mind and emotions. Vigyanamaya Kosha, the fourth sheath, represents cognition, memory and intellect. The innermost sheath Anandamaya Kosha represents the state of total bliss (Ananda).

While the modern science is based on the functioning of physiological systems, Indian philosophy believes in the interplay between the Nature (Prakruti) and Purusha who resides within the body in an invisible form as Atma (Atman)and whose goal is to seek liberation (moksha) to meet the ultimate reality called Brahman. The Indian philosophy emphasizes the Karmic law of action and consequences. At the same time, it allows the individual to exercise free will (self-determination). With constant practice of Yoga, one can be free from diseases, and move towards higher consciousness.

Ashtanga Yoga

The Ashtanga Yoga propounded by Sage Patanjali has been the most authentic source of Yogic practice known to the world. Contrary to a common belief that Yoga means practicing difficult postures during early morning hours, it prescribes practical methods of modifying life style that lead to physical fitness, intellectual stimulation, emotional control and mindfulness. The eight limbs of Yoga have been tabulated below:

Lifestyle modification through Eight limbs of Yoga (Ashtanga Yoga)

The Yoga Practice enhances the following abilities

• Ability to withdraw (to get detached, work for sake of work)

• Exercise self-control (to control desires)

• Wind-up (to focus on present moment)

• Tolerate (to accept differences and respect others’ opinion)

• Love and compassionate (to show universal brotherhood)

• Discriminate (to distinguish between good and bad, right and wrong)

• Decisiveness (to be assertive, not a football to others)

• Endure hardships (to see problems as challenges)

• Magnanimous (to offer or give without expectation)

Applying Yoga to day-to-day practice: Practical tips

One way to bring together the eight codes of Yoga is to think in terms of four quadrants which constitute our life style.

1. Food Control (Aahar)

Food not only acts as a fuel to sustain the body engine but also molds one’s mind and character. The Bhagavad Gita talks about the three basic qualities (Gunas), viz., Sattvic, Rajasic and Tamasic which are associated with food habits.

• Eat Sattvic food. Eat food in the right quantity and at regular intervals. Most importantly, you should enjoy your food and thank God before eating. Avoid eating stale and junk food.

• If you wish to party once in a while for social reasons, balance it by fasting.

• Abstain from food fad, eat all kinds of food.

• Avoid wastage of food; give it to others especially the deprived.

• People around the world are shifting to vegetarian food which are rich in fiber, antioxidants and immunity boosters. Foods grown organically with no pesticides are generally preferable. But food marketing can be deceptive. Assess their value for money.

• Healthy food is not necessarily expensive. Cooking can be minimized without sacrificing the quality or taste.

2. Exercise and Relaxation (Vihar)

Exercise in whatever form you can pursue (walking, jogging, treadmill, cycling, swimming, sports and games, etc.). Exercise is an elixir for burning calories and achieving fitness. However, do not develop obsession for weight control which might lead to stress and work in opposite direction. Just enjoy your workout as you enjoy your favorite game or hobby.

• Divide 24 hours in to three parts; allot eight hours each to sleep, domestic activities and office work.

• Pursue hobbies that you enjoy—Yoga, meditation, music, gardening, hiking, trekking, painting, photography, keeping pets, bird watching, fishing, cooking, etc. They can be real stress bursters.

• Sports and games are the key to fitness and stress reduction.

• Take time out from your hectic schedule to relax and have fun. Change of work is rest.

• Combine social work and cultural activities with spiritual pursuit. Join spiritual organizations and religious groups to participate in religious discourses, prayer meetings, bhajans, satsang, camps and melas and various community activities.

  Too much of hard work and too much laziness can be detrimental to health. Excessive involvement with work or physical exercise can lead to heart failure. Life should be a balanced mix of work, rest, relaxation and fun. One should give quality time to oneself. Cultivation of hobbies helps.

   

• 3. Thought (Vichar)

Take care of your mental health. Sound mind and sound body go together. Mind is the mastermind behind several mental disorders like anxiety and depression which are stress related. Even diseases like hypertension and diabetes which affect a large population are related to mental stress. Mind body medicine is a modern jargon. Our ancestors have gone beyond body and mind and added spirituality. The synchronization of Body, Mind and Words (expression) is a stepping stone towards divinity. It is called Trikarana shuddhi.

W-A-T-C-H: Words indicate your action; Action is determined by thought; Thoughts form your character; Character resides in your Heart. (WATCH)

Maintain your emotional balance, control negative emotions, cultivate positive thinking, develop sense of equanimity, the quality of Sthitaprajna recommended in the Bhagavad Gita.

Conquering Six enemies within us: Our ancient scriptures talk about the six enemies inside us which are noting but six negative emotions: Kama (lust), Krodha (anger), Lobha (greed), Moha (attachment), Mada (ego) and Matsara (Jealousy). They are enemies because they attack us, defame us and defeat the purpose of life. How can we tame them? First, we should be aware about their presence, maybe in a subtle form. Then we should substitute them with a desirable quality. For example, lust should be substituted by love for all; anger by adventure; greed by passion for excellence; attachment to materials by attachment to values; ego by self-pride; jealousy by appreciation. Once we work that way, the enemies will be our friends!

Conflicts arise due to lack of understanding of others. Once you make a deliberate effort to understand the other person half the problems are solved. Often, we react instantly. When someone hurts you, take a deep breath and analyse the root cause.

Anger management is a tricky issue. If you tolerate nonsense happening around you, you will be labelled as a timid person. If you fight back, you may win the fight, but you may lose the relationship with the person for a lifetime. You need to balance your assertiveness with a sense of humility. Show genuine respect for the opponent. Many times, conflicts arise due to misunderstanding. If you really probe into the conflicting issue, and not the person, you may be able to clear the misunderstanding and avoid conflict.

Tips for Positive Thinking

High expectation is the root cause of disappointment. Don’t expect anything in return from any one including your loved ones.
Comparing or competing with someone else is another big trap. You are a unique individual. Identify your unique strengths. Count on what you have, rather what you don’t have. It is just like saying the glass is half full or half empty.
Don’t live in the past; don’t brood over the past loss and don’t hang on to the past laurels. The past is over and the future is yet to come. Don’t worry about it. The fear of unknown can kill you. It is the present or today, which really matters. Focus your energy on the present.
See the problem as a challenge and an opportunity for learning; accept failure as you accept success; accept criticism as a genuine tip for improvement. There is always a learning and a meaning behind failure which you will realize later; sometimes, you need to take one step back to move two steps forward.

 
Competition versus Cooperation. Competitive mindset may help you to survive in a competitive world. But that has several side effects. Success in competition boosts ego; it also leads to self-projection and exhibitionism. Failure in competition leads to jealousy which is bad for growth of the society. A cooperative mindset, on the other hand, creates a win-win situation congenial for a healthy society. One should compete with oneself and cooperate with all. Competition aims at ‘becoming great’, but cooperation helps in ‘becoming good ’which is a better goal for the collective good. This requires a mindset filled with magnanimity, love, caring and compassion for all human beings and universal creatures.

Practice (Aachar)
‘Practice before you preach’ is a golden rule. There are intellectuals who can mesmerize people by their preaching of noble ideas, hailed by the humankind. But it is of no use if they cannot practice what they preach.

Anecdote: Pundit XYX was known for his discourses and people came in large number to attend his speeches. At the end of every discourse, the organizers would distribute his visiting cards to people who waited in long queues. On a day when he was scheduled to speak on successful marital relationships, a stylishly dressed affluent lady waited anxiously in the queue for her turn to get the visiting card. But she almost fainted when she saw the card. The organizers were puzzled. They offered her water and asked ‘Ma’am, what happened? Why were you so shocked to see the visiting card of our speaker who is an expert in the subject of marital relationship’. The lady shouted at them. ‘You have been fooled! He is a cheat! Who told you that he is an expert? I’m his third divorced wife and here he is lecturing about marital relationship!’ On hearing this the organizers had to cancel the discourse series and terminate their contract with Pundit XYZ.

Practices are important. When we say practice, we mean ‘good practice’ and not ‘bad practice’. For example, practice of sacrificing animals for pleasing a deity or practice of female infanticide cannot be justified. The practices should be acceptable, useful and worth emulating by the society.

The practice of law of the land, citizenry and fair civic conduct is at the top of the wish list. While we champion for the cause of democracy, many of us are reluctant even to exercise our vote. Declaring one’s real income is considered as a necessary evil. While we attack the whole world for bribing and corruption, we close our eyes when someone offers us Diwali Gifts. The leaders and seniors should become role models for the rest of the people to follow.

Religions can help in averting the nature’s act of omission and people’s act of commission

All religions recommend good practices. Why should religious practices not address the basic issues like fury of nature such as droughts, floods, landslides, earth quakes, cyclones which have hit the human beings leaving them homeless? We should introspect whether the nature has revolted on its own or we have caused it. Of course, we must admit the exemplary role played by some charity organizations during the Covid time. But they are few and floating initiatives.

The irony is, instead of addressing these issues, our religious groups and their ‘blind followers’ demand for the construction of more shrines, holding more public processions and adding more rituals to their deities. Does it not defeat the very purpose for which religions were formed by the great leaders?

On the other hand, religions have even greater role to play in addressing people’s act of commission. They can address ‘manmade’ tragedies such as wars and military operations, terrorist attacks and atrocities against vulnerable population, women, children and elderly population. Feeding the millions of poor across the world is an unfinished agenda of governments which civil society has to support. Proving acceptable level of health care to the millions is again a challenging task. Added to this list are conserving the environment, wildlife, natural resources, drinking water, irrigation, farming, rain water harvesting, building shelter for the poor and destitute, preservation and promotion of art and culture, etc..

Ultimately good practice is nothing but engagement in Seva or good Karma and following the ethics or Dharma. The Bhagavad Gita prescribes three path ways for emancipation of soul. The path of knowledge (Gnana/Gyan), surrender (Bhakti) and service (Karma). All of them lead to the same end. A leader can identify his/her own pathway and chart out the plan.

Beyond S-5 Formula

The debate between self-transformation and transforming others is unending. While fundamentalism believes in a revolutionary approach, spiritualism teaches us to be evolutionary, humble, polite, and respectful. At the same time, it says, ‘don’t become a football to others’. But even in a good football game there are times when you have to be offensive. Every move is unpredictable. You should know when to strike, how to strike and where to strike. This calls for more work, more experience and insight. The future hopefully will open up new avenues and opportunities for addressing leadership in different ways. The possibilities are infinite and exciting.

Acknowledgments

The author expresses his heartfelt thanks to a large number of doctors, administrators and friends, who acted as stimulus for developing the S-5 Formula. Many of the ideas are inspired by the Gurus, especially Sri Sathya Saibababa. The step taken by Gokarnamandala, Delhi, and the team of Gokarnavani consisting of Santhosh Upadhyay, Rohini Bhat and Shalini Prashant deserve special appreciation for doing editing, designing and typesetting despite their busy schedule. Suggestions from the readers to improve this work is most welcome.