Her To-Do List

Her to-do list, designed by them,
Aspirations overwhelm!


A good lady, an enforced mission,
Her ambition, merely a petition!


Unhearing her song, lyrics they bury,
Social norms write her sacrificial story!


Path lost with the societal direction,
Where is her friction? What is her self-reflection?

– Heet Pandya Vyas


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Her Rebel

A place where there is no place for outlier,

Boundary which punishes her to desire.

What ought to be, decides her,

Such is the society that wants to confide her!

A rebel, non-compliant, she challenges those voices,

Explores, struggles, she makes her own choices.

They use their weapons to engulf her revolt,

Rules, shame, guilt & finally a bolt!

She walks with grace on the roads of Why’s and Why Not’s,

Towards dreams, aspirations, untying the binding knots!

Finding out that she has within herself all what she needs,

Beyond those cages, now she finally breathes!

Vineet Nayar @ TISS OD Conference

After twenty eight years with HCL Technologies, Vineet Nayar stepped down as CEO in order to pursuit his philanthropy venture ‘Sampark Foundation’.


Vineet Nayar

At the TISS OD & Change Conference, Transcendence 2017, Vineet Nayar shared some valuable thought nuggets.

An organization is formed when collective set of people come together for a purpose. Business is not sustainable when that purpose is solely profit. The key is in accepting that profit is not all-encompassing, and that we need to balance profit with a higher purpose. Only then, the business undergoes a transformation.

Gandhi’s Leadership

In the initial British Raj era, not all people were unhappy. However, with changing times and with stringent dogma, people became distressed. When Mahatma Gandhi returned back to India, Indians immediately accepted him as an inspirational leader and followed his inspirational ideology of non-violence. Here, Nayar propels us to question, why it did it take three decades for India to find a leader? This is because, Gandhi through his inspirational leadership and ideology, pulled people into the independence struggle. Gandhi’s ideologies wouldn’t have worked if people were not involved.

Nayar believes, transformation is a factor of Leader, Idea and People. Organizations fail when people are not carried forward.

Employee First; Customers Second

Business is all about creating value for the customers. Creating value is not management’s role. It is an employee’s role. So, what is management’s role? The management encourages it’s employees to jump out of their skins with excitement and provide new solutions to the customers.

The Employee First; Customer Second (EFCS) initiative at HCL focuses on actively helping employees in making it easier for them to do their jobs and respecting them for the value they bring to the company. EFCS holds that when employees are passionate about their work, their enthusiasm is reflected in their customer centricity.

When asked does EFCS really work? To this Nayar claimed that HCL is the only IT company which has not seen any negative growth in a quarter!

Transformation by Sampark Foundation

According to an all-India Annual Status of Education Report (ASER) survey of school kids in the rural areas found that only 58% of children enrolled in class 3 to 5 could read a class one text. More than half were unable to do simple two-digit subtractions and only half the children in class 5 to 8 knew how to use a calendar.

Vineet Nayar’s inspirational idea of transforming learning through an interactive kit that uses various child-friendly teaching aids to make learning fun, easy and interactive for kids, would not be possible without having the active participation of teachers. Sampark foundation actively trained teachers using the Audio Box – which they call ‘Sampark Didi’ .

As a result, classroom became exciting and teachers started receiving respect and love from the students. Something that they had not experienced before!


It was only when teachers were actively involved, did the transformation took place!

Transcendence 17

Wheel of Life – A Holistic Development Approach

Life is multifaceted. Development is sustainable only when it is holistic in nature.

But wait! What do we mean by the term Holistic Development’? It means that we want to develop the whole person, including, the physical, emotional, mental and spiritual being. Holistic development recognizes that we co-create and evolve in all the aspects of our life.

Recently I happen to visit a spiritual expo, where I came across a tool called “Wheel of Life” that enables one to make an overall assessment of satisfaction in the significant areas of one’s life. This tool allows to take a visual snapshot of life as it exists in the present moment and makes us realize the areas which require further development.


The Wheel of Life includes all major areas of life: career, money, health, friends & family, romance, personal growth, fun & recreation and physical environment. The exercise is to assign a rating from one to five for each of these areas. A score of one indicates low ratings is the one that needs your priority at present.

The recent modification in my Goal Book involved me setting us goals in line with the  eight pillar of the “Wheel of Life” model. As an outcome, not only did I feel that I am focusing equally on all the critical aspects in my life, but also felt that I am developing the otherwise less-cared-for areas of life. 



In order to choose the direction in our life, we need to know where we are standing at this moment of time. Wheel of Life tool gives us a whole picture of all the essential parameters for holistic development.

​Rethinking Change – The ADKAR Way!

Why do some people seem to sail gently through the changes life brings to them, while others get upset if they have to change smallest of their ritual? Numerous researches have shown that the key is in understanding change better, and creating acceptance for the uncertainty. ADKAR model is a tool that is based on five building blocks that lay the foundation for successful change.


ADKAR model is a change management tool to help identify why change is difficult and why some changes succeed while others are unsuccessful. This model was developed by Jeff Hiatt in 2003 and was introduced as a practical tool by Prosci, a renowned change management consultancy.

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ADKAR is an acronym of the five steps for successful implementation of change. The process begins with an assumption that change will be resisted and hence, it creates acceptance for the resistance for change.


The five pillars for change are:


Do we understand why change is needed? What are the goals, needs and reasons for change? Early communication for the reason for upcoming

change results in having the necessary level of awareness.


What is the level of engagement and willingness to participate in the change? When people know about the individual benefits occurring from the change, they may be awakened to participate in the process.


How will the change be implemented? What are the various steps involved? Breaking the whole big – pitcher for change into small actionable is required in this step.


Are we translating the new learning as habit? How quickly are we adjusting to the new environment? Support and guidance are the key elements here.


It is human nature to seek a return to the status quo. Is there a turning back to the original behavior? Or is change the ‘new normal’? Recognizing and rewarding change lays emphasis on continuing it.





This exercise will help to understand and clarify the key elements of the change , in a real life or work setting.



ADKAR model helps to plan effectively for a new change and also diagnose where a current change is failing, so that we can take corrective action.

Our Fairy Tail


The rosy courtship stage broke its bubble,

We got married, and lo, started the adjustment trouble!

The tussle, the hustle and bustle and that melodrama, 

Glimpsing back, I see a vivid panorama! 


What I also see is, how we got back together in no time,

How you made my little heart go, ‘Young Lady, Rise and Shine!’

How I started enjoying the small stuff that brought you delight,

How easily you let go of things that gave me fright!


Your love and care for everyone is so true,

Kindness in your heart, a beautiful human being I have found in you!

I’m lucky that I have you as my mate;

It’s our anniversary; time to celebrate!


When I was young, my fondest wish was a dreamy fairy-tail,

Where they meet, and eternal love would prevail!

Although this imagery will only bring you laughter,

Our fairy-tail too shall end with “And they lived…Happily Ever After!”

Dan Pink on Engagement

The recent Gallup finding has astounded the organizations. According to Gallup, pioneer in the study of engagement, a staggering 87% of employees worldwide are not engaged. This means, many companies are experiencing a crisis of engagement and they aren’t aware of it. With such astonishing fact before us, perhaps, it’s time for us to rethink and reinvent our ideology on what motives and what does not.

 The Problem of Management

We have taken the term ‘Management’ too seriously! Management is just a technology to get people do what you want them to do. At the core of Management lies the ‘If – Then’ principle – if you do this, then you get that. This principle works under few situation. However, for a lot of tasks, it actually doesn’t work or might even do harm. Pink says, “This is one of the most robust findings in social science, and also one of the most ignored.”

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The Mismatch of Business & Science

In a cross-culture experiment conducted by Dan Ariely, he found out that people who were offered medium level of rewards did no better than people offered small rewards. Surprisingly, people offered highest rewards, did the worst of all.

This explains the mismatch between what science knows and what business does. Pink calls this phenomenon an ‘Economic Mess’. 

Business, today, no longer can build itself on the Carrot and Stick principle. If we really want high performance in the 21st century, the solution does not lie with the ‘If Then’ practice, to entice people with a sweeter carrot. Instead, we need a whole new approach.

What Drives Engagement?

Management creates compliance. It is good for Short & Simple tasks. However, for Long and Complex tasks, it fails. This is because the reward principle of management hampers creativity. It obstructs conceptual thinking. Today’s business yearns for engagement and not management. Engagement is driven through Self – Direction – a new operating system for business that revolves around three elements: Autonomy, Mastery and Purpose.

  • Autonomy is the urge to direct our own lives.
  • Mastery is the desire to get better and better at something that matters.
  • Purpose is the yearning to do what we do in the service of something larger than ourselves.

These are the building blocks of an entirely new operating system for our businesses.

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Hinduism Supports Dan Pink’s Model

According to Bhagwat Gita, if a person is dedicated to his work  & works for the sake of work only without any fear of success or failure (Rewards), then that person is going to be certainly successful in his/her job.

Gita emphasizes on performing meditation & yoga for disciplining the mind that can be made to concentrate on one’s job better, producing better results. (Mastery)

The Ultimate Goal of life is SAT CHIT ANADA – Be Happy, live in Love, Peace and Bliss and spread the same to others. (Purpose)


To Sum Up

  • 20th century rewards work only in a surprisingly narrow band of circumstances.

  • If-then rewards often destroy creativity.

  • The secret to high performance isn’t rewards or punishments, but the drive to do things for their own sake. The drive to do things because they matter.