Skip to content

Tag: teacher

Irrelevance

Irrelevance

Published August 9, 2021

Buying and owning a library of amazing spiritual books – Irrelevant

Reading the latest editions of spiritual and self-help texts – Irrelevant

Listening to spiritual sermons by the best of saints – Irrelevant

Writing books (and blogs!) on spirituality – Irrelevant

Attending live sessions of preachers and spiritually realized souls – Irrelevant

Speaking to small and / or large audiences on the Gita / other spiritual texts – Irrelevant

Ability to read/write/process Sanskrit to access said abstruse spiritual texts – Irrelevant

Chanting or performing great mantras/hymns/shlokas/homas – Irrelevant

Everything superficial is irrelevant in the pursuit of the Self, unless the lessons and takeaways are put into day-to-day implementation. That’s the only way, according to my Guru, does even a modicum of transformation take place.

Like it? Please share it!
Leave a Comment
Quattro-manageria

Quattro-manageria

Published June 17, 2021

According to Harvard Business Review, there are 4 types of Managers. These are Teacher, Cheerleader, Always-on and Connector.

Without knowing anything about these except their names, I’d have thought either the cheerleader or the teacher would be the best. Why? Because the cheerleader manager probably cheers you on, encourages you and appreciates your work. Great way to be motivated and move ahead don’t you think? While the teacher manager might be there to teach you whatever you need to know, and help in your learning process.

The definition of an always-on manager is one who available at any time for questions, feedback or even to just listen. But apparently it’s the connector manager who is the best of all the four.

The connector manager helps by making the most of his/her network – whether with another team member, partner, customer, friend etc. in order to expand the spectrum of teachers you have at your disposal. This is because such a manager realizes it’s impossible for one person to know everything.

The outcome? Apparently connector managers build the strongest, most effective teams, tripling the likelihood that direct reports will be high performers and boost employee engagement by 40%. Pretty impressive!

My takeaway is to try and live the life of a connector-manager for the benefit of everyone around me – irrespective of whether I manage a team at work or not. What do you think? How will you implement this? All suggestions welcome.

Like it? Please share it!
Leave a Comment