Managing Monkey Business through Interventions 

No, not monkey business but monkeys create actual business. A morning walk in the outskirts of Bangalore, near the airport, took me to acres of lush green grape vines sprawling a few meters above the earth trained meticulously on trellis. A peek inside the vine and you see green and dark bunches of grapes facing downwards, getting ready to be plucked in a few weeks. A glance above the vine and all you can see is meters of plastic net covering the plantation. Why? To keep it safe from monkey menace in the area. A quick Google throws up a list of vendors who have become experts for providing safety nets for monkeys, whether at farms or at balconies. A not so monkey business, a real business for many.

Monkey business, the phrase that stands for silly or mischievous behaviour, must have struck with Netflix engineers when they designed a system to play mischief with their own network system. They called it Chaos Monkey.  Chaos Monkey, Netflix’s resiliency tool  is responsible for randomly terminating instances in the network to ensure that engineers implement their services to be resilient to instance failures. Chaos Monkey, a successful tool available now since 2010 is based on the concept of Chaos Engineering.

Chaos Engineering is a disciplined approach to identify failures before they become outages. By proactively testing how a system responds to failure conditions, you can identify and fix failures before they become public facing outages. Chaos Engineering lets you validate what you think will happen with what is actually happening in your systems. By performing the smallest possible experiments you can measure, you’re able to “break things on purpose” in order to learn how to build more resilient systems.

Chaos Monkey, monkey-like randomness and mischief and the plastic net that covers grapevines are instances of interventions to prevent the systems and farming from failure, especially from monkey-like, random attacks.  Interventions to bring in behaviour change have a similar effect, prevention from wavering away from the goal.

Our work life is replete with randomness, activities and distractions that derail our performance. Most of these activities are not well defined but are as random and mischief as a monkey that destroys the productivity crop from time to time. Reasons like work overload, fatigue, communication gap with the boss, non clarity in the goal and expectation, non cohesive team etc.  could deviate from active performance. Not just external factors, individual habits and way of thinking can also be a deterrent to optimal performance. These external and internal causes and aberrations can be seen as monkeys attacking the system and can be tackled through interventions. In this Habits for Forward Thinking article, let me bring your attention to psychological interventions that help one achieve goals, personal and professional. 

What are interventions? Psychological interventions are any set of strategies that are used to change behaviors, emotions, or cognitions to produce a personal change leading to higher functional results. 

Interventions in Sports: 

Sports personalities are the ultimate example of human level performances. Here is an excerpt from a research paper of Interventions in Sports performance to help you understand the significance of interventions:  

“Psychological skills training” is a term that “was coined to describe techniques and strategies designed to teach or enhance mental skills that facilitate performance and a positive approach to sport competition”

The paper talks about, ‘When researchers and practitioners are developing psychological skills training interventions it is important that they make a clear distinction between psychological qualities, psychological skills, and psychological strategies. “Psychological qualities” are the characteristics or attributes that facilitate optimal performance, and they can be experienced to varying degrees (e.g., high and low self-confidence; Holland, Woodcock, Cumming, & Duda, 2010). “Psychological skills” involve the ability to regulate psychological qualities, such as the ability to maintain self-confidence (Holland et al., 2010; Vealey, 1988). “Psychological strategies” are the interventions or the methods used to purposefully teach those psychological skills and qualities (e.g., thought control; Vealey, 1988).

The psychological techniques that have been most widely used by sport psychology practitioners, and the focus of most intervention research, are imagery, goal-setting, thought management and self-talk, and physical relaxation.

Interventions in Education: 

Schools, especially ones with a focus on the mental well being of students, have a team of special educators to identify, intervene and nurture students for their optimal performance. Interventions are designed to help students that have a slower learning process than their batchmates. Interventions are also designed to make bright, gifted kids in the class to outperform his or her own achievements. Interventions are not necessarily only meant for corrections in behaviour, they are also designed to bring enhancement in performance. 

Interventions in Worklife:

Interventions, as the name suggests, is a set of sequenced and planned actions or events intended to help the organization exercise its effectiveness. Intervention purposely disrupt the status quo. As quoted in a note from McKinsey, “Many L&D functions embrace a framework known as “70:20:10,” in which 70 percent of learning takes place on the job, 20 percent through interaction and collaboration, and 10 percent through formal-learning interventions. These percentages are general guidelines and vary by industry and organization. Today, L&D leaders must design and implement interventions that support informal learning, including coaching and mentoring, on-the-job instruction, apprenticeships, leadership shadowing, action-based learning, on-demand access to digital learning, and lunch-and-learn sessions. Social technologies play a growing role in connecting experts and creating and sharing knowledge.”

 At corporate levels, interventions can be designed to work at the organization level for example- declaring a 3 day long weekend to battle fatigue of the organisation or interventions can be personalised at an individual level like a planned conversation session between two people affecting each other’s performance in a negative way. To adopt diversity and inclusion, L&D teams are strategizing interventions to bring required behaviour change at a cultural level. 

Interventions need not be addressed only by psychologists. Team leaders, managers, human resources team, anyone willing to understand the problem can identify the need for intervention. You and I, any individual, if feeling stuck in a situation can look for intervention as a measure to step out. 

There is a word of caution. Too much intervention or bad timing or a bad strategy of intervention can be harmful. In such cases, one must remember, sometimes doing nothing is an intervention too. There is a word for overdose of intervention- iatrogenics– when a treatment causes more harm than benefit. As iatros means healer in Greek, the word means “caused by the healer” or “brought by the healer.”  Healer, in this sense, need not mean doctor, but anyone intervening to solve a problem.

It is in human nature to react to a situation and take action. If the net outcome result of intervening is negative, then one must refrain from intervening. Doing nothing in some cases to keep a net positive result is an intervention too. At the same time, too much intervention is almost like putting a thick black cover instead of a net to protect the grape farms from monkeys. Thick cover will stunt the growth by stopping sunlight and air and thus kill the plants, so does wrong intervention strategy.  

Planning and designing interventions are like preparing to manage monkey menace. Some are small, some are big, some come as individuals and some come as barrels. Interventions, like the net, or chaos monkey of Netflix, prepare to become resilient and let the growth prosper, before the menace becomes the outage. 

It is not a monkey business to manage monkey menace.


Habits for Forward Thinking is your place to grow. Read more here.

Your growth is in your hands, err minds

Decoding Design Thinking, Stephen Covey habits, Atomic habits and Habits for Thinking

“Oh, she has a mind too!” This is a comment hard to understand by the new age workers in the new age companies like startups and technology driven ventures. I still feel offended about it. It was nearly eight years into my work life then, not too many years, but considered young for a role designated as Director – Strategy and Marketing. I was young, much younger to the lady in conversation. She headed an outdoor advertising agency and had proposed an alliance concept to our company. In one of the meetings, where I joined the Managing Director’s office midway into the conversation, I must have made some comments. I don’t remember what she had proposed, I don’t remember what were my comments, but memory is weird, I remember the sofa she sat in, the angle her body was tilted to and obviously her sarcastic tone that said, ‘she has a mind too’. And, my boss had smiled, “Yes, she has a mind.”  I don’t know if his smile had a hint of pride, ultimately he had appointed me.

Having a mind, a working mind, was a matter of surprise. Having a mind means clarity of thought, the ability to simplify decision making matrices, having a mind means creative thinking, having the ability to handle people and comments without losing focus. In 2008, when this comment had happened, younger people were viewed as interns, novice at workplaces.  Now, younger people are the ones seen with the knowledge. Nobody passes such comments anymore. Senior people, with years of experience, accept the younger generations’ mindful approach sometimes easily, sometimes with a pinch of salt. This is not because they do not know, this is because they lag the pace of the technological growth that their mind has been challenged to. 

Let me ask you a question. How do you measure your growth in work life? Designation at work, salary raise every year, bonuses, etc.? It is ironic, the higher up  you reach in your organisation, the fewer options are available to you to grow. 

Goodhart’s law says “When a measure becomes a target, it ceases to be a good measure.” 

It is wise to remember this law when you reflect on your growth in work life, it is even wiser to reflect  on how your mind is growing with the changing world. 

So in today’s Habits for Thinking, I want to bring your attention to your own growth. And, to the fact that your growth is driven by your habits. The ability to learn, unlearn, embrace failure and success with the same feeling are all a part of the ability to develop a growth mindset.

To illustrate, the feeling of what you miss, like the one mentioned in the above tweet, here is a description of what are the qualities that a Stripe Manager is looking into while hiring product managers:

“We want technical product managers, strong product instincts, lead by influence, channel multiple points of view. At Stripe, we look for not just smart people but quick people. You will do well if you’re very, very agile. Being able to ingest a lot of complexity and then find a path of clarity through that. Quick-thinking, quick-acting people do really well here. We also want people who will not be held back by a lack of somebody handing them a checklist of all the steps to go through. Being able to thrive in ambiguity. You may have something in mind, but you go talk to customers and learn something totally different. People who are fluid with that will do very well.”

The business expects quick thinkers, doers, playful with ideas etc. This can only be achieved when the business leaders and people think of their own growth. Growth will come from developing the right habits. When you have nurtured habits to become an innovative thinker, problem solver, decision maker, you become a quick thinker too.

L&D (Learning and Development)teams across organisations focus on getting training that serves an immediate need like customer service, team building, leadership needs etc. To develop agile mindsets of people is not a focus yet across most organisations. The mindset shift is a continuous process through habits and ideas. Here are three popular and a baby new concepts that work on habits and ideas and growth thinking. 

This week, on habits for thinking, think about your own growth. 

1. Design Thinking:

Design thinking is a human-centered approach to innovation that draws from the designer’s toolkit to integrate the needs of people, the possibilities of technology, and the requirements for business success.

—TIM BROWN, EXECUTIVE CHAIR OF IDEO

Design Thinking is a process for innovation of products or services. There are dedicated teams in corporate culture designated to run the process. But, the beauty of design thinking is the ability to develop a mindset for empathy, team brainstorming, problem solving etc. 

Note: If your organisation has a Design Thinking team, ask your L&D team to get you to learn from them.The process will introduce you to a lot of new ways of thinking. 

2. Stephen Covey’s 7 Habits of Highly Effective People:

You may have read his book, his writing,workshops etc. Here are the seven habits for a quick reference:

  1. Be Proactive
  2. Begin with the End in Mind
  3. Put First Things First
  4. Think Win-Win
  5. Seek First to Understand, Then to Be Understood
  6. Synergize
  7. Sharpen the Saw

The last habit in the list encourages continuous improvement and renewal professionally and personally. Sharpen the Saw means preserving and enhancing the greatest asset you have–you. It means having a balanced program for self-renewal in the four areas of your life: physical, social/emotional, mental, and spiritual. Here are some examples of activities:

Physical:Beneficial eating, exercising, and resting
Social/Emotional:Making social and meaningful connections with others
Mental:Learning, reading, writing, and teaching
Spiritual:Spending time in nature, expanding spiritual self through meditation, music, art, or service
From https://www.franklincovey.com/habit-7/

3. Atomic Habits by James Clear: 

I haven’t read the book Atomic Habits, Here is the latest review from a reader taken from Atomic Habits website: Three major takeaways from this  book are:

  • An atomic habit is a regular practice or routine that is small and easy to do and is also the source of incredible power; a component of the system of compound growth.
  • Bad habits repeat themselves again and again not because you don’t want to change, but because you have the wrong system for change.
  • Changes that seem small and unimportant at first will compound into remarkable results if you’re willing to stick with them for years.

4. SHIFT: Simple Habits & Ideas for Forward Thinking

I have referred to my extensive experience, my Design Thinking skills and my learnings through research, reading and observations to author SHIFT. A collection of fifteen habits and ideas, SHIFT is designed to develop a growth mindset. It keeps you at the centre with the work process on one side and your own learning from people and communities around you on the other side. Each habit is continuously sharpening the saw. 

Simplicity is the key because habits need to become a part of life, habits to make your work process better, habits to channelise your creative energies, habits to develop new ideas and habits to make decisions. If one thinks that one knows it all, try this one: Improve

Growth

The idea is not to plug in the course here, the idea is to make you realise that you are a sum of your choices and habits. While Design Thinking gives you ideas, Stephen Covey urges you to sharpen the saw, Atomic Habits shows you the path on how to adopt it, SHIFT suggests which ones to take up and how it will impact. 

Measure your personal growth with the right yardstick, or someone will comment, “Do you have a mind?”

The career downhill is certain. Are you ready?

She messaged me to inquire about my background and on what basis I pick up articles for teenagers to read every week. Week after week, for nearly four years, I have been curating articles for parents to read it out to their children. Now called The Read Aloud Club, in the first two years, it was just a nameless circulation of a set of article links. So when asked about my background for selecting articles, I didn’t know if I should reply as a mother of two or author of Habits for Thinking or a design thinking professional or mention my past corporate life. No one had ever asked me about my authority to select articles. Being questioned about my background stumped me for a minute. 

She had the right. Being a teacher in her professional life some years ago, she took her role of grand-parenting with conscious efforts. Parents and grandparents are gatekeepers for their children. Interested in the idea of the Read Aloud Club for her grandchild, she wanted to know the background of the curator. In my reply, I showed her the work. It doesn’t matter to talk about other things to support your work when your work can talk the loudest. There were plenty of editions for her to refer to. Later, we spoke. She signed up. Her happiness reflected in her messages to me. She shared pictures of her grandchildren, her family and how this gift was precious. And, one comment that stayed with me was that I should share these articles with other grandparents. It will be useful for people of her age to find talking points with their grandchildren.The word useful lingered in my mind even longer. 

The conversation took me to life after retirement, the life after years of work, money, fame and recognition. Not only retirement, but life after seeing a peak in your career, the life on the other side of the hill. The thought took me to a few lines I had read in an article, “Whole sections of bookstores are dedicated to becoming successful. The shelves are packed with titles like The Science of Getting Rich and The 7 Habits of Highly Effective People. There is no section marked “Managing Your Professional Decline.” 

The article, titled your professional decline is coming much sooner than you think, mentions the whole thought process that is required to change when you have peaked at an early career. Downhill not only is inevitable but also happens earlier than most of us expect, what should we do when it comes for us?

In today’s Habits for Thinking, I am bringing your attention to when the expected, i.e. the career downhill comes unexpectedly. I would neither call it a decline, nor a retirement, but a downward slide that one can be prepared for. Let us treat it as the downhill after a peak – it could be a peak in the career, like a high profile position at a young age, or leaving a leadership position due to loss of work or  a successful buyout of your venture or actually retirement. Athletes peak and retire from their profession at an early age. Peaking in a career can be at any time, but what happens when the hill is a downslide. How do you manage the ride? 

1. Peak and career downhill are not age related:

An excerpt from the write up suggests: Entrepreneurs peak and decline earlier, on an average. After earning fame and fortune in their 20s, many tech entrepreneurs are in creative decline by age 30. In 2014, the Harvard Business Review reported that founders of enterprises valued at $1 billion or more by venture capitalists tend to cluster in the 20-to-34 age range. Subsequent research has found that the clustering might be slightly later, but all studies in this area have found that the majority of successful start-ups have founders under age 50. 

While this is true, what is also true is that some people, who are in the business of compounding efforts see success at an age which is much later than sixties. 99% of Warren Buffett’s net worth came after his 50th birthday, and 97% came after he turned 65.1

The father of management thinking, Peter Drucker has written many books; 2/3rd of his writing was after the age of 65. Jim Collins, who had Peter Drucker as his mentor, mentions in The Tim Ferris Show podcast,  “The shelf was all of Peter’s books put out chronologically based on when he wrote them, first editions. And I said, “Where on the shelf is he aged 65?” And the answer was, when you pointed to it, 1/3 of the way across the shelf.” 

So one peak at a relatively young age, whether as the CEO of a company or an entrepreneur, does not preclude you from  high professional achievements later on in life. 

2. The life after peak can be another peak, a different one

Charles Darwin was just 22 when he set out on his five-year voyage. Darwin took enormous pride in sitting atop the celebrity-scientist pecking order, developing his theories and publishing them as books and essays—the most famous being on the Origin of Species, in 1859. But as Darwin progressed into his 50s, he stagnated; he hit a wall in his research. 

Johann Sebastian Bach, born in 1685 distinguished himself as a musical genius. Early in his career, Bach was considered an astoundingly gifted organist and improviser. Commissions rolled in; royalty sought him out; young composers emulated his style. He enjoyed real prestige. But it didn’t last—his career was overtaken by musical trends ushered in by, among others, his own son, Carl Philipp Emanuel.

What’s the difference between Bach and Darwin? Both were preternaturally gifted and widely known early in life. Both attained permanent fame posthumously. Where they differed was in their approach to the midlife fade. When Darwin fell behind as an innovator, he became despondent and depressed; his life ended in sad inactivity. When Bach fell behind, he reinvented himself as a master instructor. He died beloved, fulfilled, and—though less famous than he once had been—respected.

While Darwin stayed attached to his prestige at peak, Bach worked around that status and found a new way of meaningful work, teaching. 

3. Being useful is the mantra

The trend of professional decline is also accelerating. Firstly, democratisation of knowledge means many skills can be acquired across age groups. A teenager can make an electronic device like a graduate. Secondly, technological advancement means dependency on people is going to reduce. All of this is nothing new. This has been in the making. Not just people, a whole set of businesses are wiped out by a newer age company. The transition period of change from one cyclical change to another is reducing. So yes, the professional decline, or what looks like a peak today, may lead to a downhill slope tomorrow. 

To prepare for it, there is only one thought that needs to be nurtured. It is a human need to remain meaningfully engaged. The engagement comes from work place, relationships, interactions. A sense of growth, not just financially but emotionally and in knowledge keeps the mental energy intact. When Jim Collins, author of several books, was considering leaving his day job to become an entrepreneur he asked Peter Drucker for advice2.

Drucker replied, “It seems to me you spend a lot of time trying — worrying about if you’re going to survive. Well, you’ll probably survive. And you spend too much time thinking about if you’ll be successful. It’s the wrong question. The question is, “how to be useful?” 

Everyone will face the career downhill at some point in their work life. That is a given. People with a growth mindset will find ways to remain engaged mentally and will find ways to remain useful. People attached to the prestige of the previous peak will find it hard to move forward. 

The grandmother, a retired teacher, can identify this need for ‘being useful’ in her circle of influence. She knows, there is a peak after the peak. 

  1. https://www.collaborativefund.com/blog/standing/
  2. The Time Ferris Show

2 secrets to improve your deliberate practice

A shoulder pain woke me up from months of sleeping. It had been months since lockdown, workouts had shifted inside the living room instead of the gym, the trainer appeared more on mobile screens than in person and I spent more on computer and phone screens than on yoga mats. A nagging pain in my shoulder took me to a physiotherapist. The first session didn’t seem so alarming but right after that session, during my fitness practice at home, I developed a muscle pull in the neck. The physiotherapist advised rest and called me after two days. On my second trip to the hospital, my neck and shoulders were taped with adhesive medical tapes restricting most of my movements. This was still easy and I thought I would be out of this phase within a few days. I was wrong. My neck, shoulder and back had developed stiffness over months of lockdown. It required a couple of months of therapy including many painful needle processes of breaking knots in my muscles that left me immobile at times and in pain. Today I can laugh, my own workouts had become a pain in my neck, literally and figuratively. The numbness of pain woke me up from my sleep. I have been sleeping about my fitness levels all these months, even though I was working out regularly. Lockdown needed me to pay more attention myself and not be dependent on anyone else for improvement. I had lost the alertness towards that and while I was regular, it was not enough. 

We do not focus on everything in life with the same alertness, especially when it becomes a habit. Workout has been a habit for years, thrice a week in the gym, same trainer,being regular became the only yardstick  rather than the form of the body. Sometimes we go into a slumber, even with the best of the habit. That’s what happened to me with my regular workout habit. I had lost focus from a key habit in my workout- ‘improve.’

In today’s Habits for Thinking, I am bringing your attention to a hard habit : the habit to improve. It is easier to pick up a new habit than to improve a good existing habit. That is why it is hard. 

Lack of awareness keeps you from improving:

In the course SHIFT, there are fifteen habits designed to nurture a growth mindset that is alert, creative and confident. ‘To improve’ is one of the fifteen habits. I wrote about the invisibility and shared responsibility about this habit in an article a few weeks ago. What keeps us from improving? One of the reasons is lack of awareness. Lack of awareness is about two types- firstly, one may not know which part of the habit needs to be improved. Secondly, one may not know how to improve. Both these issues stop us from growing further. But the two secret lines that push one to work on improvement are mentioned below: 

Secret 1: The enemy of great is good. 

What is the enemy of the Great? The good. Yes, good is something that really lets you stay where you are. It becomes the roadblock to being great. A good success makes us settle in comfortably, creating inertia to move towards a great success. A great success is achieved with the mindset. The mindset difference is growth vs fixed mindset which we have talked about in detail in earlier post here. 

deliberate practice

The backbone of a growth mindset is the feedback loop.  The feedback tells you where to improve. It helps you understand the details of the situation. And, you single out one focus area at a time and work on improvement. A growth mindset not only doesn’t shy away from feedback, it actively seeks feedback in its work.

This is what separates great athletes from good athletes. This is one reason why great companies have managers with better performance than good companies. The margin between good and great is very thin and is achieved only through continuous improvement. And, continuous improvement can be achieved through deliberate practice. 

Deliberate practice:

Talent Is Overrated: What Really Separates World-Class Performers From Everybody Else. Author Geoff Colvin, wrote: 

Deliberate practice is characterized by several elements, each worth examining. It is activity designed specifically to improve performance, often with a teacher’s help; it can be repeated a lot; feedback on results is continuously available; it’s highly demanding mentally, whether the activity is purely intellectual, such as chess or business-related activities, or heavily physical, such as sports; and it isn’t much fun.

G. Colvin

K. Anders Ericsson, the Swedish psychologist and researcher is best known for coining the term “deliberate practice” as the secret of how people can improve their skills. After decades of studying how superstars are made, Ericsson said the reason why his work has captured the public’s attention in recent years is simple: “A lot of people want to be the very best they can be. The deliberate practice notion has kind of opened up the possibility that people can achieve higher levels of performance than they previously thought possible.”

Deliberate practice is a structured approach with a goal to improve performance. Deliberate practice involves trying to exceed one’s previous limits, which requires full concentration and effort. Consequently, it is only possible to engage in these activities for a limited amount of time until rest and recuperation are needed.

Musicians have been encouraged to practice two hours of playing the instrument with full concentration than practice four hours without the concentration. Because  deliberate practice involves being mindful, it is really hard to practice it for long duration. A writer’s commitment to writing two hours mindfully in the morning results in greater work than writing longer hours with much attention throughout the day. 

Coach or no coach, a deliberate practice is an effort of breaking down the goal into smaller areas, identifying weak points and practising with specific aim for improvement of the weak points. For example, stability is a key form for any athlete. But many good athletes, despite being in the top few in their respective category, may not have worked on stability alone. Deliberate practice means focussing on one area of performance, like stability, and improving overall performance through that. 

Deliberate practice is not only a part of athletic performance. It applies to all types of activities.

Secret 2: The power of 1% gain everyday

The beauty of improvement is it is a one way path, it only goes up, it only gets better. However, the challenge in improving is that the gain is so small that it doesn’t motivate further to continue. It is a small, imperceptible gain in most cases, tough to measure and even tougher to fuel growth. However, one should remember that a 1% gain everyday means a 37times gain in a year. If you had Rs. 100 and you gain 1% everyday, it will lead you to Rs.3770 at the end of the year. That is the value of small gains. 

The recipe to bring in deliberate practice in your life:

Step 1: Meta cognition: Thinking about thinking and learning: identify what you want to improve

Step 2: Set small goals

Step 3: Maintain a log, only you can see the improvement. 

Step 4: Create a loop: feedback to yourself, replan, refocus

Step 5: remember 1% improvement is an improvement. 

Now, let us see how it can be actually practiced. For instance, distraction is a major challenge to our concentration and efforts. If one has to improve their productivity, how about setting up a goal of working without any distraction? 

Step 1: Meta Cognition: thinking about distractions while working

Step 2: Set small goal: work thirty minutes without switching to any other tab on computer

Step 3: Maintain a daily journal. 

Step 4: Increase the time gradually. Practice till you stabilise at the new time. 

Step 5: Remember 1% improvement compounds over time. 

Habits require attention and improvement. This can be achieved only with mindful, deliberate practice. One can identify and improve any activity whether it is writing, strategising, playing music, swimming, or even workouts like mine. The secret sauce is to remember two lines: firstly, the enemy of good is great and secondly 1% gain everyday is powerful.

Three Mandatory Lego Lessons To Keep Entropy In check

She barged into the room screaming entropy, entropy! What my 8 year old niece meant was the lego chaos her toddler brother had created in the other room. The niece, in trying to prove herself very smart, like most children do, was showing off what some of us had earlier in the day discussed about physics and the second law of thermodynamics. Her takeaway was a new word for chaos and that is entropy. 

Children have the ability to simplify things in just one stroke. Probably because their mind is less cluttered and they have more actionable energy than any of us adults who have multiple things in our minds filling up garbage bags of chaos and clutter. 

A quick glance on notes from my previous article: 

Disorder is best explained by Science. It is called entropy. Entropy in simple terms is the measure of disorder. More the disorder in a system, more the entropy. 


“The second law of thermodynamics states that “as one goes forward in time, the net entropy (degree of disorder) of any isolated or closed system will always increase.”


I don’t like the word entropy. I don’t like the sound of it, especially the fact that it has a negative meaning attached to it. The mark of a disorder. If you say chaos or disorder, it rings the bell of chaos but when you say entropy, even if it is ages old, you do not grasp it immediately. Imagine screaming in a boardroom meeting, the reason for failure of a project is entropy. Who would relate to it? Very few or may be none. Now you know why I do not like the way this word is in our lives. 

Entropy is the elephant in the room, the problem that exists but is not acknowledged or is ignored. We learnt in the previous article that the three principles regarding entropy to remember are 

i) Entropy is the default state 

ii)It tends to increase when the system is closed and 

iii) Higher the entropy in a system, more the energy needed to be efficient. Imagine more Lego chaos and more time to clean up.

In today’s Habits for Thinking, I am bringing your attention to Lego and lessons it showcases to keep entropy in check. 

Lego is a brand name for small building blocks that come in various shapes and sizes. For toddlers, it makes larger blocks and for older children and adults it gets into smaller, specific details including mindstorms that are programmable robotics constructions.  Possibilities are unlimited and so are the types of lego bricks that a child can possess. Even a small collection of a few lego models is big enough to bring a room in disorder, just like entropy.

Our lives are like that. Small pieces of building blocks that come together and make a nice picture. Relationships, work, purpose etc are the building blocks for the mind while food, sleep, exercise are the building blocks for the body. Like Lego blocks, they manage to sit together to create a unified model. You remove one or two pieces and there is a disorder in the system. You scatter them all, like a room full of building blocks, and wish you could scream entropy, entropy. There is only one difference, when Lego blocks are scattered and create a mess, they can be brought together and fixed to another model. In life, when the entropy or the disorder increases, there may not be any turning back. 

Secondly, the more the number of Lego blocks, the more disorder it can create and it will require more energy to put it together. It happens in large organisations, to keep the organization’s efficiency, there are several processes designed. Just tackling the processes can increase a delay in decision making thus leading to disorder. Large organisations also tend to cater more to internal processes by which they move towards a closed system. And, like in any closed system the entropy increases slowing the organisation down. 

But, Lego bricks and building blocks have magical power. These bring an excitement in the environment. Bright and colorful they fuel imagination and dreams. There are lessons to learn from these building blocks. In today’s Habits for Thinking, we are picking up some lessons that will help us keep entropy in check. 

1. It starts with a goal:

Have you ever played with a box of lego building blocks? While you can use lego bricks independently, they are sold as a collection of blocks to make a car, a tower, a city etc. So when the child starts making it, he or she already has a goal in the mind. If we take this approach towards handling entropy, it will help in keeping it contained. Like, if you want a stable relationship with your partner, then you need to be conscious for it to be successful. If two partners are very stable but barely communicate, they are passive in their state of being in the relationship. This passive state can cause disorder too. So you know, to keep a happy, active relationship you need to communicate and give attention to the relationship. It is easier to associate a goal or success factor in relationships but difficult to see it in a project. 

#ideastoaction: Start with a vision of success and work accordingly. It will keep entropy in check. 

2.Building blocks have multiple roles: 

That is the beauty of Lego bricks. The blocks are designed in such a manner that you can use Lego bricks in many different ways and in many models. These are not unique to only one design. Our life’s building blocks are like that too. A colleague at work is going through a rough patch and you take him out for a meal and talk it out. You have merged your own building blocks of food, work, relationships. Lego teaches us that. To merge, to interuse, to be constructive before entropy goes beyond control. 

It works with self-growth too. Researchers and psychologists have identified correlation between entropy and mental health. As entropy increases in the mind, so does the disorder in life. One way to tackle this is to build several mental models. A closed mind has increased level of entropy and therefore lesser ability to make decisions, a growth mindset or an open mind to ideas have a better decision making mindset. This is due to the fact that the growth mindset learns several mental models. These mental models, like Lego blocks, are interchangeable, used in multiple ways thus keeping an active mind.  Steve Jobs gave a famous term to this concept – ‘connect the dots.’ You learn a mental model at work and you apply in your personal life. That’s the magic, like Lego blocks. You can be a free learner or you can use frameworks from courses to learn. Like you can build a model on your own or you can build a colosseum that Lego provides. 

#ideastoaction: Mental models work as building blocks. Practice a growth mindset, learn mental models and keep entropy in check. 

3.Collaboration helps:

Lego is more fun if you do it with others, friends, siblings. Keeping entropy at lower, manageable levels is not a fun thing to do. As discussed earlier, it is the elephant in the room. It is easier to address the elephant if you have more people on your side. Large organisations create teams to address this need. Still, there are processes that bind all teams back into a large one- making a big room full of Lego blocks. That’s why startups are agile. They are the small rooms of fewer Lego blocks. 

Chief Entropy Minimiser

If there was a job like Chief Entropy Minimiser, his job description would be to paint the vision of success or goals before the onset of projects, lead teams to use interchangeable  mental models and collaborate with other entropy minimisers to keep an agile, constructive, venture. Collaborate, make others responsible too to keep the company agile. 

#ideastoaction: Make others conscious of entropy and the impact. Work together to keep entropy in check. 

The name ‘LEGO‘ is an abbreviation of the two Danish words “leg godt,” meaning “play well”. Entropy is the default state of life. At work, at life. Just Lego it. Just PLAY WELL!

3 simple practices will make you nurture a growth mindset

Thirty five seconds into Eshna Kutty’s video and I was already thinking why am I in my 40s today. Barely reaching her ankles, her maroon cotton saree’s pallu (the loose end) tucked in her waist made her entire look comfortably glamorous, like her stunning dark, short, curly hair. Here she was on my screen, in her white Puma shoes, hula hooping on a song I had loved in my 30s, ‘Genda phool’ from Delhi 6. 

A few days back, Eshna Kutty’s video was all over the internet. This was not the first time she was wearing a saree and hula hooping but this video launched her as a social media star in a matter of a few hours. And made me gape when it reached my timeline. I don’t know if it is the rigidness of my body or of the mind that makes me envious. It is not the joie de vivre of the 24 year old Eshna, it is not the fact that saree can be so much fun and not only a formal wear,  it is not even wearing sports shoes on a saree, I have done that often, it is not even hula hooping that makes me conscious, all these elements are the spice to her effortless moves. What stood out for me was her ease and comfort around her own imperfections! In a blink-of-an-eye moment, the hoop slips and yet she is comfortable.The envy, though for a fleeting moment, felt like an age-related jealousy, was actually a gentle reminder for me to embrace my own certain imperfection. The raw setting of Eshna video makes it real and if you browse more on her timeline and read her interviews you will realise while she is mastering the art, the art of flow she is comfortable with her own imperfections. 

Hugging your own imperfections are the first set of tools of a growth mindset. Carol Dweck, author of the book Mindset: The New Psychology of Success wrote about mindsets. What are mindsets? Mindsets are self conceptions, the way we structure ourself and guide our behaviours. These are views about our own abilities. She has defined that we have two types of mindsets : Fixed Mindset and Growth Mindset. In her book, Dweck talks about how consciously or subconsciously our thoughts affect what we want and whether we can succeed in getting it depending on the type of mindsets we keep. 

She writes: I’ve seen so many people with this one consuming goal of proving themselves— in the classroom, in their careers, and in their relationships. Every situation calls for a confirmation of their intelligence, personality, or character. Every situation is evaluated: Will I succeed or fail? Will I look smart or dumb? Will I be accepted or rejected? Will I feel like a winner or a loser?

Changing our beliefs can have a powerful impact. The growth mindset creates a powerful passion for learning. She continues, “Why waste time proving over and over how great you are, when you could be getting better? Why hide deficiencies instead of overcoming them? Why look for friends or partners who will just shore up your self-esteem instead of ones who will also challenge you to grow? And why seek out the tried and true, instead of experiences that will stretch you?” The passion for stretching yourself and sticking to it, even (or especially) when it’s not going well, is the hallmark of the growth mindset. This is the mindset that allows people to thrive during some of the most challenging times in their lives.

People with fixed mindsets believe their intelligence, talent and abilities are fixed. They take failures as setbacks and avoid challenges. Dweck explains “In the growth mindset, failure can be a painful experience. But it doesn’t define you. It’s a problem to be faced, dealt with, and learned from.”

A fixed mindset leads to a desire to look smart and therefore a tendency to avoid challenges, ignore or avoid negative feedback, and give up easily when faced with obstacles. People with fixed mindset, as a result, may plateau early and achieve less than their full potential. 

A growth mindset, in contrast, believes that intelligence can be developed. It creates a desire to learn and therefore develops a tendency to embrace challenges, persist in the face of setbacks and pick up learnings from their failures. As a result they reach higher levels of achievement.  

If you are wondering which type of mindset you have, remember, we all have parts of both types. One type may be predominant in our behaviour and we need to, through our actions and thoughts, nurture more of the growth mindset. Nourishing a growth mindset is like nurturing peace within oneself. A growth mindset stimulates creativity. It helps in not just a progressive learning culture, but it also builds resilience. See the image at the bottom.

There are several suggestions to work on developing a growth mindset. In this week’s column on Habits for Thinking, I want to bring your attention to three practices which can be moved from ideas and thoughts to action. 

1.   Accept your imperfections:

Eshna Kutty’s ease of accepting her imperfection stood out. When I looked up more on her, I realised she is nurturing growth mindsets in people. In an interview she said: “This was just one video that went viral, but my previous work is also on the same lines. I’ve never really been the person who flaunts perfect moves – it’s more of bloopers, behind-the-scenes, and me just messing up because I don’t want it to feel like this is impossible or this is something that is not meant for the stereotypically unfit body.” 

To acknowledge and accept imperfection is a giant step towards getting better and learning. Not hiding from a weakness gives a vantage point of change and growth. 

2. Focus on the process

Sports programs do that to you. It teaches you to focus on the process. Nobody talks about the goal, that is a common knowledge. What coaches focus on in everyday practice is the process. Each move is analysed and worked upon. For a swimmer it could be the angle of the head when it comes out of water for a breath or for a squash player it could be the way the player has to move back to play out of the back court. 

Focussing on the process does many things. It makes you enjoy the process more, it makes you measure your success in everyday work and it also gives a roadmap to understand when the goal doesn’t end up in a desired result.  

3. Using “Not Yet”

This is something I picked up after wrapping up my failed attempt on entrepreneurship. When suggested – so you are an entrepreneur, instead of answering in a straight no, which I did for sometime I moved to saying it Not Yet with deliberate practice. It changed my energy settings towards more warmth. I had heard Carol Dweck’s talk on the power of Not yet. She had picked this lesson from a school where teachers wrote ‘Not yet’, instead of writing ‘fail’ for those students who didn’t qualify a particular test. Not yet, simply keeps the path to progress open. It keeps the learning ladder standing. 

If you are struggling, try telling your mind I am not there yet. The mind listens. 

Nurture a growth mindset by Vishakha

Eshna reminded me of my personal challenge to share a post of my headstand. Sounds simple, right? I have been trying to learn to stand on my head for a long, long time. It is a shifting goal. To  challenge myself, I had promised to post a picture of a perfect headstand. I am not there yet. But here you go Eshna, my headstand pose in my red brogues. I stood with initial support that you cannot see and only for a few seconds. Perfect? Not yet!