Transform, Innovate and Grow

We are going to redefine and innovate what leadership actually means and how the best culture can be developed to promote all around growth and prosperity without any stress. Leadership transformation can happen only with good culture and value system. Hence, we have thought of one of the best working cultures which should transcend most of the MNC and we look for setting standards for others to follow. It will be filled with Fun, exictement, adventure with a complete balance of mind, body and family. Click and Read our Truth and culture for more details. To develop a good culture some companies have values, some principles, or ethics. We have gone a step ahead to create duties and responsibilities directly which is the ultimate objective of everything - we hope you will read this as well, by clicking on the link- Duties_and_responsibilities

Before you start reading, let’s try to understand the basic terminology used “Leader” '''What do you mean by the leader? Who is a good leader ?''' A real leader is one who does not want to be a leader or is not interested in any followers. Follower present or not present does not impact a leader. A leader is one who is, first of all, is able to distinguish what is right and what is wrong. The leader has the intellect, knowledge, and experience to guide the people in the right direction in the right way. A true leader does not require any followers or a group of people. A good leader generally does not have any ego and is open to feedback and suggestions. They are able to correct themselves easily and quickly without any hesitation when they know that something is wrong(most of the time before anyone points out at them). Leaders are not teachers and don't look at teaching the preachings of their own. They act as a guide and don't want to superimpose their thoughts on others. They provide the logic, benefits, and effects of doing the right things, they want people to experiment and question the thought process in case if they feel that something is wrong and if it can be made better. Leaders are actually learners and act as a guide, who is always ready to learn even better concepts/thoughts/ideas. Leaders don't look to misguide and test others, which is actually a rework and waste of time, effort, and energy. They don't want to show off that they are superior or they have any superiority complex.

A leader always looks to help others and doesn't want people to follow them. They are in fact independent and are not dependent on people.

They have a purpose, which is very clear and they don't try to influence anyone. So the scope of influence is not present. They put the thoughts and logic in front of others and want others to take decisions in an independent way. A good leader neither forces anyone or even tries to influence anyone. They want people to learn by themselves, from within - which is more effective, permanent, and everlasting.


 * Once we have understood the real meaning of leader - we can now move on to the popular concept of situational Leadership.

What is Situational Leadership? The situational theory of leadership suggests that no single leadership style is best. Instead, it all depends on the situation at hand and which type of leadership and strategies are best-suited to the task. According to this theory, the most effective leaders are those that are able to adapt their style to the situation and look at cues such as the type of task, the nature of the group, and other factors that might contribute to getting the job done.

Pragmatist, Idealist, Steward or Diplomat: Which of These Kinds of Leader Are You? "What's your management style?" is a classic job interview question most people come across as soon as they start supervising others. Pragmatist : The rarest type of leaders, pragmatists "have high standards, and they expect themselves, and their employees, to meet those standards. Pragmatists are driven, competitive, and they value hitting their goals above all else. They can be bold thinkers, unafraid of taking the road less traveled (even when others struggle or feel anxious)," according to Murphy. Jeff Bezos is a prominent example. Idealist : "Idealists are high-energy achievers who believe in the positive potential of everyone around them. Idealists want to learn and grow, and they want everyone else on the team to do the same. They're often charismatic, drawing others to them with their intuition and idealism. They're open-minded and prize creativity from themselves and others." Think Tony Hsieh of Zappos. Around one-in-five execs embodies this style. Steward : "Stewards are the rocks of organizations. They're dependable, loyal, and helpful, and they provide a stabilizing and calming force for their employees. Stewards value rules, process, and cooperation." Again, this type makes up about 20 percent of leaders. Ginni Rometty, CEO of IBM, is one. Diplomat : The most common of the leadership types, diplomats like Sheryl Sandberg "prize interpersonal harmony. They are the social glue and affiliative force that keeps groups together. Diplomats are kind, social, and giving, and typically build deep personal bonds with their employees."

= Wisdom Leadership with Non-biased attitude = This type of leadership can be called divine leadership as well. The person who has wisdom is actually not interested to play the role of so-called leader. The person is more looking to accomplish its duties and responsibilities by ensuring that all the moral values are fulfilled and they do not act with any biased or selfish attitude. Here, there is no place for diplomacy as if something is right it is right and if something is wrong it is wrong. This leadership style simplifies a lot of things. However, people do not promote this as most of the people lack real skills and they manage their work or sustain their positions by hiding their mistakes. A wise leader is always ready to accept their mistakes. If all the org and governments follow wisdom leadership, we will see that people managers who have great followers and are cunning in nature and manage people by doing politics or showcasing fear will not be required anymore. As these are the people who create most of the problems. An org or company or government where wise people are present things move much faster with lesser conflicts. This type of leadership automatically ensures that people have less ego and no selfish attitude. However, we have not seen any organization which follows such kind of leadership standards.

Now we will try to understand what is Simple Leadership? Simple leadership does not focus on dealing with Situations (symptoms), Its major focus on ensuring that situations do not arise, where we require multiple styles to manage people. It is more focussed on the system, processes, ethics, morals, working principles, and environment which leaders build. Here, the leader is not required to manage people and the concept of management is eliminated everywhere. Everyone can be managed by the principle of guidance and support of people around them. In reality, we require only real leaders and no manager or the reportee/subordinate. Focus is always to remove the root cause of problems, rather than spending time to manage the symptoms. One size fits all, one style which can help in achieving our desired goals and objectives. We will learn more about how to implement such a concept and how to manage the various challenges which can arise out of this concept.

Now Lets Look at the difference Simple Leadership Vs Situational Leadership Situational leadership has been very popular over a period of time. However, we have not realized that we are working on trying to cure the symptom rather than looking at the root cause. It may be surprising that we have not focussed on such a simple thing which was so straight forward. It is like seeing God in the form of SUN every day and still trying to see the creator everywhere. We are just going in vicious circles and looking to move forward, as we not straight within our own self. Everyone wants to control the other person, to show their supremacy or greatness. In situational leadership we are not focused on removing the nonvalue added work and people are very happy to control/dominate others rather than leading them to achieve their goal or make others successful.



Now you may think that, how will such a simple but amazing concept work. It may look impossible - but we have made it simple to execute. However, it requires a one-time huge effort to lay the strongest foundation. Post which your company can reap the unlimited benefits, which would be an outcome of the simple leadership model.

Self-sustaining Model without any dependency of any person
Every work culture is dependent on people in bigger posts to develop and grow the culture of the company. If the people at the top fail, the culture and the value system start to diminish. There should be some innovation in the way the organization should work independently of people or say people should not be dependent on the boss to guide them always. The culture and the mechanism should be so unique that it should automatically make people work with high intensity and passion always without any pressure from the top. This is how innovation blossoms and creativity gets developed. Let's look at some of the pillars through which we can develop such a model.

1. Differentiation Most of the politics or work culture is spoiled because of huge variation in payscale or respect or the way people are treated around them. This makes them to aspire for bigger posts and luxurious lifestyle, which people at higher posts lead. We do not promote people to higher posts, who lead a very simplistic lifestyle and spend their money properly which benefits people without any sense of ego. However, we see that the big boss shows off to his staff a superiority by buying a big car or house or great clothes or gadgets. 90% of the bosses or managers do this, they do not resemble any idealistic behaviour and because of their sheer intellectual power, ability to manage stress/politics and grow the company they are promoted. The management does not have the time or vision to look at an holistic picture of the person to whom they are promoting. 2. Ego of title and post People at the top have the advantage to showcase ego or get the work done quicker. Most of the organizational culture looks at the designation of the person who is sending the work to the them. If a person from below shares some information or a new project that will not get any precedence. However, a silly project from a person holding a bigger post and title will get more priority. The appreciation or the feedback provided by the people at the bottom has the least weightage. People are not trained in the organization to rank the work basis for certain guidelines. This ensures that everyone is working for the growth of the company and everyone gets the deserving credit. 3. Growth - the how factor and value system Today, everyone works or comes to the place of work for growing themselves. There is no organization or very few organizations that encourage or grow only those, who look at growing others. Everyone is stuck in lot of pressure to achieve their own goals and objectives - while doing this, people do not even know that they are stabbing someone to retain themselves. Every organization gives credit only on face value on what they have achieved. How they have achieved and what values have they demonstrated are not even seen, forget about mapping it or making it a culture. 4. No training or Self-realization to learn on job People who acknowledge that they need to learn or grow their skills to keep up with the pace of others are not given respect. People who openly seek help and the need to learn something or showcase any deficiency or treated as inferior to others, when actually they should be respected for such big courage to state the truth, instead of doing politics. No org provides a roadmap or help to people who are looking to catch up and improve themselves. There is no leave or sabbatical leave or any third party who can help people to make them reach their true potential. Very few org have hired third party placement services to ensure that employees, of the current organization or placed in some other org, where they can fit properly. 5. Demotions Everyone likes promotions, but no one likes to get demoted. To retain the same position, some times people do politics and backstab other potential candidates. In no org, we have seen that a person allows someone below him to take up their position, in a voluntary way. This class of leadership is very rare and to date, very few or no MNC have tried cultivating such a culture. People should come to earn their livelihood with respect and great values and not by snatching away or stabbing others for their survival. The best innovative companies, also have failed in this area to make demotions more lucrative and attractive for people to pursue it. 6. Decision Making and team representation In most of the org and teams, individuals take big decisions and the team is not involved in the decision making. They are just required to hear and follow it. There are no structures built to ensure that everyone's voice is heard and evaluated in a transparent way with certain logic. Atleast, most of the decisions can be taken by the team and few can be taken by the person who is the nodal point, instead of calling them as leader or manager. How people support each other's thoughts and think independently, can be observed with this exercise. Normally, in big events, the head or the leader represents the team. The opportunity to represent the team or the org is not shared with everyone, where ever the person has the potential or the ability. A great leader ensures, that everyone gets the pride of being the part of the team and not just the one who always is known as the leader of the team. 7.  Teamwork and collaboration Any work done by a person with the involvement of several people, is a bigger accomplishment. Teamwork, works well when everyone has an equal amount of energy, passion, and enthusiasm for work. Teamwork and collaboration works, where everyone comes to work to enjoy each other's company and not just to get a salary for the work done. The work happens in a natural way with a passion to do something or achieve to satisfy and justify their salary or the compensation received. Team perks - when a team achieves a big task, there should be celebration moments and every member of the team should also get benefited. 8. Theory of constraints There can be weaker links in the team. However, a team with constraints and the team which converts the weakness into strength innovatively requires special appreciation. The theory of constraints is the resemblance of Sabka Saath, Sabka Vikas 9. Sharing weakness and opportunities Most of the people do SWOT analysis to ensure that they know the weakness and look to improve themselves, so that no one exploits them. Sharing opportunities openly helps people to learn quickly and when the team supports the person to overcome the weakness. The person develops a big strength and gets more energy to work on it - a innovative team works and spends some time in a day to develop other people in the team. It can be totally innovative and different - this boosts up the creativity and makes our minds work. It is very easy to work on someone's strengths. The real talent lies in developing the weakness or rather converting the weakness into streght or enabling them to overcome the weakness. 10. Hardworking mindset A person who is lost to just enjoy and have fun while others are working hard is not the right team member. Hard work, does not mean taxing some one. It means that they work for the time which they are supposed to with the highest dedication. Hard work does not mean higher stress or impacting work-life balance. 11. No work is big or small Small errands and dirty tasks should be given bigger importance. People at the top should take up the responsibility of doing the shabby work of taking notes or arranging for meetings ...etc. In short, no one in the team should feel that someone is doing a big work and someone is doing a smaller work. Even a sweeper or a watchman job, is equally important than that of the CEO. Everyone is doing their job and duties. 12.  Individual recognition and appreciation to boost others and drive others Individual appreciation should always be present. However, it should raise the level of value-system and make everyone cognizant on how to work. Appreciation and rewards can be classified into various categories. There can be a high impact work done, but the resemblance of how's or the value system displayed gets missed often. In most of the org, the output matters and how aspect is missed. People should be grown basis the - How's and not the "What's" they have achieved. As said the "Whats" are important and the "how's" as well and the person who balances them properly is the person who should get the highest recognition and rewards. 13. Alignment to Culture, vision and Goal Employees in org are more aligned to their bosses and always strive to keep them happy, this is the fundamental principle of work. However, alignment to work culture, vision, and goal of the dept/company is often missed and this impacts the growth of the org for the sake of some egoistic people. The handbook of Valve - a gaming company where no one is the boss has an unique hiring and handbook for new joiners. It is similar ot zappos as well, a online shopping company with unique hiring model. Valve has their handbook for their employees to understand properly, before they start to work - you can also read it with this link. The hiring is done, so perfectly that everyone is empowered to a very huge extent to take very big decisions, which normally directors of the company would do. You can also read about the growing popularity and advantages of Holacracy on this link. 14. Self starter and developing skills on-demand People should be expected to be self starters and ability of quick or Spontaneous understanding and execution without delay. Adventurous to solve challenges and obstacles. Should not procrastinate for tomorrow. Checklist daily. Time management. Minimum followups to get any work done. These attributes of the team members - actually save a lot of time and effort and makes everyone more productive. '''A person should have a child like attitude and innocence to learn new things on the go and should not be afraid - age should not be any barrier. Most of the times, we have mental blockages. Everyone cannont learn at the same speed, however everyone can try and put their best efforts to learn something new.

Why People or Leaders look to control or control/domination is synonymous with Leadership
Some potential causes of controlling behavior are: low self-esteem; being micromanaged or controlled by someone else; traumatic past experiences; a need to feel in-control; or a need to feel 'above' someone else.. None of these have to do with you, however, it's the victim of a person who wants to control/dominate. Our subconscious mind has got trained with a controlling or a fearful attitude of others and hence it always looks to have everyone under their control or domination. It can be also due to huge uncertainties or variations in the way people can react or behave. It also has to do with how the people in the society are trained. If a person is ready to tell lie or commit a small crime for something or stab someone or hurt someone in order to get something, then controlling people becomes very essential.

Even when the minds of people are highly corrupted and selfish, it is always better to work with people with creativity and innovation to show their image and make them feel the impact of their own behavior. Diagnosis of how the person's mindset and prescribing the right treatment is really good. For bigger population bundling people in groups and categories or grading then moving them to better levels gradually is another process that can be established. A great helper, goes and works with the mindset of the person impacted in the way they like. Some people, may not even like to hear anything bad about them or will try to prove someone wrong to evade their names also. This multiplies the problem and makes the situation more complex.

 Hence, setting up a great culture and work environment with mistake-proofing concepts can eradicate the majority of the issues. Most of the issues are actually with the leadership team themselves, and they do not want to implement good policies or cultures in their offices. This may have a direct impact on them, hence they do politics and try to increase the complexity. Leaders, appointed/selected/recruited are with a mindset to just dominate with their post and position - they cannot think of everyone being happy and prosperous. Such qualities or questions are not even asked in interview neither anyone has any obligation to promote such an environment in govt offices or even in big famous NGO's or in spiritual organizations. Leaders have to bow such seeds and ensure that all leaders everywhere comply to these basics, without any fail. The leaders should also be shown multiple benefits directly and indirectly to them as well, that is when all leaders will first work for a prosperous and fulfilling life of everyone.

Some people think that everything will be served to them and there is no need to work. People should be made aware that they should put effort regularly and even if they fail, they should not give up and once everyone gets habituated to earn by working hard, the chances of building a good environment increase. 80% of the population are ready to do any work, it is the problem of very very few people who hold dominant positions and they cannot state that it is their problem, in front of everyone. They require space and time to understand their own brain and behavior, they also fear the acceptance of society and people, when their real nature is known to everyone. Hence, everyone wears a mask which is different than what they are actually inside. If someone is improving, we need to appreciate them and give all the support required. No one is actually bad, the circumstances and environment make the people adapt to different strategies from a survival point of view. Hence, blaming people is not at all acceptable at any level. The processes and the systems should be blamed and they need to be corrected. Pointing out mistakes with some people or one person is the most horrific leadership style, which should never be promoted. Even the worst person who might have done blunders repeatedly or even purposefully, expects that people understand his perspective and they always try to prove that they are right over others. Some people feel happy when the person who they dont like fails or the person who is competing with them fails. The media, society, and our leaders are made with such thought processes alone, and our minds are filled with such emotions and feeling only. It is very difficult for us to have compassion for people who are against us or think good about them. We want, what we think should be right or we look at proving our thought process only as right. We are not habituated to see flaws and mistakes. This is the psychology of people, and looking to improve their psychology is also not a solution. If systems and processes are right, people improve automatically. A person living in India, if flown to the cleanest city - that person will adapt to all the etiquettes subconsciously without any knowledge or training. It looks like a miracle, however, our brain is such a masterpiece that understanding and working with it is great art.

Show of power or overpowering another person with intellect or politics or money or name is very common across the world. A weak person tries to be in sync with the powerful person or looks for a chance to show them wrong or take revenge. This is a common and known psychological behavior. The solution is not to train or teach people how to behave. It is the culture and system which we have set. Why do we give importance to money or name? Why people do not get respect with their good values. People get motivated by seeing a rich person only, they will never be motivated by an honest hardworking person when they are not rich. Poor people are happy to become poor and make others poor by supporting a very rich person. This is the hype that has been built by social media and in society. A poor person cannot hold a bigger post, with the right talent and qualities. This is true even in spiritual establishments as well, only rich people are given more importance as their org runs with their money - everything is just an eyewash. It is not that the rich should be rejected, they should be backed up with the desired qualities and attributes. The person who gives more money is allowed to give a speech and is allowed to influence others to make their name. The quality of thought process is lacking in most of the rich people and everyone knows that they are selfish, even if they talk great words, their actions fail to resemble or if they do actions it is just a token of formality for a shorter period to gain public sympathy. We fail to see innovation or creativity in spiritual org as well to ensure that such bad practices are eliminated. We hope people will start thinking in more creative and innovative terms to build our society.

Showcase Superiority
Everyone becomes delighted when they know that they are superior to others or have control over others. If we see this characteristic, sooner or later we will find it in most of the people around us. Some devotees of gods, think that this god is more powerful than others. Every god is just a source of specific energy which we aspire to get, hence we meditate and make our mind focussed on that idol. Our ancient people were highly intelligent and devised innovative plans to get what they want from the cosmos or universe in very simple ways. However, today humans look at comparing which god is more superior or good. We should be ashamed of our thinking by trying to differentiate even gods or people on the basis of religion or the way they practise their faith or the way they live. We need to understand our basic characterstics that we are inerested in differentiating to create a sense of superiority. Diversity is not appreciated. Humans, even think that they are the owners of the planet, when it is a co-habitat of several lakhs of species. We are greedy and look at taking everything, without thinking about anyone else - we are ready to lose all of basic qualities of humans for the smallest desire.

Hence, the leader or the management style should ensure that the feeling of superiority or greedines or differentiation to control is not present in any way. The person who leads the group should have basis thinking of at least ensuring that everyone lives a great life similar to them or even better to them. Some low quality thinkers say that be happy by seeing people who are more deprived than you. However, the ultimate philosophy should be that we need to be happy and delighted by seeing people around us with more wealth and prosperity. This wellbeing around us should make our mind more happy. If some one has got more knowledge or skills we should be happy and not feel jeolus about them or think them as our competitor. If we are in the middle of more competent people, we will be able to rise more quickly. The leadership style should be to promote the best talent even above them as well. Some leaders even step down to give others the chance to work, when they see better competency. The following should be the thumb rules
 * 1) No superiority complex
 * 2) Simplicity
 * 3) Promoting diversity and encouraging ecological Diversity (Nature first)
 * 4) Helper or a collaborator mindset
 * 5) No selfishness  - Ensuring or at least thinking for better prosperity or growth of others.

Child Development framework
Holacracy is one of the emerging models of management, where there is a flat structure with less hierarchy. In this model, the hiring quality has to be of very high quality. However, to move to a very flat structure model or a model where there is no manager or supervision. We cannot bring immediate changes or develop the existing talent in a day's time. We have to take baby steps and drive passion in people or drive curiosity in people similar to the small boys sitting in kg. The leadership model to drive change should be first to understand that everyone is a small child and the leader has to become like a child and think from their perspective in totality. The fears or lack of interest or not ready for change are very common in grownup's similar to small children. The major addition is that grown-ups have a big ego and breaking that ego all of sudden may not be the proper medicine for all of them. Some may shout, that how can we think for everyone's prosperity or do actions for everyone's wellbeing. No leader says this in front, but they smartly look at delaying such thoughts and keeping it pending as much as they can. Such thoughts or actions also, create a sense of insecurity for bigger leaders. They start thinking, how our children will live or what will we do after a few years. These things are very common and people with a selfish mindset will have such fears, however, no one will openly say it or express it. To manage all the grown-up or old people who have spent life for only selfish pursuits cannot think for the betterment of everyone. If they think, they will not take action, if actions are present - they will be like an election stunt for a very short duration.

The child development psychology states that we should not blame or force the child to learn or adopt certain habits. They are taught with the right environment, skilled teachers, activities, and most important ingredients that will inspire and drive curiosity in the child to adapt/learn/take actions by themselves(Not all the schools have this model). Grownups, require even more care as their ego and a mind that is full of garbage which has been filled for several years and the intensity of the garbage is also very big and repetitive in nature. They will revolt and become angry as well. Hence, keeping them comfortable at the cost of others is also not the right solution. We need to think innovative which ensures that, their income and happiness are dependent on the growth of everyone. If they have to earn and survive they have to do activities which will benefit everyone. Some of the activities can be as under
 * 1) Making roleplay's - Everyone has to play the role of others or do the work of others - starting from a few hours to a day or even for an extended duration. This can be gradually scaled up - A CEO should also become a sweeper for some time and should look at experiencing the work and how a sweeper feels or lives. This role play for a brief period will start opening up people's hearts. They will be able to relate to people's problems or issues in a very quick way. Moving one person to another department and work for the betterment of that area will help them realize, how their own team is posing challenges or obstacles. Such stints, should be with success measures and how they have benefited that workplace/area.
 * 2) Poor experience - Every leader has to do a camping experience and live a life like average citizens for few days in a year. This can be done in a remote village/in the same place, with few challenges. Good training companies can be hired to provide such experience to every leader and they have to work in such an environment as well. This will make some understand the problems. The "Poor experience" is not just to live but to even how a poor person thinks, behaves, and reacts. We may think that why a poor person does not work hard or thinks in a smart way. When we go deep and understand the right psychology and mindset of the poor person. It will help us to make the right action plans. Leaders will understand that the problem never lies with the people and we focus on people only.
 * 3) Leadership experience to others - Every leader should be given the task to work in the team as a member and select a capable person who can work as a leader for at least a few hours. The leader can have one/few hour/s in the week or in a month whichever is feasible, where this exercise can be done. The decisions or the thought process can be evaluated and finalized by the leader only. The person can either be given some challenges or work out with the team to solve an issue. This can be thought of in different ways by the leader themselves, basis the need, and the situation. When others understand the issues, which the leader faces, the team will know how they contribute their level best. Everyone sees, that the leader is enjoying. However, when they take the seat the reality may be different.
 * 4) Growing attitude The leader should be able to groom the people in the team, in such a way that the need of the leader is not at felt - this should be the success criteria for the leader, to retain his job or position. The progress can be tracked at regular intervals.
 * 5) Innovative culture and Value systems Culture should be able to bring divine characteristics, thought processes, and actions in an automated way. It should attract every person to get tuned to the culture. Once people are set towards the right culture - innovation becomes easier.
 * 6) Track to drive the behavior To ensure sustenance, there should be a system which has the potential not just to track, but link all the work in such a way that it should drive the best behavior and raise the standards. Just tracking without any continuous improvement will not give the returns for putting the efforts to track all the information, work, and behavior.
 * 7) 360 coaching and feedback mechanism. Provision for realtime improvement in the work, instead of attending regular training sessions will not be a solution. Most people, do not know what people are thinking about them. Making everyone realize the strengths and the areas of development make the person grow. This helps people to accept, something which they did not know.
 * 8) Innovative Audit mechanism
 * 9) Nation and ecology first
 * 10)  Identifying truself  - a process to self realize Mapping the personality with gunas/characteristics - what is dominant and development opportunities. How will it help in overall growth and prosperity? Linking the behaviour of self - impacting everyone. Simulations can be a very interesting model - where the person can understand how important every single thought of the person is.
 * 11) Training and reskilling - Leaders should be trained to make all the above actions possible and how to do all these tasks

Consciousness, Thought Leadership and energy levels
Most of the people prefer to do very high amount of hard work and most of the organisations prefer people who can work overtime. However, we have innovated on simple framework for optimal results with continuous growth potential at an very high rate.

अंतःकरण is the most important thing. Making it purer, stable and thinking about everyone's prosperity and growth brings total acceptance from the universe and eliminates all possible conflicts. This is a very easy method and can be done easily as well. Most of the leaders who were famous during freedom struggle had higher level of consciousness, which automatically attracted people. However, people have an element of ego and selfishness hidden with their behaviour. The universal existence scans everyone at all times consistently in a way that cannot be imagined or understood by anyone. The lesser the variation of pure Inner conscience which is dedicated to wellbeing of everyone. The consciousness, levels increase automatically - the existing source of power and operation is beyond the magnitude of intelligence and thoughts as well. Hence, making ourselves pure and clean is very important and the objective to take revenge or prove someone or showcase some superiority should not be present. When we have this, we will become acceptable and this title was given to ball gangadahr tilak for his readiness to sacrifice and work for the upliftment of the country, without any selfish motive.
 * 1) Improve Consciousness: Most of the people do not know what is consciousness or chaitany or chit. It is so simple that, we may get noble prize to just reveal the secret. Inner conscience

Let's Go One by One - All are equally important and nothing should be ignored.
'''What do you mean by superiority complex? What is the problem of thinking that we are superior to others?''' Leaders don't think that they are superior to someone - it is as simple as that. People who think that they are superior to others always develop Ego, and they are bound to differentiate people, which is the root cause of most of the problems. That is the reason in simple leadership, we don’t have anyone as manager/supervisor or superior person to supervise others.

“Speak only truth or be silent” Why is this so powerful to achieve a leaderless environment? Lot of people are teaching and advocating to speak the opposite of a lie to manage people or run the organization. Their intelligence is not developed and they create scenarios where they are habituated to speak lies or tell the opposite. Where people are not encouraged to speak the truth, people build up a superiority complex and a false sense of pride and ego. They are always looking to teach and preach people and are not interested to improve themselves first. They always try to protect themselves by showing someone else as wrong. Such kind of people always thinks that it is their responsibility alone to make the working environment better. The ego becomes so strong, that they start creating excuses to speak lies and do things differently and use the power and intellect in the wrong direction. Here, people want to set examples of others and they fear of improving themselves first. In such an environment people's intelligence is more developed on how to cheat or lay traps for others and control others in all possible ways. People are habituated to speak lies and they find thousands of excuses, to showcase that they cannot run the business without saying lie. They cannot find even a single reason to speak the right thing at the right time.

Some leaders are addicted to lying and they cannot manage people by speaking the truth or being straight forward. They try to cover all this up by giving multiple explanations. However, they will not put effort or try to lead the people in the perfect way. They are in their comfort zone and this has been named as Pathological lying (also called pseudologia fantastica and mythomania) is a behavior of habitual or compulsive lying. It was first described in the medical literature in 1891 by Anton Delbrueck. Although it is a controversial topic, pathological lying has been defined as "falsification entirely disproportionate to any discernible end in view, may be extensive and very complicated, and may manifest over a period of years or even a lifetime".

When people cannot speak the truth, which means that they are the weakest and are always looking for some support to move ahead. Also by speaking lies and trying to avoid the truth your thought process is also reversed and cannot be realized. People easily build a false sense of ego and pride.

So speaking truth itself, solves multiple problems at one go. It helps to develop trust, build transparency, and fosters teamwork. Most importantly helps in avoiding dirty politics.

No Observer: Why there is no observer? Here there is no observer or the observed, here people are not dependent on someone to find their mistakes It is an open culture, where people come and accept their mistakes and take up the course of corrective actions to ensure that their thought process is corrected. You yourself become the witness of your own actions, there is no one to find mistakes in you. When people stop criticizing each other and appreciate others, people automatically come forward to improve themselves. This can happen when people are free and there is no penalty to improve themselves or correcting themselves.

No need to observe anyone: Here there is no need to observe anyone, unless the work is getting impacted. The system automatically detects the area or factor which is leading to the stagnation of work. The person gets surfaced in an automated way.

No Concept of testing each other: If we don't test others, how will we be able to assess the capability or talent? The rules are very clear and the hiring is done, with very high standards. Post the person is hired, they are taken through 30-day training on how to deal with every situation and how to react. What are the Do’s and dont’s? What should be done, in case they don’t have clarity is provided in the culture book - People can easily search and find the behavior which they need to demonstrate. Anyone can add a new scenario if it is not existing and the culture team looks into the same to approve and make the corrections if required to be online for everyone to see. Everything is taken before the hiring -  It is as simple as that. Look at the example, where people are asked to leave the company if they are not fitting the culture. https://www.thehrdigest.com/what-is-the-internal-culture-like-at-zappos/

Daily meditation and the concept of Oneness: Why is this required? Before starting the work, people are asked to do a guided meditation session and do a prayer, similar to what you would have done in a school. This makes people aware of themselves (without self/selfishness). This is mandatory for every person who is working, from a sweeper to the CEO.

Assistance cell - How is it different from an HR? When people are not capable to deal with a situation, they can reach out to assistance cell. When people are not able to finish the work which was planned and accepted by themselves, they can reach out to them to get the guidance and help required and realign themselves in a proper way so that they can contribute more than what they are taking home.  Identifying the weakest link in the process: Most of the projects and tasks are pending even after doing all the work, here the concept of the weakest link or the metric of waiting time comes into the picture. When any work goes beyond a specific timeline, automated alerts are sent to the group of people who are responsible for getting the things done.

Reason for the delay Always document the reason for the delay and the respective teams will work on it to get the same corrected. If a particular team is getting negative feedback, they will be assessed by a team of specialist

Cross-functional inputs Due credit and acknowledgment should be provided to other teams who are providing valuable inputs. This can be worked out as a provisional credit to the person who has helped other teams.

Ratings and scores of teams and individuals: Individuals and team ratings will be based on peer feedback, backed up with data, logic, and facts.

'''Fewer Levels: Everyone contributes and it is close to a flat structure. However, the roles, responsibilities, and departments of people differ. No one is small or big.'''

Salary Differentiator is based on Ethics, Vision, honesty, principles/values, output/results, speed of delivery, response to issues, improvement/new initiatives, Creativity and innovation, learning and development, attitude, positive behavior, teamwork, collaboration with other cross-functional teams. People are also penalized and shown the negative aspects when they are erring. We need to have both (negative and positive) aspects to every parameter. The ratings are backed up with data and facts so that people can understand what is bringing them down and what is helping them. It does not mean that negative and positive can be set off. Even a single negative aspect is treated as independent, even when the person has 100 good things with him. The environment ensures that people work on the negative aspects and don't repeat them in the future. These ratings received by people on all these parameters decide the pay which they would get every quarter. Nothing is fixed, the base pay and the bonus gets revised according to the performance of an individual. Special achievements deserve shares of the company or a special incentive.

Linking the work on all the parameters, values and principles. Every accomplishment and activity is measured and rated on the things which were exhibited. This simple technique makes the working culture lively, stronger, and helps others also to follow.

Silence and Listening: People talk in very limited words only words which are required to get the work done. Silence is golden and gossip is forbidden. During working hours no external topics which are not related to work should be encouraged by anyone. The focus should only be on work. All other topics can be taken up, during breaks, or outside working hours.

Avoidance of Meetings and starting continuum of efforts to implement: Most of the companies suffer the syndrome of doing only meetings, with very less output. In this concept, the meeting is a strict no and every possible effort is made to avoid a meeting unless it is a very special and urgent scenario that requires people to meet and discuss or get clarification.

All performance review meetings are self-explanatory and are discussed with documents on the shared drive/folder where everyone can connect and discuss on the cloud itself. People are expected to have all the relevant information on the shared folders, properly arranged and labeled. So that it is easy for people to find and search for the information.

Teams are encouraged to create a platform of developing synergies with all the concerned people and teams in a systematic and in structured ways, without any meetings. This helps in getting the things done, quickly rather than discussing or having any meetings. The meeting is considered as nonproductive and sin for the company.

Provision to provide feedback in a constructive way and a provision for dialogue: Employees are encouraged to provide constructive feedback and openness to take reverse feedback.

Proactive Approach to avoid mistakes and identify issues when they are small are appreciated In most of the organizations we see that people are not appreciated for avoiding mistakes or for identifying issues proactively. We see that the benefits are very hard to quantify and the goodwill of the company(impacted) is very difficult to measure. They are recognized and rewarded, only when they solve a big issue or problem which had already caused significant losses or had incurred high cost to the company.

Focus on Hows is more than what has been achieved Most of the companies follow the goal-oriented approach and are least bothered on how did they accomplish the goals. Even, if they had achieved the goal or have delivered the results by deceiving people, telling lies or cheating or playing politics nothing is important, for most of the organizations. The results only matter and the ways to achieve are given the least importance. Hence, most of the employees are encouraged not to take the right path to achieve results.

No teachers only guides/Mentors: We discourage people to teach or preach their concepts. We want leaders to be only guides and help people only when they are stuck and are unable to solve the problem or issue on hand as required.

Appreciate good work immediately without any comparison:

Root cause analysis: Whenever any issue happens, someone else has to find the root cause of the problem. In this culture, the people are trained in such a way that a group of people where the issue happened to take collective responsibility and do the root cause with the person who has done the mistake. Here, the person who has done the mistake is given the freedom to express the reasons which lead to the mistake. Everyone looks at correcting the process and the blame is not on the person, who did the mistake.

No separate team of HR / Quality assurance / Process improvement/training: Most often we see various teams and departments which manage different types of work. Here the major stress is to avoid the work being split to as few departments as possible and the focus is to integrate the various responsibilities within the team, rather than someone supervising from outside the team. The roles are rotated within the team so that everyone gets the overall experience.

Correction unit: People who accept the mistakes are made to undergo a period of self-assessment and take a leave from the work till they feel that, they are corrected. As a person having a serious flaw can affect other people at work, they are advised to take a long leave and are suggested to correct their behavior.

Easy and fast movement of people within other processes and departments: The Movements of people from one team to another team are also made quicker and faster when some people don’t gel well together.

Ego free people is the key requirement for this concept to flourish, people don’t get credit when they focus on self.
Greatness/group ego/group identity/Place or region: Our society has been habituated to work with group ego and identity from millions of years. Earlier, people used to form groups to be safe, as every group in order to prove their superiority wanted to attach each other. Here, people are encouraged to work with different teams in various places to get things done. This factor serves as a very critical aspect of achieving success.

No intention to harm others: No need to prove yourself, however, you are working to use the collective thought process to make the outcome best.

Treating people like people and not machines. Employees are the cogs in the machine used to profit the people at the top. In servant leadership, the business metaphor is that it's an organic structure of open and authentic relationships. The authority is quite clear: one is top-down, the other thrives through collaboration and participation by the whole group.

Leaders are involved in the work and don't dictate as Managers who are often detached and distant. You may not even see or know who those leaders are because they rarely come out of their "cave." They alienate their staff with their invisible act and superiority complex, which stems from insecurity and lack of confidence in their inability to influence, persuade, and rally the troops. In simple leadership, leaders are connected and present, walk their four corners, and are very engaged in the work of those around them.

FAQ’s - Frequently asked question
1 What is the key ingredient, to make this concept successful? Ego free person -  when ego is not present. Everything happens in a perfect way without any effort. Ego loss as "... complete transcendence − beyond words, beyond space−time, beyond self. There are no visions, no sense of self, no thoughts. There are only pure awareness and ecstatic freedom to see only your work and actions.

2 '''In Practical life we see diverse situations and to manage each situation, every leader has to act differently with different types of people? How can you think of simple leadership?'''

We have created an environment where people are habituated to say false things, do buttering, impress people, ensure that the ego of the other person is fulfilled, importance to personnel ego is very high, people want to be appreciated to provide the deserving credit, People primarily follow human sentiments and not process, rules or guidelines to work and get the work done. If all the pre-written things are eliminated and if people are habituated to be transparent, ensure that people earn trust only by speaking the truth, principles of cheating others is avoided by the leadership team, avoiding ego and ensure that respect to all is present, avoid human sentiments while working and follow the processes, rules, and guidelines set to work. Where everything is clearly documented and explained and people play the role of guide and supporter. Here decisions are taken based on data and facts. People are tested thoroughly before they get hired. The concept of teaching and testing others is eliminated, people are only encouraged to learn from each other. Everything can be managed in simple, easy, and in the most effective way.

3 '''When people are not matured and are not knowledgeable or cannot understand simple things, they have to be directed with clear and specific instructions. People have to be matured in the area of work for them to be guided. how can you eliminate this concept?''' If we hire people with the right set of attitudes, instead of focussing more on skills and talent. People are more likely to understand the simple things in a very easy way. When people don't have ego, they are more likely to accept what has been told to them and if still the person is not able to execute as per the requirements, there is a problem in which the person has been trained or the person is very good in something else basis his interest and talent. They should be moved where they are more happy and willing to work as they feel comfortable and are able to contribute. It is very simple and easy, however, all this works when people don't have an attitude or ego. Where people are not looking to show mistakes, however people are in the process of supporting them to overcome their problems.

4 How will such concept work? To build anything we have to lay a foundation. Here, we have to bring like-minded people who are willing to build the right environment, systems, and processes where people are willing to learn and implement the learning practically every day and achieve success. This can happen when the right set of leaders are appreciated and promoted, who are following the simple leadership principle only.

5 '''Why people are hesitant to speak the truth and be transparent? Why they want to hide the reality by giving excuses and having an illusion of doing good?''' People always look at taking shortcuts when they are incapable of doing the right things in the right way. They always find all excuses to do what they believe in, seldom they can think of doing the right things when even when the opportunity exists. They are full of ego and pride, they always believe in testing and teaching others, as they feel that they are full of knowledge and wisdom. Even after seeing the reality clearly, due to accumulated ego, they are unable to change themselves, even when opportunities exist.

6 '''Why people are always looking at teaching, observing, and testing others? Why simple improvements within are not visible which can help others in simple and easy ways?''' People always have reached a stage that can be retained by having complex structures and processes. if everything becomes simple and easy to understand, where will people who have gathered enormous knowledge, will not get the required status or respect? They are always happy when simple things are distant from common people. If people are told that visible celestial objects, nature, parents, teachers, and doing good to others is where god and goodness exist. The respect which religious leaders have will go away, as they have always tried to divide the people on various fronts and have created various situations that can help them to dictate terms to follow. People hold high designations in society because of the knowledge alone which they think is supreme. However, they don't have time to think, as to how they are not utilizing the knowledge in the right way when they know what is right.

The below video demonstrates, how the ego makes the knowledgeable person blind when simple things are also in front of them very clearly. https://www.youtube.com/watch?v=gqlRVSKnk6k

7 What is self-learning and how it should be promoted? Some people are of the opinion that we should leave people in circumstances and situations, which will help them to learn, grow and manage others easily. Here, the problem is if the person is required to learn, nature will take care. However, when knowledge has reached its peak the probability of ego getting developed is high. People take control of putting others in situations, where they can teach, which is actually not required at all. There is no need of creating situations or putting people in situations. They can be transparent and speak the real truth and can easily help others with more effectiveness.

8 '''Concept of pay on achieving the desired standards of work? Are the standards on which we are paying are right?''' Today we have people who are getting paid to control people, rather supporting or guiding them. People are working not to help people around us, but to manage and get the things done. Today famous quotes state the most talented people is the person who knows the art of managing people and getting the desired work done. Today people prefer executionist and not the one who can eliminate the problems which are leading to have an executionist.

We are habituated to have people around who want us to be dependent on others always. We are not thinking of how to become self-sustaining and self-fulfilling, always the need to depend on others to get the things done has been the limelight of our society and we feel so proud of it as well.

The real leader who should be getting paid is the person who is able to create an environment of trust, truth, transparency, thought leadership and teamwork (5T’s). When people wear this T-shirt -  The right things will happen easily and effort to create the right environment will be more predominant, rather than focussing on people.

9 What is readiness and is it required in the simple leadership model? Readiness is always required, we need to be ready to embrace the right thoughts immediately. People should be trained to evolve to next levels, by always challenging the current status quo. If we are not challenging the current systems, we cannot grow. Always there is something, even more, better that is in store for us. This is the reason the universe is called as infinite and can only be experienced.

== '''In short, we should be ready to embrace the change. Change for the Good. Change is only constant and nothing else can be constant.''' ==