Monthly Archives: April 2008

Why Indians fear failure?

“Anyone who has never made a mistake has never tried anything new.” — Albert Einstein. We can rephrase it is as “Anyone who has never failed has never tried anything new”. But then why are we afraid of failures?

Why Indians fear failure

Being an Indian, I am not stating this as a fact, rather as an observation with a 28 year old eye. Last seven years in the Indian corporate world, where I was hired for innovation, have forced me to conclude that “Yes, We (Indians) are taught to succeed and not to fail”. Most of the times, failure is seen as a result of inefficient, unfocused and UNWANTED attempts made by an inefficient, unfocused and not so smart individual.

It takes me back to the year 1995, my 10th grade science practical exam. We were asked to make projects based on scientific theories. The most popular choice was to go for a wind mill or a solar heater. Our seniors did it and their seniors too and probably their seniors too, everybody knew about these so called popular yet regular projects. However, my friend Rajkumar decided to break the so called success mantra by doing something new, a water clock. He made a water clock where one drop of water was hitting a second’s hand every second (He did all the calculations and I guess it worked). But he really had a tough time in convincing his teachers of its worth (and his hard work). He was discouraged at every stage and the weapon used to dissuade him was again the after effects of failure. It’s not a story with one Rajkumar but almost every Rajkumar.

Here are my viewpoints on why (most of) the Indians are not very comfortable with failures:

  1. We hardly failed: From our childhood we hardly failed as we were not allowed to fail. We were given a tested formula before every experiment which minimized the chances of failure to almost zero. We were almost always taught the “how to” with “what to”. As we grow the word failure takes a different meaning altogether as we never saw that as a part of our normal day to day life.
  2. Failure makes YOU a failure: It was always inculcated that failure makes you a failure. Things are changing but still the respect for the failure is missing. I really liked Sir Ken Robinson talk on “Do schools kill creativity?“. I wonder if our education system is creating the fear of failure inside.
  3. Less freedom for innovation at higher education level: I had been a student of 2 great universities but we hardly had the freedom to try something new. Creating something new was an option that was left for not so important (out of course) subjects. I personally feel that at PG level or professional courses there should be classes on the necessity of attempts and failures. The more freedom you have for innovation the more you will try and least will you fear failures.
  4. We never enjoyed the luxury offered by failures: Every failure comes with a cost – huge or low. Most of the time we can not enjoy the luxury offered by failure due to the cost and the time involved with every venture. Failure is a lot of fun when you are not putting your throat at risk. How many of us have modified our two wheelers for fun? We owned them for use (I am happy that things are changing very fast though)
  5. At corporate world we are appreciated for success (only):

    Ganguly dravid

    However, in my present organization we take special care to ensure that real attempts are appreciated and awards are not limited to successful attempts only. In fact, I wrote a mail to all the employees asking them to fail more often.

Things are changing very fast. We (Indians) are trying our best to make failure less fearful both at personal and corporate levels. The term failure is being redefined by the latest high-end mergers and acquisitions by risk taking Indian companies. It may be considered as some indications of the new era.

Abraham Lincoln was a success man
Abraham Lincoln was a successful man

  • Failed in business at age 21.
  • Was defeated in a legislative race at age 22.
  • Failed again in business at age 24.
  • Overcame the death of his sweetheart at age 26.
  • Had a nervous breakdown at age 27.
  • Lost a congressional race at age 34.
  • Lost a congressional race at age 36.
  • Lost a senatorial race at age 45.
  • Failed in an effort to become vice-president at age 47.
  • Lost a senatorial race at age 47.
  • Was elected PRESIDENT of the US at age 52!

How to decide your new employer?

After I wrote “Questions for your employer (Hiring Manager)“, many people have asked me various questions like what about salary, career and so on. I will cover some more important questions that you should ask your prospective employee.

NOTE: Don’t ask these questions during your first rounds. Wait till you impress the company. Remember that these questions will always be appreciated. It is your right to interview the company as the company interviews you. It’s a mutual relationship. I suspect people who don’t scrutinize a company prior to joining it. I remember a time when after few rounds in a company I had several meetings with their founders, management and staffs, then I decided not to join them for the time being.

Join good company
(Does your company understands you?)

Try hard to join Good companies

There are only few good companies (where you enjoy work and create great things), try hard to join them. Good companies always want good people. Make a good relationship with them even before joining them. It’s not that tough to win competition with good teammates. “Hiring is the key” – Says Jack Welch of GE. Next section will help you answer, whether to join a company or not. It’s not a perfect formula but worked 80% of the time for me.

  1. What is their mission statement? – This reflects a lot about how the company is organized. Ideally people from the top management to the peon should know the mission statement and work accordingly . Many companies work on different things but everything is done without a proper mission statement. I have seen some small companies with great mission statements, it was so clear that you could sense their direction with just one single sentence. For a bigger company, the name brand name covers up the mission statement. For a bigger company, ask your prospective team about its mission. and then Match it with your profile/choice.
  2. Who manages the company? – Different departments should be managed by different people. If the company is a new startup, assume it to be a little messy but they should have a plan to delegate powers to departments. Ask this, “Who manages your HR policies?”, “How are the appraisals done?”, “Who decides the salary increment?”, “If someone is performing extremely well for the company, then ask the concerned person whether the company treats them same way as they treat other employees or do they have a special provision for them?”. You will be surprised to know that many big companies are struggling with these questions. A good company will always try to answer these questions as clearly as possible.
  3. How do you earn money? Who invests in the company? See if they are open about it. If company is not making good money then don’t expect goodies for yourself. Not earning at present is not a big issue but the outline of business plan can be shared (to an impressive level).

Questions about the company?

  1. Five day week: MY SUGGESTION is NOT TO JOIN any company that works 6 day a week. 6 days a week is almost impossible for hard working people. Sometimes people do work 7 days a week if needed but the company that wants its employees to work more than 5 days a week on a regular basis is certainly not a people focused company. One doesn’t need to work XXX hours to complete a task but they surely need to work YYY fresh hours to make it successful, where YYY < XXX for sure. One day off a week keeps employees fresh. The company that doesn't understand this doesn't deserve good heads, lend them your hands and legs, brains doesn't work for 6 days. I seriously mean it.
  2. How many leaves? Compare it with the industry standards. This is also a big factor that you should consider.
  3. Salary break up and Incentives Ask for a clear break up. Promises made is of no use, get it written in black and white. “You will get so and so when so and so happens”, better get it written.
  4. Increments This needs a clear guidelines. I know many who say, “I will get an increment only if my boss feels so“. This needs to change, one should get one deserves. If companies don’t have such policies they certainly needs to come up with one. Also see if promotions are performance based.

Ideal companies rarely exists, so one needs to get some of the mix and keep working towards a company that respects its people. See some of the stories that speaks about its culture (basically some viewpoints :) )

  • Former Google chef tells about Google.
  • I don’t know whether the claims are true but it says “mail sent by Narayan Murthy to all Infosys staff”

    Naryan murthy on working late

    It’s half past 8 in the office but the lights are still on…
    PCs still running, coffee machines still buzzing…
    And who’s at work? Most of them ??? Take a closer look…

    All or most specimens are ??
    Something male species of the human race…

    Look closer… again all or most of them are bachelors…

    And why are they sitting late? Working hard? No way!!!
    Any guesses???
    Let’s ask one of them…
    Here’s what he says… “What’s there 2 do after going home…Here we get to surf, AC, phone, food, coffee that is why I am working late…Importantly no bossssssss!!!!!!!!!!!”

    This is the scene in most research centers and software companies and other off-shore offices.

    Bachelors “Time-passing” during late hours in the office just bcoz they say they’ve nothing else to do…
    Now what r the consequences…

    “Working” (for the record only) late hours soon becomes part of the institute or company culture.

    With bosses more than eager to provide support to those “working” late in the form of taxi vouchers, food vouchers and of course good feedback, (oh, he’s a hard worker… goes home only to change..!!).
    They aren’t helping things too…

    To hell with bosses who don’t understand the difference between “sitting” late and “working” late!!!

    Very soon, the boss start expecting all employees to put in extra working hours.

    So, My dear Bachelors let me tell you, life changes when u get married and start having a family… office is no longer a priority, family is… and
    That’s when the problem starts… b’coz u start having commitments at home too.

    For your boss, the earlier “hardworking” guy suddenly seems to become a “early leaver” even if u leave an hour after regular time… after doing the same amount of work.

    People leaving on time after doing their tasks for the day are labelled as work-shirkers…

    Girls who thankfully always (its changing nowadays… though) leave on time are labelled as “not up to it”. All the while, the bachelors pat their own backs and carry on “working” not realizing that they r spoiling the work culture at their own place and never realize that they would have to regret at one point of time.

    So what’s the moral of the story??
    * Very clear, LEAVE ON TIME!!!
    * Never put in extra time ” unless really needed ”
    * Don’t stay back unnecessarily and spoil your company work culture which will in turn cause inconvenience to you and your colleagues.

    There are hundred other things to do in the evening..

    Learn music…

    Learn a foreign language…

    Try a sport… TT, cricket………

    Importantly,get a girl friend or boy friend, take him/her around town…

    * And for heaven’s sake, net cafe rates have dropped to an all-time low (plus, no fire-walls) and try cooking for a change.

    Take a tip from the Smirnoff ad: *”Life’s calling, where are you??”*

    IT’S A TYPICAL INDIAN MENTALITY THAT WORKING FOR LONG HOURS MEANS VERY HARD WORKING & 100% COMMITMENT ETC.

    PEOPLE WHO REGULARLY SIT LATE IN THE OFFICE DON’T KNOW TO MANAGE THEIR TIME. SIMPLE !

    Regards,
    NARAYAN MURTHY.