Plus Approach Geeta By Dr. Ashutosh Karnatak


Experience: There are few Krishnas available in the society of today.

Explanation: At the beginning of the Mahabharat war, Arjuna, a Kshatriya, was at the crossroads of his professional life. At that moment, he was yet to decide whether to remain in the job, or resign. His heart was not on the decision which was being enforced on him by the circumstances prevailing at that time. In that quandary, he thought it better to take advice from his seniors. So, he approached one of the seniors and discussed the issue, who, after much deliberation left Arjuna in lurch and told him that this was his call, and he alone should take the final decision.

It is correct that it was the call of Arjuna. However, he was at the crossroad to take a tough decision. A Krishna was needed to emerge to guide him because, sometimes in life, when you reach the crossroads, you have to decide the correct path to be chosen. At that time, one needs a guide who, based on his experience, shows the way.

Thus, if required, try to be Krishna for others; otherwise the existing Arjuns will continue facing difficulties in their day to day lives.


Experience: For career upliftment, one must have a visibility with the boss and super boss .

Explanation: Leadership is both an art and a science. It is a science because it carries the characteristics of action and reaction.

 In professional life, apart from work performance, your relationship with boss and super boss matters. It has been seen that an employee starts good work and, when the time comes for his performance appraisal, wants to develop relationships. This is not a healthy indicator of work. The performance has to be incessant and on a consistent basis because it is the only thing which is under your control, and the bosses go by their perception on performance. Apart from this, they give weightage to the feedback from others. It is here that the relationship counts. It has been seen that the employees do not care much about the peer group or other environment. They feel that they are doing their performance, and that will fulfil all the requirements for a good appraisal. But it is not sufficient. A sensitivity and relationship with the prevailing environment is equally effective.

I would like to clear one myth about performance appraisal. When you are performing, someone else is doing your assessment. So, as far as the performance is concerned, it is important that there should be no parallax in the eyes of the boss and yourself.   Hence, always try to have a feedback from your superiors and try to remove the possible parallax, if any.

Further, it is better to have your visibility with your bosses and try to establish a relationship with them.  



Experience: In a meeting, people need to develop their knowledge base and the way to conduct the meeting.

Explanation:  While moving up the ladder of professional career, it is necessary to have the required skill set. While moving up, one gets more and more mature. In one of the meetings, Mahesh asked Suresh to explain the reason for delay and the expected time to complete the work .Suresh started looking here and there, and started calculating the time period whereas Mahesh had expected an instant answer from Suresh as the issue was pending since long. It was expected that Suresh could have prepared well for the meeting and should have readied the answers for probable questions.

It is advisable for any professional to understand the psyche of the person chairing the meeting and anticipate possible questions which may be asked. It gets you on a better edge than others.
Before any meeting, check the following:

  • Check the last Minutes of Meeting if any. Prepare the status of the same.
  • Check who is chairing the meeting and his/her psyche.
  • Based on the issues, prepare question and have the data base.
  • Do not speak loudly just to prove your point. Modulate your voice as far as possible and keep the pitch of your voice just audible not a cacophony.



Experience: Spend some time in a week to coach employee.

Explanation: The success of any organisation lies on its employees’ efficiency and effectiveness. Generally, we expect our fellow colleagues to work most efficiently but we do not try to give them feedback or coach them for improvement. Recently in our office, I saw an officer sticking with the computer through put the day, which I had been observing since the last many days. One day I called him, and asked the rationale of doing so. He replied that everyday he receives around 250 e-mails, and many of them are addressed to him, thus necessitating a reply from his side. To this, I advised him the following:

  • Whenever he gets a mail, he should just read it. It is not necessary to reply it immediately, as it may be an impulsive reply.
  • Allocate one hour in the evening or morning to reply to mails.
  • Categorise mails as A, B and C (Urgent reply, Reply later, No need to reply).It will reduce the load to reply.


This technique has helped him to work on more important issues rather than just replying mails.

So, it is the need of the hour to increase of efficiency part of people, necessitating the senior leaders to take charge, spend sometime with the juniors, understand and coach them to enhance their efficiency and effectiveness (e2)..



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