What if stronger teams, better leadership, and a happier workplace aren’t built in meeting rooms—but on the playing field?
In this episode of Coffee with Corporate, Mr. Anirban R Banerjee (VP – Global Human Resource, Goodrich Maritime Pvt. Ltd.) joins Dr. Riddhiman Mukhopadhyay (Host & Assistant Director – Marketing, PIBM) to uncover how sportsmanship can transform corporate culture.
Discover how a play-driven mindset fuels:
- Teamwork that drives results
- Discipline that shapes future leaders
- Resilience that reflects in boardroom decisions
- Emotional intelligence that strengthens relationships
For our MBA & PGDM students and aspiring Business Management professionals, this episode reveals why the future workplace values fitness of the mind and body—not as a perk, but as leadership in motion.
Tune in now and rethink how corporates can build stronger, smarter, and more human workplaces.
👉 Explore more video here: https://www.youtube.com/@PIBM_Pune/videos
#CoffeeWithCorporate #PIBM #MBA #PGDM #BusinessManagement #CorporateCulture #LeadershipDevelopment #WorkplaceWellness #SportsDrivenLeadership #TeamworkMakesTheDreamWork #HumanResources #FutureOfWork #CorporateLeadership #EmployeeEngagement #LearningBeyondClassroom
In this episode of Coffee with Corporate, Mr. Anirban R Banerjee (VP – Global Human Resource, Goodrich Maritime Pvt. Ltd.) joins Dr. Riddhiman Mukhopadhyay (Host & Assistant Director – Marketing, PIBM) to uncover how sportsmanship can transform corporate culture.
Discover how a play-driven mindset fuels:
- Teamwork that drives results
- Discipline that shapes future leaders
- Resilience that reflects in boardroom decisions
- Emotional intelligence that strengthens relationships
For our MBA & PGDM students and aspiring Business Management professionals, this episode reveals why the future workplace values fitness of the mind and body—not as a perk, but as leadership in motion.
Tune in now and rethink how corporates can build stronger, smarter, and more human workplaces.
👉 Explore more video here: https://www.youtube.com/@PIBM_Pune/videos
#CoffeeWithCorporate #PIBM #MBA #PGDM #BusinessManagement #CorporateCulture #LeadershipDevelopment #WorkplaceWellness #SportsDrivenLeadership #TeamworkMakesTheDreamWork #HumanResources #FutureOfWork #CorporateLeadership #EmployeeEngagement #LearningBeyondClassroom
Category
📚
LearningTranscript
00:00:00So Anirban, I was remembering the day I first connected to you, coincidentally I was going
00:00:21to Bombay only and you happened to be in Bombay and suddenly that connectivity happened and
00:00:25whereby we met at your office at Chambur I believe, in Chambur and believe me that discussion
00:00:36shook me up and since I am also a sports freak, I subscribed to our idea but the temptation
00:00:46of having this podcast with you has been for quite a long time and thankfully we have ended
00:00:52up in landing in today's podcast.
00:00:55So Anirban, a very warm welcome to Pune Institute of Business Management and in this podcast
00:01:01a lot of inquisitiveness within me and trying to hold it back as far as possible but obviously
00:01:08you know getting to understand that you have been doing your research apart from your corporate
00:01:14stint you have been doing your PhD on this particular aspect of exploring sports in the arena of corporate
00:01:23affairs.
00:01:24So I just wanted to ask, in fact that is compelling my wonder that what was that aha moment which
00:01:32actually got you interested in this particular topic of sports at workplace.
00:01:37Hrithiman, first of all thanks to Pune Institute of Management for having me over here and it's
00:01:44an honor and pleasure to be part of your YouTube channel and you are hosting me, thanks for that.
00:01:52I'll tell you how it all started.
00:01:55I think it was close to 15 years back, it is now little more than 25 years that I am in
00:02:04the space of human resource and I have been working, I felt that over a period of time the social
00:02:15skills that I see that people were having earlier has been declining and how it is impacting
00:02:25work, the relationships that kind of drive trust and trust is the key to business.
00:02:33Absolutely.
00:02:34I agree.
00:02:35I feel that lack of interaction, lack of communication is leading to a lot of interpersonal issues in
00:02:46the companies.
00:02:47Yes.
00:02:48If you look at some of the Gallup research of late, you pick up anyone in the last decade,
00:02:56you will see that this is becoming a concern globally and in India the average figure whatever
00:03:04I have gone through kind of, the engagement levels have fallen drastically.
00:03:14So this is I think from people's side of the business.
00:03:18You mean human to human engagement?
00:03:21The engagement levels that the employees have at the workplace.
00:03:26Correct.
00:03:27And how they are engaging and how they are connecting and that engagement score as you know is a very
00:03:33important factor to drive lot of things that the corporates want, the business want.
00:03:41And the evolution of a business into an institution.
00:03:46I would say that you know beyond 25 years an organization just should not remain a business
00:03:54entity.
00:03:55It should evolve into with the legacy that it is able to build.
00:03:58It should be moving beyond that.
00:04:00That's where you are able to build a brand.
00:04:03That's where you are able to take your organization, its culture, its service product or whatever
00:04:09you are into, into a global market.
00:04:13And I am seeing this because probably I am also a transition generation.
00:04:18You know if you look at the previous before 2000 the 25 years that used to be little different.
00:04:26Absolutely.
00:04:27And much different.
00:04:28And beyond 2000 it has been very very the changes are faster I would say.
00:04:37So we have to understand one thing why this is very very important is when internet came.
00:04:46I mean we earlier did not have the concept of an email.
00:04:51We did not have the concept of a WhatsApp.
00:04:54And as this technology started coming people people have become these are very powerful tools
00:05:02in communication in kind of how we work flow how we reflect ourselves to the to the world.
00:05:12And that the process of work has become faster.
00:05:15So what ideally should have happened people should have been able to give more time towards
00:05:19development, learning, innovation, creative thinking.
00:05:24You know productivity levels should have ideally gone up.
00:05:27Gone up.
00:05:28Yes.
00:05:29But post 90s the productivity level has gone down.
00:05:32So there is a very.
00:05:33Is it?
00:05:34Yeah.
00:05:35If you see the global records then and it is not only an Indian phenomenon.
00:05:39It's a global phenomenon.
00:05:41And this is a concern right now.
00:05:44And this when I kind of went little deeper.
00:05:48I realized that we have become very transactional at work.
00:05:51Yes.
00:05:52And as we have become more transactional at work.
00:05:55We are not deeply involved passionate about what we are doing.
00:06:00So our learning our ability to integrate see what the world requires right now.
00:06:05The world requires now that I would have obviously a like I'm an HR specialist.
00:06:11Correct.
00:06:12So I should be able to that the concept of a T shaped talent model that the horizontal part
00:06:19of the T being, you know, your understanding of the business and how you link your domain
00:06:27to other domains like finance, marketing, corporate communication and the host.
00:06:32You should have some amount of understanding of that.
00:06:34Otherwise it's a disjointed.
00:06:35You will not.
00:06:36Your knowledge will not be able to drive or deliver what ideally it should deliver.
00:06:41In a way you want to knit up those things.
00:06:43Correct.
00:06:44Absolutely.
00:06:45So as an HR professional I should have a basic understanding of the legal framework of
00:06:49if I am handling four or five countries and that how do I get to kind of understand that.
00:06:56I should today understanding of economics, macroeconomics is very important.
00:07:01Understanding of certain aspects of geopolitics, how the market is being impacted by geopolitics.
00:07:07That is also important.
00:07:08Yes.
00:07:09For HR person organizational behavior is very very important.
00:07:14So, what I felt that this disengagement is leading to a lack of understanding of this
00:07:23because we are not able to connect with other verticals people.
00:07:28You, the best way to learn is that when you practice something at work and when you are
00:07:35interacting with other people from different streams, if that is falling, then there is a
00:07:41huge problem.
00:07:42And that is why you will see you are an expert in that.
00:07:45A lot of people who are moving from B school into the corporate professions.
00:07:50Correct.
00:07:51They are struggling today.
00:07:52See, when I started my career in 1999-2000, the attrition levels at the entry level was
00:08:01not as high as what it is today.
00:08:03Today it is a phenomenal problem.
00:08:06And the problem is leading to such chaos that the very stability of this entry level talent
00:08:13and gradually to move them into the next level is becoming a Herculean task.
00:08:21True.
00:08:22Absolutely true.
00:08:23And therefore, this will have an impact five years, ten years down the line when you
00:08:26will see that there has been so much instability at that entry level.
00:08:31So, five years down the line when these people are supposed to have five to seven years of
00:08:35experience and contribute in that way, they will have a serious challenge with that.
00:08:39So, all these problems came to my mind and I thought that what would be a probably, how
00:08:45the world has addressed this before or if this problem did not exist, why, what was it
00:08:51not existing?
00:08:52And I realized a very interesting thing.
00:08:54Sports has always been globally a very powerful way of connecting people.
00:09:00Connecting people, yes.
00:09:01And it does not cost a lot of money to do that.
00:09:04And when I talk about sports, I am emphasizing a little more on the team sports.
00:09:09Football, basketball, hockey, all those things.
00:09:15And probably, probably in the modern context, in the contemporary context, though gyming is
00:09:22nothing to do with teaming, but gyming brings a lot of discipline.
00:09:26Yes.
00:09:27It also gives today a person who is beyond 40 or who is in the 20s, some time for him to
00:09:37bring his own routine into a very structured kind of a day and also gives him space to
00:09:46think and reflect, which is also something of a challenge because we don't spend much
00:09:51time in reflecting, retrospecting what we are doing and what is it that we want to do.
00:09:59Absolutely.
00:10:00I think you have set the tone in a very right spirit.
00:10:04I hope this will going to arouse a lot of curiosity amongst our audience as well.
00:10:09The next thing which I would like to get into that, literally I have found that you are
00:10:14prescribing sports as an antidote in the workspace.
00:10:19Now, is it about just creating another bit of a positive regime in place of certain wasteful
00:10:30exercises amongst employees in terms of unnecessary gossips, personal discussions or rather channelising
00:10:39a kind of a competitive spirit into a positive outlet?
00:10:43I feel that we have an X amount of energy and either it can be used towards constructive pursuits or it will just
00:10:55simply get wasted.
00:10:56So, you know what is happening?
00:11:00It's a human tendency to kind of engage himself or herself into something that he or she is passionate about.
00:11:12In absence of that, it builds a lot of negativity because you will be knowing about the brain hormones that we have.
00:11:20Yes, yes, yes.
00:11:21So, those endorphins and all these things.
00:11:25So, what happens is this, if you are sterile, if you are not doing anything which is keeping your body and mind engaged,
00:11:35so that the storm kind of builds up within yourself and the reflection of that is ultimately this gossip and negativity in the workplace, at home, wherever you go.
00:11:49So, there are people you will meet who you meet for just couple of minutes and you would like to meet them again and again.
00:11:56You remember those conversations.
00:11:59So, they are actually having a positive energy which we kind of loosely we say.
00:12:03But what is that positive energy?
00:12:05The positive energy is the lifestyle that that person has inculcated.
00:12:09It's a total kind of a thing.
00:12:12So, you will see that, you know, a lot of people, they do take part in some kind of a physical activity until unless they are kind of having a medical issue which is preventing them.
00:12:24Yes.
00:12:25They have some kind of a diet regime.
00:12:27They will kind of read things which are positive and try to kind of understand what is happening in the world.
00:12:36So, there is a set of things and as we kind of move away from that age old traditional system, we will kind of only get into a lifestyle which is
00:12:53not, or I would say detrimental to our own growth.
00:13:00So, our food habit, though I will not kind of, my research, my PhD research is not into the food part of it.
00:13:06It is about a lifestyle and the most critical component of that lifestyle which helps you to remain productive and efficient at work is some form of an exercise.
00:13:18And I believe that sports does not require a huge investment by yourself.
00:13:27It only requires your determination and once you get into it, it will become a habit which is a very nice way for you to kind of remain healthy and remain positive.
00:13:39And drive also, it creates an inner drive to perform also.
00:13:44That if I cannot put this smash, somebody is smashing on the other coat of the badminton.
00:13:49If I cannot put this smash up, I feel myself, I was a failure.
00:13:52And how to improvise onto that, continuously practicing, practicing.
00:13:56Because practice in workplace is also very important that you practice onto certain skills and develop that skills and to perform better.
00:14:02Absolutely.
00:14:03I tell you, sports actually is the best way to help people learn how to cope with failures.
00:14:12Because this is a big challenge today.
00:14:14We only are getting used to success.
00:14:17Now, success is not something that you will have everything every day according to what you want.
00:14:23There will be setbacks.
00:14:25And how you cope with those setbacks, sports is the best way.
00:14:29Because if you play football, if you play basketball, you will know that every day is not the same day.
00:14:37So you have to accept.
00:14:38It also brings in a lot of resilience to fight back and to continue with the same energy and spirit into the work every day.
00:14:47Absolutely.
00:14:48And I think your team, if you are especially at a leadership role, your team will always like someone who, even in difficult times, is able to give that space, that mind frame, and bring that kind of executive presence, as we call, to the workplace, which gives us stability.
00:15:14So they will not then partner.
00:15:15Otherwise, a lot many times, when I talk to managers and I speak to people, the biggest challenge is the manager, he or she himself is kind of deeply instable and insecure.
00:15:30Whereby the team is facing a lot of problems.
00:15:33So if the leader is weak, it is down the line more chaos.
00:15:38Because you pass on your negative sentiments, you lose your time.
00:15:43Down the line.
00:15:44Absolutely.
00:15:45Very unarguably, it is gradually unveiling the importance of sports and the way they can bring about changes in the workplace.
00:15:54Now, what about the leadership on it one?
00:15:57Because if I talk of the senior leadership of a company, do they look at sports as just another feel-good factor or the question regarding the kind of ROI or so-called return on investment that is happening, which may not be measurable in a very short period of.
00:16:17Yeah.
00:16:18So what about the role of senior leadership over here?
00:16:21Just do they look at sports as just a feel-good factor, is a kind of an entertainment for the employees or they really focus on that ROI part that what is the kind of return I'll get over this investment?
00:16:36Because probably things are may not be so accurate in and measurable within a very small duration of time.
00:16:43You have to probably look at a wider space.
00:16:45Yeah, I tell you a very interesting thing.
00:16:47I first time spoke at a public forum on this topic in Bombay itself in 2018.
00:16:54And this was before COVID.
00:16:56So there were a lot of people who were heading mid-size companies, CHROs or fairly large companies.
00:17:02And once the presentation ended, the topic was power of sports.
00:17:07How does sports help, you know?
00:17:10Correct.
00:17:11So the feedback that I got from the audience, around 200 people, is this that they've never thought of this before.
00:17:23So they have kind of seen this happening in bits and pieces in some companies.
00:17:28But when I ended my presentation and it was a very interactive one, a lot of people brought their points and I kind of…
00:17:36You got a lot of questions.
00:17:37Questions, yes.
00:17:38And they felt that then holistic, comprehensive thought on this probably, they had not come across before.
00:17:48And that was the point of time that I thought that I should do a PhD.
00:17:52Yes, yes.
00:17:53Absolutely.
00:17:54And I think you have chosen absolutely a vacant space where a lot of things can be done about it.
00:17:59Yes, and I would also say that since you mentioned about ROI and investment, this is not a huge investment per se.
00:18:14Like, you know, I'll give you a simple fact.
00:18:18Companies are actually now spending a lot of money on improving engagement, which is very costly.
00:18:26And I'll give you an example.
00:18:27You know, we do a lot of these sessions to kind of build leadership, help people bond in the company.
00:18:37But we have to understand that…
00:18:40A lot of outdoor activities I see…
00:18:42A lot of outbound programs we are doing and all.
00:18:45And they are not, they are time consuming.
00:18:46People are going for three days at a stretch and then they are getting into…
00:18:51But if you look at the L&D research, this has not yielded the kind of outcomes that ideally they should have.
00:19:00Because we have not been able to solve much of attrition problem.
00:19:04Now look at the present day market.
00:19:06We still have an attrition problem.
00:19:09And we have a very high rate of unemployment also.
00:19:12Not many jobs are there.
00:19:14At the same time attrition has not…
00:19:16Ideally, you know, in a country if we look at just the Indian context, we should not have such an attrition problem.
00:19:23Because jobs are not there and there is already unemployment.
00:19:28But attrition is still there.
00:19:30And primarily because probably there is something culturally missing within the organizations.
00:19:37Some gap is…
00:19:38Yes.
00:19:39And what is that gap?
00:19:40And that gap is people have not connected.
00:19:43That is the first level.
00:19:45After connecting, it should be bonding.
00:19:48And once you bond it, only then you can build a team.
00:19:52And once you have built a team and everybody has a space to contribute towards the project or whatever they have to do.
00:20:01And the leadership is open to letting people to contribute that there.
00:20:06Only then an organization thrives.
00:20:09Otherwise, you have a bunch of survivors who are struggling to remain within a system.
00:20:15Yes.
00:20:16And I heard something very interesting.
00:20:19It's in Hindi though.
00:20:20Two punch, one lunch.
00:20:23Two punch, one lunch.
00:20:25Yes.
00:20:26So that is you kind of swipe in.
00:20:28You have your lunch in the afternoon.
00:20:30You swipe out.
00:20:31And recently, I met someone from TCS.
00:20:35And this guy told me that there were people who were in bench for a long time.
00:20:40So they were idling.
00:20:41And they were not…
00:20:42And yet, they did not have the inclination to take a new project or kind of…
00:20:47And that is where TCS has come up with…
00:20:49A lot of…
00:20:50Changes.
00:20:51Golden hand checks.
00:20:52Yes.
00:20:53It is because…
00:20:54I just gave an example though.
00:20:57The point that I want to drive is…
00:21:00People should be eager to take up something new which will add value to them.
00:21:07If that is not happening, why it is not happening?
00:21:10Probably they are so insecure or they are kind of, as I mentioned, the term survivors.
00:21:16Because in some of the research that they use the word as thrivers and survivors.
00:21:20And then survivors, they are so busy with their…
00:21:25That particular day to survive.
00:21:27Absolutely.
00:21:28They are not able to think beyond that.
00:21:30Beyond that.
00:21:31And that is where the organizations suffer.
00:21:33And that is why when I mentioned to you the productivity levels are falling.
00:21:37The primary reason for that.
00:21:39And it is to do with their…
00:21:41Their themselves.
00:21:42That is the mind and body.
00:21:43Because when you go into an organization, walk into an office, you go as a whole person.
00:21:49So…
00:21:50So you…
00:21:51You can't be for all 365 days a different person at home and different person at work.
00:21:57So if there is no energy at work, there is no outcome at work.
00:22:01You are not learning anything new.
00:22:03You are not contributing.
00:22:04So it is a very vicious circle.
00:22:06Vicious circle.
00:22:07And you are repeating…
00:22:08If you are there in the organization for 5 years or 15 years.
00:22:11You are just repeating the first year…
00:22:14Those many years.
00:22:15It is appearing to be that…
00:22:17It is an everyday struggle to maintain the membership of the organization.
00:22:20Nothing else.
00:22:21Yeah.
00:22:27So I was basically wondering that…
00:22:30How does a senior leadership look at this sports proposition?
00:22:34That…
00:22:35Do they think it to be just another kind of a value-added activities for the employees?
00:22:41Or…
00:22:42Do they really focus on…
00:22:43Okay, fine.
00:22:44I am investing X amount.
00:22:45What can be my return on investment?
00:22:48And…
00:22:49Although we know it very practically that…
00:22:51Maybe the measurability across a small period of time may be difficult…
00:22:55When it comes to translating it into employee productivity…
00:22:59Although there is no correlation which is apparently available…
00:23:02Or…
00:23:03Obviously certain research has to be done…
00:23:05And since you are also into research…
00:23:07How do you like to address this issue?
00:23:09I think that…
00:23:11This is a very…
00:23:12Established practice now…
00:23:15In many countries…
00:23:17Particularly in North America and Europe…
00:23:19Okay.
00:23:20And…
00:23:21A lot of companies in Singapore also…
00:23:24I visited and I…
00:23:26Spoke to people and I saw that…
00:23:28They are also kind of investing.
00:23:30See…
00:23:31I see…
00:23:32The question that you asked is…
00:23:33How will the business see it…
00:23:35In terms of business value to the company…
00:23:37Into the core business?
00:23:38Absolutely.
00:23:39Absolutely.
00:23:40I am of the…
00:23:41Fundamental belief…
00:23:42That…
00:23:43Nothing in the business should be done…
00:23:46Which ultimately…
00:23:47Does not contribute…
00:23:49To its core business…
00:23:50The core activity.
00:23:52Ah…
00:23:53Very true.
00:23:54So therefore…
00:23:55How does it impact the core business activity?
00:23:58It impacts the core business activity…
00:24:00And as I am doing my PhD research…
00:24:02That is what I am trying to…
00:24:04Kind of…
00:24:05Get little more into the detail…
00:24:06That…
00:24:07How do we build a model…
00:24:08Which is…
00:24:09Low investment…
00:24:10Which is not going to…
00:24:11Cost a huge amount of money…
00:24:14It is not going to…
00:24:15Consume productive time of people…
00:24:17From the work time…
00:24:19And…
00:24:20To find out…
00:24:21Ways and means…
00:24:22How does it…
00:24:23Make a…
00:24:24Very specific…
00:24:25Contribution to it…
00:24:27Now…
00:24:28There are three parts of it…
00:24:29One is that…
00:24:30How do you…
00:24:31Take this proposition…
00:24:33With data…
00:24:34And…
00:24:35Figures…
00:24:36To the business heads…
00:24:37To make a convincing case…
00:24:39And…
00:24:40I think…
00:24:41That is…
00:24:42Kind of…
00:24:43Been done already…
00:24:44Across the world…
00:24:45Correct…
00:24:46Because there has been…
00:24:47Plenty of books…
00:24:48That has been written…
00:24:49On…
00:24:50Well as part of it…
00:24:51Which is…
00:24:52To do…
00:24:53More to do…
00:24:54With how…
00:24:55Business can…
00:24:56Kind of…
00:24:57Lot of CEOs…
00:24:58Themselves…
00:24:59Now…
00:25:00Are…
00:25:01Very actively…
00:25:02Taking part…
00:25:03In sports…
00:25:04So…
00:25:05That…
00:25:06Marathon run…
00:25:07Whether you say…
00:25:08Marathon…
00:25:09Gyming…
00:25:10They are…
00:25:11To football teams…
00:25:12Themselves…
00:25:13Yes…
00:25:14Yes…
00:25:15And…
00:25:16People who are…
00:25:17Little…
00:25:18You know…
00:25:19Kind of…
00:25:2055…
00:25:21Plus…
00:25:22They are also…
00:25:23Beginning to…
00:25:24Engage themselves…
00:25:25Into activities…
00:25:26Group activities…
00:25:27Which is…
00:25:28Different kind of sports…
00:25:30So…
00:25:31This is sorted…
00:25:32The…
00:25:33The…
00:25:34Other part of it is that…
00:25:35How do we help…
00:25:37The businesses…
00:25:38Have a model…
00:25:39Which…
00:25:40They should go and…
00:25:41Be able to…
00:25:42Talk to the employees about…
00:25:44That…
00:25:45Yes…
00:25:46This is what is…
00:25:47Needs to be done…
00:25:48This is what we are expecting from you…
00:25:49And…
00:25:50This is what it leads to…
00:25:51And…
00:25:52The third part of it…
00:25:53I would say…
00:25:54Is a very important one…
00:25:55Is that…
00:25:56How do you…
00:25:57Convince people…
00:25:58Because…
00:25:59What I am seeing…
00:26:00It is not so much of a challenge…
00:26:02From the business…
00:26:03That…
00:26:04Whether the business wants or not…
00:26:05Correct…
00:26:06Like…
00:26:07As I mentioned to you…
00:26:08In 2018…
00:26:09When I spoke…
00:26:10They did not outright…
00:26:11To…
00:26:12I was actually a bit…
00:26:13Surprised…
00:26:14That…
00:26:15They were so…
00:26:16Inquisitive about it…
00:26:17They…
00:26:18Asked so many questions…
00:26:19And…
00:26:20They wanted to know…
00:26:21How does it…
00:26:22Kind of work…
00:26:23Correct…
00:26:24So…
00:26:25The resistance is…
00:26:26I don't see any resistance…
00:26:27In any section…
00:26:28The challenge that I see…
00:26:29Is that…
00:26:30People…
00:26:31Would say to you…
00:26:33And I am talking about…
00:26:34The employees…
00:26:35They might say to you…
00:26:36We don't have the time…
00:26:37Which…
00:26:38May not be…
00:26:39Factually…
00:26:40Correct…
00:26:41Because…
00:26:42When they have…
00:26:43The key issue…
00:26:44That will not bring into the…
00:26:45Argument…
00:26:46Argument…
00:26:47Because…
00:26:48They don't want to…
00:26:49They should not see this…
00:26:50As an additional…
00:26:51Work only…
00:26:52That…
00:26:53That…
00:26:54The company is also…
00:26:55Asking them now…
00:26:56To…
00:26:57Get themselves…
00:26:58Engaged…
00:26:59Into some…
00:27:00Sporting activity…
00:27:01And…
00:27:02They feel…
00:27:03To be a very…
00:27:04Compulsion…
00:27:05Kind of a thing…
00:27:06Yes…
00:27:07Actually…
00:27:08Lot of people…
00:27:09At least…
00:27:10Some people…
00:27:11Might feel…
00:27:12That…
00:27:13That…
00:27:14About…
00:27:15The ROI part of it…
00:27:16The ROI part of it…
00:27:17Is…
00:27:18It's…
00:27:19Very simple…
00:27:20Healthy people…
00:27:22They are…
00:27:23It is…
00:27:24It…
00:27:25It…
00:27:26It…
00:27:27It…
00:27:28It…
00:27:29It…
00:27:30It has been proven…
00:27:31That…
00:27:32They are actually more productive…
00:27:33Absolutely…
00:27:34And…
00:27:35If…
00:27:36They are more engaged…
00:27:37Then…
00:27:38The number of interpersonal issues…
00:27:39And…
00:27:40You know…
00:27:41Interpersonal conflicts…
00:27:42Has a very strong correlation…
00:27:44With what you do…
00:27:45With your customer…
00:27:46And internal stakeholder…
00:27:48So…
00:27:49The less time…
00:27:50That is spent…
00:27:51On…
00:27:52This…
00:27:53And the number of escalations…
00:27:54Being less…
00:27:55Then…
00:27:56It's a direct…
00:27:57Benefit…
00:27:58To your bottom line…
00:27:59So…
00:28:02This…
00:28:03Is the premise…
00:28:04On which…
00:28:05The Indian companies…
00:28:06Now…
00:28:07Should be able to build up…
00:28:08Correct…
00:28:09Now…
00:28:10Looking at practically…
00:28:11What do you prescribe…
00:28:12Let's say…
00:28:13In terms of infrastructure…
00:28:14We literally have to build a cricket pitch…
00:28:16In the workplace…
00:28:17Or…
00:28:18Maybe a…
00:28:19Small little futsal court…
00:28:20Or a basketball court…
00:28:21Because…
00:28:22You are talking about…
00:28:23Team based sports…
00:28:24Correct…
00:28:25Initially…
00:28:26What comes to our mind…
00:28:27Is obviously…
00:28:28Every other thing…
00:28:29Which drives the nation…
00:28:30Like India…
00:28:31Is cricket…
00:28:32And…
00:28:33Obviously…
00:28:34Football…
00:28:35Is one of the…
00:28:36Globally most popular sports…
00:28:37And…
00:28:38Basketball…
00:28:39Kind of infrastructure…
00:28:40To be built…
00:28:41In a workplace…
00:28:42Don't you see…
00:28:43Certain obstacles…
00:28:44Into it…
00:28:45I…
00:28:46I feel this…
00:28:47That…
00:28:48You know…
00:28:49Just to kind of…
00:28:50Digress a little bit…
00:28:51Earlier…
00:28:52We used to have…
00:28:53A…
00:28:54Sporting ground…
00:28:55I have seen people…
00:28:56In…
00:28:57Cities…
00:28:58Where…
00:28:59After office hours…
00:29:00They used to play…
00:29:01Badminton…
00:29:02Yes…
00:29:03And…
00:29:04Badminton…
00:29:05Course…
00:29:06Used to come up…
00:29:07Temps…
00:29:08Kind of…
00:29:09But…
00:29:10Now…
00:29:11Problem is that…
00:29:12You don't have…
00:29:13Enough space…
00:29:14In any city…
00:29:15To…
00:29:16To…
00:29:17Engage…
00:29:18What is happening…
00:29:19Is that…
00:29:20Instead of that…
00:29:21The sport…
00:29:22This kind of…
00:29:23Free spaces…
00:29:24We will not be able to…
00:29:25Kind of…
00:29:26Bring anything…
00:29:27I think the companies…
00:29:28Should look at…
00:29:30Engaging with…
00:29:32Organizations…
00:29:34Who are building…
00:29:35Sporting infrastructure…
00:29:37And…
00:29:38You know…
00:29:39You may not have…
00:29:41A football ground…
00:29:43Very widely available…
00:29:45But…
00:29:46There are…
00:29:47Football grounds…
00:29:48That are available…
00:29:49So…
00:29:50You can have…
00:29:51All that you need to do…
00:29:52Is to create a team…
00:29:53And…
00:29:54Maybe…
00:29:55Once in a while…
00:29:56You organize a football match…
00:29:57Between…
00:29:58Functions…
00:29:59Functions…
00:30:00Departments…
00:30:01Yes…
00:30:02And…
00:30:03The other thing…
00:30:04You can do…
00:30:05Is to tie up…
00:30:06With a gym…
00:30:07Lot of organizations…
00:30:08That I know…
00:30:09They have now…
00:30:10Kind of…
00:30:11Have…
00:30:12A…
00:30:13Sporting arena…
00:30:14See…
00:30:15It's also…
00:30:16What people demand…
00:30:17I don't think…
00:30:18This has been a very good trend…
00:30:22That…
00:30:23Where…
00:30:24Sporting grounds…
00:30:25Have simply vanished…
00:30:26Absolutely…
00:30:27That…
00:30:28You did not have to play…
00:30:29When you were young…
00:30:30Every society had a park…
00:30:31As a park…
00:30:32Yes…
00:30:33Every afternoon…
00:30:34We used to play…
00:30:35Yes…
00:30:36Now…
00:30:37What is happening…
00:30:38Our kids…
00:30:39Are more glued to the WhatsApp…
00:30:41Gaming…
00:30:42What's up…
00:30:43Watching Reels…
00:30:44Which is…
00:30:45Which is not a very productive way of utilizing time…
00:30:47Their social skills…
00:30:48Are dropping…
00:30:49And this has got a very…
00:30:50Very…
00:30:51Very…
00:30:52Disasterous impact…
00:30:53On the way people are able to manage their emotions…
00:30:55What they are able to learn…
00:30:57Their cognitive ability…
00:30:58Absolutely…
00:30:59So…
00:31:00Sudden anger…
00:31:01Losing the temper…
00:31:02Yes…
00:31:03Becomes very common…
00:31:04And…
00:31:05Therefore…
00:31:06The corporate care…
00:31:07Play a very vital role…
00:31:09In…
00:31:10Reigniting…
00:31:11Or…
00:31:12Regenerating…
00:31:13The demand…
00:31:14For…
00:31:15This kind of facilities…
00:31:16Because…
00:31:17If…
00:31:18They are asking for it…
00:31:19Then…
00:31:20This will become…
00:31:21A…
00:31:22A…
00:31:23A…
00:31:24Some…
00:31:25There will be an action…
00:31:26Around that…
00:31:27And…
00:31:28I think…
00:31:29Lot of offices…
00:31:30In…
00:31:31Your city…
00:31:32Pune…
00:31:33You have got so many…
00:31:34Beautiful offices…
00:31:35That are coming up…
00:31:36Uh…
00:31:37They can put a gym…
00:31:38Over there…
00:31:39But…
00:31:40These are generic…
00:31:41Kind of things…
00:31:42That…
00:31:43We are talking about…
00:31:44I think…
00:31:45The specifics…
00:31:46That can be done…
00:31:47Is that…
00:31:48A company…
00:31:49Which…
00:31:50Does not have space…
00:31:51Or…
00:31:52Will not be…
00:31:53That building…
00:31:54Does not have space…
00:31:55To do something…
00:31:56See…
00:31:57There are two parts of it…
00:31:58One…
00:31:59Is the infrastructure…
00:32:00I think…
00:32:01Infrastructure…
00:32:02Is a challenge…
00:32:03Yes…
00:32:04But…
00:32:05Infrastructure…
00:32:06In India…
00:32:07Roads…
00:32:08And…
00:32:09Everything…
00:32:10Is a challenge…
00:32:11Absolutely…
00:32:12But…
00:32:13Are we not travelling…
00:32:14Are we not doing…
00:32:15What we have to do…
00:32:16To first…
00:32:17Find ways…
00:32:18Where…
00:32:19Which sport…
00:32:20You want to play…
00:32:21Or…
00:32:22What you want to do…
00:32:23And…
00:32:24Engaging yourself…
00:32:25Simple…
00:32:26There is a will…
00:32:27There is a way…
00:32:28Absolutely…
00:32:29No…
00:32:30I think…
00:32:31That would…
00:32:32I can…
00:32:33I can tell it…
00:32:34It is a related question…
00:32:35That…
00:32:36You…
00:32:37Can…
00:32:38Focus on those sports…
00:32:39Which…
00:32:40Is quite…
00:32:41Space efficient…
00:32:42Right…
00:32:43So…
00:32:44I think…
00:32:45It is…
00:32:46More or less…
00:32:47Every neighbourhood…
00:32:48Now…
00:32:49Has a gym…
00:32:50Yes…
00:32:51Yes…
00:32:52So…
00:32:53People should be able to…
00:32:54There are companies…
00:32:55Who are subscribing to gyms also…
00:32:56Yes…
00:32:57And…
00:32:58Other thing is that…
00:32:59It is not that…
00:33:00Of course…
00:33:01In Bombay…
00:33:02I don't see too many…
00:33:03Ground…
00:33:04But…
00:33:05There are…
00:33:06Where people can…
00:33:07Have…
00:33:08Football tournaments…
00:33:09And…
00:33:10Kind of…
00:33:11Tie up with…
00:33:12Other organizations…
00:33:13I…
00:33:14What is preventing…
00:33:16The…
00:33:17My…
00:33:18Because…
00:33:19The reason I am saying is that…
00:33:20It is close to 5000…
00:33:21People…
00:33:22That I surveyed…
00:33:23And…
00:33:24What I found out…
00:33:25Is…
00:33:26The biggest resistance to this…
00:33:28Is…
00:33:29A notion in the mind…
00:33:31That…
00:33:32See…
00:33:33Nobody wants to put…
00:33:35Herself or himself…
00:33:37In a…
00:33:38In a…
00:33:39In a…
00:33:40In an exercise mode…
00:33:41Because…
00:33:42Exercising is not an easy thing…
00:33:44It's a little difficult…
00:33:45It's difficult…
00:33:46So…
00:33:47To…
00:33:48Kind of…
00:33:49To…
00:33:50Have an excuse for that…
00:33:51Is the other excuses…
00:33:53Correct…
00:33:54So…
00:33:55The moment you…
00:33:56You are able to…
00:33:57Break that part of it…
00:33:58And…
00:33:59And…
00:34:00Overcome that fear…
00:34:01Or…
00:34:02Inhibition…
00:34:03Whatever you might term it as…
00:34:04Then…
00:34:05You will find a way…
00:34:12So…
00:34:13We were talking on…
00:34:14Some people might feel it to be a compulsion…
00:34:16Boss…
00:34:17Suddenly…
00:34:18This has been imposed on our shoulders…
00:34:19No…
00:34:20That is one set of people…
00:34:21There is another set of people…
00:34:22Who are very introvert…
00:34:24Very docile kind of a people…
00:34:26Who doesn't want to…
00:34:27Come out of their shells…
00:34:28And those people…
00:34:29We see that…
00:34:30They are most…
00:34:31Hesitant…
00:34:32In taking up such kind of an activity…
00:34:34So…
00:34:35What is your prescription for that…
00:34:36That's a very interesting…
00:34:38Point…
00:34:39See…
00:34:40As children…
00:34:42What is the first thing…
00:34:43That our…
00:34:44Parent…
00:34:45Gifted us…
00:34:46It's a toy…
00:34:48Correct…
00:34:49Because…
00:34:50We learn…
00:34:51Fast…
00:34:52When we play…
00:34:53With…
00:34:54We engage…
00:34:55Into…
00:34:56Activity…
00:34:57Which is…
00:34:58To do with sports…
00:34:59And…
00:35:00People…
00:35:01Irrespective of…
00:35:02Their introvert…
00:35:03Or…
00:35:04Their extrovert…
00:35:05Sports…
00:35:07Irrespective of…
00:35:08What kind of background…
00:35:09They come from…
00:35:10What kind of…
00:35:12Social…
00:35:13Backgrounds…
00:35:14They have…
00:35:15Or economic backgrounds…
00:35:16They have…
00:35:17It is a…
00:35:18Very unifying…
00:35:19Factor…
00:35:20And I'll give you an example…
00:35:21And the best example…
00:35:22Is…
00:35:23Defense Forces…
00:35:24Absolutely…
00:35:25Ah…
00:35:26You know…
00:35:27One of the things…
00:35:28They do to build that…
00:35:29Why is the military…
00:35:30So respected…
00:35:32It is because…
00:35:33The culture…
00:35:34That they have been able to build…
00:35:35Now…
00:35:36You have people…
00:35:37Officers…
00:35:38Coming from…
00:35:39A diverse…
00:35:40India is such a beautiful…
00:35:41Diverse country…
00:35:42You look at…
00:35:43The diversity of food…
00:35:44In terms of language…
00:35:45In terms of our culture…
00:35:47And yet…
00:35:48It gets…
00:35:49Assimilated…
00:35:50In the defense forces…
00:35:51So well…
00:35:52And…
00:35:53One of the things…
00:35:54Of that…
00:35:55Is that…
00:35:56What…
00:35:57They are able to do…
00:35:58With building…
00:35:59The…
00:36:00The…
00:36:01Very…
00:36:02Base of the foundation…
00:36:03With sports…
00:36:04And…
00:36:05This has been…
00:36:06Very…
00:36:07Historically…
00:36:08If you see…
00:36:09The Britishers…
00:36:10Build their empire…
00:36:11To a great extent…
00:36:12One of the instruments…
00:36:13Was sports…
00:36:14Absolutely…
00:36:15And…
00:36:16There are very beautiful…
00:36:17Books…
00:36:18That have been written…
00:36:19On this…
00:36:20And…
00:36:21I also…
00:36:22The idea…
00:36:23That…
00:36:24If something like this…
00:36:25Is brought into the workplace…
00:36:27They would like to…
00:36:28Get involved…
00:36:29The…
00:36:30Only…
00:36:31Thing…
00:36:32That is…
00:36:33Standing in…
00:36:34Is…
00:36:35To create a platform…
00:36:36Or a mechanism…
00:36:37Whereby…
00:36:38You are able to…
00:36:39Bring it into…
00:36:40Practice…
00:36:41Correct…
00:36:42So…
00:36:43Many a times…
00:36:45You see…
00:36:46In case of…
00:36:47India…
00:36:48The…
00:36:49The…
00:36:50Primary…
00:36:51Activities…
00:36:52Of the business…
00:36:53Are being driven…
00:36:54By the middle managers…
00:36:55Now…
00:36:56It is also…
00:36:57Quite…
00:36:58Presumable…
00:36:59And…
00:37:00If I have to establish…
00:37:01Sports…
00:37:02At all…
00:37:03Levels…
00:37:04Of…
00:37:05The organogram…
00:37:06It needs to play a vital role…
00:37:07In…
00:37:08Institutionalizing…
00:37:09The sports…
00:37:10Do you find…
00:37:11Any challenge…
00:37:12In…
00:37:13Conditioning…
00:37:14These kinds…
00:37:15Of middle managers…
00:37:16To…
00:37:17Yes…
00:37:18I think…
00:37:19It is very much…
00:37:20Important…
00:37:21That…
00:37:22Whenever…
00:37:23You want to drive…
00:37:24The homework…
00:37:25Has to be very…
00:37:26Strong…
00:37:27And…
00:37:28That…
00:37:29The groundwork…
00:37:30For that…
00:37:31Has to be laid…
00:37:32So…
00:37:33What you want to do…
00:37:34What outcomes…
00:37:35You want to measure…
00:37:36So…
00:37:37If you are trying to measure…
00:37:38Engagement scores…
00:37:39Then…
00:37:40Let it be that…
00:37:41Correct…
00:37:42But then…
00:37:43You link…
00:37:44Which sports initiative…
00:37:45Actually…
00:37:46And…
00:37:47Through what mechanism…
00:37:48You will link it with that…
00:37:49Are you trying to…
00:37:50Kind of…
00:37:51Make it…
00:37:52Employees…
00:37:53Getting to…
00:37:55Know each other…
00:37:56Beyond…
00:37:57Transaction…
00:37:58At a much more…
00:37:59Deeper level…
00:38:00So that…
00:38:01Interpersonal issues…
00:38:02Are…
00:38:03Kind of…
00:38:04Brought down…
00:38:05Then…
00:38:06That can be another…
00:38:07Aspect of…
00:38:08Parameter…
00:38:09That you can…
00:38:10Score…
00:38:11It can be a…
00:38:12Very powerful tool…
00:38:13In branding…
00:38:14Your organization…
00:38:15That…
00:38:16What you are doing…
00:38:17For…
00:38:18Employee wellness…
00:38:19So…
00:38:20There are…
00:38:21A…
00:38:22You…
00:38:23You…
00:38:24You ask me…
00:38:27That…
00:38:28The middle managers…
00:38:29Being a challenge…
00:38:30Or not…
00:38:31I feel…
00:38:32That…
00:38:33If they are…
00:38:34Given the awareness…
00:38:35For this initiative…
00:38:37More clearly…
00:38:38And…
00:38:39What is the…
00:38:40Expectation…
00:38:41From them…
00:38:42Because…
00:38:43If the role…
00:38:44That they would play…
00:38:45They would…
00:38:46What the conversation…
00:38:47With their…
00:38:48Teams…
00:38:49Is going to determine…
00:38:50Whether the team…
00:38:51Is going to take it…
00:38:52Seriously…
00:38:53Or not…
00:38:54Or…
00:38:55They are going to see…
00:38:56It…
00:38:57What point of…
00:38:58Optics…
00:38:59Point of…
00:39:00True…
00:39:01So…
00:39:02That conversation…
00:39:03They…
00:39:04Are…
00:39:05Sensitized…
00:39:06Correct…
00:39:07So…
00:39:08I would like to…
00:39:09Learn some of these companies…
00:39:11Where you can take some of them as an example…
00:39:13Where…
00:39:14This sports has been…
00:39:15Literally institutionalized…
00:39:16And…
00:39:17And…
00:39:18A lot of…
00:39:19Improvement have been seen on performance…
00:39:20If you have something…
00:39:21Because…
00:39:22Already you are doing some research…
00:39:23I am sure you must be having a lot of stories in the kitty…
00:39:25I…
00:39:26Feel that…
00:39:27Unfortunately…
00:39:28Not many organizations…
00:39:30Have gone very deep into it…
00:39:32Correct…
00:39:33So…
00:39:34This is a very open space…
00:39:35And…
00:39:36I see this not as a problem…
00:39:37I see this as an opportunity…
00:39:38Because…
00:39:39India is…
00:39:40Demographically…
00:39:41A younger country…
00:39:42We are…
00:39:43We have a long way to go…
00:39:45We are also…
00:39:47At a point of inflection…
00:39:48Whereby…
00:39:49The changes…
00:39:50That are happening in the world's…
00:39:51Geopolitical stage…
00:39:53The changes in the supply chain…
00:39:55India…
00:39:57Has…
00:39:58A great opportunity…
00:40:00Ahead…
00:40:01Now…
00:40:02How do we kind of…
00:40:03Make…
00:40:04Use of that…
00:40:05Is…
00:40:06By…
00:40:07Making sure…
00:40:08That…
00:40:09The human capital…
00:40:10That is…
00:40:11Available…
00:40:12With us…
00:40:13Is…
00:40:14Equipped…
00:40:15To face…
00:40:16That challenge…
00:40:17And…
00:40:18To…
00:40:19To…
00:40:20With this initiative…
00:40:21Probably…
00:40:22The time has…
00:40:23The time…
00:40:24The time…
00:40:25For this idea…
00:40:26Has come now…
00:40:27Correct…
00:40:28And…
00:40:29If…
00:40:30The organizations…
00:40:31Come together…
00:40:33This can be…
00:40:34A very big…
00:40:35Positive…
00:40:36Impact…
00:40:37On the people…
00:40:38The time wasters…
00:40:39Now…
00:40:40I would like to know…
00:40:41From you…
00:40:42That…
00:40:43How does…
00:40:44Sports…
00:40:45Impact…
00:40:46A kind of…
00:40:47A rewaring…
00:40:48Of the brain…
00:40:49So…
00:40:50That…
00:40:51We engage…
00:40:52Ourselves…
00:40:53Into a positive…
00:40:54Direction…
00:40:55Avoiding…
00:40:56These kinds…
00:40:57Of…
00:40:58All wasteful…
00:40:59Exercises…
00:41:00Like…
00:41:01Gossip…
00:41:02Talking…
00:41:03Criticizing…
00:41:04Unnecessarily…
00:41:05There is a very interesting book…
00:41:08Dejan…
00:41:09By Dejan Marcel…
00:41:10And in fact…
00:41:11He is my…
00:41:12One of my mentors…
00:41:13For this PhD…
00:41:14Correct…
00:41:15He is a Dutch guy…
00:41:16Who was earlier…
00:41:17In Singapore…
00:41:18Has done…
00:41:19Very wide research…
00:41:20More on the…
00:41:21Neurosciences…
00:41:22Part of it…
00:41:23And since you asked…
00:41:24That…
00:41:25About the rewaring…
00:41:26Of…
00:41:27The brain…
00:41:28It has been…
00:41:29Now…
00:41:30Research has…
00:41:31Established…
00:41:32That…
00:41:33Your cognitive ability…
00:41:34Normally…
00:41:35You know…
00:41:36It starts…
00:41:37Declining…
00:41:38After you have…
00:41:39Completed…
00:41:40Your education…
00:41:41As you are…
00:41:42Growing…
00:41:43Older…
00:41:44You are…
00:41:45Aging…
00:41:46Aging…
00:41:47Maturally…
00:41:48Brings…
00:41:49Certain things…
00:41:50But…
00:41:51Sports…
00:41:52People…
00:41:53Who…
00:41:54Continuously…
00:41:55Engage themselves…
00:41:56In…
00:41:57Physical activity…
00:41:58In…
00:41:59The right kind of diet…
00:42:00Because…
00:42:01Sports…
00:42:02And…
00:42:03Playing…
00:42:04Any other sports…
00:42:05The same goes…
00:42:06So…
00:42:07It…
00:42:08Kind of…
00:42:09The…
00:42:10Cognitive ability…
00:42:11Gets…
00:42:12Equally powerful…
00:42:13Even…
00:42:14After…
00:42:15You…
00:42:16Cross…
00:42:17Correct…
00:42:18The other thing is this…
00:42:19That…
00:42:20If you have to…
00:42:21This is a very…
00:42:22Simple thing…
00:42:23If you have to…
00:42:24If you have something…
00:42:25Beyond…
00:42:26See…
00:42:27At the end of the day…
00:42:28What I am doing…
00:42:29Or…
00:42:30What I am doing…
00:42:31Is…
00:42:32Also…
00:42:33For our livelihood…
00:42:34But…
00:42:35If we only…
00:42:36Live our life…
00:42:37For our livelihood…
00:42:38Then…
00:42:39We are very different people…
00:42:40Than…
00:42:41What we will do…
00:42:42If we do something…
00:42:43Beyond…
00:42:44Our life…
00:42:45Correct…
00:42:46Because…
00:42:47You see…
00:42:48After a certain age…
00:42:49What is the biggest problem…
00:42:50You would say that…
00:42:51I am director of an institute…
00:42:52That becomes…
00:42:53Your only identity…
00:42:54Absolutely…
00:42:55That becomes…
00:42:56My only identity…
00:42:57But…
00:42:58What is beyond that…
00:42:59Is that really…
00:43:00Impacting…
00:43:01Or adding value…
00:43:02To the people…
00:43:03That we are working with…
00:43:04You know…
00:43:05You have got…
00:43:06Every year…
00:43:07Probably…
00:43:085000…
00:43:09Students…
00:43:10Coming into…
00:43:11Your span of influence…
00:43:12But…
00:43:13Whether…
00:43:14They are actually…
00:43:15Getting impacted…
00:43:16By you…
00:43:17Yes…
00:43:18What is the impact…
00:43:19I am able to create…
00:43:20Absolutely…
00:43:21I agree to you…
00:43:22So…
00:43:23They will remember you…
00:43:24What is the…
00:43:25The reality…
00:43:26I see also…
00:43:27A lot of students…
00:43:28I don't happen to…
00:43:29Recognize themselves…
00:43:30They come and…
00:43:31They touch the feet…
00:43:32Yes…
00:43:33So…
00:43:34That's…
00:43:35That's…
00:43:36That's a very powerful…
00:43:37Leadership quality…
00:43:38And that comes from…
00:43:39The person's energy level…
00:43:40Which is a very strong correlation…
00:43:41With…
00:43:42What you do…
00:43:43Beyond your…
00:43:44Work life…
00:43:45Correct…
00:43:46And…
00:43:47You know…
00:43:48When you have to do something…
00:43:49Beyond the work life…
00:43:50You are more disciplined…
00:43:51At your work…
00:43:52Because you have to…
00:43:53Find the time…
00:43:54And space…
00:43:55To do the rest of the things…
00:43:56Correct…
00:43:57See…
00:43:58I learnt something…
00:43:59From my father…
00:44:00He was with the Indian Air Force…
00:44:02And then…
00:44:03He worked in the private sector…
00:44:05Okay…
00:44:06And…
00:44:07He used to say…
00:44:08And…
00:44:09And…
00:44:10And…
00:44:11And…
00:44:12Kind of…
00:44:13What I saw him practice more…
00:44:14Is…
00:44:15The role that you have…
00:44:18In the office…
00:44:19Or wherever you are…
00:44:21Working…
00:44:22Is an instrument…
00:44:23Actually…
00:44:24To do…
00:44:25A lot of…
00:44:26Good things…
00:44:27For people…
00:44:28And…
00:44:29That is how people…
00:44:30You can influence people…
00:44:32You can more…
00:44:33Get more…
00:44:34From them…
00:44:35And…
00:44:36That is how…
00:44:37You actually…
00:44:38Build the brand…
00:44:39Of the organization…
00:44:40With which…
00:44:41You are associated…
00:44:42True…
00:44:43And I think…
00:44:44This is missing today…
00:44:45Because…
00:44:46If we are just…
00:44:47Fulfilling the job…
00:44:48That we are paid for…
00:44:50And…
00:44:51This is our notion…
00:44:52That we are fulfilling the job…
00:44:53That we are paid for…
00:44:54And this is my ambit…
00:44:55I will not be gone beyond that ambit…
00:44:57Absolutely…
00:44:58Beyond the point…
00:44:59There is no need for that…
00:45:00In fact…
00:45:01A junior person should be able to do that also…
00:45:03Yes…
00:45:04As you scale up in your…
00:45:05Age…
00:45:06Maturity…
00:45:07Designation…
00:45:08You…
00:45:09You are expected to do certain other things…
00:45:11And…
00:45:12The impact that you make…
00:45:14On the life of people…
00:45:15To get them to do more…
00:45:16And to open up…
00:45:17To kind of…
00:45:18Mentor them…
00:45:19Why should someone accept you as your leader…
00:45:22Yeah…
00:45:23Not by compulsion…
00:45:24Not by compulsion…
00:45:25Not by the power of your designation…
00:45:26But by who you are…
00:45:28Yes…
00:45:29My mettle…
00:45:30Yes…
00:45:31Truly…
00:45:32What about…
00:45:33Integrating the ethical part of sports…
00:45:36Now…
00:45:37Let's say…
00:45:38Somebody is dribbling away…
00:45:39And I give a very hard tackle…
00:45:40And…
00:45:41Bring him down…
00:45:42An infringement against me…
00:45:43Just to prevent a goal…
00:45:44Rather…
00:45:45I try to see that…
00:45:46What is the most skillful way…
00:45:47To snatch the ball out of him…
00:45:48I am just giving an example…
00:45:49Correct…
00:45:50So…
00:45:51This is basically…
00:45:52Plays an ethical angle…
00:45:53That whereby…
00:45:54I am not fouling the player…
00:45:55And I am…
00:45:56I am not going…
00:45:57Resorting to any kind of foul tactics…
00:45:58And I am…
00:45:59Very bona fide way…
00:46:00I am…
00:46:01Within the amid of the game…
00:46:02I am…
00:46:03Playing and challenging…
00:46:04That particular…
00:46:05Competitor…
00:46:06So…
00:46:07How about…
00:46:08Adjoining…
00:46:09This kind of ethical angle…
00:46:10Does it build up…
00:46:11That ethics…
00:46:12Within the spirit of the organization…
00:46:13Ethics…
00:46:14Is the most important thing…
00:46:16In…
00:46:17Any business…
00:46:18Any organization…
00:46:19Whether you are…
00:46:20And in family also…
00:46:21Correct…
00:46:22In society…
00:46:23Without ethics…
00:46:24We cannot work…
00:46:25And how…
00:46:26It is very important…
00:46:27To use…
00:46:28Sports based…
00:46:29Initiatives…
00:46:30To build that…
00:46:31Is that…
00:46:32See…
00:46:33When we are…
00:46:34Very transactional…
00:46:35We will…
00:46:36Only…
00:46:37Talk…
00:46:38Specifics of the work…
00:46:39And my…
00:46:40Intention…
00:46:41Would be to…
00:46:42See that…
00:46:43Ok…
00:46:44Now…
00:46:45My job is over…
00:46:46I have given…
00:46:47Assigned the work to you…
00:46:48How you do it…
00:46:49Or…
00:46:50Whether you are able to do it…
00:46:51Or not…
00:46:52Is something…
00:46:53That is up to you…
00:46:54True…
00:46:55It is only…
00:46:56Relationship…
00:46:57Or accountability…
00:46:58Ends at…
00:46:59Ensuring…
00:47:00That you get the right support…
00:47:01Absolutely…
00:47:02And…
00:47:03I need to have that kind of…
00:47:04Influence…
00:47:05Within the organization…
00:47:06Through…
00:47:07What I do…
00:47:08On a social…
00:47:09What we do is that…
00:47:10Just completing a kind of a…
00:47:11Khaanapuri…
00:47:12That's…
00:47:13That's not the end of the role…
00:47:14Exactly…
00:47:15That has to go beyond that…
00:47:16I see a lot of managers…
00:47:17Today…
00:47:18See…
00:47:19When we have conversations…
00:47:20They say…
00:47:21That I told him…
00:47:22But…
00:47:23They never do the kind of…
00:47:24Follow up…
00:47:25The work…
00:47:26And the effort…
00:47:27That needs to be put…
00:47:28To make sure…
00:47:29That teams…
00:47:30See…
00:47:31As leaders…
00:47:32And managers…
00:47:33Our job is to…
00:47:34Create opportunities…
00:47:35For them…
00:47:36And also…
00:47:37To help them…
00:47:38Execute that…
00:47:39Because…
00:47:40We have already done that…
00:47:41And we should be able to do…
00:47:42Support and…
00:47:43Felicitate…
00:47:44Enable that…
00:47:45And for that…
00:47:46We need to have…
00:47:47That kind of…
00:47:48Social skill…
00:47:49Social presence…
00:47:50In the organization…
00:47:51So that…
00:47:52We are able to…
00:47:53Drive that…
00:47:54Fromward…
00:47:55Beginning…
00:47:56And how…
00:47:57How…
00:47:58It builds up…
00:47:59An average spirit…
00:48:00When I am having sports…
00:48:02Obviously…
00:48:03The energy level…
00:48:04Of the people…
00:48:05Is on the higher side…
00:48:06And the personality…
00:48:07Is much more open…
00:48:08Right…
00:48:09When I am introducing…
00:48:10A new colleague…
00:48:11The reaction…
00:48:12Is something like…
00:48:13Hi…
00:48:14How are you…
00:48:15Such kind of…
00:48:16Rather than…
00:48:17Very cold…
00:48:18Kind of reception…
00:48:19I think…
00:48:20These kinds of…
00:48:21Spirits…
00:48:22Also…
00:48:23Exuber…
00:48:24Yes…
00:48:25That's a very important…
00:48:26Point you have raised…
00:48:27Our sense of humor…
00:48:28Plays a very vital role…
00:48:29See…
00:48:30There can be serious…
00:48:31Situation…
00:48:32Where a youngster…
00:48:33Has done a mistake…
00:48:34But…
00:48:35Then…
00:48:36Then…
00:48:37Our sense of humor…
00:48:38Our…
00:48:39What I would put it as…
00:48:40Balance of proportion…
00:48:41Correct…
00:48:42This kind of things…
00:48:43When you are…
00:48:44When you are…
00:48:45When you are…
00:48:46Kind of…
00:48:47One of the things…
00:48:48That I realized…
00:48:49From my research…
00:48:50Is…
00:48:51Better…
00:48:52Amongst people…
00:48:54Who are…
00:48:55Doing something…
00:48:56Other than work…
00:48:58And…
00:48:59Since my research…
00:49:00In sports…
00:49:01I found…
00:49:02That invariably…
00:49:03Happens to be…
00:49:04One of the sporting activities…
00:49:06Otherwise…
00:49:07You are…
00:49:08Yourself…
00:49:09Little…
00:49:10Drained…
00:49:11Little…
00:49:12You…
00:49:13Are…
00:49:14Needing…
00:49:15Motivation…
00:49:16One of the things…
00:49:17That…
00:49:18Organizational…
00:49:19Psychological…
00:49:20Research…
00:49:21Has now…
00:49:22Come up…
00:49:23Is…
00:49:24External…
00:49:25Motivation…
00:49:26There is…
00:49:27Not much…
00:49:28Of…
00:49:29External…
00:49:30Motivation…
00:49:31The…
00:49:32Concept…
00:49:33As we knew…
00:49:34Absolutely…
00:49:35Intrinsic…
00:49:36Absolutely…
00:49:37And…
00:49:38Why it is intrinsic…
00:49:39Very simple…
00:49:40How you perceive an event…
00:49:41Say…
00:49:42For example…
00:49:43You walk into the office…
00:49:44And…
00:49:45You had a bad day…
00:49:46With your boss…
00:49:47Absolutely…
00:49:48Or…
00:49:49A bad day…
00:49:50With…
00:49:51Whatever…
00:49:52For the reason…
00:49:53It is…
00:49:54How you manage yourself…
00:49:55It might impact you…
00:49:56Emotionally…
00:49:57So…
00:49:58One way…
00:49:59Is…
00:50:00Then…
00:50:01They go home…
00:50:02They take that frustration…
00:50:03Frustration…
00:50:04And…
00:50:05They pass it on to their parents…
00:50:06Or…
00:50:07Family people…
00:50:08So…
00:50:09Rippling effect…
00:50:10There is…
00:50:11Other way…
00:50:12That you go to the gym…
00:50:13In the evening…
00:50:14Or…
00:50:15Or…
00:50:16You have come from the gym…
00:50:17So…
00:50:18Therefore…
00:50:19There is something called…
00:50:20Organizational psychology…
00:50:21Called…
00:50:22Sublimation…
00:50:23And…
00:50:24The concept of sublimation…
00:50:25Is nothing…
00:50:26But…
00:50:27You have…
00:50:28Kind of…
00:50:29It comes in your way…
00:50:30See…
00:50:31I am not saying…
00:50:32This…
00:50:33Solitude…
00:50:34Or…
00:50:35This loneliness…
00:50:36Is important…
00:50:37I mean…
00:50:38I think…
00:50:39Self-reflection…
00:50:40Is very important…
00:50:41You need to…
00:50:42See…
00:50:43We are social animals…
00:50:44Humans are social animals…
00:50:45So…
00:50:46You need to have friends…
00:50:47You need to have…
00:50:48Circle…
00:50:49Where you can relate to…
00:50:50Where you can…
00:50:51Talk…
00:50:52See…
00:50:53The entire concept of…
00:50:54Authenticity…
00:50:55Is what…
00:50:56It is…
00:50:57Who you are…
00:50:58In fact…
00:50:59Office…
00:51:00At home…
00:51:01And…
00:51:02For that…
00:51:03You need a social space…
00:51:04So…
00:51:05This entire initiative…
00:51:06That…
00:51:07Through my research…
00:51:08I am trying to work upon…
00:51:09Is to create a…
00:51:10Mechanism…
00:51:11Whereby…
00:51:12Very simple tools…
00:51:13And resources…
00:51:14Are created…
00:51:15To deliver it…
00:51:16Wonderful…
00:51:17And…
00:51:18And…
00:51:19That part…
00:51:20Also…
00:51:21Comes…
00:51:22In…
00:51:23Organization…
00:51:24You have a…
00:51:25Transparent…
00:51:26Mechanism…
00:51:27Of giving feedback…
00:51:28And…
00:51:29I believe…
00:51:30Sports…
00:51:31Is one such…
00:51:32Arena…
00:51:33Where…
00:51:34You have…
00:51:35Very instant…
00:51:36Feedbacks…
00:51:37Available…
00:51:38You miss a catch…
00:51:39Somebody…
00:51:40Appreciates…
00:51:41Your effort…
00:51:42But…
00:51:43Still…
00:51:44You have…
00:51:45Meets…
00:51:46People…
00:51:47Pervades…
00:51:48Within…
00:51:49The company…
00:51:50Is also…
00:51:51Something…
00:51:52Very constructive…
00:51:53Yes…
00:51:54As you…
00:51:55Just…
00:51:56I think…
00:51:57The…
00:51:58Previous…
00:51:59Question…
00:52:00You asked me…
00:52:01That…
00:52:02Giving…
00:52:03Feedback…
00:52:04Receiving…
00:52:05Feedback…
00:52:06And…
00:52:07I…
00:52:08Kind…
00:52:09Of…
00:52:10I…
00:52:11Feel…
00:52:12That…
00:52:13When…
00:52:14You have…
00:52:15Got…
00:52:16Receive…
00:52:17It…
00:52:18Positively…
00:52:19See…
00:52:20My dad…
00:52:21Always…
00:52:22Used…
00:52:23To…
00:52:24Say…
00:52:25That…
00:52:26Reward…
00:52:27In…
00:52:28Public…
00:52:29Reprimand…
00:52:30Reprimand…
00:52:31In…
00:52:32Private…
00:52:33Yes…
00:52:34And…
00:52:35I…
00:52:36Feel…
00:52:37That…
00:52:38Managers…
00:52:39Need…
00:52:40To…
00:52:41Have…
00:52:42That…
00:52:43Create…
00:52:44That…
00:52:45Space…
00:52:46Have…
00:52:47That…
00:52:48Kind…
00:52:49Leadership…
00:52:50Presence…
00:52:51Where…
00:52:52By…
00:52:53Something…
00:52:54That…
00:52:55Comes…
00:52:56People…
00:52:57Give…
00:52:58A Thought…
00:52:59To…
00:53:00It…
00:53:01And…
00:53:02That…
00:53:03The…
00:53:04First…
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00:54:16health issues health issues you are there in office it is something called presentism presentism the
00:54:23concept of presentism is basically do that you are in office but because of some health issues
00:54:29or your mind not being very attentive you are there in the office but you are actually not
00:54:34productive and what it is built on over a period of time is that people are spending long hours in
00:54:40office but if you really go very deep into what is the outcomes output that they have been able
00:54:46to derive then year after year it is nothing nothing so the reason for this is that they
00:54:54themselves are see at the end of the day with the ai coming into the space a lot of jobs are going to
00:55:02be redundant so people will have to be upskilled people will have to think of themselves very
00:55:08differently learn new skills and what is the skill that is going to become the most important in the
00:55:16coming years people are not attentive to that and that is how will you integrate technology as a tool
00:55:25to bring in more efficiency and bring the human part of the business the people part of the business
00:55:32integrate into that ultimately there will be some amount of people who would have to drive technology
00:55:38which is much more robust much more uh dynamic and much more will give you higher levels of output
00:55:46so for that someone has to be skilled enough and that requires people to be more skilled in their
00:55:54social interaction have greater understanding of cultural diversity uh you know today every organization
00:56:02beyond the point is uh crossed a certain number of countries they are having operation but how much
00:56:08do we understand about their culture one of the biggest problem that you are you know running an
00:56:14institution so if you go and ask students to talk a little bit about our neighboring country neighboring
00:56:21countries yes they are blank yes yeah yes so they don't know what is happening and and they don't know at a
00:56:28macro level what business have to see ultimately technology what it will do it will you it will do what you
00:56:34expect it to do you have to utilize that technology so therefore human skills human capital ultimately
00:56:44the level of at which it is operating now that has to be scaled up and the biggest challenge before in
00:56:50doing that is currently their social skills absolutely and because you raise this point of ai because ai we
00:56:58can see that they are actually removing those mundane jobs and absolutely trying to make the employees
00:57:06focused on certain very very core skill areas don't you think sports itself is making that area to be more and
00:57:16more critical so sports has to play a very critical role in such when certain jobs are being going away
00:57:25and newer skills are being uh recommended and and employees are largely conditioned onto this so don't
00:57:33you think sports plays a very critical role into it i feel that sports based initiatives can can kind
00:57:39of help in two parts of it one is that you have a huge population now who is 40 plus yes so they
00:57:46have to reinvent themselves so for that they need to kind of have the energy the time to reflect upon
00:57:52themselves so sports is a very good area a good good initiative organizations can create initiatives
00:57:59around that where they they kind of help that segment of the population to kind of connect with their peers
00:58:08understand people what people who are in the 20s and 30s are doing
00:58:13and what people are probably in the 50s are doing correct because this is the link generation
00:58:19and the link generation has to understand and work with the gen z and the millennials and at the same
00:58:25time the people who are senior to them and i think that that social skill can be imparted through
00:58:34a sports based initiative because it will help them reflect in a very uh meaningful way that where they
00:58:43stand in terms of and it will also kind of motivate them to learn something new and i want to tell you
00:58:50something which is very important people are very job-centric and survival and i would say security of the job is
00:59:00paramount in their mind that part of the the error is over now yes your survival your uh your your
00:59:13presence in the organization you can justify only when you bring in whole set of skills to the
00:59:20absolutely if you are not able to drive team if you are not not being able to communicate with the people
00:59:28if you are not open in giving your opinion i see it this is as a huge challenge people are not even
00:59:35willing to give their opinion on key issues on the table so what's the point in having a meeting on
00:59:41something which is a problem statement everything seems to be going under table they want somebody
00:59:46else to take it and take it and one of the one of the things that through my passing the buck to the
00:59:51others i see that absolutely yes and uh one thing is that uh let us come to a very critical
00:59:59incidence few years back that is covet covet has put us back into our homes work from home social
01:00:05distancing so how do you think it is to be a deterrent in implementing such physical happening to be
01:00:14event like sports to be institutionalized in i think that's the reason why it is become even more
01:00:20important because see i think there is a great confusion and i believe office should not be given
01:00:27up and primary reason for that is that is that it's like an institution where you bring people from
01:00:38different skills different domains correct to come together and to solve a problem business is what
01:00:45it is about delivering a solution that the society needs so you have to connect with the society you
01:00:52have to connect with the stakeholders internally and people with whom you are partnering and working
01:00:57so that is not possible without the office office is the identity based on which the organization exists
01:01:04at the same time the ground reality because in indian context you have such a huge infrastructure issue
01:01:10in terms of roads in terms of travel time and all it is also important that you have some flexibility
01:01:16given to the people uh in terms of work from home so therefore at points of time this this people have to be
01:01:28brought together to kind of connect and i'm i'm of the opinion that you know a lot of organizations and
01:01:35lot of managers they say let the juniors work from home but the bigger challenge is that's when it
01:01:42starts when you send people who are just fresh or with couple of years experience from work from home
01:01:49they're completely disconnected from the culture of the organization and not only that we have seen a lot
01:01:54of undesirable things happening in the home space a lot of domestic violence has grown in this but when
01:02:01people were called back in the office very surprisingly these things have subsided well i i i see it this
01:02:07way and it's very simple that the youngsters to understand the culture of the organization the the
01:02:15the rituals of the organization the what is the process what the organization is trying to do
01:02:20see learning to a great extent has moved from documents and books correct to initiate interactions with
01:02:31people yes what you can learn by interacting with 10 people who have got 10 years of experience you
01:02:38actually accumulate 100 years 100 years yes if not 100 years at least you know what basics of basics about
01:02:44yes it is only the conversation so the art of conversation is very key social skill and that was
01:02:50what uh you see the emotional intelligence as as a term that we know yes and the social skills as a term that
01:02:57we know is is the what is the tool that gets you that it is the conversations emotional skills the
01:03:04foundations are built when your parents the way parenting happens social skills when you become a
01:03:10little old older and that process continues in the organization so it has to be a balance of work from
01:03:17home and it's not uh it's not either or it is it is an and and at every point of time everybody needs to
01:03:27have a bit of both correct so taxpayer i think absolutely subscribe 100 percent to this idea
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