Transformation – A New Beginning

When Leaders Rise, do they lose sight of those below?

I happened to read a thought provoking piece on Friedrich Nietzsche and a quote of his in Times of India. It led me to ponder on the Leadership in the Political and Organisational arenas we see today…..

“The higher we soar, the smaller we appear to those who cannot fly.”

Friedrich Nietzsche wrote these words in 1881. They were never meant to suggest that those who rise are superior to those who remain on the ground. Nietzsche was speaking about perspective—the strange way in which distance changes how we see one another.

But I wonder whether there is another, more uncomfortable lesson hidden in those words for leadership.

Whether in politics or in organisations, leaders often begin their journey with the trust, hopes and aspirations of the very people they lead. Success follows. Power increases. The circle around them becomes smaller, more selective and increasingly insulated.

And something subtle begins to happen.

The leader starts seeing the world from a higher altitude. The people below start seeing a leader who is increasingly distant. This is where the slow deterioration of faith begins.

Employees who once felt heard begin to feel ignored. Citizens who once believed begin to question. Honest feedback gets replaced by carefully filtered information. Dissent is interpreted as disloyalty. The leader hears more applause and less truth. Ironically, the higher the leader rises, the greater becomes the need to remain connected to the ground.

Leadership is not merely about vision, achievement or the ability to soar. It is about ensuring that people can still see you, trust you and speak to you when you are up there.

The danger is not success. The danger is success without humility.

Political leaders need to remember that electoral victory is not a permanent certificate of public trust. Corporate leaders need to remember that business success does not automatically translate into employee loyalty. Both are temporary mandates, renewed every day through credibility, fairness and connection.

Perhaps the real test of leadership is therefore not how high we can rise, but how many people we can take with us—and whether, while rising, we remain capable of listening to those who are still on the ground.

Leaders must deliberately create spaces where uncomfortable truths can travel upwards. They must reward candour rather than compliance, dissent rather than sycophancy, and substance rather than applause.

Because once people stop believing that their leader understands them, they may continue to obey.But they stop believing. And when belief disappears, authority may survive for a while.

Leadership does not.

The challenge before every leader, therefore, is simple but profound: **Rise. Achieve. Soar. But never become so distant that the people who helped you rise can no longer reach you.**

In musing……. Shakti Ghosal

Has Gen Z Become Less Intelligent—Or Are We Measuring Intelligence the Wrong Way?

The recent discussion surrounding the reversal of the Flynn Effect has generated understandable concern. For nearly a century, psychologists observed a remarkable trend: each successive generation appeared to outperform its predecessor on IQ tests. Better nutrition, improved healthcare, expanded education and increasingly complex environments seemed to produce steadily rising cognitive performance.

Now, according to research presented by Dr. Horvath before a Senate Committee in January 2026, that trend appears to have reversed. Generation Z is reportedly the first generation in modern history to register a decline in average IQ compared to those who came before it. Researchers have also noted reductions in reading comprehension, sustained attention and memory performance.

If these findings are robust, they deserve serious attention.

But before concluding that an entire generation has become “less intelligent,” perhaps we should ask a more fundamental question.

What exactly are we measuring?

An IQ test is not a thermometer that measures intelligence in the way a thermometer measures temperature. It evaluates performance across selected cognitive domains—logical reasoning, pattern recognition, verbal comprehension, working memory, processing speed and spatial reasoning. These were chosen because they were believed to predict learning ability, productivity and success in an industrial and later knowledge-based economy.

That assumption itself deserves scrutiny.

Every civilisation defines competence according to the challenges it faces. The skills that made an exceptional engineer in the 1970s (That was my generation!) are not identical to those required of an AI architect today. The competencies that distinguished an outstanding accountant thirty years ago are very different from those needed in an age where algorithms perform much of the routine analytical work.

Perhaps intelligence itself has not declined as much as it has changed its centre of gravity.

Today’s young adults navigate digital ecosystems with remarkable ease. They process multiple streams of information simultaneously, learn unfamiliar software intuitively and adapt rapidly to technological change. These abilities are not trivial. Yet traditional IQ tests may capture only a small part of this emerging cognitive landscape.

This is not an argument for dismissing the reported decline. Reading comprehension, sustained attention and memory remain foundational human capabilities. Civilisations are built upon the ability to think deeply, read patiently, remember accurately and reason independently. If these capacities are genuinely weakening, the consequences could be profound.

But neither should we confuse what is measurable with what is meaningful.

Throughout history, societies have periodically redefined excellence. Education evolved. Work evolved. Technology evolved. It would be surprising if our understanding of intelligence remained frozen in time.

The reversal of the Flynn Effect may therefore be asking us two questions instead of one.

The first is whether some essential cognitive abilities are indeed declining.

The second—and perhaps the more important one—is whether the very framework through which we define and measure human intelligence is keeping pace with a world that is changing faster than at any previous point in history.

The future may not belong to those with the highest IQ as traditionally measured. It may belong to those who combine analytical thinking with creativity, adaptability, emotional intelligence, ethical judgment and the wisdom to know when technology should assist the human mind—and when it should never replace it.

In musing……. Shakti Ghosal

The Promise We Break Most Often

The strongest form of accountability isn’t to your boss. It’s to yourself.

I still remember a conversation with a young manager many years ago. He had walked into my office carrying a notebook filled with plans.

“I don’t understand myself,” he confided, almost apologetically. “Every New Year I make a list. I promise myself I’ll exercise regularly, read more, spend time with my family, learn a new skill…” He then smiled sheepishly. “By March, I’ve broken most of those promises. Even though I had genuinely meant every word when I wrote those goals.”

I laughed at that. “So have millions of others. Including myself when I was your age.”

I leaned back in my chair. “Tell me,” I asked, “if your Managing Director asked you to submit a report by Monday, would you? Or if your biggest customer expected you at a meeting at ten o’clock?” Or if your child was waiting for you at the school annual function?”

“Of Course! I would do all of those and on time.”

I smiled, “So you’re very good at keeping promises.”

He looked confused. “No,” he replied. “I just told you I’m terrible at it.”

I reassured him, ” I would say you’re excellent at keeping promises to other people. You just struggle to keep promises to your own self.”

He looked at me for a long moment before quietly admitting, “I’ve never thought about it that way.”

Well to be frank, neither had I, until years earlier when someone had challenged me with the same question. The truth is, most of us don’t lose confidence because we fail. We lose confidence because we repeatedly break our own word.

Every time we say to ourself, ‘I’ll start tomorrow,’ and tomorrow becomes next week… Every time we promise ourselves, we’ll make time for our health, our family, our learning or our dreams… and then quietly move them to the bottom of the list…

Something invisible starts happening. Our self-trust begins to erode. Others may still trust us. Our colleagues may admire our reliability. Our clients may praise our commitment. But somewhere inside, we begin to doubt ourselves. Not because we lack ability. But because we’ve stopped believing our own promises.

I came out of my reverie with a start; my colleague was looking at me thoughtfully. “So, accountability isn’t really about someone checking up on me?” he asked.

I shook my head. “That’s compliance. Accountability is much more personal. It is choosing to become someone whose word matters—even when no one else is listening.”

As he stood up to leave, he closed his notebook and smiled, “I think I’ve been writing goals. What I really needed was to start keeping promises.”

That conversation has stayed with me ever since. The older I grow, the more I realise that confidence is not built through motivational speeches or inspirational books. It is built quietly. One kept promise at a time. Perhaps that is why integrity is such a powerful word. It doesn’t begin with how faithfully we honour our commitments to others. It begins with how faithfully we honour the commitments we make to ourselves.

Because the person listening most carefully to every promise you make… is you.

In musing….. Shakti Ghosal

#accountability, #Integrity, #selfpromise, #goalkeeping

The Most Important Person You’ll Ever Lead

‘Leadership doesn’t begin with managing people. It begins with understanding the person in the mirror.’

I recall a conversation of several years back.

It was late evening and I was preparing to go home. Hearing a knock, I looked up to see a colleague standing outside my glass door, smiling. He was one of the bright managers from our Supply Chains division. As I gestured him to a chair, I sensed something was on his mind. After the usual pleasantries and how things were going at work, I asked what I could do for him.

“Sir, while I seem to be doing okay at work based on the feedback of my Divisional Head, deep down I fear I’m failing as a leader,” he blurted out.

” Hmm! That’s a strong statement,” I replied. “What makes you say that?”

He sighed, “I am trying to be a better leader. I’ve read leadership books. I keep trying new leadership techniques…… but somehow I feel a sense of inadequacy and a lack of being authentic.”

Pondering over what I had just heard, I asked, “When was the last time you studied yourself?”

My colleague frowned. After a few moments he admitted, “I don’t think I ever have.”

“You know,” I said, “most of us believe awareness means noticing what’s happening around us. For instance, the market. Our competitors. Our customers. Our bosses. We become experts at observing everyone else’s behaviour. We know exactly what our colleagues need to improve. We notice the habits holding others back. We can often predict how someone else will react in a meeting. But ask us why we react defensively to criticism… why certain conversations drain our energy… why we repeat the same mistakes… and suddenly the answers become less clear.”

He looked at me for a few moments before replying, “So you’re saying I’ve been looking in the wrong direction?”

“Not the wrong direction. Just one direction.”

Looking out of the window, he said softly, almost to himself, “I’ve been trying to model myself on people I’ve admired.”

“And there’s nothing wrong with admiration,” I said. “The problem begins when admiration turns into imitation. We can borrow someone’s ideas. We can learn from someone’s experience. But we can never build our leadership by becoming a copy of someone else’s story.”

There was a silence. Then the colleague asked quietly, “So what does awareness really look like?”

I realised that we were now entering the deep end of our conversation. I said, “It is knowing your strengths without becoming arrogant. Recognising your weaknesses without becoming discouraged. Understanding your patterns before they begin to define you.”

I concluded by saying, “It is having the courage to ask not, ‘How do I become like them?’ but ‘Who am I becoming?’“

As my colleague got up to leave, he paused at the door and said, “I’ve spent years trying to improve my leadership. Perhaps I should spend more time understanding the leader.”

The conversation stayed with me. The older I grow, the more I realise that personal growth rarely begins with learning something new. More often, it begins with seeing ourselves a little more clearly.

Self-awareness is perhaps the only mirror that becomes clearer the longer we are willing to look into it. Leadership is not the journey from ignorance to knowledge. It is the journey from unconsciousness to awareness. Because the greatest breakthroughs in life seldom come from changing who we are. They come from discovering who we have been all along. Perhaps the most important meeting you will ever have is not with your team, your boss, or your client. It is the quiet conversation you have with yourself.

Is that meeting long overdue?

Reflections….. Shakti Ghosal

When Fiction meets Foresight

When Fiction Meets Foresight: A Reflection on The Last Writer of Kolkata and Other Stories based on the BCG Henderson Institute report.

Author – A BCG Consultant ( name kept confidential)

Reading the ‘Last Writer of Kolkata and other stories’ in the context of BCG Henderson Institute’s Beyond Tomorrow: Four Scenarios for the World of 2050 produces an unexpected sensation. I can confirm that the report is the product of rigorous analysis of megatrends, historical data and expert interviews. Shakti Ghosal’s book is speculative fiction. Yet both seem to be looking at the same horizon.

The BCG report reminds us that “the decisions leaders make over the next 5 years will shape the next 25.” It does not attempt to predict the future. Instead, it explores plausible futures emerging from forces already visible today. The four stories in this collection do something remarkably similar.

Consider The Last Writer of Kolkata. BCG’s “AI Abundance” scenario describes a world where AI transforms work, creativity and identity, leaving people searching for “meaning and identity beyond employment.” The ageing writer Rudra Bose inhabits a future shaped by a similar question. If machines can write, create and remember, what remains uniquely human? The story is not really about technology. It is about dignity, relevance and the stubborn human need to leave behind a voice that matters.

In Echo Chamber, technology enters an even more intimate space—memory itself. The BCG report warns that future societies may trade elements of personal freedom for stability, efficiency and social cohesion. The story asks a disturbing question: If our memories can be edited, curated or manipulated, what becomes of our identity? Memory, after all, is not merely a record of our lives. It is our life.

The environmental anxieties running through 2056: The Year of Water and Fire find an echo in BCG’s climate scenarios. The report speaks of a world facing “stress on food and water systems” and increasingly extreme weather. The story translates those trends into human experience. Climate change is no longer a scientific projection; it becomes a force that shapes survival, migration and moral choices.

Perhaps the most poignant parallel emerges in When the Rain Remembered. BCG highlights ageing populations, declining fertility and shifting demographics as defining features of the coming decades. Ghosal imagines the emotional consequences of those trends. The story asks what happens when societies grow older, families become smaller, and loneliness becomes a public condition rather than a private feeling.

What makes this collection noteworthy is that it does not offer technological optimism or dystopian despair. Instead, it explores the fragile space in between. Like the BCG report, it understands that the future is not a destination but a series of choices.

The greatest compliment one can pay The Last Writer of Kolkata and Other Stories is this: the book does not feel like fiction written about tomorrow. It feels like tomorrow trying to speak to us today.

Reference

1)bcg-scenarios-2050-apr-2026-web.pdf

2) http://www.shaktighosal.com

The Forest We Never Fully See

About a year back, I happened to sit at the lunch table with one of the participants of a Leadership workshop I was conducting. Let us call him Arun.

As I tried to engage him in a polite conversation, I found him to be withdrawn and seemingly lost in some other thoughts. When I enquired about this, he blurted out, “Professor, I was trying to relate what you said in class to my interaction with a colleague. Every time we discuss a new project, she starts asking so many questions. By the time she’s finished, we’ve lost momentum.”

I asked, “What would you say makes her do that? Is it something she perceives about you?”

Arun smiled, “Probably that I move too fast.”

“Could it be that both of you right?” So saying, I took out my pen and drew a rough sketch on a piece of paper.

“Imagine a large forest,” I said. “Now imagine two people standing at different windows overlooking that forest. One person sees a waterfall. The other sees a mountain trail. Both are describing the same forest. But neither is seeing the whole picture.”

Arun leaned forward, “So you’re saying that’s what happens at work?”

“Every day,” I said. “We often assume that because we share an office, a company, a language, or even a country, we share the same perspective. But we don’t.

Each of us arrives at work carrying years of our very own specific experiences, beliefs, successes, disappointments, cultures, family influences and personal values. We may be looking at the same challenge. But we are never looking from the same window.

Arun was quiet for a moment. Then he said, “So when I think she’s slowing things down, she may think she’s reducing risk.”

“Exactly.”

Arun nodded slowly, understanding dawning on his face, “And when she thinks I’m rushing, I may simply be focused on opportunity.”

The conversation shifted. We stopped talking about who was right and started talking about what each person could see that the other could not. That’s when something interesting happened. The earlier uncertainty seemed to disappear, curiosity taking its place.

I have noticed that many workplace conflicts begin with a simple assumption: “If I see it this way, everyone else should see it this way too.”

But diversity is not simply about nationality, gender, age, language or background. It is about perspective. It is about recognising that another person’s life has given them a view of the world that is different from ours. And that can be valuable precisely because it is different. The irony is that organisations spend enormous amounts of money searching for innovation, yet innovation is often hiding inside the perspectives we dismiss too quickly. If everyone in a meeting thinks the same way, the discussion may be comfortable. But it is unlikely to be transformative.

Before we left, Arun said something that stayed with me. “You know Professor, I spent the entire time of our interaction trying to convince her to look through my window. Maybe I should spend more time looking through hers.”

That, perhaps, is the real gift of diversity. Not that it makes agreement easier. But that it makes understanding deeper. The world does not need more people defending their windows. It needs more people willing to explore the forest. And every time we replace judgment with curiosity, comparison with appreciation, and certainty with learning, the forest becomes a little larger than we imagined.

What if the next breakthrough in your life is waiting in a perspective you have not yet taken the time to understand?

In musing…… Shakti Ghosal

What If…….?

I recall a conversation from many years back. During an overseas visit, I was having coffee with a colleague and I found him looking frustrated and confused.

He pushed aside his tray and said, “I don’t get it. We’ve analysed the issue of increasing our business share from this market from every angle. We’ve got the data, the reports, the projections. Yet we seem to be still stuck.”

“Maybe that’s the problem,” I replied.

He looked at me, uncertainty writ on his face, “How can having more data be the problem?”

“Because sometimes,” I said, “we can become so busy looking for the right answer that we stop looking for other possibilities.”

He smiled politely—the kind of smile people give when they think you have said something impractical, “So what’s the alternative? Ignore the facts?”

“Not at all. Facts matter. But facts tell us what is. Creativity asks what could be.” That seemed to catch his attention. I related a story.

“In the 1970s, a scientist at 3M was trying to create a super-strong adhesive. The adhesive was weak. By conventional standards, the experiment was a disappointment. It seemed a failure. That’s exactly how most people saw it. But years later, someone else looked at the same ‘failed’ adhesive and saw a different possibility. The result was the Post-it Note.”

My colleague laughed, “So one of the world’s most successful office products began as a mistake?”

“Or perhaps,” I said, “it began as a possibility that nobody had noticed yet.”

For a moment, neither of us spoke. Then he said something interesting.

“You know, in our meetings we’re always asking, ‘Will this work?’ Maybe we should first ask, ‘What else could this become?'”

Now we were getting somewhere. The truth is that most organisations reward certainty. We admire people who have answers. We celebrate expertise. We fill spreadsheets, analyse trends and minimise risks. All these are important. But the future is rarely created by these certain aspects alone. It is often created by someone willing to explore a possibility that doesn’t yet fit neatly into a presentation slide.

The more we talked, the more I realised that creativity is not about being artistic. It is not about painting, music or design. Possibilities which flow out of a creative mindset is the courage to see beyond the obvious. It is the willingness to ask a different question. It is the ability to sit with uncertainty long enough for a new idea to emerge.

Before we left, my colleague said, “Maybe we’ve been trying too hard to find the right path.”

“Perhaps,” I replied. “Sometimes the breakthrough comes when you stop looking for the path and start exploring the landscape.”

A few days later he called, “We’ve found a completely different solution. We stopped trying to prove what was possible and started imagining it. Imagining the end goal, without getting enmeshed with how to make that happen, allowed new possibilities to show up.”

That conversation stayed with me. Because in a world overflowing with information, knowledge is no longer the rarest resource. Possibility is. And every great innovation, every breakthrough and every new beginning starts with a simple question:

“What if……..?”

In Musing……. Shakti Ghosal

The Day Strength chose Silence

I paused when I saw this photograph.

A tiger—nature’s embodiment of power—lying quietly on the face of the Buddha. What struck me was not the contrast, but the harmony.

As we grow older, many of us spend years trying to get rid of our inner tiger. Our anger. Our ambition. Our ego. Our restlessness needs to prove ourselves. But perhaps wisdom is not about killing the tiger.Perhaps it is about teaching it to rest.

The tiger is still there. The strength is still there. The fire is still there. But it no longer needs to bare its teeth at every passing challenge.

I have met people who were gentle because they were weak. And I have met a few who were gentle because they were strong enough to choose peace.The second kind are rare.

Looking at this image, I was reminded that the real journey is not from power to powerlessness. It is from power to self-mastery.

When the tiger learns to rest, the Buddha smiles.

In musing…… Shakti Ghosal

Releasing Judgment- a conversation from the past

Over coffee during an office one to one meeting, a colleague—let’s call him Arvind—looked visibly irritated.

“Honestly,” he said, stirring his coffee with unnecessary force, “I don’t understand how some people get promoted. That guy in Operations is always late, misses details, and somehow everyone thinks he’s brilliant.”

I smiled. “That sounds less like an observation and more like a verdict.”

He laughed. “Come on. I’m just being realistic.”

“Maybe,” I said. “Or maybe you’re being human.”

He looked at me curiously.

I asked, “Have you noticed what happens when we judge someone?”

“What?”

“We stop being curious.”

I could immediately see that my words had landed and Arvind had a thoughtful expression. I continued.

“When we label someone—lazy, incompetent, arrogant, unprofessional—we close the case in our minds. We allow no appeal, no fresh evidence and no deeper inquiry.”

Arvind leaned back slowly, “So you’re saying judgment is wrong?”

“N, I would not say that. I think discernment is necessary as Leaders must make decisions. But judgment—the kind that quietly declares I understand this person completely, and I know why they are wrong—that’s something else.”

I could sense that Arvind was listening now. I probed, “Think about the last time someone judged you. You probably didn’t feel inspired. You felt defensive. That’s because judgment rarely creates dialogue. It creates distance.”

After a pause, he said, “But what if I’m right?”

I laughed and said, “Even if you are right, judgment often makes the other person stop listening. The issue is not factual accuracy. It’s emotional impact.”

He went quiet.

Then I asked, “Suppose his lateness isn’t carelessness. Suppose he’s caring for an ill parent. Suppose he works differently. Suppose the brilliance others see is something you haven’t yet noticed.”

“You’re asking me to assume the best?”

“No. I’m asking you to remain open.”

Another silence. Then he said softly, “So where does judgment come from?”

That was the real question. “Sometimes,” I said, “from our own insecurity. Comparison is judgment in formal clothes. When we are fully at peace with ourselves, we spend less energy measuring others.”

“That’s uncomfortable.”

“Growth usually is.”

As we got up to leave, he said, “You know, I was actually upset because I thought I deserved that recognition.”

There it was. It was Hurt masquerading as Anger. It was not superiority, it was vulnerability.

And that’s the thing about judgment. It often enters wearing the mask of certainty, when what’s really underneath is something unresolved within us.

Since that conversation, I’ve been asking myself a different question—not ‘What’s wrong with that person?’ but ‘What story am I telling myself about them—and why?’

Judgment may be instinctive. But awareness is a choice. And perhaps leadership begins there.

In musing…… Shakti Ghosal

Four Seconds That Changed a Leader

More than a decade after my coaching certification, certain ideas still return to me with surprising clarity. One of them is deceptively simple:

The difference between reacting and responding.

Most leaders intellectually understand this distinction. Few recognise how profoundly it shapes their daily impact.

I was reminded of this during a coaching conversation with a senior executive — let me call him Raghav. Raghav was known for his brilliance and intensity. Quick thinker. Decisive. Deeply committed. But his team described him using another word, offered cautiously and repeatedly: “Intimidating.”

When he came into coaching, his concern was framed differently. “My team has become strangely silent,” he told me. “Meetings lack energy. No one challenges anything. It’s frustrating.”

Frustration, I have learned, is often an interesting doorway.

“What usually happens when someone disagrees with you?” I asked. He looked puzzled. “Nothing unusual. We discuss.”

But leaders rarely observe their own behavioural patterns with accuracy. Our reactions are invisible to us precisely because they are so familiar. So, I asked him to walk me through a recent meeting.

He described a discussion where a junior manager questioned a proposal. As he narrated the incident, something subtle appeared — not in his words, but in his tone. “I explained why the idea wouldn’t work,” he said.

Then after a pause: “Perhaps a bit sharply.” “What do you think the manager experienced in that moment?” I asked. He shrugged. “Direct feedback.” “And if we asked them?” Silence.

The human mind is wonderfully efficient at justifying its own reactions.

In coaching, reactions are rarely the real story. Triggers are.

“What specifically triggered your response?” I asked. “The suggestion didn’t make sense.” “Was it the quality of the idea,” I continued, “or the fact that it challenged yours?”

That question lingered longer. Eventually he smiled — the kind that signals reluctant insight. “I don’t like being questioned in areas I know well.”

There it was. A deeply human pattern. Trigger → irritation → sharp dismissal.

Repeated often enough, reactions harden into leadership style. Unexamined long enough, they reshape culture.

We explored a small experiment. “Next time you feel that familiar irritation,” I said, “don’t change your opinion. Don’t soften your standards. Simply pause.”

“Pause?”

“Four seconds,” I suggested. “One breath. No words.” He laughed. “That sounds trivial.” “It is trivial,” I agreed. “And extremely difficult.”

Because reactions are automated. Responses are chosen.

Several weeks later, Raghav returned with an observation that genuinely surprised him. “The meetings feel different,” he said.

“What changed?”

“I haven’t changed my decisions,” he clarified. “But I’ve started noticing the moment before I speak.”

“And?”

“The irritation is still there,” he admitted. “But the pause stops me from firing.” That single gap — barely a few seconds — had altered the emotional climate of his interactions.

People spoke more. Defensiveness reduced. Energy returned. Nothing structural had changed. Only awareness.

Reacting is effortless because it is borrowed from the past — old patterns, old triggers, old conditioning.

Responding requires presence. Choice. Consciousness.

Who would imagine that leadership transformation might sometimes begin not with strategy, but with something far smaller? One breath. Four seconds.

Just enough space for wisdom to enter where habit once ruled.

In Musing…… Shakti Ghosal

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