The corporate leaders must learn the important management message from the tigers that....
It is often said and reported that the tigers always defer to attack the prey animals including man especially when the prey animal have already seen the tiger. It means, if the prey is aware of the tiger, it doesn’t attack them.
Tiger love to attack/hunt its prey only with surprise and suspense. It hides and ambush. Even if the prey animal is at reachable distance, if the prey animal has seen or have noticed the tiger, they avoid chasing and hunting them.
The above postulate can be true or it can simply be a set of observations or a mere co-incidence. The debate is not about that. Why, in spite of tiger being very powerful and strong, love to attack its prey in a most secret or hidden way? From the definition of tiger’s angle, they do so only to ensure their hunt success. Perhaps the mighty big cat does not want to fail in its effort. Failure means, definitely big energy loss and hence would have adopted the strategy of hide and strike.
Some bosses in the corporate do exhibit the hunting tactics of a tiger. They love to catch the mistake of their subordinates only when they are not aware of the same. Tiger has a genuine reason to do so but why some corporate bosses do so?
During performance appraisal, most bosses instead of focusing on whether people have achieved the set target or not, they quote the mistakes done by the subordinate some time ago. Unfortunately, the bosses never discuss about such mistakes with the subordinates as soon as such mistakes had occurred. The bosses record the incident and wait for an occasion to strike.
If these bosses catch the mistakes of the subordinates when they are conscious of the same, correction is possible. When the bosses strike the subordinates in a most secret manner, hardly it would help the subordinates to correct the mistakes. Instead, it would only create suspicion and lack of trust between the boss and subordinates.
Another reason being is that only when the bosses catch the subordinates in surprise, the subordinates would be made to feel high about the bosses and their capability. An element of fear can be created by that way.
Most bosses fear that correcting the subordinates by identifying their faults and sharing the same immediately might make the subordinate to think about the boss as benevolent and not strict. Hence most corporate bosses never resort to such approaches.
The boss-subordinate relationship should not be reduced to the level of prey-predator relationship in a jungle. The bosses in every corporate must feel and think that his success is inclusive and it definitely include the success of his subordinates also. Success of any corporate is all inclusive and total. This essential culture only the HR function must make the people in the corporate to follow and practice.
Remember it is not the small predator that hides and attack the prey, but only the bigger ones. Similarly only the senior people often resort to some cheap practices. Therefore correction should start not from the bottom but only at the top level.
Dr S Ranganathan, ClinRise Derma Pvt., Ltd., Chennai
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