Are you a juggler

This management thought starts with a story borrowed from Devdutt.com (Devdutt is the chief belief officer at our group, Future Group).

In South Indian temple walls one often finds a character called Bhringi looking adoringly at Shiva dancing. What distinguishes Bhringi from the rest of the followers of Shiva is that he looks emaciated, just a skeleton in fact. And he has three legs, not two.

The story goes that Bhringi was a devotee of Shiva. One day, he came to Mount Kailas, the abode of Shiva, and expressed his desire to go around Shiva. As he was going around, Shiva’s consort, Shakti, said, “You cannot just go around him. You have to go around me too. We are two halves of the same truth.” Bhringi, however, was so focussed on Shiva that he had no desire to go around Shakti. Seeing this, Shakti sat on Shiva’s lap making it difficult for Bhringi to go around Shiva alone. Bhringi, determined to go around Shiva took the form of a snake and tried to slip in between the two. Amused by this, Shiva made Shakti one half of his body – the famous Ardhanareshwar form of Shiva. This was God whose one half is the Goddess. But Bhringi was adamant. He would go around Shiva alone. So he took the form of a rat, some say a bee, and tried to gnaw his way between the two.

This annoyed the Goddess so much that she said, “May Bhringi lose all parts of the body that come from the mother.” In Tantra, the Indian school of alchemy, it is believed that the tough and rigid parts of the body such as nerves and bones come from the father while the soft and fluid parts of the body such as flesh and blood come from the mother. Instantly, Bhringi lost all flesh and blood and he became a bag of bones. He collapsed on the floor, unable to get up.

Bhringi realized his folly. Shiva and Shakti make up the whole. They are not independent entities. One cannot exist without the other. Without either there is neither.  He apologized.

The story, like all other mythological stories has a lot to tell. Bhringi was the true devotee of Shiva and did everything possible to please his Lord. What he forgot was that his focus on "one" was so much, that he forgot to look at the other.

Have I confused you all through this story? Some of you will be quick to tell me the story of Arjuna who is considered an ideal! The story goes like this:

Guru Dronacharya decided to test his students in their skill of archery. He hung a wooden bird from the branch of a tree and then summoned his students. He asked the first one to aim for the bird's eye but not shoot just yet. He then asked the student what the student could see. The student replied that he could see the garden, the tree, flowers, etc. Drona asked him to step aside and not shoot. He repeated the same process with a few other students. When it was Arjuna's turn, Arjuna told his Guru that the only thing he could see was the bird's eye. This satisfied the Guru and he allowed Arjuna to shoot the bird. The lesson here is the power of focus.

All along we have been told that focus is a good thing and now I am saying please don’t focus or you shall be punished like Bhringi.

Very often in our lives, especially at work, when we focus on something, we, tend to deprioritize everything else and focus on it single mindedly. Can you recall the instances where you have put in all your efforts in one project and ultimately found out that all other projects in your hands are way beyond their deadline? I am sure each one of us has gone through this in various phases of our careers. We make one particular thing so important, that we forget that there are other things too, which make our work and life complete. We forget the fact that success and happiness is a result of all round performance and is never dependent on one parameter only. It does happen in our personal lives too. We chase one dream so strongly, that we completely ignore some others. Imagine putting all your money and efforts into buying a new house, that you have no money for any personal emergency. We often please Shiva and ignore Shakti. And therefore, like Bhringi, we are left with the bones, but we lose the Flesh!

You will argue that by focusing we are being like Arjuna and still being faulted? In my opinion it is incorrect to fault Arjuna for the focus. What we need to do is focus on the project on hand but manage multiple projects. So, you need to be Arjuna for a particular project but remember that you have multiple projects at the same time. What corporate world requires in today’s day and age is a juggler, especially as you rise up the hierarchy. A juggler focuses on juggling multiple balls. Like when you have to deliver on targets, these are measured in relation to topline, margin, inventory and expenses. Do you have the liberty of delivering on only one of them and still ask for a large bonus?

At times, it is definitely tough for us not to pick one out of so many things. With so many options available in our hands, it is natural to pick the one which is most important and has the most visible results to be taken before others. What we don’t realize is that focusing on only one goal at a time, makes us lose on so many other accounts. We should understand that true leaders have 360 degrees approach to any problem we are facing and whilst a few things will continue to be our focus, we must learn not to deprioritize other aspects. Balance between the important and not so important tasks remains the key to achieve your long term goals.

So, you need to be a good juggler in corporate world. Would love to hear your thoughts on this topic.

PS: You can also reach me out at @agrawalsanjeev on twitter

Duplication - The Evil within the organisations

This time, the thought is about an issue which is present across organizations and if addressed rightly will result in significant increase in the productivity. It’s about eliminating Duplication that exists in the nooks and corners of our work life.

What is the most important problem that persists in all our lives? After a lot of meetings with various colleagues and industry veterans, the answer is singled out as “Time”! There is always so much to do that we are just not able to find out time for ourselves to venture into newer projects and processes in our work. When we take a close look as to where the time is going, we find that everyone is doing everything and this is where all the time is going. Seems like a silly thing to hear, but actually it is not!

There are different departments / people in an organization to perform different roles. However, over a period of time, depending on various factors like lack of trust, ambiguity in role, interest area, impatience and ego issues, we start venturing into every other department. Sample some of these thoughts. “Last time there was an error in  the Calculation by ABC team, let me do it myself this time and see if it is correct”, “Am I supposed to do this? Maybe I’ll get shouted at if I ask, Why not do it?”, “It’s exciting to do XYZ work, this time I’ll also get fully involved in the same”, “PQR Team takes a lot of time to update us on these issues, we’ll follow up ourselves”  becomes the initial point of starting to get into the works of neighbor departments. Slowly, it becomes a habit and then your “unstated” KRA. What seemed to be a proactive behavior, actually resulted in so many people doing the same work twice. Worse, if three departments don’t trust each other for the same work!

It is much  more important to understand how this problem would exist in a large organizations. As the number of layers increase, so do the chances of spreading “Duplication”. Between the different offices – Head Office, Branch Office and Area Offices, there’d be a number of activities that would be duplicated only for the simple reason of improper communication. Similarly, in the same office, the chances of duplication among various departments are quite high. It is also possible that Duplication exists within the same team where the junior person does some work and Boss cross verifies it. There is just so much of overlap all over! I have always fancied what all milestones can be achieved if all this time was spent in putting extra efforts in your work and working out on newer projects for your team.

A lot of times, we encourage Duplication to be the “check and balance’ in the system. To a certain extent, it could be right. But when it starts getting in excess of being only ”Checks and Balance”, that is where the issues arise. Also, when the “Checks and balances” start happening more often than not, that’s where bureaucracy steps in. Nobody trusts nobody else and everyone is busy pulling each other down to show how they are correct and the other person is a fool! Egos build up and all the time is spent in “proving” yourself rather than working your way up! A lot of times, this “Check and Balance” also results in people taking their work casually – knowing that the check exists and they’ll be corrected wherever they are wrong. This, inculcates, Duplication in the organization’s DNA. Sometimes, it also backfires. So,” if you have proved me wrong once, I will prove you wrong twice”, and the story continues…

Did you just realize the amount of imbalance that a seemingly simple thing like “Duplication” can cause?

To address this issue, Just a few points that I think will be helpful:

è At the onset we will have to believe that all people work for the benefit of organization. Nobody has any personal problems with anyone and human errors are inevitable. So, Trust! Do not make cross checking a habit in your work life.

è If there is any problem in sorting out who’s responsibility it is – Talk it out, There’ll be nobody who’ll want to do the work for the heck of it.

è If some of other department’s work is in your interest area – Assist, not Interfere. It’s always good to have an outsider’s point of view in any function.

è Last, but not the least, encourage “Samvaad”, rather than “Vivaad”. Blaming anyone will only result in backfire. Give suggestions, not directives. Click to read my blog on this topic!

Wonder if I am exaggerating on the evils of duplication. Ego, bureaucracy, insecurity and many others? For most of us, it is only about productivity. If you have been provoked, do ACT! ACT NOW!

PS: You can also reach me out at @agrawalsanjeev on twitter.

It's Just a Meeting! Isn't it?

In this piece of article, I am covering a subject which is most deprioritized in the corporate world – “What do you do for a Meeting”. Do you start by thinking that this is one of the weakest topics covered in my writing? That’s my point!

Let’s begin with this example. Marketing Team sends a meeting invite to everyone, including the CEO, which says “Discussion on Next Quarter Calendar” for tomorrow. What do you do? Accept the Invite. And then, be present for the meeting right on time. Do you think something is missing? No? Ok. Let’s begin the meeting. The CEO before the start of the meeting, does think that there’s something missing. He asks all the people present in the room – “How prepared are you for the meeting?”. What kind of answers do you expect from the group? Some examples as below:

·          It’s a discussion , right? What Preparation for a discussion? Will speak up as the discussion unfolds

·         I don’t think there was anything to be prepared for / The topic didn’t require any preparation

·         My Boss is there, he will ensure the discussions happen in the right direction.

·         It's about Way Forward – you have to speak and we have to listen, what preparation?

·         I have the sales database for past few years readily available on my laptop. Can take out relevant data as soon as required.

·         We will discuss today and will come prepared in the next meeting with the action points.

Whatever words you use or don't use, the underlying tone is that you think you will (actively or silently) go through the meeting without any preparations. It’s a Large forum and no hard questions are asked to “an” individual. But do you even realize what happens in the meetings – people with unprepared thoughts speak about unreal facts stating unclear numbers resulting in no next steps. The entire two or three hours of every person present in the meeting, is wasted! Something more criminal that wasting only your day unproductively. Did you even think why you are called for the meeting? If you believe that you will not contribute to the meeting, can you decline the invitation?

Over a period of time, it becomes a culture. Just see its evolution:

a.      You have never felt the need to be prepared for any meeting.

b.      As described above, the meetings become unproductive with no clear next steps.

c.       So, there are more meetings, to follow up on what have to be the next steps (or whether the next steps discussed in the last meeting were relevant or not).

d.      Because there are more meetings for you to attend, you have even lesser time to think of any preparation for these meetings.

e.      The vicious cycle just started!

And then, there are things called “fake preparations”, which are just the preparations for the heck of it. Over the years I have often made fun of my advertising agencies coming unprepared for the meetings. Their big bosses will come for meetings with no clue of what the brand objective was for the latest campaign. Often I would joke that the presentation made by them was actually prepared in the car drive. The other one was that they would have prepared a presentation for a new MNC and recycled the same to a seasoned Indian company. All these would seem so fake and one thing was clear that in all of these meetings we would not achieve the required results. This was because the discussion was theoretical and revolved around only one thing, "to sell" what the agency had created. It took the cake recently when a partner brand came and presented their launch strategy in India. In that they showed a clip of the fashion show held in Hong Kong. I was left wondering as to what was the relevance of the same. Again the result was the same. We were not able to reach any agreement on stocking their brand. At this very thought, I realize that there’s something fundamentally not in place in the corporate world! 

With regards to meetings, there are other evils too. Some people just forget that they had to come for a meeting! And when the meeting starts and you enquire about the whereabouts of the person, they tell you, “Oh I had this sudden plan of travelling to ABC city, I “forgot” to inform you”. No, I am serious, this is real! Also, something that cannot be measured but is equally important – attentiveness in the meetings. I have always said (or demonstrated) that the productivity of the meeting is directly proportional to the attentiveness of the Boss.

Like Benjamin Franklin once said, “By failing to prepare, you are preparing to fail!”. This holds true in each and every aspect of our lives and meetings are no exceptions, more because along with our own, it also involves the time and “opportunity” cost of all the attendees of the meeting, some of whom may be high cost resources. Chances are, that some of you may relate to some of the excuses mentioned above. Just think about it that you are being called to a meeting because your PoVs is important to be considered for the meeting.

So the final question is  – Do you justify your presence in a meeting?

Now on, you should! Looking forward to what are you Points of View on this topic.

PS: you can also reach me out at @agrawalsanjeev on twitter.

How do you go Where You want to Go?

This is a post about the importance of planning and not just engaging in fire fighting. Often most of us are good at fire fighting. Is that enough? Read on......

Pritesh is a fresh MBA and is all set to take the new role of Sales In Charge of a Brand in an FMCG company. On his first day, his Boss told him that they were looking at a 20% growth from this brand in the current fiscal year, which was 50% higher than the growth delivered by the brand in last year. Confident that Pritesh was of himself, he happily accepted the targets and also told his Boss that he will be closing the year at more than the expected levels. Pritesh started enthusiastically  and was focused on solving the problems. As soon as any problem cropped up, he immediately referred to his academic books and came up with a relevant solution. He was efficiently tackling all the problems that were coming up, but somehow, something was not right. He was still not achieving his targets. In the half yearly review with his boss, it was reflected that Pritesh’s brand was growing at the same pace as last year and the targets were being missed. When confronted, Pritesh, as he genuinely believed, told him that the targets given to him were too high to be achieved. And then his Boss asked him, “Ok, what are you plans for achieving the targets in the next six months?”. Pritesh was blank.

A lot of times this is what happens to us. We want to deliver results but we forget the first step that is required for success of any project or delivering any result – Plan. One statement that I have come to believe in, is – “If you can’t put a plan on a piece of paper, there are no chances of being able to achieve the end result”. Isn’t this true for everything that we do in our lives? Now, think of this:

Now for the next six months, Pritesh took 3 days, only to strategize what would he do to get to the sales. He listed down all the possible ways to increase the sales, referred to his academic books and chalked out a month by month plan of the milestones he would want to achieve. Along with top line increase, he also jotted down what were other problem areas like Team Motivation and Margin Management and drafted out a complete plan for next year. Now, every month, he keeps a track of whether he has achieved his target or not.  He knows if the plan worked or not, and in case it doesn’t work he has a Plan B ready to be implemented.  A little deviation from his plan cautions him to take corrective actions. And you can fully well understand what the end result was with this approach.

Anyone who has ever undertaken a complex task, has learned the importance of careful planning. This is relevant to every step in life which you need to “Win”. A “Game Plan” in any sports or “Preparations” for a party at home are all examples of how we need to “Plan” to ensure success. “Good planning conserves resources, prevents wasted effort, and saves time and money. Good planning prevents small problems from becoming big problems.” What happens when you start building a house and in the middle of it, you realize that you have run short of money to complete it? Planning, not only helps in determining the feasibility of delivery of targets, but also for knowing in advance whether any additional resource will be required in achieving what has been targeted. Planning also helps in giving teams (both internal and external) and the support functions about the next steps.  

If your objective is bigger, you will plan accordingly. The bigger you plan, the farther you will go. We saw how easy it was for Pritesh to blame it on the high targets. He was not prepared for the big targets and the fact that achieving them was never going to be easy. If you don’t plan Big in life, there are lesser chances of you making it Big in life, isn’t it? 

At the same time, it is important enough to know that some of your plans can fail too. In such circumstances, we can’t let things happen to us. Instead, it is equally important for us to have a Plan B ready, as an acknowledgement of the fact that plans can fail, but we are ready enough to face it!

The first step is to Decide where to go – near which is easy or far with challenges. If you have decided where you want to go, now is the time to decide How do you go? And then, you do need to know the alternate route too, just in case the first one has roadblocks.  Have a Happy Journey!

PS: You can also reach me out at @agrawalsanjeev on twitter.

Unleashing the power of feedback

This article is about a concern that most of us go through in our careers as well as personal lives – Lack of Proper Feedback. Though all of us work in best possible way, sometimes, we do tend to get off the track – but how do we get back on track, unless someone tells us!

Sample this story. Alok and Richa worked for in the same company. Alok was heading the marketing department while Richa was sales in charge for a business unit. Both of them never got well along with each other. While Richa thought Alok was too laid back in his attitude, Alok thought Richa’s aggressiveness is just a way to impress her seniors. More often than not, these two would get into serious quarrels before every campaign break. Richa blamed Alok of informing her only at the last moment, while Alok said that Richa always tried to interfere in his domain, which he did not appreciate. Diwali campaign was about to break out and Tarun, the CEO of the company expected another spat between the two. So, he decided to resolve it himself this time. He called both of them individually and asked them what all problems they faced with each other. He jotted down everything that both of them had to say. Next he passed Richa’s feedback to Alok and vice versa saying it was a feedback from him of their work and he really thinks these are their improvement areas. Not to his surprise, the Diwali campaign had much lesser issues and working was smoother. He then called them together and told them the reality, ending with “…if only both of you started giving feedback to each other directly”.

Did you notice what can a simple feedback achieve? Feedback is a completely underrated part of work in most organizations. People continue to crib about their work areas and company, but hardly bother to give any feedback to anyone. The underlying assumption is always that “how will my feedback matter?”, but don’t we realize that every individual behaves in a certain way, because he thinks it is the right way. If its not, how will he know unless someone tell him? What we must understand and appreciate is that Everyone needs Feedback. A lot of us don’t see ourselves as others see us (reminded about Johari Window*), and so the feedback becomes really important to overcome the “Blind Spots” that we develop over a period of time. Have you realized how much impact does a smile from your spouse, a pat on the back from your Boss, delightful eyes of a customer or a look of appreciation from a colleague ;-) make? Don’t you feel irritated when your Boss doesn’t comment on the results of some work that you’ve put so much efforts in? Have you also tried telling your team members to improve in certain areas of work and seen some immediate results? It works! While a negative feedback results in improvement and performance enhancement, a positive feedback gives motivation to continue to perform even better. Also, not all feedback needs to be positive or negative. It can be just a simple indication saying the individual is on right track!

Giving / Receiving feedback isn’t easy. A lot of people don’t want to give feedback simply as they don’t want to confront each other, which could also be a probable start to the “Blame Game”. What we must understand is that we must be prepared to take the feedback in the right spirits! A lot of times we tend to believe that the person is giving negative feedback because “he doesn’t know enough”, or “she wants to me fail!”. That’s almost like moving towards the “Blind Spot” even further.  We must also learn to give feedback effectively – making sure that the other person understands the right intent behind it. If you make it sound like a complain, defensive behavior is inevitable.

The concept of feedback doesn’t apply only within the important areas of work. It can be in smaller things also. The more you give feedback, the more improvement you will see in things around. What changes would you like in a report, appreciating the new HR initiative, telling the R&D team about how the new toothpaste flavour has turned out and what could have made it better, little feedbacks can make your life easy. It’s also about leaving a comment on this blog and saying if it is in the right direction.The same is applicable even in your personal life. It’s there in telling your driver how well he drives and saves so much of your time. It’s there in asking your spouse whether he / she would like to change something about you.

PS: You can also reach me out at @agrawalsanjeev on twitter.

* Johari window is a great psychological tool used to help people better understand their interpersonal communication and relationships. This blog  addresses only the top right hand corner of the box.

It all depends on me

It all depends on me. The thought is simple but I have a complicated story found on the net. You do need to read it carefully, to appreciate the depth in this story.

This story is about a Jew man named Elazar ben Durdaya. Elazar had become addicted to allurements of lust and passion. One Day, he was told by someone, "Elazar, you are beyond salvation, there is no World to Come for you." Something about what she said or the way she said it, shook Elazar. He was driven by an overwhelming desire to return to a Godly path, if only God would forgive him. He cried out to the mountains and hills and said, "Please, plead my case for me, ask God to have mercy on me." But they responded, "We must plead for ourselves." ." He turned heavenward and cried, "Please, heavens and earth, intercede on my behalf." But they too answered, “We must ask mercy for ourselves.” He begged to Sun, Moon and Sky and still received the same response.

Elazar fell to the ground and cried from the depths of his soul. After a time he rose and spoke the truest words that had ever crossed his lips, "The matter rests entirely with me, the responsibility is all mine." And that moment his soul left his body. A heavenly voice then rang out and said “Elazar, your repentance has been accepted, you are worthy of the World to Come.”

Elazar was trying to make amends, but he was also trying to shift the blame. When he asked the mountains and hills to intervene, he was really thinking, "It's my parents' fault that I turned out like this. They didn't discipline me enough, they didn't have the time to invest in me, they spoiled me." But this plea was rejected. He turned to heaven and earth, both symbols of the society that he was raised in. "It was the environment I grew up in, my friends, my school… Everybody was doing it. It wasn't my fault." But this defense wasn't answered either. He tried again, and turned to the sun and moon, both symbols of affluence. "It was the glitz and the glamour of how I grew up. There was so much emphasis on the material world, I couldn't escape it." But again, nothing. In his last attempt of self-defense, he blamed his destiny to be how he is, but to no avail. Finally after a cathartic cry he found the strength to look inward. He realized that he couldn't shift the blame to anyone else. "It's all my fault," he admitted, "I am the only one truly responsible for my behavior." And in that moment he merited eternal life.

In modern era, there is a Peanuts cartoon where the authoritarian Lucy is busy handing out to her friends lists of their faults & imperfections. When challenged as to what right she has to do this, she responds, "I want to make this a better world for me to live in." We live in a "me" society. Sometimes it seems as if we live in a culture of victimization where it is always someone else's fault. How easy it is to rationalize my mistakes and blame circumstances "beyond my control" for errors of my own creation. The self-centered syndrome becomes a norm for those who find it natural to "pass the buck" and place the blame on others.

More often than not, this is what we do in our professional lives too. We are so engrossed in our day to day work, that instead of trying to sort out problem ourselves, we choose to externalize the problem to other people or circumstances. So much so, that we almost take assumptions in other people’s functions – “Boss will never approve it”, “XYZ team is too lazy to work out on this new project”, “ABC team continues to send crappy data”, “Team is filled up with defensive people” – Aren’t these a few comments that we carelessly make to show our helplessness to reduce our pain points?

Some of it is true. May be there are many things that are beyond our control and will continue to give us pain in our day to day functioning. But the question really is “Are we putting enough efforts from our own side?”. Can you cross your heart and say that “I have not been able to solve this problem because I could not have done anything else about it”? Possibly not. The next question is, whether we have defined our pain areas or not. Because its so easy to shirk the responsibility by externalizing any issue, we continue to work like we are, continue with the pain areas , without even thinking of the possible solutions of the problems. Across the various meetings over my career i have realised that the inidividuals identified the problem, offered the solution and worked on resolving them. I only helped in putting a structure to their thoughts. The solution was well within them.

So next time you complain about anything – Look within, the answer probably lies there! Or think about Elazar ben Durdaya and how he got his salvation.

Intellectual dishonesty

This is a more provocative thought than the one posted previously. Please do read it with an open mind (and heart).

Intellectual dishonesty is the advocacy of a position known to be false. An argument which is misused to advance an agenda or to reinforce one's deeply held beliefs in the face of overwhelming evidence to the contrary.

In all our daily lives, there are a lot of times that we knowingly or unknowingly go through this phenomenon of ‘Intellectual Dishonesty’. Whilst sub consciously we know what we are saying / doing is incorrect, we still go ahead and do it as it will benefit us in some way or the other. Just for a few examples:

·         “I am in Sync” : Believing X but saying I Believe Y : You have concerns with a subordinate’s work. You have given him hard time in a few instances. When you sit for his appraisal, you give him ratings that look decent as you don’t want to confront him. But to HR, you recommend poor increment and no promotion. When appraisal results come and he asks you, you blame it on HR & company policies. In the short run, everything is fine. But the poor guy never even comes to know that he is bad at his work and he continues to be bad, or probably worse, because now, he is even critical of company policies. What you thought was a win-win, is a lose-lose!

·         “I have completed” : You complete your work, knowing fully well that it is for the sake of doing so : You have to complete your work by day after tomorrow. You are not sure whether what you have done is correct or not. Late night, you send a mail to your colleagues to check whether the file is correct or not. You know that there’ll be no response on it. Day after, you freeze the file and circulate it to a wider group. Next time during the discussion, you say that you had asked for verification and no one bothered to reply. You won the argument, you lost the trust!

·         “I am helpless” : Without putting efforts, you externalise the problem: The sales are not moving up and the pressure from your boss is rising every day. You know everything is going as per daily routine and set processes. When asked, why is the sales not happening, you blame it on “Inflation”, which is the flavor of the season. Boss hesitantly agrees. The next time, when inflation drama is over, you look for another situation to blame the low sales upon. The sales never grow as no new efforts are ever taken by you!

·         “I am right” : Not agreeing to the other person, even when you know he’s correct : You are in the middle of an argument. The opponent shares some statistics, which are right, but now, it's against your ego to agree with him. You keep on going around the conversation trying to drive your point and finally end up in an ugly disagreement. You go ahead and implement what he was saying, as you know it was correct!

·         “I ignore” : Not acknowledging the question itself, if you don’t want to answer : When asked in a meeting by Boss, "Are the new merchandize displays up?", you, even after knowing that the displays are not up, do not answer. A "no answer", in most cases, indicates positive reply. By not answering you have avoided getting battered, but hidden the truth.

These are some of the instances, where we tend to be dishonest with ourselves. Just to avoid momentary discomfiture, we go ahead and falter with the end results. Sometimes, it's just to satisfy our ego or plain laziness!

Whilst there might not be a direct next step for this thought, my only intent is for you to acknowledge the same within yourself, and ask the right question to “yourself”. Whether you agree or disagree with the thoughts, it would be a pleasure to know your view.

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