Management Lessons From Rocket Singh

Hi Friends,
Please find the link to an article telling about the management lessons from the movie Rocket Singh.
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it talks about enterpreneurship.

Excellent. Well done. keep posting such a stuff.
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Great work :) Keep it up....
We should have more movies like this one.
Too bad people do not understand the real message of these type of movies & so these movies don't do that well.

Hi Amit,
Read your article. Amit I am also an ISTD passout (I found that you are also ISTD passout). So I decided to give my frank opinion. Hope you do not mind.
Amit I have been observing that it is becoming a norm to deduce some conclusions from some films and to tell others that we can learn from it. People wrote about "what we can learn from laagan" what we can learn from "chak de india" etc.
Now I have a problem with it. The things that people talk as learning points from this film is already known to us. For example you are talking about Serve your customers,make your work environment safe and respectful,Work closely with the best in the industry to understand business etc. I am sure everybody knowns it. We need not have to watch a movie to learn that. The real problem that we the HR people must address is "HOW TO PUT THOSE THINGS INTO PRACTICE".
But let me tell you Amit I do not want to take away any credit from you. The views are my person views.All the best.
Regards
jayram.

Hi Jayram,
I am delighted to see a healthy discussion. this is the real intention of putting posts here.
I am open to receive all view points.I respect your view and encourage such feedbacks.

My views on deducing lessons from movies and other aspects of life.
I am sure we all know the lessons and there is no rocket science in the lessons. The idea is that even a simple movie which seems to have plain entertainment can have something to learn. Everything around us teaches something or other. The entire universe is based on core human values which deduces the management lessons. Lessons from eagle, flowers, bee, ants etc are common.
This is helpful for trainings and makes the context interesting.Kind of story telling. Grabs attention ! Everyone knows ,its good to donate eyes but we need Amitabh and aishwarya to come and request to donate eyes. Rocket singh is a medium of story telling.Grabbing attention of the youth who would prefer watching Rocket singh to read steven covey or even vivekanand!

I agree, the tougher work is "how to put those things into practice" Let's collaborate to deduce methods to do so. PMS, rewards and recognition and work culture is imp. All this is derived from mission and vision of company and the structure.

Trust me Jayram, I would like to discuss more on implementation and develop customized tools for the same. Please share any specific situations ......I am always available at [Login to view]

And everyone...plz keep your views coming...

HI AMIT,
First let me congratulate you for your positive attitude. You are a young man(and so am I) and you will places with this attitude.

Now coming back to the topic of discussion I agree with you when you say that this type of analogies are good to catch attention. When Amitabh and aishwarya talk about eye donation it catches attention.But are you going to donate your eyes only beacuse Aishwarya says so? No.According to our belief(I do not think it is right) any body who donates eyes will be born as a blind person in his/her next birth.Believe me Amit I conducted a small survey on it and found that majority of people(who are highly qualified) do not want to donate their eyes for this reason. Now tell me whether the mission of amitabh is successful?

As a trainer you want to go further and your ultimate aim should be to change their behaviour.If you know marketing you must have come across a term called AIDA. Here A=Attention, I=Interset D=Desire A=Action

With your rocket singh exemple you succeed in generating attention. But what about I-D-A?I know lot of trainers(including reputed international trainers) conduct workshops of this type of themes.I also attended some of them.Comanies pay a large amout of money to trainers with the simple belief that this type of workshops will do wonders for their employees. But the benefits are very few and it lasts for few days only.

My only aim to make you think so that you can innovate and offer a unique solution to your client.I am putting my black hat so that you can put your green hat(Refer to six thinking hats).

Regards
sundarjayram.

hi Amilt,
I read the story ( Not seen the movie) and ur discussion with Jayram,,,,,,, my conclusition is that u have sharp mind and positive attitude and jayram too. In Indian movier we have lot of movies where lot of management lession is their. See the movie NEW DELHI TIMES, SHOLEY, CHEKC DE, LAGAN ETC, we can find lot of management lession from these movies.
You both are young, and I appricate your cretivity work and positive attitude.

Hi,
@ Simhan: thanks for expressing your point of view and giving links of 12 angry men. I haven't seen the movie, but will certainly see.
@jayram: I agree with your point. thanks for triggering the thought. i will work on " how to develop I D and A" based on these lessons and share soon. If you have any ideas, do share. I also agree that we should not just be motivational trainer who gets 5 star by playing games and showing videos or expressing analogies by relating to movies.
That,s just the first level of Kirkpatrick's model. I would think over and come back soon with effectiveness at all the four levels i.e. learning, behavior and result.
Let's keep this discussion on... its enriching and triggering thoughts!!
@ karthikprakas and jai bakshi: thanks for your feedback. i welcome all feddback and hope to develop a robust model based on all your feedbacks.It's just the beginning.

Hi Amit,

I feel you can do something like this:

1.Show the clips to audience

2. Instead of telling them all the learning points you can ask them what they have learnt.

3. You can also assist them so that they can properly express themselves.

4. In this way list all the learning points

5. Now ask them to assign some weight age (a ten point scale, 1means least important, 10=very important) to each learning point from their point of view.

6. After that ask them to think about all those learning points in their real job. For example if the learning point is TEAM WORK, ask them to think about those situations in which team work was required and how they performed. Ask them to convert into a rating (same ten point scale). For example if somebody had given a rating of 9 to team work after seeing the video clip, how much he would give to that learning point in his actual work performance. Here you can see some deviation. For example a person who gives a 9 rating to team work after seeing the clip, might have given a 5 in real work situation.

7. Your task is to do gap analysis. This sort of gap in rating comes because of two reasons-personal and organizational

8. The personal reason is that even though the person values team work, he is fearful that the team leader may take the entire credit if he gives his 100%. So in his real work situation he might have put only 60% of his effort. Now his fear may be related to his past experience etc.

9. Organizational reason may be lack of team culture etc

10 Explain this to your audience and ask them to write down both personal and organizational reasons in two separate papers. Give them the option to hand over to you both the papers or if they want only organizational reasons papers.

11. Keeping in view all the above ask them to write a job improvement plan.

12. Discuss the organizational factors of deviance with management

Regards

sundarjayram

i wld jst like 2 ask 1 thng wt u both hv personally contributed in ur respective fields 4 bringing in change apart 4m discussion itself.
will wait 4 the response