Qualifications or “Callification,” Selection and Retention Criterion

 

Endless Efforts

 

“Callification?” Your efforts to find out what it means in the dictionary shall go in vain. I just made it up.  Patiently read through it; you will know what it means.   

The three submersible pumps working continuously and in tandem could not fill the colony’s overhead tank. The employees kept the pump running. One pump ran dry far too long and burned itself out. The open well also ran dry. They told no one. Why should they? They had nothing to lose. I noticed the unusual activity and enquired. This had been going on for a few days. It should not have. 

I did a quick calculation of the flow rates of the pumps, the capacity of the community tank, and the tanks over the individual houses. Considering the endless efforts of the pumps, all the overhead tanks should have been filled and overflowing. It did not happen. I concluded that there must be a leak somewhere in the pipeline. The large amount of water that leaked out must have gone under the foundation of somebody's house. People seemed to be oblivious to the potential losses and damage. 

Stimulus 

“Let us check the pipeline to identify and plug the leak,” I suggested. “You have no qualifications to decide what is wrong with the water distribution system,” came the only response in the group. I was not surprised. I did not expect anything different from that individual. Did the crass response stem from deep-rooted prejudice germinated in ignorance? 

Ignorance? The individual had never bothered to ask me about my qualifications or experience. He could not have known about my academic or professional qualifications.  I did not have to revisit the lessons in fluid mechanics or applied engineering or fall back on my experiences in managing the civic amenities of one of the biggest cantonments to understand the elementary science problem. I also did not have to rack my brain to remember my lessons in missile technology. After all, determining why an overhead tank refuses to fill up is no rocket science.  

Prejudice? Prejudice is a platform internally constructed by an individual using preconceived notions about individuals, groups, or even things. The result of a “taught” or “thought” concept, it invariably becomes a subconscious driver. It influences, often negatively, everything an individual thinks, says, or does. We all carry prejudices of some sort and tend to use broad-brushed templates in our thoughts, and actions. Some amongst us make it obvious and take it to obnoxious levels. Prejudice is the result of our inability or unwillingness to reason out within ourselves. If we sit down and dispassionately analyse our conversations and the decisions we have taken over time, we should be able to spot the prejudices underpinning them. 

Many believe that the job of the Army is to only guard the country’s borders. They think that everybody in the army stands in rows along the borders preventing people from crossing over. Some feel the Army is all about marching and doing physical exercises in the morning to prepare themselves for a duel at the border and doing sentry duty. They ask, “What does the army do when there is no war?” They cannot fathom the extent to which officers of the Indian Army toil on various contemporary academic and professional subjects. Their mobility up the hierarchy ladder is largely linked to their performance in these tests. Unfortunately, such injurious ignorance is prevalent even amongst the “supposed to be” well-read.  

Response 

I was angry and instinctively wanted to respond in the same coin.  The wisdom that age, exposure, experiences, and knowledge bestowed on me forbade me from stooping down. I decided to deny traction to the foul mouth. His response, however, triggered a much deeper thought. I am, by nature, given to analyse the ‘why and how’ behind every ‘what’ I see or experience. Why did he say that? Nobody does anything once. There is always a pattern and they leave a trail. He did. 

Besides his prejudice, which I was aware of, there must be an underlying belief that prompted the response. In possession of a professional degree, he had given himself to the belief that formal qualifications define an individual’s competence and his place in society. It showed in his generally loud and contemptuous behaviour. Unfortunately, there are many like him, enslaved by similar beliefs. This misplaced belief has forced people to obtain fancy qualifications by whatever possible means. It is common knowledge that people adopt illegal means to secure academic degrees. Some go to the extent of even buying doctorate degrees. Esteem somehow seems tagged to the few letters that find a place after an individual’s name. Do formal qualifications denote competence?   

Understanding “Callification” 

The discussion does not in any manner advocate the thought that an educational degree is a waste of time. One needs to have the basic requisite educational qualification. Mere possession of the qualification, however, is no guarantee of the presence of expected skills or the aptitude to apply the acquired knowledge. If an educational degree defines comparable competence, two equally qualified professionals like chefs, doctors, economists, fashion designers, lawyers, or musicians, should all demonstrate comparable performance. This is not the case. 

Everyone gets the initial foothold into a profession using the few letters representing a mandated educational degree. It may also be the inescapable requisite for career progression. Degrees merely indicate that the person has cleared a qualifying examination, by whatever means. The marks obtained by the person do not in any manner indicate his proficiency. It merely shows how well he fared in recalling answers to the questions, which in turn was anyway a matter of probability. This gives the individual the required ‘qualification’ to secure entry to an organisation or a job. Once an entry has been obtained, they need to perform in the role assigned. In performance, the difference between grain and chaff lies in “callification.” Without callification, however, smart one may be, one cannot make lasting Impressions in the field one has chosen. 

“Callification,” is the calling from within. If a person has a calling from within to be in a profession, then the quality of the work, he or she gives the organisation and the impact the person makes easily stand out from the rest. They are normally so self-motivated that they only need to be told the end state, not the how. Team leaders can easily distinguish between those driven by qualification and fired by “callification.” 

Selection Criterion 

Recruitment is now mostly an outsourced activity. Recruiters and head hunters are guided by the selection criteria template provided by the client. They look only at the qualification and track record of the prospective resource because they have no means to determine the callification.  Team leaders at all levels would love to have those fired by “callification” because it makes achieving goals easy. Many “callified” people are considered mavericks and leaders unsure of themselves may be loath to have them around. 

One of the common responses I get to most of my articles is, “What is the remedy?” There is no panacea for HR problems. It must be tailored to suit each situation. I cannot help HR professionals or those involved in making policies on selection, career progression, attrition,
and retention, by prescribing any means to determine if someone has the “callification” that they are looking for. I certainly know of a CEO who goes to great lengths to look for it.  

The CEO 

The qualification required to get on to the organisational roll is just an engineering degree. The degree guarantees the prospective candidate only an opportunity to sit for an examination conducted by the firm.  The exam unlike entrance processes adopted by many other firms focuses mostly on the application of knowledge that the qualification was supposed to have provided the candidate with. It also evaluates the ingenuity and adaptability of the candidate. 

Once a candidate gets through the written gateway, he or she faces an interview. According to the CEO, they look for the “spark” in the candidate. Talking to the CEO, I understand that the candidate reveals the presence or absence of the “spark” they are looking for within the first five minutes of the interview. The candidates call it the “desire to do something special” and I now call it “callification.” The candidate’s lack of communication skills does not become a barrier in this determination process.  It is a vibe, a feel that the candidate sends across and one that can easily be picked up by the discerning. The firm attributes the almost 100% retention of the resources to that spark or callification. The firm has been growing, in size and business. 

With no malice to recruiting agencies and professional head hunters, third-party recruitment may always ensure qualified resources, not “callified” ones.  Organisations staffed by “callified” people can make even deserts bloom.

The Cat School and A Crown I Refuse to Give

It was quarter past 7 in the evening. Anne and I  were seated on the veranda chairs for our daily dose of post-dinner conversation. The day had been very warm. A cold moist breeze gently blew in. “It's raining somewhere,” I said. She didn't reply. She put a finger over her lips and then pointed towards the cat on the road.

We live in a gated community. The colony road, at its broadest outside our house, serves as a tiled pad for turning vehicles. The mother cat was there with her kitten. A child in the colony had brought the mother cat into the colony as a kitten. She was smart and grew up to be a beautiful cat. Ever since, tomcats in the neighbourhood viciously vie with each other for her affections. She litters regularly. 

Seated majestically, she had a rat under one of her paws. Her kitten sat curiously watching the rat struggling to escape. Without warning, she let the rat free. What followed was a hunt in slow motion. The rat ran for its life. The kitten seemed lost. Mama chased the rat, caught it, returned to where she was and settled down. Then without warning she released the rat again. The kitten chased the rat  but failed to catch it. Mama wouldn't let the lesson end in failure! The lesson was repeated a few times. The rat also must have got tired of futile attempts to escape. Finally, the kitten got it right and caught its first feast. “Efficient teacher,” remarked my wife. 

Jungle demands survival skills and matriarchs invest a lot in enabling progenies. What about us ? I wondered. 

There are more than one answer to each question in life. They are present around us. But it reveals itself only if one has the eye to see, ear to hear, head to decipher and heart to relate. I had my chance. This issue had come up for post-dinner discussion a few days before the ‘cat’ incident.

A friend of mine had recently ventured into the field of business. An attempt to start something, especially a business, that demands a lot of physical and mental commitment when one is well past sixty, the decision and follow through, the least to say, is incredible. My friend had retired from the army where he held a very senior position. He had a pension and could spend his days pursuing his passion. I was proud of him. “What prompted you to start this?” I asked. “See Jacob; I couldn't have handed over my designation to my son. But in business, I can anoint my children,” he replied. 

Awash with guilt for a moment,  I realised that I had done nothing like that for my girls. All along when they grew up, they were guaranteed only facilitation for their education. They had to be on their own for everything else. They did exactly that. They chose the field they wanted and toiled hard. One a Masters in Business Administration and CS and the other an IITian, they never disappointed me. They roughed it out in the wide open world and found their space.

Did I fail my children? 

Enabling progenies by creating a conducive environment is a parenting responsibility. Empowering them to achieve their goals is a step ahead. They have the authority to decide for themselves. They have the responsibility and therefore the accountability to themselves for what they have become or haven't. Handing over a crown and anointing them was never on my agenda. Did I abdicate my responsibilities?

There was no reason for me to grudge his reasons but his cause was at great variance with my convictions. Right and wrong is a matter of perception, a considered choice of every individual. He  might be right. 

Was his endeavour a pursuit of passions or driven by compulsions? Passions could be compelling but can compulsions become passions? Maybe!

It is said that survival is the toughest in The Savanna. Life and death are in an undetachable embrace there. Every death in Savanna sustains many others' life and every living thing, flora or fauna, is a potential death threat to another. Each mother in the wild Savanna knows that chances of survival of offspring depend solely on their ability to defeat death at every corner and every moment. We comfort ourselves in the belief that such life is confined only to the wild. We call it ‘Law of the Jungle’!

Think again. We could be wrong. They may be better off than we think.  A close look will reveal that odds stacked against human species are far more than that we currently comprehend. According to one study, the entire human population is cramped into less than 1.5 million square kilometers, a mere 1% of the total habitable land on the planet where as the wild animals have about 40 million square kilometers a whopping 38% as Forest. We normally speak about endangering other species by encroaching into their space, but remain silent and criminally oblivious to the unpardonable death and destruction we cause to our own species in the quest for religious, political or economic dominance. In such an environment, shouldn't we be enabling our offspring far better and more seriously than the mothers in the wild?

Unconsciously, it is the same parenting instinct, as in the wild, but greatly skewed that compels us to create tangible assets to be handed over to our offspring in the belief that they will take it forward and hand it over to their offspring. Unfortunately, inadequately enabled and insufficiently empowered, the recipients soon waste out the assets.

“पूत कपूत तो क्यों धन संचे,; पूत सपूत तो क्यों धन संचे" wasn't said in vain.  

Creating assets in pursuit of one's own passion is great, but driven by compulsions to crown the progeny may not always yield intended results. Each Empire and each Kingdom of the past bears testimony to this profound truth.

Pursuit is a personal choice and compulsion a state of helplessness.

I have no crown to handover.

Additional Input

For those interested

The planet can be divided as follows

Land mass -149 Million Square KMs ( 29%).

Oceans   - 361 Million Square Kms (71%).

Of the total landmass  (149 Million Square KMs)

106 Million Square KMs (71%) is habitable.

 15 Million Square KMs (10%) is Glacier

28 Million Square KMs (19%) is Barren Land

Of all the habitable land in the world (106 Million Square KMs )

48 Million Square KMs (46%) is used for Agriculture.  

40 Million Square KMs (38%) is Forest

<17 Million Square KMs (14%) is Shrubs

>1 Million Square KMs (1%) is settlement and Infrastructure

>1 Million Square KMs (1%) is Freshwater

Recognition, Where Due

 

Centrality of Easter

Christians, world over, celebrate Easter today. The nature of celebrations is primarily dictated by local customs and traditions. The central theme of Easter celebrations inevitably remains the resurrection of Christ, the Son of God,  the sacrificial lamb, and the way to eternal life . One of the pillars on which Christianity rests is resurrection. 

Beyond Christianity

There is an interesting aspect within the Holy Bible that goes beyond Christianity. It is something that we often come across and experience but seldom find courage to emulate. It is about recognising and acknowledging someone’s contributions, often  against great odds, at great personal risk and costs. Let us revisit resurrection in a new perspective to understand the role of two individuals, hardly spoken about. Maybe you could end up finding yourself there. Maybe you could end up identifying someone like that in your organisation.

 

The First Easter

Unlike contemporary Easter, marked by joyous celebrations, the day of actual resurrection according to scriptures, was one steeped in fear, despair, and disbelief. 

The masses who followed Christ for about three years were mostly peasants, poverty stricken,  downtrodden, and the lowest of the lowest in the society. They followed Jesus of Nazareth in the hope that he would overthrow the cruel and oppressive political and religious regime. They believed that He would lead them to better days, which He called the Kingdom of God. 

It was a Friday. The very man who promised them deliverance was sentenced to death by the very regime he promised to topple! He was crucified like any other criminal. He even suffered the ignominy of carrying his own cross all the way up to Calvary in front of the very same people, those He had promised the kingdom of God. He was charged with blasphemy and rebellion against the crown. He was an Anti National.  The majority wanted him dead.  He had become a threat talking against them and their ways. He had to die . He was crucified. 

His followers were let down by His death. Everybody who  went out to listen to him was scared. Those considered close to him went into hiding. The closest disowned him. His resurrection from the dead only added to the confusion.

Two Who Stood Out

Two individuals emerge very special after the crucifixion. The first was Joseph of Arimathea, a rich and eminent personality. He was a minister in the council. He felt what Jesus said was right but kept quiet out of fear of his community, the ruling majority. The Second person was a man called Nicodemus, a renowned teacher also a member of the nobility.  He is known to have met Jesus, secretly at night to understand the meaning of being born again or born anew. The underlying fact is that both belonged to the majority, believed what Jesus said was right but was scared of coming out in the open.

After the crucifixion Joseph approaches Pilate for permission to take the body of ‘Christ who is Dead’ for burial. He was joined by Nicodemus who provided the spices required for the burial. Imagine the danger the two put themselves in, trying to give the dead, an Anti National sentenced to death for allegedly speaking against the Kaiser, the ruler. Both these individuals did not have the courage to openly support Christ or to openly criticise the policies and practices of  the ruling elite. But His death changed all that.

It would have taken immense inner courage and moral strength to publicly proclaim through their deeds to say  “Yes; He was right”. They were putting themselves at the greatest risk and likelihood of reprisals by the administration. Being from the nobility, they certainly knew what the repercussions could be .  

Takeaway For Us

Easter, for Christians, is a celebration of hope over despair and victory of life over death. But Christians and non Christians alike it is an occasion that must draw our attention to the need of finding inner strength to stand up for what is right before someone is crucified even knowing what reprisals could bring about.

For Christians it may be an occasion to  reaffirm their faith in Christ but for everybody else it is an occasion to find Joseph of Arimathea or Nicodemus within, or at least identify and acknowledge the two outside. 

For the church, it is time to honour the two beyond what has been done till now.

Acknowledgment.

I like to humbly place on record that this article and the thought behind it was inspired by the message of Rev Dr Abraham Kuruvila

Harvesting Cognitive Dissonance

 Go Along 

Comical acts online or on TV, invariably comes along with an abundant dose of ‘canned laughter [1]’. We might miss the joke but not the laughter. Sooner than later, we too tend to laugh along; even when we don't quite get the joke. Our compulsion to go along is more pronounced when there are people around!  

WhatsApp group discussions play it out best. Anyone could have initiated it but inevitably, it gravitates to align with the opinion of an individual or a group of individuals. Initially there could be many widely differing views; strong, loud and clear. As discussions progress, differing voices either fall in line, or just fade into silence. Views that differ from the majoritarian are gradually given up, willfully or under pressure. It is not always necessary for the majoritarian opinion to be correct legal or valid, yet everyone goes along! Don't believe it ?

Revisit previous discussions on your mobile; it could provide undeniable proof! You can easily identify the dominant ones, the dormant mutes and the browbeaten. Eventually everyone tends to go along; to be in the group.  

Two seemingly isolated events but connected by a profound human compulsion called cognitive dissonance; the compelling desire to be with the dominant majority! 

 

Do We Always Go Along  

When our thoughts run contrary to the one predominantly held there is a sense of discomfort within us and we are driven to address it. The easiest way is to align oneself with the majority in view. Individuals to start with, homes, society and even Nation States are not exempted from this behavioral aspect. The degree and intensity of the dissonance experienced differs from person to person. More rooted one is to one’s belief, higher is the intensity of discomfort. If the dissonance has existential risk attached, likelihood of ‘going along’ is stronger.  After all North Koreans adore their leader!  

What happens when there is no existential threat? 

 

Conscience versus Pragmatism 

Mob lynching has become a common occurrence in many places. Individually nobody likes to kill or be killed. But seldom do we find anyone from within trying to prevent the mob from lynching the hapless. At least momentarily conscience of each individual in the mob goes dead.  

Many a time, people tend to go along even when they know, what they're going along with, may not be right. The discord within one’s conscience is often drowned in rudimentary survival need of being part of a group; the predominant human trait that helped us survive the wild, create societies and nation states and even wage wars against one another! Deeply imprinted into our genes, as an acquired  trait and perfected in the course of one's life, giving in to the majoritarian view guarantee us our place in the group and provides a sense of protection irrespective of what we hold as right or wrong. After all; it is more important to be alive to fight another day for another cause that may be more important to us: though that day may never come! In the choice between living by one’s conscience and being alive, spine gives way to survival instincts.   

The debate necessarily need not be on survival issues. Yet; it is it easier to be part of a group even though one knows that the group’s view or decision is wrong. It is our innate quality that draws us closer to the group even against the call of our conscience, justifying the unjustifiable. Those who stand firm by their conscience are either expelled from the group or forced to get out. They either perish in solitude or emerge separately creating groups that hold another set of views seemingly driven by their conscience. This is the path seldom trodden.  

Understanding Majority

Majority may not necessarily be defined in numerical sense always. One strong man can create a majority being the nucleus. Others, join for selfish reasons and the bulk, is made up of people often referred to as silent majority. They are there for fear of being seen holding contrary views. They easily shift to another power center when the wind blows that way. 

Driven by incompetence to voice, impotence to stand up and be heard, they are easily afflicted by cognitive dissonance. Organisations, associations and such bodies are infested with such people; certainly selfish and often scheming.   

Can Cognitive dissonance be productively channeled? 

 

The Mantra for Corporates

Getting teams to deliver and meet deadlines is one aspect that every organization wants. While diversity in skills, domain expertise and opinions add to the quality of options generated, success depends on convergence of thoughts post decision on the way forward and unity in action thereafter. Cognitive dissonance can be ‘managed’ effectively without impinging on individual’s esteem and eroding his skill set and willingness to deploy it. If such a conducive climate is created it can help the organisation reap rich.  

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[1] Canned laughter or laugh track is the pre-recorded laughter inserted into a audio or video programme. It is essentially a cue for those watching or listening to laugh.