Transformation through Dissatisfaction is a great possibility; A Social Development Model proposed by Global TV, Inspired by HCL’s Journey of Shiv Nadar

NV Paulose, Chairman, Global TV +91 98441 82044

World is changing constantly. But the changes are very slow and miniscule. True transformation is a very quick phenomena. It often begins with dissatisfaction and take things by storm to destruct the existing and to recreate everything new.  

But, the model of Shiv Nadar shows us about how to handle when we know the possibility of dissatisfaction. Better we initiate a transformation from within the system and retain the dissatisfied people from quitting from our fold. This is one of the great lessons to be learned from the great stories of HCL. We should know when the status quo no longer serves the purpose it was designed for.

The story of HCL Technologies and its visionary founder, Shiv Nadar, is a very inspirational one. The way he embraced people close to his heart is monumental to learn and to imbibe within our systems and settings. HCL model presents a blueprint for real transformation without any negation, rejection or revenge along with considerable community and social development. Let everyone grow with me is the approach involved in this process. This is fantastic.

We propose it as an informal massive collaboration between Media, Individuals and Institutions. At its core, this model draws on key principles from HCL’s journey, applying them to create a new paradigm of people-driven, sustainable development. Key factor in the transformation process is people and their time coupled with the space created when they come together.

An inspired idea gives momentum to their collaboration. Team formation, Role Creation and Revenue generation are the initial steps. Let this happen as a baby step. Let this be taken as a base point. How much we earn is not very important at this point of time. It is alright to learn mathematics in single digits initially, but be sure that you are going to learn the same in multiple digits later.

Coming into Action | Begin at a Dissatisfaction with the Status Quo

Progress begins when we are able to come together and question what is existing and are able to envision what could be done to transform them. Dissatisfaction on universal matters like hunger should spark transformation at local levels. It is not that you feed your child showing hungry children in Africa. You should take it as a global issue existing at your locality as well. Identify universal issues locally and encourage individuals and organizations to address them locally.

Reflect on every areas in your current state, identify stagnation, and act decisively towards improvement. Challenge inequalities, inefficiencies, or outdated systems that hinder growth. Find better ways and collectively address them peacefully. It is nothing but creating viable revenue models in every issues around. There are no issues that cannot be handled collectively by the society. Those who challenge this philosophy are those who are aware of the power of it very much.

People Centric Approach

At HCL, employees were placed before customers, revolutionizing traditional business priorities. In the social context, this means putting people; the drivers of change; at the heart of every initiative. Empower individuals within communities to take ownership of challenges and solutions. Keep onlookers away. This is an inclusive approach that builds confidence, fosters collaboration, and ensures that change benefits everyone involved; not those who pluck the low hanging fruits.

Incremental Innovation

Innovation need not be revolutionary; sometimes, small, manageable experiments yield the most significant results. HCL’s method of fostering incremental innovation aligns perfectly with community development. Small-scale, locally adapted initiatives can drive sustained improvement, ensuring solutions are effective, scalable, and culturally relevant.

Reverse Accountability

Leadership is most effective when it is accountable to the people it serves. HCL’s reverse accountability model; where employees rated their bosses; promoted transparency and trust. In social development, leaders must remain answerable to their communities, ensuring decisions are people-centric and outcomes are aligned with collective needs. This accountability fosters trust and creates a shared sense of purpose.

Applications of HCL Model to Mushroom People Intense Service initiatives.

Imagine we mushroom service initiatives with little to no capital investment but powered by human enthusiasm, energy, and commitment. This model can inspire the creation of people-focused formal or informal initiatives that mobilize large groups for causes such as education, healthcare, sanitation, and environmental conservation. These organizations can operate at minimal cost by tapping into the intrinsic motivation of individuals to serve their communities. People themselves are the capital for such initiatives with them coming together in large numbers.

Empowering Communities for Self-Development

Same principles of dissatisfaction and people centric approach can empower communities and societies to take charge of their own development. Through participatory approaches, we can identify our challenges, design local solutions, and implement them incrementally. This decentralization of power encourages ownership and sustainability, as change is driven by the very people it affects.

By encouraging active participation and fostering a sense of ownership, people are more likely to embrace initiatives, participate in their implementation, and sustain their outcomes. A culture of continuous improvement, even with limited resources can bring lasting impact in the society at large. Reverse accountability nurtures a new generation of leaders who serve rather than dictate.

When leaders are answerable to their teams or communities, decision-making becomes more inclusive, equitable, and transparent. Empowering communities to take charge of their progress is fantastic. It ensures that development initiatives are not dependent on external support. Let people be at the centre and small-scale innovations drive progress.  Such models can create self-sustaining ecosystems of growth and development. Let us initiate them at every possible way.

This is a Vision for the Future and the Future begins now! Right Now!!

HCL transformed the IT industry through its innovative management practices. This model has the potential to transform society. By embracing dissatisfaction, putting people first, encouraging incremental innovation, and promoting reverse accountability, we can drive meaningful and sustainable change.

 “Transformation begins when progress stagnates”; Said Shiv Nadar. This is a rallying cry for society at large. The power to reshape the future lies in the hands of the people who challenge the present and empower individuals collectively to initiate mass movements to create a brighter and more equitable tomorrow.

Story of HCL is a roadmap for how we can become architects of transformation by coming together and contributing drops of time and commitments.

Great Shiv Nadar; Early Life and Entrepreneurial Spirit

Shiv Nadar was born in 1945 in Tamil Nadu, India. He grew up in a family of modest means. His father was a government employee, and the family faced financial constraints. Despite these challenges, Shiv Nadar showed an early passion for learning. He was deeply curious about technology and how things worked.

This curiosity shaped his academic pursuits. He enrolled at PSG College of Technology in Coimbatore. There, he earned a degree in electrical engineering. His education laid the foundation for his future endeavors. It also fueled his dream of doing something impactful in the field of technology.

Can we learn lessons from The Birth of HCL and replicate the same in our social development scenario today?

In 1976, Shiv Nadar co-founded Hindustan Computers Limited (HCL). The company began its journey in a small garage in Delhi. The vision was very ambitious and he truly wanted to put India on the global IT map.

The early days were full of hurdles. Resources were scarce, and the market for IT in India was still nascent. But Shiv Nadar was determined. He believed that India had the potential to become a global leader in technology.

Together with a team of like-minded individuals, he started the company with a focus on innovation. They worked tirelessly, often making personal sacrifices. Their belief in their mission kept them going.

HCL’s journey was not an easy one. They had to navigate a market that was still warming up to the concept of personal computing. Yet, Shiv Nadar and his team stayed resolute. They were willing to take risks and think big.

Slowly but surely, their efforts began to pay off. HCL not only survived those early challenges but thrived. It emerged as one of the first companies in India to design and manufacture computers. This was a revolutionary step at the time.

Shiv Nadar’s determination and his team’s hard work, laid the groundwork for what HCL would become. From a small garage in Delhi, the company grew to become a global IT powerhouse. It was the realization of a dream that started with a young boy’s curiosity and a desire to make a difference.

Address Internal and Interpersonal Conflicts through Appreciative Inquiry (AI) and Neuro Linguistic Programming (NLP)

By NV Paulose with Sir VM Ramalingam and Dr. Ruksana Hassan

Appreciative Inquiry encourages us heavily to shift our focus from problems to possibilities, while NLP provides tools to reframe and anchor positive emotional states. An unconditional approach towards resolving the issues once for all is the true requirement to get the issues resolved. 

• Resolve personal issues effectively to build healthier organizations!

Conflicts, both internal and interpersonal, are a natural part of human life. But, when these conflicts stem from unresolved emotional issues, they can cause significant challenges for individuals, families, and even institutions. People are aware of the issues but are not able to address it within themselves.  

When issues are deep rooted and things are not getting resolved with your efforts, it is essential to adopt constructive approaches, such as Appreciative Inquiry and Neuro-Linguistic Programming (NLP) to resolve them once for all.

Appreciative Inquiry (AI) and Neuro Linguistic Programming (NLP) are time tested methods for organisational development and individual transformation respectively. When these are combined appropriately, it will help you to build healthier organizations and resolve personal issues effectively.

Leaving the issues unresolved only will make it worse and take away all the happiness of the good things that are happening all around. Take a small step now and prolong it through the day to identify the strength of individuals, individually and collectively, and to document them in a format visible and appreciable.  

The Power of Recognition and Documentation

One of the powerful transformative steps in resolving conflicts is identifying and celebrating strengths of the people, both individually and collectively. This single step when done without directives and prejudices will change the entire climate in your system. Working with Vruddhi Institute, Bangalore will help you to club Appreciative Inquiry and Neuro Linguistic Programming in this process.  

Appreciative Inquiry encourages us heavily to shift our focus from problems to possibilities, while NLP provides tools to reframe and anchor positive emotional states. By dedicating time to observe and document these strengths, individuals and organizations create a visual map of resilience and potential.

Such documentation serves as a reference point, inspiring consistent efforts to maintain positive momentum. Whether it’s a personal journal, a family gratitude board, or an organizational vision document, the act of capturing strengths builds confidence, reinforces collaboration, and lays foundation for sustainable change.

An unconditional approach towards resolving the issues once for all is the true requirement to get the issues resolved. Proposing about how to do the process is an interference into the process. Hence, limit yourself not to influence the flow of the process and focus on the outcome that you are seeking from the process.  

Understanding the Root Causes of Conflicts

Internal and interpersonal conflicts often have their roots in early childhood experiences. During formative years, the mind is particularly vulnerable, and the events, relationships, and emotions encountered during this time can leave lasting imprints. These experiences shape how individuals perceive themselves, others, and the world around them. What happens in the childhood lay the foundation for emotional responses and behavior patterns even in their adulthood.

Here are the four primary causes of such conflicts, explained in greater detail:

Fear: Fear often stems from early encounters with danger, failure, or rejection. For instance, a child who grows up in an environment of unpredictability or harsh criticism may internalize a sense of impending threat or insecurity.

This could manifest later in life as avoidance behaviors, over-cautiousness, or difficulty trusting others. Fear acts as a protective mechanism.

Frustration: Frustration arises when individuals perceive barriers to achieving their goals, desires, or expectations. A child who consistently faces unfulfilled needs for attention, validation, or resources may develop feelings of helplessness or resentment. In adulthood, this can turn into different forms.

Impatience, chronic dissatisfaction or difficulty adapting to setbacks are common forms of its reflections. Frustration often fuels conflicts, as individuals project their unresolved emotions onto others. The blame game take us nowhere.

Anger; Anger is an emotional reaction to perceived injustice, mistreatment, or unmet expectations. It often stems from childhood experiences, such as feeling ignored, unfairly treated, or excluded. Anger is an energy in wrong direction.

Anger has a potential for positive transformation when addressed thoughtfully and resolved cheerfully. Resolved feelings can lead to greater self-awareness, resilience, and a deeper understanding of personal potential.

By channelling anger fruitfully, individuals can become advocates for fairness, organisational justice and improved relationships.  Anger becomes a catalyst to turn challenges into opportunities for personal and interpersonal development.

Anxiety; Anxiety often originates from uncertainty and unpredictability during childhood. A child who grows up in a chaotic or overly critical environment may develop a persistent sense of worry or unease. This anxiety can become deeply ingrained, influencing how we perceive and respond to future uncertainties.

In adulthood, it may manifest as chronic overthinking, avoidance of challenges, or an inability to stay present in the moment. The child manifest on and often.

By understanding the root causes, individuals can gain clarity on their emotional triggers and begin the process of addressing and resolving their conflicts. While many individuals naturally overcome these issues with time, life experiences, or guidance from teachers, parents, and mentors, others may carry these unresolved emotions into adulthood. When left unaddressed, these emotions can manifest as habits or behaviours that disrupt personal and professional relationships.

Additional Root Causes of Conflicts

Apart from the four primary causes, other contributing factors include:

• Insecurity: A lack of confidence in oneself or one’s relationships.
• Low Self-Esteem: Negative self-perception, self-doubt, and a lack of belief in one’s abilities.
• Unresolved Grief: Emotions related to unprocessed loss, trauma, or major life changes.
• Lack of Boundaries: Poorly defined personal boundaries in relationships, leading to misunderstandings and emotional strain.

The Consequences of Unresolved Conflicts

When conflicts are ignored, they can escalate, causing harm not only to the individual but also to their family, colleagues, and community. Individuals suffering from these unresolved issues may develop maladaptive coping mechanisms such as:

• Substance abuse.
• Aggression or withdrawal.
• Emotional manipulation or avoidance.

These behaviours can damage relationships, harm reputations, and impede personal and professional growth. Additionally, the presence of unresolved conflicts often leads to a phenomenon known as secondary gain.

Understanding Secondary Gain

Secondary gain occurs when individuals instinctively maintain negative emotions or behaviours because of the perceived benefits they bring. For example:

• Anger: Used to assert control or manipulate others.

• Anxiety: A means of avoiding responsibility by garnering sympathy.

While these behaviors may offer short-term benefits, they ultimately reinforce the underlying issues, preventing individuals from achieving lasting resolution.

The Role of Appreciative Inquiry

Appreciative Inquiry is a strength-based approach to problem-solving that focuses on identifying and building upon what works well. By emphasizing positivity and collaboration, it can:

• Foster a constructive environment for families and organizations.
• Encourage individuals to recognize and leverage their strengths.
• Shift focus from problems to opportunities, promoting sustainable growth.

How NLP Therapy Can Help

Neuro-Linguistic Programming (NLP) offers practical and effective methods to address the root causes of conflicts. By using NLP techniques, individuals can:

• Gain awareness of their negative thought patterns.
• Reframe their emotional responses.
• Develop healthier coping strategies.

NLP Techniques for Resolving Conflicts

Here are some powerful NLP techniques that help individuals overcome fear, frustration, anger, anxiety, and related issues:

• Reframing: Changing the interpretation of a situation to reduce negative emotions and foster positivity.

Example: Viewing a challenging task as an opportunity to grow rather than a burden.

• Anchoring: Associating positive emotions or states with specific triggers to replace negative responses.

Example: Using a calming gesture or thought to counteract anxiety during stressful situations.

• Visual-Kinesthetic Dissociation (VKD): Detaching from negative emotions by reimagining past events from a neutral perspective.

Example: Watching a past traumatic event as if it were a movie, reducing its emotional impact.

• Meta-Modeling: Asking clarifying questions to challenge and reshape negative thought patterns.

Example: Replacing the belief “I always fail” with “What can I learn to improve next time?”

• Parts Integration: Harmonizing conflicting internal “parts” or desires to promote inner balance.

Example: Aligning the part that seeks independence with the part that values connection.

• Time Line Therapy: Releasing negative emotions associated with past events to reduce their influence on present behavior.

Example: Letting go of unresolved anger from childhood to improve current relationships.

Moving Toward Resolution and Growth

By addressing the root causes of conflicts using Appreciative Inquiry and NLP techniques, individuals can:

• Break free from the cycle of negative emotions and secondary gain.
• Enhance their emotional intelligence and resilience.
• Build stronger, healthier relationships.
• Achieve personal and professional growth.

Families and institutions play a crucial role in supporting individuals through this journey. By adopting Appreciative Inquiry as a regular practice and introducing NLP therapy where needed, we can create environments that foster healing, harmony, and growth. These holistic steps resolve conflicts and contribute deeply to the well-being of individuals, families, organisations and society at large.