Sarama
In all these years, I had never wondered about Vibhisena’s wife. I got called to her attention via the dud movie, Adhipurush, where she plays an important part in Lakshmana’s recovery from Indrajit’s vicious attack. She is the one who raises to Rama’s attention, the existence of the Sanjeevani herb that can serve as an antidote to the poisonous wound. This beautiful character garnered controversy for the wrong reasons. Sarama is known to have had a close relationship with Sita when she was at...
Happy 47th AK
AK would have been 47.. but alas! Still in my fond memories. Rushing to catch the same 5B bus as she would, walking back from Adyar Signal for a short furlong or two to Parameshwari Nagar and then a long trek back to my place.. Some things last such a short clock time and yet they last a lifetime in memory. This is an inversion of the Pareto principle where the most memorable incidents are also some of the most extreme emotions that one feels, whether pain, joy, success or of course, love. Re...
AI Introduction to Italian Brainrot
Meet Cocofanto Elephanto: The Newest Star of Italian Brain Rot Lore In the kaleidoscope of chaos that is 2025’s meme culture, one name has stomped through the forest of our collective consciousness and exploded onto everyone’s For You Page with a trunk full of weirdness: Cocofanto Elephanto. Born deep within the wildest corners of the Italian Brain Rot multiverse, Cocofanto Elephanto is not just a character—he’s an experience. With coconut-shell armor, bubble-wrap feet, and a trumpet trunk th...
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Sarama
In all these years, I had never wondered about Vibhisena’s wife. I got called to her attention via the dud movie, Adhipurush, where she plays an important part in Lakshmana’s recovery from Indrajit’s vicious attack. She is the one who raises to Rama’s attention, the existence of the Sanjeevani herb that can serve as an antidote to the poisonous wound. This beautiful character garnered controversy for the wrong reasons. Sarama is known to have had a close relationship with Sita when she was at...
Happy 47th AK
AK would have been 47.. but alas! Still in my fond memories. Rushing to catch the same 5B bus as she would, walking back from Adyar Signal for a short furlong or two to Parameshwari Nagar and then a long trek back to my place.. Some things last such a short clock time and yet they last a lifetime in memory. This is an inversion of the Pareto principle where the most memorable incidents are also some of the most extreme emotions that one feels, whether pain, joy, success or of course, love. Re...
AI Introduction to Italian Brainrot
Meet Cocofanto Elephanto: The Newest Star of Italian Brain Rot Lore In the kaleidoscope of chaos that is 2025’s meme culture, one name has stomped through the forest of our collective consciousness and exploded onto everyone’s For You Page with a trunk full of weirdness: Cocofanto Elephanto. Born deep within the wildest corners of the Italian Brain Rot multiverse, Cocofanto Elephanto is not just a character—he’s an experience. With coconut-shell armor, bubble-wrap feet, and a trumpet trunk th...
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<100 subscribers
Execution without a sound operating system just means chaos, FOMO and micromanagement. It is an energy drain, a tiring exercise of finger-pointing and one’s word vs the other: no written expectations, no sound commitments and no accountability.
For far too long leaders who do not want to confront the realities operate in this mode, only to be continually surprised and not realize their blind spots. They are ideologically caught in a trap of trusting but not verifying because someone once took a chance at them. They were not accustomed to micro-managing as they are naturally accountable themselves. They do not realize how much their team, especially if it is one loaded with Gen Z or newcomers.
For way too long these leaders wonder why their success does not translate to the success of their team. Why don’t anyone outside their teams realize what others in their team are doing. When it comes to promotions, not only are they passed up, their team is as well. Why? The lack of a system, the inability to scale.
What does it take to break the loop? A hurt to their pride. Pride in their speed, their quality, or their accountability. If it is more than one, even more. The worst thing that this accountable leader can take is a dent to their reputation or standing amongst other teams or peers. If there is a constructive forum where this gets called upon as the biggest hurdle, they are likely to act.
How do I know? Well, I have asked for many a friend before acknowledging some of these inherent flaws and blindspots in myself. How did I wake up, in a good cross team meeting where this became apparent and I was surprised by every one of it. One wise woman told me, “Hug them more, check on them often, they are missing you”.
What is the system we speak of? Just a routine of regular cadences and tie-breaks. Some coaching, some leading by example, and getting help for them before they need it. Clear structure, goals, and accountability chain. Can take as little as 3 hours to put in place and a couple of hours to enforce each week.
Getting out of denial, acknowledging the issues, and providing support is all it takes.
Execution without a sound operating system just means chaos, FOMO and micromanagement. It is an energy drain, a tiring exercise of finger-pointing and one’s word vs the other: no written expectations, no sound commitments and no accountability.
For far too long leaders who do not want to confront the realities operate in this mode, only to be continually surprised and not realize their blind spots. They are ideologically caught in a trap of trusting but not verifying because someone once took a chance at them. They were not accustomed to micro-managing as they are naturally accountable themselves. They do not realize how much their team, especially if it is one loaded with Gen Z or newcomers.
For way too long these leaders wonder why their success does not translate to the success of their team. Why don’t anyone outside their teams realize what others in their team are doing. When it comes to promotions, not only are they passed up, their team is as well. Why? The lack of a system, the inability to scale.
What does it take to break the loop? A hurt to their pride. Pride in their speed, their quality, or their accountability. If it is more than one, even more. The worst thing that this accountable leader can take is a dent to their reputation or standing amongst other teams or peers. If there is a constructive forum where this gets called upon as the biggest hurdle, they are likely to act.
How do I know? Well, I have asked for many a friend before acknowledging some of these inherent flaws and blindspots in myself. How did I wake up, in a good cross team meeting where this became apparent and I was surprised by every one of it. One wise woman told me, “Hug them more, check on them often, they are missing you”.
What is the system we speak of? Just a routine of regular cadences and tie-breaks. Some coaching, some leading by example, and getting help for them before they need it. Clear structure, goals, and accountability chain. Can take as little as 3 hours to put in place and a couple of hours to enforce each week.
Getting out of denial, acknowledging the issues, and providing support is all it takes.
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