Observation and Appreciation

I am conscious of my limitations. One weakness is difficulty in, if not inability of, appreciating younger ones when they achieve their goals of performance. And children in family and in office would agree with this statement.

My belief is, if one achieves what one is expected to achieve, one should not expect appreciation. And this should apply to all younger ones too, whether at work or in family.

Of late I have tried to at least analyse why am I like that. My conclusion is I tend to set expectations which could be higher than normal. This invariably happens in relation to tasks I am proficient at performing. I am aware such subjective evaluation based on purely my yardstick may make me 'not a very welcome guest' in many groups.

Considering better late than never, I am developing habit to be appreciative of children's successful completion of tasks and at times failed attempts to achieve success.

I consider myself an observer and a learner, which is confirmed by Clifton's StrengthsFinder 2.0. I have been observing this young child, entering his teen and high school, currently having vacation, with working parents who get on with their respective jobs from relatively early morning (for vacation, very early morning) and remaining occupied till almost evening. This means the child is practically on his own, for five days a week. Fortunately for him, he is an Indian in a western world, having advantage of Indian values and western means.

I have been observing him for a couple of months now. They have recently moved into own house and getting acquainted with and setting up services. Do It Yourself (DIY) being the norm, family is in continuous state of discussing what all needs to be done. The younger one listens attentively. He interjects with suggestions and reminders but hardly audible.

His daily routine is highly predictable. He wakes up at leisure. But once up, he seems to be referring to a to-do list in his mind. He will mildly suggest "We have to..." and waits for response. I wonder how can a child be a motivator instead of needing to be motivated to do.. ?

In these two months I have seen him causing and completing removal of English Ivy creepers from over a huge area in their back yard, programming sprinkler system, repairing closet doors, locks and blind wands, scraping and painting garden swing, hanging large tv on wall, finding and helping buy required hardware and equipment, all hard manual jobs. He has taken on himself responsibility to ensure we get our dose of entertainment by switching on TV at regular show time and cricket broadcasts.

He attends his music classes, his extra credit subjects including personal health, does his daily exercise as taught in his study material, prepares for learning Spanish as Second language in school starting now and on his own created Internet of Things by connecting all smart appliances to his mother's phone.

I asked him how many equipment has he brought under remote control and which apps has he used. He sent me this list:

He has a couple of systems on his list and I believe he will complete them.

I wondered what is required to make such a child! And I recalled a profiling tool which helps in identifying top talent themes children are borne with. I suggested he takes Clifton's StrengthsExplorer, a tool developed by Gallop's psychologists for profiling young children and he did take. The analysis gave following summary:

While I have not observed evidences of the first one, I can vouch for the other two being his strengths used profusely.

I wish I had some of his talents. I also hope he builds on his strengths and grow up as a good, responsible human being.

PS: I wrote this sometime back and then it appears I did not post it here. I believe anytime is good time to confess, learn and grow

પરિવર્તન અને જીવનનાં મૂલ્યો

આજે તો સવારથી ગુજરાતીમાં, ગુજરાતીઓ વિશે, ખાસ અમદાવાદીઓ વિશે વિચાર આવે છે તો થયું કે ગુજરાતીમાં જ ટપકાવવા દે. આમે અમદાવાદમાં ગુજરાતીનું ચલણ વધારે, એટલે લોકોને અંગ્રેજી ન આવડે એવું નહીં, પણ નવા શ્રેષ્ઠીઓ જમીન સાથે જોડાયેલા હોઇ તેઓને ગુજરાતીમાં ખેડવાનું ફાવે.

સામાન્ય રીતે દિવસની શરૂઆત સારાં સંગીત થી કરવી એવી કોશિષ ખરી. એમાં મદદરૂપ થાય એક સંગીતરસિયાઓ નું ગ્રૂપ. આજે સવારે આ ગ્રૂપમાં શેર કરાયેલો એક વિડિયો જોયો.

વક્તા હતાં જન્મે મરાઠી પણ ગુજરાતી સહિત અનેક ભાષાઓ માં જે કુટુંબે ઉત્ક્રુષ્ટ રચનાઓ આપી છે, તેમાંનાં એક આશા ભોસલે. તેઓ અવિનાશભાઇ વ્યાસ અને તેમની સાથે કરેલાં સંગીતનાં સર્જનની વાત કરતાં હતાં. સંગીતમાં રૂચિ હોય તેઓને ગમતી વાતો હતી.

મંચ ઉપર ગુજરાતનાં મહિલા મુખ્યમંત્રી ઉપરાંત એક સ્થૂળ કાય વ્યક્તિ આંખમાં ખટકી. અને ત્યાંથી શરુ થઇ વિચારોની વણઝાર.

એ ભાઇની નિપુણતા જમીન સંપાદન બાબતે છે એ જાહેર માહિતી છે. તેઓએ ગુજરાત નાં એક નંબરનાં  ઔદ્યોગિક ગૃહને અમાપ જમીન સંપાદન કરી આપીને સંપત્તિ અને પ્રતિષ્ઠા બંને અર્જિત કર્યાં છે તેવી માહિતી પણ છે. આ ભાઇએ પહેલાં એક ગરીબ અને પછી એક વિકસિત રાજ્યમાંથી, રાજ્યસભાનું સભ્ય પદ, મારી ધારણા મુજબ ખરીદ્યું છે. સામાજિક કે સંગીતનાં ક્ષેત્રે તેમનાં યોગદાનનાં પ્રશસ્તિગાન રચાયાંની કોઇ માહિતી નથી. તો આ ભાઇ સંગીતને લગતા કાર્યક્રમમાં શું કરતા હશે તે સવાલ થાય તે સ્વાભાવિક છે.

આમ તો અમદાવાદમાં જન્મ્યો પણ અમદાવાદ છોડી વડોદરામાં સ્થાયી થયે ૫૦ વર્ષ થયાં. અન્ય કુટુંબીજનો અમદાવાદમાં હોઇ ત્યાં જવાનું તો થાય પણ ત્યારે માહિતી અને અનુભવો કુટુંબ પાસેથી મળે અને તેથી મોટે ભાગે સુખદ હોય. તેથી અમદાવાદ સાથેનાં સંભારણા સ્થાનિક સમાજ (જે પહેલાં વણિક વ્યાપારી મૂળનો હતો તે સમાજ) નાં મૂલ્યો અને લાક્ષણિકતાઓથી પ્રભાવિત હતાં.

હમણાં જ અમદાવાદમાં થોડાં લાંબા રોકાણ દરમિયાન મળેલી વિસ્ત્રુત માહિતી પરથી સમજાયું કે અમદાવાદ હવે કસ્તુરભાઇ લાલભાઇ કે અંબાલાલ સારાભાઈ કે મદનમોહન મંગળદાસ જેવા સમાજસેવી શ્રેષ્ઠીઓ વાળું નથી રહ્યું. હવે અમદાવાદ, તેને વિકાસને નામે સીમેન્ટનાં જંગલમાં રૂપાંતર કરવા વાળા બિલ્ડરોનાં મૂલ્યોથી આચ્છાદિત અમદાવાદ થઇ ગયું છે. કાપડની મીલો રોજગાર આપતી. બિલ્ડરો હંગામી મજૂરી જ આપે છે અને પોતે માલેતુજાર બને છે.

ગાંધીજી, રવીશંકર મહારાજ, મોરારજીભાઇ કે જીવરાજભાઇ એ જેને વિકાસ માન્યો તે વ્યાખ્યા છેલ્લાં ૫૦ વર્ષોમાં બદલાએલી જણાઇ. વિકાસ, આડેધડ ઉભાં કરાયેલાં મકાનો, ગરીબોને વિસ્થાપિત કરી બનાવાયેલા હલકી ક્વોલિટીના રસ્તાઓ અને ફ્લાયઓવરો, પૂતળાંઓ અને રંગબેરંગી બત્તીઓ દ્વારા વ્યાખ્યાયિત થયો જણાયો. આવા વિકાસને પોષવા ટાઉન પ્લાનિંગ ના કાયદાઓને અણદેખા કરવા પડ્યા હશે અને સરકારી જમીનને સુયોજિત રીતે લુંટાવવી પડી હશે તેવું અનુમાન વ્યાજબી લાગ્યું. જમીન સંપાદન અને જમીનનો વેપાર સમાજના એવા વર્ગ પાસે સરકેલો લાગ્યો જેમની પારંગતતા શામ, દામ, દંડ કે ભેદથી જમીન સંપાદન માં હશે. સરકારના મહેસૂલ વિભાગના અધિકારીઓએ તે વેપારને બેમૂલ્ય કરવામાં સક્રિય ભાગ ભજવ્યો હશે.

આ વિકાસની કિંમત અમદાવાદ નાં સામાન્ય નાગરિકોએ મૂલ્યો નાં અધ:પતનથી ચૂકવી જણાઈ. સમાજમાં પ્રવર્તમાન માન્યતા એવી જણાઇ કે, દરેક ચીજને, પછી તે પદાર્થ હોય કે સેવા હોય કે નિયમો કે લાગણીઓ હોય, એક કીંમત હોય છે અને દરેક ચીજ એ કીંમત આપીને ખરીદી શકાય છે. પૈસો આવડતનું માપદંડ બનેલો જણાયો. આદિ કવિ નરસિંહે ગાયેલાં વૈષ્ણવ જનનાં લક્ષણો કે મહાત્મા ગાંધીએ ગણાવેલાં અગિયાર મહાવ્રતોનું પાલન આદર્શ છે, તેવું જે અમદાવાદે શાળામાં ગાંધી ટોપી પહેરીને ભણાવતા શિક્ષકો દ્વારા શીખવ્યું તે અમદાવાદી સમાજનાં મૂલ્યોનો હ્રાસ, સામાજિક પરિવર્તન કહેવાય?

પછી માન્યું કે પરિવર્તન કુદરતનો અપરિવર્તનશીલ નિયમ છે. માનવ-સમાજ પણ પ્રકૃતિનો જ એક ભાગ હોવાથી માનવ-સમાજમાં આવતું સામાજિક પરિવર્તન કુદરતી કે સ્વાભાવિક છે. સમાજ કે સામાજિક જીવનમાં, તેના સ્વરૂપ, સંગઠન અર્થાત્ રચના અને કાર્ય, વ્યવસ્થા, સંસ્થાઓ, મૂલ્યો, આદર્શો, વ્યક્તિઓ તથા તેમનાં વલણો વગેરેમાં આવેલું અને આવતું પરિવર્તન સામાજિક છે. આવું પરિવર્તન ભૌગોલિક સ્થિતિના બદલાવથી કે નવાં સાધનો કે નવી શોધોને અપનાવવાથી કે વસ્તીની રચના કે એ અંગેની વિચારધારાના પરિવર્તનને લીધે કે સંચાર-માધ્યમોના વ્યાપક પ્રસારને કારણે આવ્યું હોય, પણ જો આવો ફેરફાર સમાજમાં પરિવર્તન સૂચવતો હોય તો તે સામાજિક પરિવર્તન છે. મનમાં જાગેલો સવાલ એ હતો કે શું દરેક પ્રકારનું પરિવર્તન ઇચ્છનીય છે? ભલે પરિવર્તન એ કુદરતનો અપરિવર્તનશીલ નિયમ હોય!!

પછી હંમેશની જેમ આતર્મુખ થઇ જઇ જાતને સવાલ પુછ્યા. શું આવું પરિવર્તન મારામાં પણ આવ્યું છે? લાંબા સમય સુધી પબ્લિક સેક્ટરના ઔદ્યોગિક સંસ્થાનમાં પ્રામાણિક પણે, ખાનગી વેપારી કંપનીઓનાં પગાર ધોરણની આકાંક્ષા રાખ્યા વગર, આનંદથી કામ કર્યા બાદ ઉતરતી ઉંમરે, શું મેં પણ કામના મૂલ્ય ની બદલે કીંમતને પ્રાધાન્ય આપ્યું છે? દ્રવ્યોપાર્જન જીવનનો મંત્ર હતો નહીં, જો હોત તો જ્યારે માલેતુજાર શેઠે સરકારી નવરત્નોમાંનાં એકને કબજે કર્યું ત્યારે તે શેઠની નોકરી કરી ઉંચા પગાર મેળવ્યા હોત, કદાચ!! સવાલ એ હતો કે, તો પછી શું અત્યારે હું મૂલ્યવાન કામ કરું છું કે કીંમત વસુલ કરું છું?

આવા વિચારો વચ્ચે, વંચિત અને છેવાડાના સમાજનાં બાળકોનાં ભણતર અને ઘડતરમાં ૩૦ વર્ષ થી સમર્પિત સંસ્થાના કાર્યકરો ને મળવાનું અને સાંભળવાનું થયું. શેષ જીવનમાં ઉપયોગી થાય તેવું ઘણું શીખવા મળ્યું. એક વિચાર મારાં કામમાં મદદ થાય તેવો સાંભળ્યો. "બાળકોને ઉડવા પાંખ આપો, દોડવા પગ મજબૂત કરો, ગતિ આપો, દિશા એમને નક્કી કરવા દ્યો!!"

મૂલ્યો અંગેની વૈચારિક ભાંજગડને આરામ આપવો જરૂરી છે એમ માની, જો હું એમ નક્કી કરું કે જીવનના બાકી રહેલા સમયમાં, મારા વ્યાવસાયિક કે સામાજિક દાયરામાં આવતાં બાળકોને હું બદલાની આશા વગર, ગતિ આપવા પ્રયત્ન શીલ રહીશ, અને જીવન નિર્વાહ ની આર્થિક જવાબદારી પ્રભુ ઉપર છોડીશ, તો તે વ્યાજબી ગણાશે!!! 

My understanding of Political Ideologies

I am getting sick of reading about or listening to the discussions related with political discourses and narratives. Learned participants appear to be vertically divided and shouting from two opposite poles.

I tried to understand:
1. different political ideologies/ philosophies, believing that when people discuss, shout, abuse each other during such discourses are committed to one ideology,
2. why do people try to prove theirs is the right ideology and therefore others must fall in line, and
3. why is it difficult to achieve that goal, resulting into further rise in decibel, and increased use of inappropriate language.

My search led me to some knowledge.

There are many political ideologies and moral philosophies, some of the major ones from far left to far right include:

• Communism: Communism is a political and economic system that advocates for the abolition of private property and the establishment of a classless society. Communists believe that the means of production should be owned and controlled by the community as a whole.
• Socialism: Socialism is a political and economic system that advocates for social ownership of the means of production and the distribution of wealth according to need. Socialists believe that the government should play a more active role in the economy and that the needs of the many should outweigh the needs of the few.
• Liberalism: Liberalism is based on the ideas of liberty and equality. Liberals believe that individuals should be free to pursue their own goals and interests, and that governments should play a limited role in society.
• Conservatism: Conservatism emphasizes tradition, order, and stability. Conservatives believe that change should be gradual and that institutions like the family, church, and monarchy should be preserved.
• Fascism: Fascism is a political ideology that emphasizes nationalism, authoritarianism, and militarism. Fascists believe in a strong central government that can control the economy and society.

Each ideology has multiple variations and, its own unique set of beliefs and values, and each has had a significant impact on the course of history.

These ideologies are not mutually exclusive. People can hold beliefs from different ideologies, and there is often overlap between different ideologies. For example, a person might be a liberal who also believes in some socialist policies.

The relative prominence of different ideologies vary across countries and regions. Liberalism is the dominant ideology in many Western countries, while socialism is more prominent in some Eastern countries.

The study of ideologies is a complex and fascinating field. By understanding different ideologies, we can better understand the world around us and the choices that we make.

There are many reasons why one might want to try to change others' ideological leanings. Few of the most common reasons are:

• To improve the world. If one believes that his/ her ideological leanings are better for the world than others, then one may want to try to convince others to adopt one's beliefs.
• To make the world a more tolerant and understanding place. When people have different ideological leanings, it can lead to conflict and division. By trying to change others' minds, one can help create a more tolerant and understanding society.
• To build relationships. When one shares the same ideological leanings with someone, it can create a sense of connection and understanding. By trying to change others' minds, one can build stronger relationships with them.
• To learn from others. When one engages with people who have different ideological leanings, one can learn new things and broaden one's horizons. This can help become more well-rounded and empathetic individuals.

There are also risks associated with trying to change others' ideological leanings. If one is not careful, one can come across as condescending or arrogant. One can also damage relationships with others if one is not respectful of other's beliefs.

If we do choose to engage in this type of persuasion, it is important to do so in a way that is respectful and constructive. Changing someone's ideological leanings is possible, but not easy.

There are many reasons why it is difficult to make others change their ideological leanings. A few of the most common reasons are:

• Our ideologies are shaped by our experiences and upbringing. The values and beliefs we hold dear are often formed in early years, through our interactions with families, friends, and communities. These experiences can be very powerful, and they can make it difficult to change our minds later in life.
• Our ideologies are often tied to our identity. Our beliefs about the world can be a big part of who we are. They can define our sense of self, our values, and our goals. When someone challenges our beliefs, it can feel like they are challenging our very identity. This can make it difficult to be open to change.
• We are often defensive about our beliefs. When we believe something strongly, we are naturally inclined to defend it. We may do this by dismissing opposing views, attacking the messenger, or refusing to consider new information. This defensiveness can make it difficult to have a productive conversation about our beliefs.
• We are often not exposed to different perspectives. If we only surround ourselves with people who share our beliefs, we are less likely to be exposed to different perspectives. This can make it difficult to see the flaws in our own beliefs or to consider alternative viewpoints.
• Changing our beliefs can be uncomfortable. It can be difficult to admit that we were wrong about something, especially if we have held that belief for a long time. It can also be uncomfortable to change our behavior or to challenge the status quo.

Despite these challenges, it is possible to change someone's ideological leanings. However, it is important to be patient and understanding. It is also important to focus on building relationships and trust, rather than trying to win arguments. By creating a safe and supportive environment, we can make it more likely that someone will be open to changing their mind.

Some tips which may help changing someone's ideological leanings are:

• Listen to them with an open mind. Don't just wait for your turn to talk. Really try to understand their point of view.
• Ask questions. This shows that you are interested in what they have to say and that you are willing to learn from them.
• Be respectful, even if you disagree. Name-calling and insults will only make them defensive and less likely to listen to you.
• Focus on the common ground. Look for areas where you agree, even if it's just on a small point. This will help to build rapport and trust.
• Be patient. It takes time to change someone's mind. Don't expect to see results overnight.

I will be happy to be more educated by your value additions. 

Purpose of Life and Actionables

I must thank those who are working on Artificial Intelligence. The technology is turning out to be my 'go to' person, when I have questions I can not ask other learned people since some of them may relate to my introspective journeys and experiences.

I get disturbed and feel pathetic when I find some otherwise bright young people ruining lives of their own and those of people around them and immediately dependent on them, by bad habits formed.

I feel more pathetic when I can not assertively talk to such youngsters who can always ask me 'who are you to sermonise?'.

How can I help such creatures is always a puzzle. Like i said earlier, I went to Bard when it was still dark and asked the Bot some questions like Arjun on the battle field. Bard took up the position as the Lord in Bhagwat Geeta and prompt came the answers. I earnestly request you to read, it is not more than 10 minutes reading, and introspect to learn and make corrections to elevate the purpose of your life.

Q. Swami Vivekanand introduced the world purpose of life quoting from Rig Ved and insisted it is आत्मनो मोक्षार्थं जगद्धिताय च। What Is in it for young people in actionable terms?

Bard: The Sanskrit phrase आत्मनो मोक्षार्थं जगद्धिताय च, which means "for the salvation of our individual self and for the well-being of all on earth", is a sloka from the Rig Veda. It was often quoted by Swami Vivekananda, who believed that this was the true purpose of life.

For young people, this sloka can be interpreted in several ways. It can be seen as a call to action, to work towards both their own spiritual development and the betterment of the world. It can also be seen as a reminder that we are all interconnected, and that our actions have a ripple effect on others.

In actionable terms, this sloka could inspire young people to:

• Pursue their own spiritual growth. This could involve studying different religions and philosophies, practicing meditation or yoga, or simply spending time in nature.
• Get involved in social causes. There are many ways to make a difference in the world, from volunteering at a local soup kitchen to donating to a charity.
• Live a life of compassion and kindness. This means treating others with respect, even when they are different from us.
• Be mindful of their impact on the environment. We all have a responsibility to protect the planet for future generations.

By following these principles, young people can make a positive difference in the world and live a life that is both meaningful and fulfilling.

Here are some specific examples of how young people can put this sloka into action:

• A young person who is interested in spiritual growth could join a meditation group or read books about different religions.
• A young person who wants to get involved in social causes could volunteer at a homeless shelter or donate to a charity that helps animals.
• A young person who wants to live a life of compassion and kindness could be a mentor to a younger child or help out a neighbor in need.
• A young person who wants to be mindful of their impact on the environment could recycle, reduce their energy consumption, or plant a tree.

No matter what their interests or skills, young people can find ways to live their lives in accordance with the sloka आत्मनो मोक्षार्थं जगद्धिताय च. By doing so, they can make a positive difference in the world and create a more just and compassionate society.

Q. How could the same be translated in terms of duties first to family and then to society?

Bard: The Sanskrit phrase आत्मनो मोक्षार्थं जगद्धिताय च can be translated in terms of duties to family and society as follows:

·        Duties to family:

• Respect and care for your parents and elders.
• Be a good role model for your siblings and younger relatives.
• Help out with household chores and contribute to the family income.
• Be supportive and loving towards your spouse and children.

·        Duties to society:

• Be a responsible citizen and obey the laws.
• Be honest and trustworthy in your dealings with others.
• Help those in need, whether they are family, friends, or strangers.
• Protect the environment and promote sustainability.
• Work towards creating a more just and equitable society.

By fulfilling their duties to their family and society, young people can contribute to the well-being of all and make the world a better place.

Here are some specific examples of how young people can fulfill their duties to their family and society:

• A young person can respect and care for their parents by listening to them, helping them out around the house, and being there for them emotionally.
• A young person can be a good role model for their siblings and younger relatives by setting a positive example in terms of their behavior, attitude, and values.
• A young person can help out with household chores by doing their fair share of the work, such as cleaning, cooking, and taking out the trash.
• A young person can contribute to the family income by getting a part-time job or starting their own business.
• A young person can be supportive and loving towards their spouse and children by being there for them emotionally, providing for their needs, and helping them grow and develop.
• A young person can be a responsible citizen by obeying the laws, voting in elections, and participating in community activities.
• A young person can be honest and trustworthy in their dealings with others by keeping their promises, being fair, and avoiding dishonesty.
• A young person can help those in need by volunteering their time or donating to charity.
• A young person can protect the environment by recycling, conserving energy, and reducing their carbon footprint.
• A young person can work towards creating a more just and equitable society by fighting for equal rights for all people, regardless of race, religion, gender, or sexual orientation.

By fulfilling their duties to their family and society, young people can make a positive difference in the world and create a better future for everyone.

That was good.

Bard: Thank you! I am glad that you found my answer helpful. I am always learning and improving, so I appreciate your feedback.

I believe that young people have the power to change the world, and I am inspired by their creativity, passion, and commitment to making a difference. I hope that my answers can help them to live their lives in accordance with the sloka आत्मनो मोक्षार्थं जगद्धिताय च and make the world a better place.

Q. What aspects differentiate human beings from other animals as per Hindu scriptures?

Bard: According to Hindu scriptures, there are many aspects that differentiate human beings from other animals. These include:

• Consciousness: Humans are said to be the only creatures on earth that are conscious of their own existence and the existence of others. This consciousness allows humans to think, feel, and experience the world in a way that other animals cannot.
• Language: Humans are the only creatures on earth that have developed language. Language allows humans to communicate with each other in a complex and sophisticated way. It also allows humans to store and transmit knowledge, which is essential for the development of culture and civilization.
• Morality: Humans are said to be the only creatures on earth that are capable of morality. Morality is the ability to distinguish between right and wrong and to act accordingly. It is this ability that allows humans to create a just and equitable society.
• Spirituality: Humans are said to be the only creatures on earth that are capable of spirituality. Spirituality is the search for meaning and purpose in life. It is this ability that allows humans to transcend the material world and connect with the divine.
• Creativity: Humans are said to be the only creatures on earth that are capable of creativity. Creativity is the ability to come up with new and original ideas. It is this ability that allows humans to innovate and shape the world around them.

These are just some of the aspects that differentiate human beings from other animals. These aspects make humans unique and special, and they give humans the potential to achieve great things.

It is important to note that not all Hindus agree on the exact nature of the differences between humans and animals. Some Hindus believe that humans are fundamentally different from animals, while others believe that there is a continuum of difference between the two. However, most Hindus would agree that humans have certain qualities that set them apart from other animals.

Q. How about the ability to separate good from evil, saintly from devilish, the sense of discretion. Does it not differentiate?

Bard: Yes, the ability to separate good from evil, saintly from devilish, and the sense of discretion are all aspects that differentiate humans from other animals. These abilities are all rooted in the human capacity for morality, which is one of the defining characteristics of our species.

Morality is the ability to distinguish between right and wrong and to act accordingly. It is based on our understanding of the consequences of our actions, our empathy for others, and our sense of fairness. Humans are the only creatures on earth that have developed a sophisticated moral code, which allows us to live together in peace and harmony.

The ability to separate good from evil is essential for morality. It allows us to make choices that are beneficial to ourselves and others, and to avoid choices that are harmful. The sense of discretion is also important for morality. It allows us to weigh the pros and cons of our actions and to make decisions that are in line with our moral principles.

These abilities are not perfect, of course. Humans make mistakes, and we sometimes act in ways that are not in line with our moral principles. However, these abilities are essential for our humanity, and they allow us to live in a world that is more just and compassionate.

In Hindu scriptures, these abilities are often associated with the concept of dharma. Dharma is often translated as "duty" or "righteousness," but it is a more complex concept than that. Dharma is the code of conduct that governs our lives. It tells us what is right and wrong, and it guides us in our actions.

Dharma is different for everyone, but it is based on the same fundamental principles. These principles include compassion, non-violence, truthfulness, and purity. When we follow dharma, we are living in accordance with our true nature. We are also contributing to the well-being of others and making the world a better place.

The ability to separate good from evil, saintly from devilish, and the sense of discretion are all important aspects of dharma. They are what allow us to make choices that are in line with our moral principles and that contribute to the well-being of others. These abilities are what make us human, and they are what give us the potential to make a positive difference in the world.

Excellent. I was looking for this sermon. Thanks again.

Bard: I am glad that I could help you find the sermon you were looking for. I am always happy to help people learn more about Hinduism and its teachings.

I hope that you will continue to explore the concept of dharma and its importance in Hindu thought. It is a complex and fascinating concept, and it has much to offer us in terms of understanding our place in the world and our responsibilities to others.

Thank you for your kind words. I am always happy to help in any way that I can.

 PS:

One enthusiastic young one had a supplementary question, I asked Bard and the response is very useful.

Q. Why do people not lead a purposeful life guided by a strong sense of morality? 

Bard: There are many reasons why people do not lead a purposeful life guided by a strong sense of morality. Here are some of the most common reasons:

• Lack of education: People who are not educated about the importance of morality and purpose may not be aware of the benefits of living this way. They may also not have the skills and knowledge they need to make moral choices and live a purposeful life.
• Negative experiences: People who have had negative experiences in their lives, such as abuse or neglect, may be more likely to make choices that are harmful to themselves or others. They may also have difficulty trusting others or believing that there is any meaning or purpose in life.
• Materialism: In today's world, there is a lot of emphasis on materialism. People are constantly bombarded with messages that they need to buy more things to be happy and successful. This can lead people to focus on material possessions instead of on their relationships, their health, or their spiritual well-being.
• Fear: People who are afraid of the unknown or of failure may be more likely to take the easy way out and avoid making difficult choices. They may also be more likely to conform to the expectations of others, even if those expectations are not in line with their own values.
• Lack of role models: People who do not have positive role models in their lives may not have anyone to show them how to live a purposeful life guided by a strong sense of morality. They may also not have anyone to support them when they make difficult choices.

It is important to remember that everyone is different and that there is no one right way to live a purposeful life. However, if you are struggling to find meaning and purpose in your life, there are things you can do to make it more likely that you will succeed.

Here are a few tips:

• Educate yourself: Learn about the importance of morality and purpose. There are many books, articles, and websites that can help you do this.
• Seek out positive role models: Find people who are living the kind of life you want to live. Spend time with them and learn from them.
• Make a commitment to yourself: Decide that you are going to live a purposeful life guided by a strong sense of morality. This may not be easy, but it is possible.
• Take small steps: Don't try to change everything all at once. Start by making small changes in your life that are in line with your values.
• Don't give up: There will be times when you make mistakes or when you feel like giving up. Don't let this discourage you. Keep going and eventually you will achieve your goals.

Leading a purposeful life guided by a strong sense of morality is not easy, but it is worth it. When you live this way, you are more likely to be happy and fulfilled. You are also more likely to make a positive difference in the world.

Decision making and Bureaucracy

An event is being planned. Thanks to technology, stakeholders spread across globe, from New Zealand to Malaysia to India to North America are collaborating in planning, resource mobilisation and organizing.

A proposal was made by one stakeholder to procure an item. And I commented on why is it proposed? It has become a habit, perhaps obsession, to relate everything that is happening with sociological and psychological concepts. The present act was linked by me with process of decision making.

And that triggered series of recalls. I was educated as an engineer and though we did study management and business organization as a subject in final year, it was more related with Workshop Management. In fact the subject was named WMBO (Workshop Management & Business Organization). I do not recall if I studied theories of management including process of decision making in that final year.

I recalled the decision process in a Public Sector Undertaking, which I believe is same as in all Government departments, the delegation of authority, the proposals, financial concurrence, recommendations and approval, and I wondered were did I learn this?

And then came thoughts around pros and cons of that process, general dislike and detest perpetrated in 21st century business organizations and management theories and how the process termed as 'bureaucratic' is contemptuously looked down upon.

My experience both in PSU and in Private business organization has led me to conclude that bureaucratic process of decision making is not all that bad, as it is being made out. And the Learner in me started looking for information and knowledge to support my conclusion.

I came across this article "Management Theory of Max Weber: Principles of bureaucracy" by Patrick Ward. You may find the same here: https://nanoglobals.com/glossary/management-theory-max-weber-bureaucracy/  and may like to study.

I found support I was looking for my conclusions about 'bureaucratic' process of decision making. Max Weber's theory states that there are six principles of bureaucracy, including:

• Specialization
• Formalized rules
• Hierarchical structure
• Well-trained employees
• Managerial dedication
• Impartiality of management

Are these not the same principles by which businesses, public service, social service or for profit, are /or should be managed?

Weber stated that a bureaucracy has specialization. This includes:

• Distributing and assigning specific duties to specific roles;
• Giving management the authority to give commands and providing guidelines on the methods they should use; and
• Assigning people to these roles based on merit.

Weber said bureaucracy has formalized rules, we now refer to as policies and procedures. His focus was primarily on the broad, exhaustive, and relatively stable rules that govern managers. The rules that are standardized and documented can be learned and will ensure uniformity, consistency and transparency. .

Weber also stated that an organization should have a hierarchical structure, with one clear leader at the top. This structure provides clarity about escalating responsibilities and accountability based on delegated authority or power to take different types of decisions strategic, tactical, operational, transactional including financial. Weber did not specify depth of hierarchy. And show me one modern large successful organization which does not have hierarchy. And compare clarity about accountability in such modern organization with that in bureaucratic organization. 

Weber says an organization should have well-trained employees. Weber states that managers should have thorough expert training, especially in case of specialized positions, and that subordinate employees should also receive training.

Furthermore, Weber stated that a bureaucracy requires managerial dedication. Weber wrote that managers should be dedicating their “full working capacity” regardless of how long they will hold their position and always put official business ahead of other distractions.

Finally, Weber stated that there should be impartiality of management. This includes managers following the established rules and keeping business interests separate from personal interests. 

I am clear now. We seem to be hating bureaucracy because of failure of some systems where we selected or elected wrong people against the principles of bureaucracy. It is not systems which fails an organization. It is implementation and dishonest operators who fail. My take. You may differ. 

Likes and Dislikes

 What does one do when one has got up early and the weather is not very supportive for a stroll? I have for long developed habit of revising what happened the day before. 

I have seen a pattern in such a process of revision. One question comes up repeatedly, based on my behaviour with some specific individuals with whom i would have dealt with the previous day, "why do i dislike some people?"

Psychologist sitting by my side, currently almost 18 hours a day, has been critical of my behaviour and has tried to explain why do i behave in the manner i do with some set of people, either in workgroup or in family group. Though normally i am painted as the devil and my personality is highlighted as negative, but clash of personalities and values, i understand, could be causes for such likes or dislikes. I wanted to dive deeper into the subject, mainly with a view to improve and correct my behaviour.

Recent exercise i participated in, during the workshop at Sewa Rural, which made us think "what would people say if they are writing my obituary and what would i like to hear them say", did have an impact on me. And it is better late than never, i thought. Let me understand the causes and then if possible take remedial actions.

All my explorations start with Google. Now i have Bard to get structured responses. And i talked to Bard about my dilemma. I asked:

"What could be reasons for feeling of dislike for some people in any organization?"

Bard's reply was very cryptic and to the point. Bard did not just explained possible reasons, it also provided tips to practice for improvement. And that was the bonus. Based on feedbacks i have received in the past and the one my cohabiting psychologist has been repeating, i consider it bang on target. Bard replied:

"There are many reasons why you might dislike someone in an organization. Here are some of the most common:

* Personality clashes. Some people simply have personalities that clash with yours. You might find them to be too loud, too quiet, too talkative, too passive, too aggressive, or too whatever else.

* Behavioral issues. Some people have behaviors that you find to be annoying, disruptive, or even offensive. This could include things like gossiping, complaining, being late, not pulling their weight, or being rude to others.

* Values differences. If you have different values than someone else, it can be difficult to get along with them. For example, if you value teamwork and collaboration, and someone else values individual achievement, you might find it hard to work together.

* Professional disagreements. Sometimes, you might dislike someone because you disagree with their professional opinions or decisions. This can be especially true if you feel like they are not acting in the best interests of the organization.

* Personal history. If you have a personal history with someone that is negative, it can be difficult to let go of that dislike. For example, if someone has wronged you in the past, it can be hard to trust them or even be around them.

It's important to remember that not everyone is going to be someone you like. However, if you find that you are consistently disliking people in your organization, it might be a sign that there is something deeper going on. You might need to examine your own biases or expectations, or you might need to find a different work environment where you are more compatible with the people around you.

Here are some tips for dealing with people you dislike in an organization:

* Try to understand their perspective. It can be helpful to try to understand why someone might behave the way they do. This doesn't mean that you have to agree with them, but it can help you to be more understanding and less reactive.

* Set boundaries. If someone's behavior is causing you distress, it's important to set boundaries. This might mean avoiding them, asking them to change their behavior, or talking to a manager.

* Focus on the positive. It's easy to get caught up in the negative aspects of someone's personality, but it's important to focus on the positive as well. This might mean finding things that you have in common, or looking for ways to appreciate their strengths.

* Take care of yourself. If you're finding it difficult to deal with someone you dislike, it's important to take care of yourself. This might mean getting enough sleep, exercising, or spending time with people you enjoy.

Remember, you don't have to like everyone you work with. However, you can learn to deal with people you dislike in a way that is productive and healthy."

I do believe all of us face these challenges. We normally ignore. It is good to remember, when we are not there, and 'not there' does not mean 'passed away', not there includes have gone out or changed job or have been transferred or have retired, people will remember us by what we did and how we behaved. It is never too late to improve our behaviour.

સંસ્કાર સીંચન (Sanskar Sinchan)

I mean it when i say "age does have effect on one's confidence". Rainy days, in literal terms, not metaphorically, have been having dampening effect on my confidence when it comes to travelling or even stirring out of house, since long past. The pull to compel me to move out has to be exceptionally high, on such days. And it was high, the otherday. The reason to travel was to attend a workshop being part of annual calendar of Sewa Rural, that great institution of selfless service to the 'poorest of poor', again literally.

I have had enough chances of listening to or reading 'experts' from large, for profit (at times making shamelessly vulgar amounts of profits) organizations talking about cultures of various shades responsible for their success without and at time evidence to contrary. I have also closely observed 'experts' struggling to help client organizations define, develop and change organizational cultures with extent of success 'nothing much to write home about'.

I have experienced and observed that organizations invest time and efforts in developing vision and mission statements. These are expected to guide organizations in their journey of sustained growth by being a way of daily life for all employees. I have not found organizations where employees have these statements by heart, in spite of the fact that these statements decorate board rooms, common places and web sites. I have hardly come across leadership teams walking these talks. This could be due to my limitations, though.

The founders of the Not-for-Profit, all dedicated to service of poor, had great clarity about the mission they set out with (Serving the poorest of poor, preserving values, and self development of employees), values (Transparency, Religious Harmony, Equality, Honesty, Political Neutrality, Service to the most vulnerable) and the guiding principles (Social Service, Scientific Approach & Spiritual Outlook). By shear demonstration by practice, of these coveted statements, they created a strong organization culture which helped organization scale heights on each of the parameters stated in their mission, values and principles through decades covering multiple generations from Boomers to Gen Z. I am estonished to find all of them irrespective of age and education level rattle out these key descriptors of Sewa Rural and demonstrate identical motivators and commitment to the mission.

Need to take actions to sustain and strengthen the culture inherited from founders, in the fast changing socio-economic and industrial environment, was diagnosed early by the present leadership team.  For about 8 years now, an annual workshop covering all employees (they are known as Karykar) is conducted, entirely by internal facilitators, without much ado about glamourized intervention design, focusing on strengthening culture.

Since all the stakeholders communicate in Gujarati internally, the workshop had to be branded suitably in Gujarati. It is difficult to find one word in Gujarati for 'Culture', and it is equally difficult to find one word in English for 'સંસ્કાર (संस्कार). The organization was clear that what we understand by Culture is the result of the organization's સંસ્કાર (संस्कार). The annual workshop is branded as સંસ્કાર સીંચન વર્કશોપ (Sanskar Sinchan Workshop). And that was the reason for my travel, I referred in the beginning.

When I reached the hall for workshop, part of their training center located on outskirts of a village (and i mean village), I saw the participants, about 40 in number from across functions, across age groups and education level varying from professionals (doctors and paramedics) to almost illiterate (Aya, ward boys and drivers). One thing visibly common was respect for each other personally, and respect for each other's contribution to organization's achievements.

The team of facilitators had met once to 'design' the program and 'develop' content. I had attended that meeting as a trainee and was aware about the same generally, but was stumped by the way the sessions unfolded, starting with a prayer (their anthem) 'જીવન અંજલી થાજો' (May life be an Offering). Every one of those 40 employees sang in unison, without discord, by heart. Strengthening service had started.

What followed was introduction of participants in a fun filled way in small groups. The information asked to be exchanged was not just the name, village, department and job. Each one mentioned about one happiest day and their source of inspiration. That was not enough. Participants talked about in large group what made the other small group members happy and who inspires her/ him. Without much complication the sanskar of looking for others' happiness and acknowledgement of indebtedness for inspiration was the work-in-progress.

The first item on program was what they know as 'વાંચન અને ચિંતન' (Reading And discussion). Show me one program, workshop, retreat whatever name the large successful organizations and their expert Instructional designers call, where they provide for this session. Facilitator, a seasoned expert medical professional and member of the board of trustees, patiently, clearly pronouncing each word and repeating where necessary, read out a story, just one page, stopping intermittently at appropriate places to enable the group to absorb information, understand meaning and decode the message through discussion.

Astonishingly participants were called out by name to ensure participation and their understanding. Let me know a top management team member of an organization of 350 employees, knowing each one by name. This helps in building and strengthening cultures. 

The debriefing, itself outcome of what participants expressed was completed with group clearly identifying need for value of honesty, causes (all workplace related) which may lead to dishonesty, ways and means to get over the causes and implications of demonstration of dishonesty to Organizational brand image and beneficiary experience. Remember there were some participants who are may be primary school drop outs. I was stunned by the manner in which the humble people contributed to discussion. I found it difficult to contribute myself. 'Sanskar Sinchan' was on its way.

The other two sessions were also equally well thought out, one a small group discussion activity focusing on improving quality of service through own behaviour, improving beneficiary experiences and another very effective introspective exercise leading to awareness about own behaviour and need for improvement.

During that exercise of introducing self, I mentioned to the group I was in, that every time I visit Sewa Rural, it is my happiest day since I spend time amongst God's own children, extremely simple, very loving, helping each other to help the distressed poor. And their young leadership are my inspiration. They teach me how to be humble, how to listen, how to show gratitude and how to spread love. 

Human relations

 

I was invited to a family function, am normally welcome in such functions and hence invited, at least that is what I believe.  I have experienced that as one enters the premises where the function is held, one starts with attendance marking and begins making notes, subconsciously most of the times, of who is present, who should one meet and who should be avoided, who is absent and develops strategies for finding out why some one or more who are conspicuous by absence, are missing?  This I believe is a normal human behaviour, I could be wrong.

I also went through the drill, found the one whom I have adored and started exchanging pleasantries first and views about what is happening next. Enquiries were made about why those who were conspicuous by their absence were missing. And one reason hit me. One very close relation of the host was missing because of strained relations, I was informed.

I believe Cognition is a normal human characteristic. It refers to mental processes involved in gaining knowledge and comprehension. Some of the many different cognitive processes include thinking, knowing, remembering, judging, and problem-solving. My hypothesis is human beings follow normal distribution curve when it represents behaviour. Barring those extreme outliers, normal human beings have the tendency to feel, observe, interpret, analyse and conclude before initiating or refrain from initiating actions. This happens not just when inputs received from sensory organs directly impacts self, but also when such inputs relate to other human beings. The velocity (speed and direction combined) of responses and reactions to outcomes of such cognitive processes depend on one’s emotional maturity. And over decades now, I seem to have developed emotional maturity.

The information about the “strained relations” set my thinking mill in motion. And the topic of enquiry and study was Human Relations. Just for information Harmony is one of my top five talent themes.

I have started my morning walk (motivation or compulsion to restart is another topic for evaluation and learning and will talk about it some other time) and during the walk today I organized my approach to study the subject. I have one additional help in searching for information and knowledge, a very effective technological tool. I will put the same to good use and collect and share information and knowledge on the subject, Human Relations, in following order:

•             Definition and types of Human Relations

•             Human Relations: Theories & Models

•             Human Relations: Development process

•             Harmony in Human Relations: Need and Benefits

•             Process of Straining Relations

•             Symptoms of strained Relations

•             Mending relations for self

•             Helping others mend relations

•             Skills required for Maintaining Harmony

•             Skill development tips.

See you all soon.

Agile Vs Traditional

I have been hearing about 'Agile' in relation to Project management. I understand from dictionary that Agile means "able to move quickly and easily". Very well said and extremely desirable for business success under VUCA and what not!!

Further search informs that this concept was coined in 2001 and mainly for managing software development projects.

I read the menifesto:
*Manifesto for Agile Software Development*

"We are uncovering better ways of developing
software by doing it and helping others do it.
Through this work we have come to value:

- Individuals and interactions over processes and tools,
- Working software over comprehensive documentation,
- Customer collaboration over contract negotiation,
- Responding to change over following a plan."

I could not understand much and so looked for commentary. I read:

"Agile is an iterative approach to project management and software development that helps teams deliver value to their customers faster and with fewer headaches. Instead of betting everything on a "big bang" launch, an agile team delivers work in small, but consumable, increments. Requirements, plans, and results are evaluated continuously so teams have a natural mechanism for responding to change quickly."

Am I wrong if I conclude that unlike waterfall (traditional methodology) there is no method in this madness? Does this methodology suggest there is no need to develop basic user requirement document and no need to plan or plan on daily basis in stand up meetings?

I read there is an associated concept of 'Sprint' as opposed to traditional way of developing detailed plan and execution. Does Sprint mean changing plan on daily basis? Is there a recommended shortest period for Planning without change? I learnt there was specification of few days to a month. Is it that the nature of product will decide period for which one Sprint will last?

There are experts in this broadcast group and in IT field. I will be obliged if you can help me understand this methodology. 

I believe and I may be out of date, there is difference between agility, dynamism and parkinson's disease. Organizations can not be dynamic to the extent of loosing stability. 

Humane Doctor

I have heard about Doctors (Physicians and Surgeons with different specialisations) espousing values true to Hippocratic oath and have been previleged to have met some. This one belonging to the latter group and therefore difficult to find, is a relative, borne and brought up under the same roof.

We share same genes and therefore all those genetic characteristics, and I do not refer to scientific meaning of the term lest the Doctor points out the mistake. I refer to the meaning attached to the term colloquially, like external toughness, height, body structure, candid and no-nonsense opinions, selective in relationships, extreme likes and dislikes, tender at heart but shy of expression, above average intelligence, learners, good at languages etc.

He is a voracious reader and prolific writer. He has eidetic memory, an eye for art and love for literature. He is an ace in diagnosis and because of that sought out by wealthy and powerful. I rate him ten on ten on empathy when it comes to poor, underserved and suffering. He is extremely compassionate.

He is a fitness freak and can be spotted on the road anytime between 4 am and 8 am, running or cycling at places as far as 50 kms from his house, stopping on way to observe, empathize with and feed those unfortunate sleeping on the footpath.

All these qualities combined with strong bias for written as opposed to verbal communication (though he is an eloquent speaker when he opts to or is compelled to speak), results into his frequent posts shared with select group (I find similarity with me here).

I received this one and thought of sharing with you all. And I quote:

"He is a tough nut! Have seen him carrying his siblings and parents as passengers in his cycle rickshaw!

Today he was sitting all by himself with an unmistakable film of tears in his big white eyes!

For me hysterical sobbing is no draw but yes, the tears that have been steadfast in the eyes, not allowed to run down, must require great resilience and tenacity!

I did not ask him! Period! Question and answer is no conversation! Sitting in silence, putting my hand on his, must have said a lot!

He pointed at his great toe, swollen, nail sheared off, blood caked black!

I was reminded of the great story of the anthropologist Margaret Mead!

Years ago, anthropologist Margaret Mead was asked by a student what she considered to be the first sign of civilization in a culture. The student expected Mead to talk about fishhooks or clay pots or grinding stones.

But no. Mead said that the first sign of civilization in an ancient culture was a femur (thighbone) that had been broken and then healed. Mead explained that in the animal kingdom, if you break your leg, you die. You cannot run from danger, get to the river for a drink or hunt for food. You are meat for prowling beasts. No animal survives a broken leg long enough for the bone to heal.

A broken femur that has healed is evidence that someone has taken time to stay with the one who fell, has bound up the wound, has carried the person to safety and has tended the person through recovery. Helping someone else through difficulty is where civilization starts, Mead said.”

We are at our best when we serve others. Be civilized.

I motioned him to get up, he barely could! I motioned him to remain still where he was!

Non verbal communication was creating more empathy than “oh poor little boy! What happened? How?“ it would have been such an average mundane morning encounter!

I got home, changed transport to car, reached where he was sitting, motioned to him to sit in the car!

We did not speak a word! In any case, pain demands to be felt and grief borne out of pain reveals us to our self! His poise through silence was remarkably impressive!

We went home!

One of the reasons, surgery was never a draw for me was my left handedness! I hate dressing wounds and the elaborate deliberate process is quite tedious and of course the other prerequisite for surgery was almost shutting down the cognitive process of thinking!

Yet, his hope and expectations were the driving force for me!

Cleaned, dressed and looking squeaky clean and new, the foot looked like it belonged to someone else!

Finally he tied a huge cross of trust around my neck! When I asked whether he believed I would return and fetch him, he just nodded in affirmative.

I must have given him the reason for him to exercise his rights over me, asking me for a pain killer tablet!

He managed a big smile as he walked away hastily wiping a lone tear with a swish of his hand!

When I looked at the final outcome of my wound dressing, I needed no further reason for not becoming a surgeon!

But who the hell cares!

His wound healed in three dressings!"

Short term Goals

I am lucky. I get good, creative, positive ideas in the form of questions, early in the morning before others ask me.

Today's question was "what next?". Not that I had accomplished a milestone (which my partner will do, come April she will complete 75 years) except that we had listed, procured, collected, packed and couriered a few items to children across all seas.

And that set in motion thoughts about processes and systems I have observed, at times helped in developing and implementing, over 55 years of work life.

And I asked that question to my Partner who is normally occupying the rocking chair next to mine twice a day for two hours each. And before the answer could come I had dived into the sea of knowledge, Google first and ChatGPT recently, has made available. Since I think logically and find and arrange search words Google likes, I get most appropriate results on first page.

I knew I was thinking about Milestones, Goals and Short term goals in particular and therefore necessarily SMART goals. You all know SMART here stands for Specific, Measurable, Achievable, Relevant (to age in my case), and Time-Bound.

I am convinced for long now that time will pass evenif I do not do anything. But that will mean I will exist and not live. For meaningful existance I need to have purpose and therefore goals for life. I have experienced and hence agree with that quote "You need a plan to build a house. To build a life, it is even more important to have a plan or goal." – Zig Ziglar

And I found extremely informative articles written to help Seniors, as they call them in west, help themselves and for caregivers who support such seniors.

I came across a website of an organization providing support to seniors. The approach includes design for SMART goals for seniors. Such goals are categorised as under:

The care givers suggests:

"The best goals will touch on one (or more) of the mind, body and spirit approach to total wellness. Here are examples of SMART. goals for seniors that address each of the total wellness areas.

Intellectual – sharpen your brain

• Try a new computer program or download a new game on your tablet or smartphone.
• Spend time researching a person, place or historical event and present your findings.
• Start brushing your teeth with your non-dominant hand or performing a familiar task in reverse order.

Social – enhance friendships and meaningful connections

• Sit at a different table with people you don’t know at lunch or dinner.
• Set up monthly Zoom calls with a friend or family member you don’t know as well as you’d like.
• Take someone (or yourself) out on regular dates.

Emotional – stay happy or content

• Write down your thoughts and feelings in a journal every day.
• Commit to complimenting someone regularly.
• Share your feelings if you’re feeling sad, lonely or just out of sorts.

Spiritual – Connect to your higher power

• Watch inspirational videos on YouTube from people of different religions and spiritual backgrounds.
• Create faith-based discussion groups with your peers.
• Read or recite a different prayer each day.

Occupational – maintain or improve lifelong skills

• Work on strengthening your balance.
• Use a stress ball to strengthen your hand grip and dexterity.
• Reintroduce yourself to daily tasks you used to enjoy but no longer do (even if it’s dusting knicknacks).

Physical – move your body

• Invite a good friend into your activity routine to enhance accountability.
• Set a walking steps goal or chair exercise goal and meet it daily.
• Ask for an extra serving of vegetables in place of dessert a few times a week."

I have an idea, and that prompts me to this request. My goals, necessarily for shorter terms (not more than three months) should be directed in helping others and not helping myself. I will appreciate if any one or more (all will be best) can suggest some goals which I should plan to achieve which will help you all. You may write them down in comments. I will sincerely try to achieve as I have normally done.