Mentor-Mentee Relationships: Value in Gurukul way of teaching

I was watching Karate Kid movie. In it, Jackie Chan as tutor would advice the kid to do a repetitive act for months together. And he chose the act based on the kids bad behaviour observed casually in the kids default habitat. When the kid gets fed up and decides to leave that he is not learning anything new and feels there is no karate lessons in it, the master opens up the Karate lessons. Teaching the kid that the basic good act and discipline to do them is the first lesson.

This is how Indian mythological stories talk about gurukul students doing lots of daily chores and helping the master and their family before they are inducted to main stream teaching. It serves as a filter for the teachers to decide the dedication, respect and above all the implicit confidence and obedience in the wards before they attain the worthiness for being taught.  This process of induction takes years for a ward to attain studentship rights. The conditions of learning are tough and the acclimatization to the toughness and rigor of daily discipline is the first lesson for wards to master before proceeding further. 

In corporate mentor-mentee, this is a crucial lesson. The lessons, I come to value in this system is that in any mentee, ego, attitude and prior experiences needs to be broken apart first. The way the mentees take this first step decides the investment that mentors wish to allocate to the mentees. Many a times mentees will feel that they are being abused in the model and decide to leave. Mentor and Menteeship is build on relationship of trust and implicit obedience. So filtering out in first step is an essential way to allow for the correct combination of Mentors with Mentees.

This is not to say that there could be mentors who would misappropriate and misuse the system and mentees mental state. Good mentors like good teachers are rare. It is to spend time in evaluating the quality of mentorship in the individual and investing reasonable time is the only way to evaluate and find the right mentor. The true quality of a mentee is to search for a right mentor and then place their trust and obedience in doing exactly what the mentors decide and want you to do. Even in gurukul system, wards move from one teacher to another to seek out special skills that they wish to learn and gain from different experience.

Real learning is self-inflicted and happens in silence. What mentors traditionally do is to allow for conditioning the mind, heart and attitude to be tuned for learning from the surroundings. That is also the way gurukul teaching is structured. It is always the ward who completes their study and question the teacher for clarifying the doubts. In effect, the mentees should seek out the mentor and not wait for the mentor to keep a check on the progress.

Egos, Attitudes, Misplaced self notions, Peer and Self conceived importance that block the mental state of learning are all what corporate culture provides to an individual. True and great mentors take the burden to break them down and make mentees humble enough so that learnings can seep through them. The osmosis of learning is what teachers and mentors expand and clean up for a mentee. Rest is self-discovery and getting required exposure that Mentors seek to provide to their mentees to test out their hypothesis in real life.

 I am lucky for getting Mentors early in my career. One sign of a true mentor that I had was they used to gift and initiate with a book. This shows the caring and the attitude to take me under their stewardship to groom me further.  I still look up their tweets and blogs to learn and assimilate their thoughts.  Process of seeking mentor is itself a great experience. Start out on the path for a great learning and career.

Harmony between Multiple Management Theories

One of the promises and a great point that theories of
1. JIT
2. Critical Chain
3. Agile Practices
4. Earned Value Management
5. Systems Thinking
propose is to streamline operations and management across every key business functions. And the target of reducing waste is multifold:.

1. Keep near to zero inventories
2. Identify the bottleneck (Constraint) and work to eliminate the constraint. Never let Inertia be the constraint
3. Make Velocity the primary driver on projects
4. Plan closer to realities and meet forecast due dates and costs every time
5. Ensure to look at whole than to address it in parts (more appropriately think long term than to spoil it for short term gains)

What each of the theories explain is in harmony with other theories. It is the context and culture that defines the importance of a theory over other that determines the extent of practice within an organization and industry. Manufacturing and automotive industries is
where JIT had its origins. Book "Goal" where ToC parable was made known
to everyone is set in a plant. IT and software industries do not need warehouse inventories as they rely on human capital. Hence agile practices are more common. In RnD organizations, science and infrastructure industries that need heavy investments and need long term management for results and control on cost escalations, EVM is more appealing. 
In my experience at team, product, project and service management, I realized that bringing in the understanding from each of these theories and crafting your operations model is a great way to deliver exceptional customer satisfaction, team achievements and a sustainable long term sustenance of business, teams and clients than a short get-together for climbing up professional ladder.