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By:

Rashmi Kulkarni

23 March 2025 at 2:58:52 pm

Making a New Normal Feel Obvious

Normal is not what’s written. Normal is what repeats. The temple bell rings at the same time every day. Not everyone prays. Not everyone even walks in. Some people don’t care at all. And yet when that bell rings, the whole neighborhood syncs. Shops open, chores move, calls pause. The bell doesn’t convince anyone. It simply creates rhythm. That’s how “normal” is built inside a legacy MSME too. Not by speeches. By repetition. Quick recap: Week 1: You inherited an equilibrium. Week 2: People...

Making a New Normal Feel Obvious

Normal is not what’s written. Normal is what repeats. The temple bell rings at the same time every day. Not everyone prays. Not everyone even walks in. Some people don’t care at all. And yet when that bell rings, the whole neighborhood syncs. Shops open, chores move, calls pause. The bell doesn’t convince anyone. It simply creates rhythm. That’s how “normal” is built inside a legacy MSME too. Not by speeches. By repetition. Quick recap: Week 1: You inherited an equilibrium. Week 2: People resist loss, not improvement. Week 3: Status quo wins when your new way is harder. Week 4 is the next problem: even when your idea is good and even when it is easy, it can still fail because people don’t move together. One team starts. Another team waits. One person follows. Another person quietly returns to the old way. So, the old normal comes back … not because your idea was wrong, but because your new normal never became normal. Which Seat? • Inherited : people expect direction, but they only shift when they see what you consistently protect. • Hired : people wait for proof “Is this just a corporate habit you’ll drop in a month?” • Promoted : people watch whether you stay consistent under pressure. Now here’s the useful idea from Thomas Schelling: a “focal point”. Don’t worry about the term. In simple words, it means: you don’t need everyone convinced. You need one clear anchor that everyone can align around. In a legacy MSME, that anchor is rarely a policy document. It’s not a rollout email. It’s a ritual. Why Rituals? These firms run on informal rules, relationships, memory, and quick calls. That flexibility keeps work moving, but it also makes change socially risky. Even supportive people hesitate because they’re thinking: “If I follow this and others don’t, I’ll look foolish.” “If I share real numbers, will I become the target?” “If I push this new flow, will I upset a senior person?” “If I do it properly, will it slow me down?” When people feel that risk, they wait. And waiting is how the status quo survives. A focal ritual breaks the waiting. It sends one clean signal: “This is real. This is how we work now.” Focal Ritual It’s a short, fixed review that repeats with the same format. For example: a weekly scoreboard review (15 minutes) a daily dispatch huddle (10 minutes) a fixed purchase-approval window (cutoff + queue) The meeting isn’t the magic. The repetition is. When it repeats without drama, it becomes believable. When it becomes believable, people start syncing to it, even the ones who were unsure. Common Mistake New leaders enter with energy and pressure: “show impact”. So they try to fix reporting, planning, quality, procurement, digitization … everything. The result is predictable. People don’t know what is truly “must follow”. So everything becomes “optional”. They do a little of each, and nothing holds. If you want change to stick, pick one focal ritual and make it sacred. Not forever. Just long enough for the bell to become the bell. Field Test Step 1 : Pick one pain area that creates daily chaos: delayed dispatch, pending purchase approvals, rework, overdue collections. Step 2 : Set the ritual: Fixed time, fixed duration (15 minutes). One scoreboard (one page, one screen). Same three questions every time: – What moved since last time? – What is stuck and why? – What decision is needed today? One owner who closes the loop (decisions + due dates). Step 3 : Protect it for 8 weeks. Don’t cancel because you’re busy. Don’t skip because a VIP came. Don’t “postpone once” because someone complained. I’ve seen a simple weekly dispatch scoreboard die this exact way. Week one was sharp. By week three, it got pushed “just this once” because someone had a client visit. Week four, it moved again for “urgent work”. After that, nobody took it seriously. The old follow-ups returned, and the leader was back to chasing people daily. The first casual cancellation tells the system: “This was a phase”. And the old normal returns fast. One Warning Don’t turn the ritual into policing. If it becomes humiliation, people will hide information. If it becomes shouting, people will stop speaking. If it becomes a lecture, people will mentally leave. Keep it calm. Keep it consistent. Keep it useful. A bell doesn’t shout. It just rings. (The author is Co-founder at PPS Consulting and a business operations advisor. She helps businesses across sectors and geographies improve execution through global best practices. She could be reached at rashmi@ppsconsulting.biz)

The Sugar Rush Founder

There is a particular intensity that defines the new wave of young entrepreneurs. They move fast, earn fast, and scale fast — and often believe that momentum itself is the marker of success. Money becomes more than income. It becomes reassurance. Proof. Power. A scoreboard.


Recently, I met a founder in his early thirties who is doing exceptionally well financially. His ambition was undeniable. He spoke about growth the way athletes speak about winning — with hunger, focus, and a constant need to push further. I admired it. That drive is what builds companies.


But what stayed with me was something quieter.


He mentioned that in a year when he earned less, he wasn’t in the best place mentally. The dip was not dramatic, but the emotional impact was. It made him feel as though he had slipped backwards — not just in revenue, but in identity.


And that is the hidden pressure many founders carry today.


For ambitious entrepreneurs, money can begin to feel like a sugar rush: a powerful high that fuels confidence and urgency. When numbers rise, everything feels possible. When they fall, even slightly, it creates unease. The chase becomes endless — not because wanting more is wrong, but because money alone is an unstable anchor.


This is where personal branding becomes not a luxury, but a necessity.


Many founders assume personal branding is about visibility—posting more, being active online, and becoming “known”. But at serious levels of business, personal branding is far more strategic. It is the reputation that holds when numbers fluctuate. It is the trust that remains even when the market shifts. It is the identity people associate with you beyond a financial year.


Because here is what founders eventually learn: revenue is not the only currency in the room. Influence is.


In boardrooms, partnerships, investor conversations, and premium client decisions, people don’t only buy the company. They buy the founder’s clarity, credibility, and presence. They buy what your name signals before you even speak.


A founder with a strong personal brand does not become fragile when income dips. Their positioning remains steady. Their value is not reduced to quarterly performance. They are trusted for how they think, how they lead, and what they consistently represent.


This is what separates short-term success from long-term authority.


Without personal branding, founders often fall into an exhausting pattern: constantly proving, constantly chasing, constantly needing the next win to feel secure. With it, something shifts. Opportunities begin to come through reputation, not pursuit. Clients stay for trust, not just delivery. Partnerships form because of alignment, not convenience.


Most importantly, personal branding gives founders emotional stability alongside ambition. It reminds them that their worth is not transactional. It is reputational.


Money can rise and fall. Markets change. Industries evolve. But a personal brand — built with intention — creates continuity. It allows you to grow without feeling that every slower year is a personal failure.


The founders who build lasting legacies are not always the ones who earn the fastest. They are the ones who become unforgettable for the right reasons. Not because they are loud, but because they are anchored. Not because they show everything, but because they signal


something consistent: trust, excellence, leadership.


In the years ahead, the market will reward founders who are not only wealthy but also respected. Not only successful, but credible. Not only ambitious but also deeply positioned.


Because money can be made again. But reputation takes time.


If you resonate with this — if you feel the pressure of constantly needing the next financial high.


— It may be time to build something deeper: a personal brand that stabilises your success and scales your influence.


You can book a free consultation call with me here: https://sprect.com/pro/divyaaadvaani.


Not as a pitch, but as a conversation about building a brand that holds – even when the numbers fluctuate.


(The author is a personal branding expert. She has clients from 14+ countries.

Views personal.)

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