“Are we building organizations like shark tanks or lotus ponds?”
That’s the question Devdutt Pattanaik, celebrated mythologist and leadership coach, asked a hall full of HRs at HROne PROPEL Hyderabad.
And no, it wasn’t a metaphor to sound poetic. It was a deeply practical nudge. A call to examine the beliefs shaping our workplaces today.
Why did Devdutt’s Signature Talk strike a nerve with HRs?
Devdutt Pattanaik, best-selling author with over 50+ books (including Business Sutra) and 1,000 articles, frequently brings meaning to workplaces with his mythological knowledge.
In Hyderabad, he empowered HRs to ask a deeper question:
“Are we designing workplaces that grow together or just compete better?”
In this article we’ll discuss:
How Ancient Wisdom can be Applied to Modern Workplaces? | Strong Take by Devdutt Pattanaik
Devdutt began with a deceptively simple question: What’s mythology really about?
Most people think mythology is “not real,” or just “old stories.”
But in truth, it’s a collection of beliefs passed down through symbols, rituals, and stories that reflect how a culture imagines the world.
“The pyramids weren’t built with money or machines. They were built with belief.”
This hit HRs hard. Because it reframes leadership.
It says: before policies, dashboards, or even L&D programs comes belief.
Culture. Faith. Trust. That’s what gets people to act.
And it makes you wonder: What belief system is driving your people today?
To listen full episode of Devdutt Pattanaik’s on People, Power and Purpose, tune to The CHRO Mindset Podcast now-
Let’s learn how he applied his ‘mythological’ knowledge to modern workforce:
1. Shark Tank vs Lotus Pond: The Business Growth Strategies’ Dilemma
Devdutt talked about the big metaphor: Shark Tank vs Lotus Pond.
We’ve all heard the phrases: “It’s a dog-eat-dog world.” “You’ve got to win.” “Crush the competition.”
This is Shark Tank thinking—a world of constant competition, extraction, fear, and glorified hustle. But here’s the problem:
If you’re constantly in survival mode, can you ever feel safe enough to innovate, collaborate, or include others?
No. Because shark tanks don’t foster ecosystems. They foster lone winners.
And the side effects?
Burnout. Constant Comparison. Micro-management. Fear-based performance.
Devdutt contrasts this with a Lotus Pond model where:
- Growth is calm, not chaotic.
- Competition doesn’t kill collaboration.
- People thrive in ecosystems, not silos.
“Lakshmi, the goddess of wealth, doesn’t live in a shark tank. She lives in a lotus pond.”
Wisdom Dose:- Build Safe Spaces Before Setting Targets
Before OKRs and KPIs, ask: “Do my people feel safe here?” - Celebrate Exchange, Not Extraction
Stop rewarding only the loudest or busiest.
Start recognizing those who uplift others, collaborate, and give without burning out. - Sense the Emotions, Not Just the Metrics
Listen beyond surveys. What are people not saying? Track vibes, not just numbers. - Speak Up in Strategy Rooms
HR is not a support function. You’re a culture custodian. Raise your voice when you see toxicity disguised as ambition. - Reflect Regularly: What Culture Are We Creating?
Ask: Are we designing a workplace people want to stay in? Or one they want to escape?
2. Nirguna vs Saguna- Replacing Metrics with Meaning
Businesses talk about metrics.
The profit, the loss, and the targets- all in numbers. But what about emotions?
Devdutt points out that HRs are not to measure numbers; they are to measure people’s emotions. We track profits, attrition, KPIs but forget to measure things that truly matter: Safety. Belonging. Trust. Joy.
In Devdutt’s words: “HR is called in not for the measurable, but for the non-measurable.”
HR is called in not for the measurable, but for the non-measurable.
Dr. Devdutt Pattanaik
Wisdom Dose:- Talk 1:1. Don’t wait for the survey results.
- Ask employees what scares or excites them.
- Check if your culture sparks curiosity or shuts it down.
Devdutt says, “Look at nature. It always believes in exchanging.”
A tree gives fruit. A bee pollinates. Value flows both ways.
One of the most relatable metaphors Devdutt used? Plants.- Leaves are your skills. Your growth engine.
- Thorns are your fears. Your protection mechanisms.
- Fruit is your gift to the world, what you want to give.
- But what does the world often want? Your trunk. Your essence.
But today the world isn’t interested in what you have to offer-
- People aren’t seen for their fruit (ideas).
- They’re valued for their output.
- Curiosity is crushed under targets.
Devdutt warns: When we shift from exchange to extraction, exploitation begins.
Darshan is the key to truly understanding the capabilities of your people.
A true leader must see right through potential. They shouldn’t extract value but exchange it. This way, the bond between businesses and people becomes a symbiosis rather than predatory.
Wisdom Dose:- Ask yourself (and your managers):
- “Am I draining my people or nourishing them?”
- “Am I becoming a cog in the extraction model?”
- “Am I not seeing what I should before it’s too late?”
Time to ask: Are we extracting energy or exchanging it?
To understand every concept from Devdutt Pattanaik, listen to the full episode now!
4. Arjuna vs Modern Managers- Killing ‘My’ People
Devdutt elaborated an incident from Mahabharata when Arjuna faced a dilemma on the battlefield. Killing was never a problem for him.
Killing ‘his’ people was. But, today, modern managers mute their ‘my people’ function while sacking/laying offs.
“They say ‘My team’ when celebrating success, but just ‘you’ when letting people go.”
HRs must bring back the human lens, especially in hard times.
Wisdom Dose:- Don’t let your managers ‘kill’ your people.
- Don’t glorify burnout as “hustle”
- Avoid layoffs despite record profits
- At any cost, don’t normalise micromanagement
- Emotional exhaustion is not seen as a badge of honor
5. Nārada Muni and the Measurement Trap
Devdutt introduced a legendary character: Nārada Muni—the divine mischief-maker. In modern terms? He’s your inner KPI voice.
- Constantly comparing.
- Always whispering, “Not enough.”
- Turning report cards into identities.
If performance metrics replace self-worth, you’ve got a culture problem.
Wisdom Dose:Remind managers about stepping into a shark tank by ensuring:
- Goals are based on the current progress rate.
- Sentiment analyses are done for future targets
- Yearly objectives have social values (charity, etc.)
6. Reclaim Vaikuntha- Local Business Models Vs. Global Systems
Modern Indian workplaces are predatory based on colonial East-Indian mentality—exploitative that leaves no value behind.
Devdutt advises you to not only take pride in ancient business models but start applying the wisdom also.
Just like Japan, Korea, and China succeeded using local models, India too must strive to make their workplaces like Vaikuntha (A lotus filled paradise—where every being is eternally in love and service).
With the ‘Vaikuntha’ theory, Devdutt wants HR to aim for a place that’s as soft, calm, and soothing as lotuses.
HRs can revive ancient Indian principles of:
- Karma (accountability)
- Dharma (righteousness)
- Ahimsa (non-violence)
Wisdom Dose:As HR, you should build a culture that’s:
- Promote emotional safety
- Celebrate imagination
- Prioritize contribution over control
- Replace extraction with exchange
7. Technology Can’t Fix What Faith Built
You can inject Botox. You can install AI. You can dashboard productivity.
But you can’t:
- Measure heartbreak.
- Inject confidence.
- Automate imagination.
He urged HRs to reclaim the joy of learning for the sake of it.
To ask strange questions. To be bored. To explore. To go “raw-dogging” through life i.e., experiencing things without digital filters (yes, Gen Z’s new term for no-screen life).
“We’re raising dopamine addicts, not curious learners.”
Wisdom Dose:So, how do you weigh these intangibles?
- Talk one-to-one with your people
- Assess their moods and current state of mind
- Ask for fears and insecurities they are facing
- Understand how positive they are about the growth
What Does Devdutt’s Ancient Wisdom Mean for HRs Today?
Let’s get real. As HR, you’re:
- Expected to drive growth.
- Support well-being.
- Justify ROI.
- Track retention.
- Fuel culture.
And somehow, not lose your own spark. This talk was a reminder, not a to-do list. A prompt to ask:
What kind of world am I building? A Shark Tank? Or a Lotus Pond?
HR isn’t just a function. It’s a faith system. And that means HRs must lead not just with tools but with beliefs. With wisdom. With the courage to reimagine.
Key Questions to Take to Your Next HR Meeting
- Are our metrics driving meaning or just anxiety?
- How can we build ecosystems of exchange between departments?
- Are we rewarding performance, or punishing imperfection?
- Do our onboarding and L&D programs build purpose or just skills?
- Are our leaders feeding fear or fostering growth?
Final Words: Reimagine Your Role
You don’t need to revamp your entire org overnight. Start small. Start human.
- Host a Lotus Pond vs Shark Tank reflection circle.
- Revisit one HR policy through the lens of nourishment vs extraction.
- Ask employees: When do you feel seen? Then listen.
Devdutt ended with this line that left the room still:
“You write their future when you hire them—why not write yours too?”
As HRs, you’re not “just” designing policy or closing positions. You’re shaping belief systems. You’re rewriting what power looks like. You’re replacing war rooms with ecosystems.
And maybe, just maybe… You’re building the next Lotus Pond.