Reflecting Contrasts: Through 3 Decades in Military and a Decade in Corporate

Life's journey often takes unexpected turns, leading us paths we never imagined. For those who have dedicated a substantial part of their lives to the military, the transition to the corporate world can be both a challenging and enlightening experience. As someone who spent 22 years in the Indian Navy followed by a decade in the corporate sector, I've walked this intricate bridge between two vastly different worlds, each with its own set of values, rules, and dynamics.

My professional journey began long before I stepped foot into the corporate world. Growing up in a family with a military heritage, it seemed almost preordained that I would follow in my father's footsteps. Under my father’s well-crafted vision to mold me into a Military Leader, I donned the uniform at the tender age of 12 years having joined Sainik School in class 6. That uniform became a second skin for over three decades. The camaraderie, discipline, and sense of purpose that the military life offered were not just professional attributes; they were intrinsic to my identity.

However, life has a way of surprising us, and circumstances led me to retire prematurely from the Navy. The shift from being in uniform for 32 years (counting period under military training & schooling); to suddenly being without it felt akin to a fish thrust onto land. The military way of life, with its structured routines, unequivocal hierarchies, and unwavering dedication, was all I had known. Adapting to the civilian world was a shock to my system.

The Transition- Slow but Steady

As I stand at this juncture on completing a decade in Corporate, reflecting on my 22 years in the Navy, I can't help but marvel at the diverse experiences that have shaped my journey. The lessons learned and the values imbibed from both worlds continue to guide my decisions, inspire my interactions, and remind me that every new chapter is an opportunity for growth and transformation.

My initial foray into the corporate sector was with an Indian MNC, a comfort zone of sorts due to its military affiliations since the company worked on strategic Defence Projects. Yet, despite the familiar surroundings, it felt as though I was a tenant in my own home – a place where I had once wielded authority and responsibility. This experience was a testament to the intrinsic connection between the individual and the environment they thrive in. While I contributed my skills and expertise to the company, the longing to completely detach from the naval life persisted.

In a bold move, I decided to embrace change fully and venture into the IT industry. The transition was akin to a breath of fresh air – suddenly, the demarcation between work and personal life blurred, as the environment was quite cozy for a hardened serviceman like me. The newfound work schedule, with weekends free for leisure, was an exhilarating change from the regimented routines of the military.

One of the most daunting aspects of transitioning from uniform to corporate attire is undoubtedly finding that first job. The transition can feel like a chicken-and-egg dilemma, especially when one tries to align the exit from the military with a new job. The unpredictability of the military's exit date compounds this challenge. For me, the anxiety was so intense that I negotiated to retire on Independence Day, a fitting symbolism for my transition to a different kind of freedom.

Unveiling Military-Corporate Contrasts

Contribution parameters: As a young leader in the military, I was accustomed to being judged based on the team's collective performance rather than personal contributions. In the corporate world, however, personal values and individual contributions take on greater significance. A leader's personal expertise and skills become key differentiators that influence their effectiveness and relationships within the organization.

Reporting Structure: One of the intriguing aspects of the corporate landscape is its reporting structure. Employees often find themselves maneuvering to report upwards, while leaders draw insights directly from lower levels. This phenomenon could arise from inherent mistrust among colleagues, a sentiment that occasionally echoes in Defence forces as well, albeit to a lesser extent.

Performance Management System: Comparing the Performance Management Systems of the Corporate and Defence sectors, similarities and differences emerge. While both arenas emphasize performance evaluation, the methodologies diverge. Corporate entities often adopt the bell curve system, whereas Defence sectors rate officers to the second decimal point, meticulously benchmarking against so called market rates. This approach aligns promotions with precise assessment, however this enables Initiating officers artificially manipulating the trajectory of their subordinates' performance. Similarly, the corporate appraisal system has its shortcomings. The link between appraisals, promotions, and increments can create unintended consequences. The bell curve system, designed to maintain a distribution, can inadvertently demotivate more individuals than it motivates. Witnessing collective enthusiasm dwindle post-appraisal, I found myself questioning the wisdom of a system that momentarily undermines motivation & efficiency of the organisation. Recognizing this, some MNCs have adopted the Long Tail appraisal system or flat appraisal system, offering a more inclusive rating approach that transcends ceilings.

Decision making: The decision-making processes in the corporate sector also present a distinct contrast. The concept of building consensus and evolving plans collaboratively before execution stands out. Corporate leaders often display a remarkable fluidity in altering execution plans to achieve objectives. This flexibility enables quicker adaptation to changing circumstances, enhancing agility in achieving goals. This stands in contrast to the military's more top-down, predetermined approach, where decision-making is sometimes more directive and less responsive to dynamic shifts.

Complexity in collaboration: Furthermore, the dynamics of client interactions differ vastly between the two worlds. In the military, the decision-making chain is relatively straightforward, with minimal third-party involvement. However, in the corporate landscape, collaboration often entails numerous stakeholders, demanding effective communication, coordination, and accountability. This underscores the complexity of managing relationships and expectations in the corporate environment.

Interpersonal Intricacies: Unlike the military's well-defined domains with specific responsibilities, the corporate world introduces interpersonal intricacies that demand astute consideration. Here, individuals might have hidden agendas or motives aimed at pulling others down to elevate themselves. This contrasts starkly with the military's domain-focused approach, where the scope for such fiascos is significantly diminished.

Navigating Shades of Grey: Continuing our exploration of the divergent landscapes of military and corporate domains, the transition between these two worlds often unfolds as a journey from the stark contrasts of black and white to the nuanced shades of grey. In the corporate realm, I quickly realized that not everything adheres to clear-cut parameters; many situations fall into the ambiguous grey zone. Mastering the art of navigating these grey areas is a skill that necessitates adaptation to the specific culture and ethos of the company at hand, rather than relying solely on military experience.

 Cross functional dynamics: Another fascinating observation pertains to roles and responsibilities. In the military, the culture encourages seeking additional roles and responsibilities to enhance performance and satisfaction. Conversely, in the corporate world, there's sometimes a tendency to offload roles to avoid excessive workload and accountability. Corporate leaders may hesitate to take on cross-functional responsibilities, a contrast to the military's culture of active involvement and guidance across teams.

Attributability of blame & Process improvement: In my transition to an MNC construction company after my naval stint, one of the most striking disparities was the perspective on failures and accidents. In the corporate world, the emphasis shifted from assigning personal blame to a more process-centric approach. Instead of finding an individual to hold accountable for a mistake, the focus was on identifying flaws in processes and procedures. This shift not only fostered a more constructive environment but also promoted the improvement of overall processes, ensuring a higher standard of quality and safety. In the defence sector, investigations often revolve around attributability of blame, as mandated by specific regulations of inquiry procedures. This contrasts starkly with the corporate sphere, where a more progressive outlook prevails, centered on process enhancement rather than individual accountability. This shift in perspective showcases a forward-thinking approach that values collaborative problem-solving over placing blame.

Succession Planning & Nurturing future leaders: Beyond the practical aspects, what struck me most was the contrasting ethos of training successors. In the military, the art of succession planning is elevated to an essential skill. A leader's worth is determined not just by their own performance but also by their ability to groom and prepare their successor to seamlessly take over. This ethos fosters a sense of unity and collective success that transcends individual ambitions. Contrastingly, in the corporate world, I discovered a prevalent sense of individualism, with a scarcity mentality that discouraged knowledge sharing and collaborative empowerment. The "survival of the fittest" philosophy sometimes overshadows the nurturing of future leaders. The stark difference between a military environment, where the chain of command is fortified by shared knowledge, and a corporate environment, where guarded expertise can lead to job security, was an eye-opener.

Longevity of Leadership: Additionally, the longevity of leadership positions in the corporate world, exemplified by figures like Satya Nadela, Sunder Pichai, Tim Cook and others is a notable divergence from the military's structured rotation system. Corporate leadership roles, particularly at the highest levels, often offer a level of semi-permanence, allowing leaders to guide organizations over an extended period. This contrasts with military positions that are subject to predetermined rotations to ensure a constant influx of fresh perspectives and to maintain youthful vigour within the ranks. At times the tenure of senior military leadership appears to be mere mandatory joy ride bringing little value to the system in short span.

Family & friends: Having traversed through the corridors of four distinct corporations, spanning possibly diverse industries, a recurring theme has emerged with striking uniformity. Regardless of the industry, the resounding focus remains cantered on you and your individual performance. The company's scope of concern rarely extends to encompass your family. This stands in stark contrast to the ethos upheld within the Defence environment, where the concept of family encompasses a significant part of the unit's responsibility. A fun filled family get together which Defence environment readily offers may be difficult to fetch in corporate.

 Conclusion

From my vantage point, I believe ex-servicemen often excel in roles which necessitates responsibilities, authority, inspection and audit. This stems from their comfort in structured domains and hierarchical setups. However, when transposed into the service industry, where collaboration spans multiple agencies and reporting structures, challenges arise. Navigating the labyrinthine corporate landscape, replete with cross-functional dependencies and intricate reporting mechanisms, can be a distinct hurdle for those more accustomed to the military's straightforward hierarchies.          

As this comparative exploration of the military and corporate worlds continues, it becomes apparent that while parallels can be drawn, each realm possesses its own unique dynamics. The military's structured order and singular purpose, and the corporate world's intricate interplay of motives and collaboration, each contribute to shaping the narrative of those who traverse between these two realms. My reflections are colored by my individual journey and experiences, offering a glimpse into the intricacies of a transition that bridges the contrasting landscapes of black, white, and the corporate shades of grey.

Disclaimer

These reflections are based on my limited personal experiences, and I offer a disclaimer that they may not capture the full spectrum of either domain. The journey from the military to the corporate world has allowed me to explore and appreciate the unique nuances, challenges, and virtues that each environment presents. This contrastive exploration reaffirms that leadership is a dynamic art that adapts to the ethos of the arena it serves.