Insight into a Hindu Temple

Given that India is a place of pilgrimage and a venue for many who wish to grow spiritually, it seems apt that our trip commenced with a tour of some sacred sites. Tamil Nadu is predominantly Hindu, although just over 20% of the populace are Moslem, 10% are Christian and there are thriving Jewish and Jain communities (the Indian flag was designed in part to reflect the populace with the: 

• green being for the Moslems community – the colour is a representation of faith, fertility, happiness and prosperity, being placed at the base of the flag it is, like the earth, a solid foundation;
• orange-like Saffron standing for the Hindus and in addition symbolically denoting courage and the need for individual effort for the common good; and, at Ghandi’s suggestion,
• white representing the remaining communities and is representative of truth, freedom

whilst the blue wheel-like image is the Ashoka Chakra, the centre of dharma, the cosmic law that upholds the order of the universe – this image was drawn on the floor of the first temple which we visited. The wheel is also a symbol of motion – to remind Indians that forward progress is the key to success, as well as being a symbol of the Indian people’s diligence and industry). The flag was flown for the first time in July 1947. As with most things in India, there are strict rules as to how the flag may be used and where it can be flown.

On our first morning we went to see the Hindu Temple of Ekambareswarar at Kanchipuram, it is dedicated to Lord Shiva in his elemental form of Earth. The temple was created around 600AD on the site where it is believed that, three and a half thousand years ago, Shiva and Parvati consecrated their marriage under a mango tree. Shiva was a tough boyfriend – he only succumbed to Parvati’s charms after she had undertaken a trialling penance for interfering with his plans – he poured fire upon her, requiring her to be saved by her brother, Vishnu, using the moon, and Shiva then diverted the Ganges in an attempt to distract her but Parvati convinced Ganga (the Ganges) that, as they were sisters, she should not be harmed) – Parvatii rekindled Shiva’s passion for her, partially by creating a Lingam (a pillar on an oval base which, although slightly phallic in appearance, symbolises the energy and lasting power and potential of the God), which demonstrated her love for him.

Understandably, the mango tree was important. The magic of the moon protected and entered it, as well as Parvati, and hence it gained longevity and the ability to produce 4 different species of mango. Although the original tree has now been replaced by its progeny, some bark from the 3,500 year old tree was on display, in a cabinet, as we entered, bedecked with lights like a Christmas tree.

The piece of 3,500 year old mango tree 

Pilgrims who had travelled to be in this holy site touched the mango bark’s case reverently. Hindu temples are traditionally split into distinct units  - the pagoda-like entrance, the Gopuram, is the main gate, consisting of a high, ornately carved tower (the Vimana), covered in icons and dancing figures. 

The Vimana

Leaving our shoes outside, we passed through the high temple walls (the Prakara) to enter the site. Looking up we could see the Dhvajastmbh, which is in effect an ornate multi-layered flag post that displays the insignia of the deity. Shiva’s symbol is a bull. Shiva in his bull-form was also on display in the Mukha Mantapa – an area in front of the Garbha Griha that was used as an area for devotional offerings and discussion. I’m not quite sure what the large silver tea-urn was for, but suspect that it was for donations.

Shiva in his bull form with the yellow pole
of the Dhvajastmbh behind

The Garba Griha is the most important place in the temple. It is sited in the centre with a walkway around it, called the Pradakshinapatha, which provides an area for devotees to circle the holy place before approaching the sanctum. The Garba Griha is a cubicle-like enclosure with a roof, but no windows, and a single opening at the front. Access is usually restricted to the priest (Usually a Brahmin), but we were beckoned inside and I was told that I could take photos. We found ourselves in a small room formed of mirrors that reflected the image of Shiva an infinite number of times, 

An infinite view of Lord Shiva

as well as a depiction of him with Parvati and their second son, their necks festooned with fragrant jasmine and other blossoms.

Despite demurring, we were blessed by the Brahmin who dotted our foreheads with white ash while verbally blessing us, using our forename (not dissimilar to a Christian baptism). 

The ash is a Tilaka (religious marking, usually placed on the forehead) but is called Vibhuti and is specific to Shiva. It is a symbol of purity and the need to live a good life. Traditionally this ash was from the cremated bodies burnt that morning on the banks of the Ganges and hence it also acts as a memento mori – not unlike the paintings and objects depicting skulls that were popular across Europe during the Renaissance to ward off hubs and remind people of the brevity of life and certainty of death. Nowadays the ash is usually made from specific wood, pure Indian cow dung or rice husks burned as an offering in a sacred fire (Homa) until it becomes a pure white powder. This ash must not be allowed to drop to the ground – the wall outside the Garba Griha was covered in devotional markings drawn using ash.

Having visited the main site we then went to see the site where the original mango tree had stood – a calm and peaceful shrine behind which a new tree grows in the stead of its forebear.

Again we were invited inside. 

Another yogi, this time not the Brahim, offered to bless us. He used a red mixture to draw his Tilakas. 

Many Westerners are familiar with the red “Bhindi” worn mainly by Hindu women. This red Tilaka is traditionally associated with Parvati, especially when worn with the ask Vibhuti. Tradition has it that red Tilakas came into existence at a time when people were fearful of dark magic and the risk of being mesmerised. Turmeric was known as an effective charm against harm but the powder was easily blown away. However, when the ground turmeric was mixed with lemon juice and the acid reacted with the turmeric, turning it red whilst also producing a paste that stuck. Red is an auspicious colour so deemed an effective protection as well as a symbol of religious devotion.

The building itself was interesting, constructed of cool local granite with the stones slotted into each other, so that the weight pressing down from above held the structure together. 

We wandered the passages leading to places of prayer – ceremonial carts and huge images of god and characters from Hindu stories, stored in alcoves until the next time they are needed for a festival, seemed to ogle us as we passed.

Around the outer edge were placed 108 carved granite Lingams, in memory of the Lingam Parvati had created and also to represent the 1008 Lingams sacred to Shiva and mentioned in Hindu texts. They were carved from local black granite –of which we were to see more on our next temple outing. It was cool inside – a welcome oasis from the humid heat.

Our first temple visit has given me much to ponder. It was an honour to be so warmly welcomed into such a personal and sacred part of people’s lives. I have many Hindu friends and I think I now have a slightly better understanding of their religion and values.

Dead Ahead

Every person dies twice – once when they draw their final breath and once when their name is spoken for the last time.   A small number of self-sufficient or friendless people die as the person that others talk and think of before they cease to exist in the flesh.  Some people live on long after their deaths – Cleopatra, Pythagoras, Pocahontas, Confucius, Mumtaz Mahal, Sir Isaac Newton, Steve Jobs – just by mentioning them to you I am helping perpetuate their existence.

It is hardly surprising that death and our demise play such prominent parts in human contemplation – death is the one certainty for each of us when we are born.  It is said that on victory parades ancient Roman generals would have their slaves whisper to them the words “Memento mori” (which translates as “Remember you will die”), to prevent them succumbing to “hubris” (i.e. a shameful delusional pride and arrogance based on an over estimation of their worth).  The achievement of an objective (such as the Roman general’s victory in battle) is not the end of the road.  Over the centuries, death has frequently been depicted as a means of encouraging people to live a worthwhile life.  Impact full images are used, contrasting a subject’s worldly status against the equality of all men once in their graves.  From the fifteenth century onwards it was fashionable for wealthy European aristocrats to be depicted in elaborate carvings and/or pictures, including on their tombs, as aged or decaying corpses, surrounded by fine clothes, castles and artefacts, their grim countenances or bones a stark reminder to others of the vanity of earthly riches, with the intention of encouraging people into leaving a positive legacy (and in the hope of the subject earning a place in heaven) through their actions.  Symbolism, such as wilting flowers dropping their petals, hourglasses and distaffs (representing the soon-to-be severed thread of life), is typical as a means of reinforcing the message.

 Both in art and in the human psyche, there is often a linkage between death and time, although few pieces are quite as strikingly macabre as this 19th century watch.

Usually death is used to nudge us into appreciating the need to do the things that we know we should and can do, before it is too late.

As it is with people, and their reputation, so it is with concepts and ideas – if they are not discussed and considered on a regular basis they become moribund.  I have in the past used this blog as a platform from which to raise my concerns about the manner in which performance is managed in many organisations.  Performance management and appraisals must not sink to being seen as a chore, with a manager’s observations reluctantly recorded once a year.  Objectives and responsibilities need to be real; a lioness on the savannah does not require a piece of paper to remind her, when she spots a wildebeest, that she is hunting to feed the pride, so it is with us, we should appreciate throughout the year what is expected of us, what we and others need to do, by when and what good looks like.  A performance discussion, whether for good or poor performance, should never come as a surprise, neither to the manager nor the employee.

Total surprises are seldom a good thing in business.  What leading CFO would ever say to the shareholders at an AGM “we had a record breaking year” without being able to justify the figures and explain what occurred to make the year so good?  It is always sensible to analyse performance and build on strengths.  I am often amazed at how difficult people in the commercial environment find performance discussions.  Professional athletes and sports players always want to assess how they have performed, to determine what they can do to improve.  They are not insulted when their coach proposes ways in which they might be able to shave a millisecond off their time or increase their ability to catch, throw, run, pull or hit.  So why at work are people so reticent to give or receive feedback?

I suspect that there are two main reasons:

1. one is the unwillingness of an individual to be seen as falling short of what is required (in these challenging economic times, when many organisations are looking to reduce costs - which could result in redundancies - people are loathe to stand out as “being seen to be lacking”;
2. the second is closely linked to the first, if an employee works in an environment where they feel under threat, or where there is a “blame culture”, the prospect of being told that “you could do better” makes people feel very exposed; they believe for example that they might suffer diminished rewards, peer pressure, victimisation and bullying, in addition to potentially losing their job.

 What a sad reflection on many employers that their members of staff are made to feel this way.  In life we improve by practicing and experimenting.  Businesses need to grow and develop as the world in which they operate changes, if the people within them are not encouraged to learn and transform the organisation’s long term success will be limited.

I have immense respect for Danny Kalman at Panasonic – I remember when we first met he was in mainstream HR as the Director for Europe, responsible for determining strategy and enabling required change (he is now the Director of Global Talent Management).  He was always mindful of Panasonic’s long term vision.  Listening to Danny talk it was (and still is) impossible not to be struck by his description of the vision and values of Panasonic, what is written on the website today echoes his comments of over a decade ago http://panasonic.net/corporate/philosophy/code/04.html
he and all other management view themselves as custodians for the generations to come and hence there is fervent desire to do the right thing for the future – to have a sustainable business that endeavours to enhance the world and the experiences of people in it.  Panasonic has a number of businesses within the highly competitive field of consumer electronics – it is crucial for the on-going success of the corporation that it is seen to be at the forefront of innovative design and technology.  Its envisaged future relies on having people now who can enable that onward drive.

There is a quote doing the rounds on the Internet at the moment that has struck a chord with me:

“A reader lives a thousand lives before he dies, the man who never reads lives only one.”

It comes from the fantasy novel “A Dance with Dragons” written by George R. R. Martin.  I have always enjoyed reading and have lived others’ lives vicariously through good novels.  I have also learned new commercial approaches and discovered what competitors are doing by perusing the press and business publications.  The better informed we are the better equipped we become to cope with the challenges and changes that confront us.

Without even trying, each of us starts life as a record breaker.  Even if only for a fraction of a second, we each have been the youngest human on earth.  During our lives we have the opportunity to do amazing things and to influence and help others to achieve even greater heights.  To do so we need to be:

• tuned to what is needed;
• appropriately informed; and
• aware of what we can and must learn to do.

All of us need honest and supportive feedback to help us become better at what we do and we owe it to others to care for them in the way in which we ourselves would like to be treated.  The space to experiment and propose new ideas and ways of doing things is the area in which our world can be transformed.  Those of us who succeed in changing people’s lives (ideally for the better), creating a legacy (preferably a positive one) and making an impact on those around them, are the ones who will continue to break records and live on long after final breaths have been exhaled.