Takers are self-centred, cunning to the core. Their entire focus is on how to take things, benefits form others. Takers put their own interests ahead of others’ needs. They try to gain as much as possible from their interactions while contributing as little as they can in return.

Matchers like to preserve an equal balance of giving and taking. Their mindset is: “If you take from me, I’ll take from you. If you give to me, I’ll give to you.”

Givers provide support to others with no strings attached. They are ready to help others and contribute to others wellness. Givers give because they consider welfare of others.  

Azim Premji of Wipro has mentored many successful business leaders and supported many social entrepreneurs through his investments and guidance. Premji has also set an example for corporate citizenship and philanthropy in India and beyond. He has shown that business success and social good can go hand in hand. In 2001, the Azim Premji Foundation was established, a non-profit organisation that aims to work towards improving the quality of education in India. Over the years, Azim Premji has donated large portions of his wealth to the Foundation. Azim Premji is a Giver.

Adam M. Grant is an American popular science author, and professor at the Wharton School of the University of Pennsylvania specializing in organizational psychology. His book ‘Give and Take’ talks about a revolutionary approach to success, Adam Grant categorizes people into three types: givers, matchers, and takers. According to Grant the same definition mentioned above; givers proactively help others, matchers have a “you scratch my back, I’ll scratch yours” manner, and takers are the suck ups and backstabbers of the world.

The world would be a wonderful place if we would have a healthy surplus of givers. Grant writes about the advantages of adopting a giving approach in the workplace, and many of his suggestions and anecdotes can be applied to the library science field.

One does not automatically relate giving with success. Yet, giving can lead to greater success for oneself and others. According to Grant, extensive research reveals that people who give their time and knowledge regularly to help their colleagues earn more raises and promotions in a wide range of settings. Grant often appeals the symbol of a pie throughout the book: Givers increase the size of the pie and, therefore, can cut generous slices all around.

Ratan Tata is regarded as a successful industrialist of India; he is also well-acknowledged for his philanthropic contributions. There isn’t a single person in India who is not acquainted with his unique individuality, and many entrepreneurs not only draw inspirations from him but also look up to him as an example. Ratan Tata is also a Giver.

Givers are more successful as leaders because they help others around them grow. Leaders who give naturally see abundance and potential in those around them. They offer support and share knowledge generously.

Like Adam Grant, Jim Collins also speaks about successful leadership who are givers. Collins is an American researcher, author, speaker, and consultant focused on business management and company sustainability and growth. His model, Level Five Leadership represents a unique combination of executive capabilities, something that allows them to ensure their organizations become the best. Level one is the foundation position; at this level a leader relies on rules, regulations for taking any decision. Level two is called permission where the leader learns to function on the permission level; they merely comply with orders. At level three which is called production, either the leader is producing results for the organization and adding to its profits or is failing to do so. Many people never move up from Level 2 Permission to Level 3 Production. Why? They are incapable to produce results. When that is the case, it’s usually because they lack the self-discipline, they procrastinate, and they lack skills or not productive.

You find good leaders at Level 4 which is called ‘people development’.  At this level leaders invest their time, energy, focus and assessment into developing others around them as leaders. This can be a difficult shift for highly productive leaders who are often misunderstood because nobody likes to change, and constantly work, nobody likes putting in more hours. Developing others to become leaders requires lot of patience and courage.

It is rare to reach Level 5 which is called ‘Pinnacle’.  Pinnacle leadership focuses on building trust and respect, and challenging individuals to reach their highest potential. It focuses on building relationships, encouraging self-awareness, developing communication and problem-solving skills, and inspiring others to take ownership of their work. The individuals who reach Level 5 lead so very well constantly because of which they create a legacy in the organization they serve.

A legacy is the symbol of leaders who attempt to lead with a calling to a life-giving mission. Self-sacrifice and deep levels of service to others are necessary. They make the essential decisions, hire, and support the right people, guide daily efforts, and leave the organization or effort better off than when they assumed leadership responsibilities.

Narayan Murthy of Infosys is compassionate capitalist, management visionary, and dedicated moralist, Narayana Murthy placed India squarely on the global map of India’s IT dominance. He has been listed among the 12 greatest entrepreneurs of our time by Fortune magazine. He has been described as the “father of the Indian IT sector” by Time magazine and CNBC for his contribution to outsourcing in India. He is an example of Pinnacle leadership. 

Grant notes that most people are matchers, and matchers are people who want to see givers rise to the top and takers fail and get to desert. Today the business world, political world, NGOs, educational world, healthcare, agriculture, commerce, legal world every sphere of life requires GIVERS. Try to become a giver whichever walk of life you serve.

Level 5” refers to the highest level in a hierarchy of executive capabilities that we identify with. Leaders at the other four levels in the hierarchy can produce high degrees of success but not enough to elevate companies from mediocrity to sustained excellence.

Jim Collins is an American researcher, author, speaker and consultant focused on the subject of business management and company sustainability and growth. Companies that seek an enduring presence in the marketplace require extraordinary individuals to lead the way. Executives and managers who capably drive organizational success, researcher Jim Collins calls them as “Level 5” leaders. They represent a unique combination of executive capabilities, something that allows them to ensure their organizations become the best at what they do.

Individuals who wish to become good leaders must work on developing these skills and characteristics to become a Level 5 Leader: develop humility, ask for help, take responsibility, develop discipline, find the right people and lead with passion.

Collins’s discovery is based on a hierarchy of capabilities and traits discovered during his study.

Level 1: Position

This is the lowest level of leadership, which is at the entry level. People who make it only to Level 1 may be bosses, but they are never leaders. They have subordinates, not team members. They rely on rules, regulations, policies, and organization charts to control their people.

Level 2: Permission

Making the shift from Position to Permission brings a person’s first real step into leadership. Leadership is about influencing, and when a leader learns to function on the permission level, everything changes. People do more than merely comply with orders. They actually start to follow. And they do so because they really want to. Why? Because the leader begins to influence people with relationship, not just position. When people feel liked, cared for, included, valued, and trusted, they begin to work together with their leader and each other. And that can change the entire working environment. The old saying is really true ‘people go along with leaders they get along with’.

Level 3: Production

Production qualifies and separates true leaders from people who merely occupy leadership positions. Good leaders always make things happen. They believe in results. They make a significant impact on an organization. Not only are they productive individually, but they also are able to help the team attain goals. No one can fake the Level 3. Either the leader is producing results for the organization and adding to its bottom line or is failing to do so. Some people never move up from Level 2 Permission to Level 3 Production. Why? They are incapable to produce results. When that is the case, it’s usually because they lack the self-discipline, work ethics, organization, or skills to be productive. However, if one desires to go to higher levels of leadership, he/she must simply learn to produce. There is no other way around it.

Level 4: People Development

Good leaders at Level 4 invest their time, energy, money, and thinking into growing others as leaders. How does this emphasis on people and people decisions translate into action? Leaders on the People Development level of leadership shift their focus from the production achieved by others to the development of their potential. And they put only 20 percent of their focus on their personal productivity while putting 80 percent of it on developing and leading others. This can be a difficult shift for highly productive people who are used to getting their hands dirty, but it’s a change that can revolutionize an organization and give it a much brighter future. Developing others to become leaders requires lot of patience and courage.

It is rare to reach Level 5. Not only is leadership at this level a finale of leading well on the other four levels, but it also requires both a high degree of skill and some amount of born leadership ability. It takes a lot to be able to develop other leaders; majority reach level 4; that’s what Level 5 leaders do. The individuals who reach Level 5 lead so well for so long that they create a legacy of theirs in the organization they serve.

Level 5: The Pinnacle

Pinnacle leaders stand out from everyone else. They are a cut above, and they seem to bring success with them wherever they go. Leadership at this high level lifts the entire organization and creates an environment that benefits everyone in it, contributing to the organizational success. Level 5 leaders often possess an influence that transcends the organization and the industry the leader works in.

Level 5 Leadership connotes Honesty and Integrity, Commitment and Passion, Decision Making and Accountability. Over and above, a level 5 leader must be good communicators, creative and innovative, who delegates and empower and are Inspiring leaders. On all these criteria, Indian Prime Minister Narendra Modi stands out. For him, national interest is the only interest. This image got widespread acceptability during his stint of 12 years as Gujarat CM. This stood out against the backdrop of policy paralysis, corruption and vacuum of leadership which country experienced during 2004-14. Therefore, people love him.

Elon Musk is a visionary, and truly believes in every business venture he puts his mind into.  Because he has such a strong vision, he isn’t afraid to face obstacles others might find impossible to overcome. Musk is known for tackling obstacles head on. The projects he’s been involved in tackle almost every major industry and global problem, from automotive, to telecommunications, to energy. He truly personifies the level 5 leader!

What is very important to make a movie successful? The script, the actors, the editing, cinematography, production, direction, music, animation……….can we really pinpoint on one of the elements? When considering the most important elements in a successful film, it is practically impossible to separate the actors from the script, to consider the screenwriter more important than the actors or to minimize the role of the director is absurd. The making of a movie is a creative process, reducing any of the processes diminishes the product and thwarts its existence. From a commercial angle, the producer and the financers are most important; because without them, the movie wouldn’t be rolled out.

India is one of the few countries in the world where Hollywood doesn’t reign supremacy. This is because India has many regional film industries besides its main industry Bollywood. Indian viewers demand movies with Indian sensibilities and cultural intricacies. The regional film industries are coming into increasing focus for a number of reasons: the Marathi and Malayalam film industries have been going through a revolution of sorts in recent years regarding the quality content and kinds of movies being made. They are gradually getting national and international recognitions. What is worth noting is regional films are known for their smaller budgets and are less frenzied about their star culture. I think this allows filmmakers to put the content and story at the center of the films and experiment with different kinds of movies.

The best example is 2016 blockbuster Marathi film ‘Sairat.’ It is the highest grossing Marathi movie ever. Based on a very sensitive matter of casteism, the story is based on innocent love affair. The movie has two new faces, no leading actors are roped in the movie, shot at simple locations. The movie emerged a strong winner in 2016, becoming the first in regional language to cross Rs 100 crore in box office collections. The revenue model was designed to link performance of the film to the remuneration of talent. Though this practice is increasingly adopted by Bollywood but was never heard of in regional cinema.

In 2015, Rajinikath-starrer Kabali, Bengali romantic film Praktan, Telugu film A Aa and Punjabi movie Sardaarji 2 are some names which have a big share in growing the share of regional films at the Indian box office from 15 per cent to 20 per cent. The movie content is credited as the main reason. It is also because regional cinema caters to the audience’s more immediate cultures, given that we are a nation rich in regional heritage with so many cultures and languages coexisting. Regional cinema has started witnessing prosperity significantly pan-India. It’s worth noting that movie like Sardar Gabbar Singh, Sairat, Kabali are given a huge release platform outside of the regional market and foreign markets.

Another interesting fact is that, while the regional film industry has been flourishing, big production houses, which have been investing in Bollywood films, seem to have taken an interest in regional films too. Eros, Viacom 18 and Zee are some names who are looking at good regional content. It is also a good sign that corporate houses are entering the film industry.

2016 saw some of the best Bollywood movies: Pink starring Amitabh Bachchan and some new faces, directed by Aniruddha Roy Chowdhury, the film is a slap in the face of those who question the way modern women choose to live and dress. This movie’s greatest strength is its strong stand against gender inequality and sexual violence.

Akshay Kumar-starrer Airlift was inspired by the heroic tale of an Indian businessman who helped rescue around 170,000 of his compatriots in the face of looming war crisis in the Middle East. And, Shah Rukh Khan-starrer Dear Zindagi is a story of a young girl who changes her perception about life after meeting a therapist. Movie Dear Zindagi takes viewers on a joyous tour of soul-searching.

Aamir Khan’s Christmas release ‘Dangal’ made a roaring profit at the box-office with collections of Rs 155.53 crore after a five-day run. It’s a biopic on Indian wrestler and Coach Mahavir Singh Phogat, ‘Dangal’ had opened with an astounding figure of over Rs 25 crore and made its way into the prestigious Rs 100-crore club within the first weekend. What’s interesting is that even if we take the film’s five-day collections into consideration, it is already the biggest hit of the year. The film again revolves around female protagonists.

After content, budgeting has been another factor in guaranteeing growth. Movies making is drastically changing. Of late, we see that both Bollywood and regional movie business is not particularly star-driven. This means the talent cost is fairly rationalized. Secondly, the newcomers give their best, they don’t throw tantrums. One doesn’t need the world’s greatest line producer; a good script, some unknown actors, no flashy location, you can make a good film in a small budget.

The business model of movie making business is technologically driven, both pre-production and post-production. The impact of technology is in new cameras that allow cinematographers to shoot in a higher definition, letting viewers take in more of the amazing work in set design. Shooting in digital is much easier because you can do more in less time. Multiple cameras can run on the same shot, so you always get the angle you want without having to waste time on retakes.

The process of distributing film also has gone digital. Distribution through YouTube has been the most common form of marketing for quite some time. Studios have released big-budget trailers. This has made the method for film to outlive its usefulness. Digital films can be stored on company servers, without taking up too much space. The costs to maintain this infrastructure are also lower than the costs to store and re-master film.

Going digital largely means foregoing the large containers of film that used to be synonymous with film making. It also means production companies complete their shoot schedules with less waste, keeping the entire project under or close to budget.  Adding visual effects to film was often a precise art, where the effect had to blend seamlessly with what was being shot. This was a painstaking process that editors no longer go through. Digital effects are created and added to the shot, this software also allows editors to work on entire sections of a film, easily piecing scenes together after the post production effects are added in. That includes audio, which now has a high definition digital file that ensures the audience will hear every word and action that they see.

The number of technology-based jobs has increased.  The post-production jobs are easier to offshore and move overseas than on-set roles. Yes technical jobs in the movie making are on rise: automated dialogue editors, aerial camera assistants, aerial photographers, lighting technicians, archivers, sound recording, art department assistants, armourers – there are few more.

One factor needs a special mention here. That is Luck. To release a movie at the right place, right time, with the right promotion requires luck factor with it.  A lot of famous actors, directors and producers believe in taking help of astrologers for seeking the right time to release their films. Success in the film industry is heavily dependent on luck.  We cannot reduce importance of actor’s, director’s talent, dedication and hard work, but it is pretty obvious that those things are not enough on their own.  There are number of extremely hard-working, talented people out there, who are yet to get the recognition they deserve.