There are two types of organizations:
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The Zoo: Safe. Predictable. Food (Salary) is served at 9 AM and 5 PM. The animals (Employees) are bored, fat, and unhappy.
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The Wild: Dangerous. Unpredictable. You only eat what you kill. The animals are lean, alert, and alive.
Most founders accidentally build Zoos. They create “Policies,” “Hours,” and “HR Departments” to protect the grazers. Then they wonder why the Lions (High Performers) leave.
The Lion’s Dilemma
A “Power Performer” (Lion) hates the Zoo.
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They hate “Face Time” (Sitting at a desk when the work is done).
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They hate “Seniority” (Waiting your turn).
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They hate “Politeness” (Hiding the truth).
If you put a Lion in a cage, it doesn’t become a better Lion. It becomes a depressed cat.
The Protocol: Rewilding the Corporation
To attract the top 1%, you must dismantle the fences.
1. Kill the Clock (Output > Input)
In the Wild, nobody cares how long you hunted. They only care if you brought back the gazelle.
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Zoo Rule: “Be at your desk from 9 to 5.”
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Wild Rule: “Here is the goal. Get it done. I don’t care if you work from Bali at 2 AM.”
2. Kill the Hierarchy (Truth > Rank)
In the Wild, the alpha is the one who leads the hunt, not the one with the badge.
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Zoo Rule: “Respect your boss.”
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Wild Rule: “Respect the mission. If the intern has a better idea than the CEO, the intern wins.”
3. Kill the Safety Net (Equity > Salary)
In the Wild, risk is shared.
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Zoo Rule: “Here is your fixed bonus.”
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Wild Rule: “Here is your equity. If we win, you get rich. If we lose, you get nothing.”
The Filter
When you build a Wild culture, the grazers will panic and leave. Let them. You are clearing the space for the Lions to enter.
#DhandheKaFunda: Safety attracts tourists. Danger attracts conquerors. Build a dangerous company.