Blue Zone your Life: Live the way, you programmed your life and can choose when to say goodbye !

Dan Buettner and his magnificent 2 decade of research on the Blue Zones is something to consider seriously.

It's not only Ikigai, but various blue zones have also discovered their recipes for living a long, meaningful, full of zest, socially and religiously bound, independent and paying back, lovey life.

Check the 9 core principles, aka Power9, of the Blue Zones. (Loma Linda, US, Nicoya, Costa Rica, Sardinia, Italy, Icaria, Greece, and Okinawa, Japan)

Dan has written several NYT bestsellers, worth reading.

Blue Zones have a cross-sectional similarity in how they live a healthy life beyond the higher averages of the world population! You see below the Power9 factors that contribute to their well-being in common!

There are some 5 Blue Zones and adding slowly, that are spread across the globe where people have decoded the art of living 100 years.

Netflix and Discovery Channel have Dan's documentaries on the Blue Zones, and they have created huge discussions on choices of food, lifestyles and belongingness, beliefs that are quite diverse and divergent, yet they achieve the same centenarian goals.

Dan has several NYT blockbusters on the Blue Zone and the latest below intrigues me.

I may not want to live that long but, yes, would like to tap into those food choices that the blue zones swear by. Being a foodie and a conscious eater, this book is on my next buy list!

Book cover is fascinating, isn't it? David McLain has done great job! You can buy this book on Amazon!

I would love to know if you have any idea about India having a Blue Zone of its own.

I believe we have certain tribes in the Northeast India that may have similar lifestyle of the blue zoners, especially quite a semblance to the P9?

Take good care and look forward to your comments and views.

Comments

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework A new way of understanding reward Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions. The issue Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] . The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with no...

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives! Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking! If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular! A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through...

Why Organizations are so BAD at Talent Management? A curious case below..

Founded in 2019 in South San Francisco, ProcDNA has grown 2x in 24 months....from 100 to 200 as of Feb 25th as you see the snapshot below. I was looking at their India staff data looking actively for jobs as evident on Naukri.com, a leading job portal in India. For past 30 days, 39 staff in India looking out actively. If you check for past 2 months, this number inflates to 49. Median tenure of staff here is 8 months. What interests me are the following: 27 jobs posted on LinkedIn and 9 out of them are just repetitions. Same job posted many times (5x at times). There is only 1 Director level job is up there as far as senior open roles are concerned. Many jobs have titles like Senior/Associate/Assistant Engagement Lead, etc. Below are 4 senior staff in key roles who are active on Naukri.com , looking for next job. What's wrong here? Nothing....they are just looking out...:) ....But that's a self fulfilling thought, right, especially when you are the co...

Reflections: the stoic way!

Search This Blog