Book Summary | Atomic Habits - John Clear

Book Title : Atomic Habits 

Author: John Clear 

The book touches about the habits and provides a framework on cultivating habits.

The surprising power of Atomic Habits : Habits are double edge sword. Habits are like the atoms in our lives. Each one is fundamental unit of that and contribute to the overall improvement. If we get 1 % better each day for one year, we’ll end up thirty seven times better by the time we’re done. This make habits as the compound interest of self-improvement.  Good habits make time as our ally, and bad habits make time  as our enemy. We witness people making few small changes, fail to see a tangible result and decide to stop. Mastery requires patience. All big things come from small beginning. The see of every habit is a single tiny decision. But as that decision is repeated, a habit sprouts and grows stronger.

Goals are about results you want to achieve. Systems are about the processes that leads to those results. Goals are good for setting a direction, but systems are best for making progress.

1: Winners and losers have the same goals: The goals had always been there. It was only when they implemented system of continuous small improvements that they achieved a different outcomes.

2: Achieving a goal is only a momentary change: Achieving a goal only changes your life for the moment.

3: Goals restrict your happiness : Goals create an “either or conflict” either you achieve your goal and are successful or you fail and you are a disappointed.

4 : Goals are at odds with long term progress : The purpose of setting goal is to win the game. The purpose of building system is to continue playing the game. True long term thinking is goal less thinking.

Habits shape our identity :  Habits are challenging for two reasons as (i) we try to change the wrong thing and (ii) We try to change our habits in the wrong way.

There are three layers of behavior change

•     The first layer is changing the outcomes : These are associated with Goals. Focus on What
•   The second layer is changing the process : These are concerned with changing habits and systems.
•   The third layer is changing the identity : These are associated with beliefs, assumptions and biases. Behind every systems of actions are the system of habits.  The ultimate form of intrinsic motivation is when a habit becomes part of the identity. Behaviour are usually a reflection of the identity.

The process to change in identity are

a.       Decide the type of person you want to be

b.       Prove it to yourself with small wins.

4 simple ways to build better habits: Behaviors followed by satisfying consequences tend to be repeated and those that produce unpleasant consequence are less likely to be repeated. A habit is a behavior that has been repeated enough times to become automatic. The process of habit formation begins with trial and error.

The process of building a habit can be divided into four simple steps

• Cue : The cue triggers the brain to initiate a behavior.
• Craving : These are the motivational force behind every habit.
•  Response: The response is actual habit that is performed which take the form of a thought or an action.
• Reward :  The reward serve two purpose – They satisfy the trigger and they teach.  Reward teach us which action are worth remembering in the future.

Point & Call: One of the greatest challenges in changing habits is maintaining awareness of what we are actually doing. This helps explain why the consequences of bad habits can sneak up on us. We need a “Point and call” system for our personal lives. Pointing and calling is a safety system designed to reduce the mistakes. Pointing and calling raises the level of awareness from a non-conscious habits to a more conscious level of verbalizing the action.

The best way to start a new habit : Diderot effect states that obtaining a new possession often creates a spiral of consumption that leads to additional purchases.  Habit staking is a special form of an implementation intention. Habit stacking increases the likelihood that you’ll stick with a habit by stacking your new behavior on top of an old one. This processes can be repeated to chain numerous habits together, each one acting as the cue for the next.

Motivation is overrated; Environment often matters most : People often choose products not because of what they are; but because of where they are.  Environment is the invisible hand that shapes human behavior. Despite our unique personalities, certain behaviors tend to arise again and again under certain environment conditions. Behavior is the function of the person in that environment. B=f(P,E)

The secret of Self-control : Bad habits are autocatalytic; the process feeds itself. They foster the feeling they try to numb.

Steps to create Good habits

-          The first law : Make it obvious

-          The second law : Make it Attractive

-          The Third law : Make it Easy

-          The fourth law: Make it satisfying

How to break a bad habit

-          1^st Law: Make it invisible

-          2^nd Law: Make it unattractive

-          3^rd law: Make it difficult

-          4^th law: Make it unsatisfying

Habits are dopamine driven feedback loop. It plays an important role in neurological process. So when dopamine raises, so do the motivation levels. The more attractive an opportunity is, the more likely it is to become habit formation.

The role of Family and Friends in shaping your habits : In the long history of mankind, those who learned to collaborate and improvise most effectively have prevailed.  The habits are imitated in the following groups

• The close : imitating the close, proximity has a powerful effect on behavior.
• The many : Intimating the many
• The powerful  : Intimating the powerful

Habit Formation: Habit formation is the process by which a behavior becomes progressively more automatic through repetition. Repeating a habit leads to clear physical changes in the brain. Automaticity is the ability to perform a behavior without thinking about each step, which occurs when non-consciousness mind takes over. Habits are easier to build when they fit into the flow of our life.

Two minute Rule: When we start a new habit, it should take less than two minutes to do. The idea is to make the habit as easy as possible to start. As we master the art of showing up, the first two minutes, simply becomes a ritual at the beginning of a larger routine.

Goldilocks Rule: states that the human experience peak motivation when working on tasks that are right on the edge of their current abilities. Not too hard, not too easy. Just right. The greatest threat to success is not failure but boredom.

Book Summary | Eucharistic Miracles: And Eucharistic Phenomenon in the Lives of the Saints

Book :  Eucharistic Miracles: And Eucharistic Phenomenon in the Lives of the Saints

Author: Joan Carroll Cruz

The Roman Catholic congregation celebrates the institution of the Holy Eucharistic every year on Maundy Thursday which comes in the holy week in the season of lent. Maundy Thursday commemorates the Last Supper of Jesus Christ with his disciples. On this day, Christians observe the Last Supper and Two commandments of Jesus. It is also the day, when Jesus washed the feet’s of his disciples and started the servant leadership. During the Supper, Jesus took bread and wine and shared them with his disciples and instructed to do this in memory. Christians believe that, transformation happens during the Eucharistic celebration and the belief that the bread and wine converts into the body and blood of Jesus. The book captures the miracles happened during the Eucharistic celebration and mishandling of the body.

This book is about Eucharistic miracles collection. This book is divided into two parts. Part - I dealing with the Eucharistic Miracles, , Part - II dealing with Eucharistic phenomena in the lives of the saints. This book begins with a photo of consecrated hosts that have remained fresh and in-corrupt for 250 years. From the Basilica of St Francis in Siena. They were stolen in 1730 and then recovered.

The author has captured stories of Eucharistic miracles going back to the first Christian communities. And some that extend right up into our lifetimes up to the 17 century.  There are stories of saints and saintly people who lived for long periods on just the Eucharist for sustenance.

During COVID -19, pandemic, which happened during the season of lent, however the traditional celebration of the Palm Sunday, Maundy Thursday, Good Friday and Easter were celebrated using digital technology where faithful attended the services from home. As the faithful couldn’t not receive the communion as they were not physically present in the Eucharistic celebration, they were asked to receive the bread spiritually. The last chapter of this book is on spiritual communion and prayer to receive it spiritually. The gifts of spiritual communion is jubilant of spirit, true charity, silence, joy in prayer and longing for God.

A good read to increase the faith and belief.

Book Summary | The Power of Business Process Improvements

Book : The Power of Business Process Improvements
Author : Susan Page 

Bill Gates wrote in his book Business @ the Speed of Thought: Succeeding in the Digital Economy that ‘‘A rule of thumb is that a lousy process will consume ten times as many hours as the work itself requires.’’ Improving business processes enables you to stay competitive and to increase your responsiveness to your customers, the productivity of your employees doing the work, and your company’s return on investment.

The objectives of BPI are:

·         Effectiveness: Does the process produce the desired results and meet the customer’s/client’s needs?

·         Efficiency: Does the process minimize the use of resources and eliminate bureaucracy?

·         Adaptability: Is the process flexible in the face of changing needs?

The Ten Simple Steps to Business Process Improvement

Step -1 : Develop the Process Inventory

-       Identify and prioritizing the process inventory

-       The process inventory is a list of the business processes that a department or area owns, and you have to build one if you find that such a list does not exist. You can identify business processes by reviewing the work done by a department, by scanning job descriptions, or by talking to colleagues to identify their roles and responsibilities

The following four general categories help you determine the relative importance of one business process over another

1. Impact: How much does the business process affect the business? | Numbers affected & Client

2. Implementation: How feasible is it to make the change? – Time to Market | Funding | Timing of N

3. Current State: How well is the process working today? – Client Satisfaction | Pain Level | Process Exists ?

4. Value: What is the benefit, or return, of improving the process? – Benefit score Total Score

Step – 2: Establish the Foundation

The scope definition document guides you through the exercise of establishing the foundation for a business process. It becomes your blueprint. Scope creep is the veering away from the original purpose of the work without an increase in time, resources, or money.

The Eight Sections of the Scope Definition Document – Process Name | Process Owner | Description or Purpose of the Process | Scope is the breadth or area covered by a process. | Process Responsibilities | Client and Client Needs | Key Stakeholders and Interests | Measurements of Success

Step – 3 : Draw the Process Map

A process map is a visual representation of a series of connected activities that, when strung together, deliver a meaningful outcome to the client/customer.

Process Maps – High Level and Detailed and either the standard or cross-functional process map. Creating the process map and detail document provides the business with a tool that can be used as a standard operating procedure to train new employees

Step – 4: Estimate Time and Cost

Process time is the time required to complete a single activity in a process.

Cycle time is the time required to complete an entire process, from its first to its last step.

Process Cost includes;

1. The cost of the people who do the work

2. The cost of technology tools used in the process

3. The cost of overhead such as space, air conditioning, and the like

4. Determine the FTE (full-time equivalent) number to use.

5. Determine the salary and employee benefit rate to use for the employees or process workers.

validate the accuracy of the process map with three groups of employees: - Process Owners | Stakeholders | Sponsor. The validation should focus on :  Accuracy of the process map | Points requiring clarification | Accuracy of the time estimates

Step – 5 : Verify the Process Map

Step – 6: Apply Improvement Techniques

Bill Gates is credited with saying, ‘‘The first principle for any technology you contemplate introducing into a business is that automation applied to an efficient operation will magnify the efficiency. The second is that automation applied to an inefficient operation will just entrench the inefficiency.

The improvement technique wheel guides you through eliminating bureaucracy, evaluating value added activities, eliminating duplication and redundancy, simplifying the  process/reports/forms, reducing cycle time, and applying automation tools.

Bureaucracy is ‘‘productivity’s enemy.’’ Use SALT as a filter to eliminate bureaucracy (Statutory, Audit, Legal, Tax)

Keep it simple, silly.

Step – 7: Create Internal Controls, Tools, and Metrics

Identifying points in the business process where a mistake can occur provides the opportunity to introduce internal controls. Developing an internal control document, which contains the details about how to avoid common errors, provides an effective training tool for new employees. Creating metrics to support the measurements of success defined in the scope definition document allows you to evaluate whether the process works as planned.

Step – 8: Test and Rework

1. Create the test plan.

2. Develop the scenarios (or testing sheets).

3. Implement the test plan.

4. Summarize the feedback received and the challenges encountered,

then rework the process and tools.

5. Retest (if appropriate).

Step – 9: Implement the change

1. Change management: Impact analysis

2. Testing: Testing plan

3. Communication: Communication plan

4. Training: Training plan

5. Gain Sponsor Buy-in

Step – 10: Drive continuous improvement

The continuous improvement cycle confirms that the business process continually delivers effectiveness, efficiency, and flexibility to the organization.

The four phases - evaluate, test, assess, and execute (PDCA) provide the necessary structure.

The Six Sections of the Executive Summary

Executive summary with an intriguing or compelling statement that grabs the reader’s attention, and shall have the following sections:

-       Project focus | Goals | Summary | Key findings | Deliverables | Appendix (if applicable)

Recommendation :

It is an good book to understand the process and process documentation for beginners. 

Book Summary | Awakening the leader within you

Book : Awakening the leader within you

Author : Mitesh Khatri

Publication: Jaico Publication House

The author is a trainer by profession and had the limelight movement with fire walking session with the team.  Something unbelievable – That’s how he motivated to walk barefoot on the burning coal. This book touches on the techniques to make sure we achieve the specific results without much of jargon's.

We are all born with infinite potential, still we can find two kinds of people – ordinary employees working with employee mindset and extraordinary leaders working with entrepreneur mindset.  The difference is ordinary people believe that they are just doing the job whereas the extraordinary leaders believe that they own the organization. The diffidence is Employee Mindset Vs Entrepreneur Mindset.  A leader always works with the entrepreneur mindset and takes ownership for the organization. Ordinary people are less productive because they are poor time managers; leaders are super productive because they master time management. Positive Attitude and High Energy are the two great forces that drive Great leaders.  People may or may not give up to their desires, but hey never give up on their expectations ! Expectations are stronger than desire. High expectations gives high energy to leaders. When things become must for human beings, it gives them unlimited energy to achieve what they want. High expectations lead to higher performance and higher results. The quality of life will depends on the amount of pressure you can handle. The lack of visibility can make life really difficult.  The quality of our life depends upon the quality of our communication skills.  The source of power and energy – taking 100% responsibility – positive or negative. Responsibility Formula is, Situation (S) + Response (R.) = Results (Re).

Leaders have a magnetic charisma that gets them huge following. Consistence results will be able to create the charisma. Charismatic leader keeps commitments.  Prioritization makes life simpler and less stressful. The leadership level is determined by the trust exhibited by people. The trust bank account has two ways of depositing and withdrawing trust; Cash = communication, cheque = commitments. 

Emotional intelligence is about having the power to manage your emotions by choice. The quality of our feelings is controlled by the quality of meanings we make. What we feel creates action and these actions produce results.  Focus refers to our thoughts and imaginations. There are three powerful ways of changing the emotional patterns – Meanings control feelings, physiology controls emotions and Focus control emotions.

Beliefs are vital for tapping into our inner potential and realizing our visions. Imagination is the power that fires our beliefs.  Success is not only by chance, it is also a science.

Value – The source of power. The source of unlimited power is consciously working as per our highest values. Whenever we work as per our highest values, we automatically have access to all our internal power resources like  - hard work, sincerity, Dedication, creativity, focus, confidence, inspiration, motivation, patience, sensitivity and abundant energy.

In each chapters the author has simple questionnaire to create awareness on where we stand, a very simple yet effective techniques  which can easily be adopted and implemented. 

This book is a good read.

Book Summary | Prison to Praise

Book Name: Prison To Praise

Author: Merlin R. Carothers

I didn't even knew that I had this book in the library until an friend requested and I searched the entire drive. That request generated interest to read this beautiful book. This book teaches the principle of Praise as a powerful spiritual weapon available to us. It shares the multi-dimensional ways of its working through catalogs of great life changing testimonies of encounters with God. Going through 150 pages, really throw surprises on the Gods power to heal the broken hearted.

The book is a story of Merlin, who dreamed about being rich and using any medium and enjoy the life turning to be a Chaplin and helping people. As a kid, I had listened to few stories, however I never knew that these were the real stories from this book.

Some of the astonishing stories, i found really inspiring were

1. Correction in Vision after the damaged right eye

2. Saving of the army general, who had lost his legs in the fight

3. Experiencing the joy of holy spirit

4. His experience in Vietnam.

I wonder how God can help ! But i also believe that it’s the trust and belief that makes God help the helpless.  

The primary message is "In all things give Thanks!"

Book Review | The Execution - The Discipline of Getting Things Done

Book Name : The Execution - The Discipline of Getting Things Done 
Author : Larry Bossidy & Ram Charan

Execution is a systematic process of rigorously discussing how’s and what’s, questioning, tenaciously following though and ensure accountability.  This book is a great insight into where things typically go wrong in all big small and medium projects. This book provides a frame work on which values, principles and working strategy needs to be inherited for successful execution. The book talks about dos and don’ts in easy to understand language. Once you start relating the topics covered to your days to day operation issues which you face at work it keeps on becoming more and more interesting. The real time examples and solutions make the book interesting to read. I personally feel that the principles explained in the books can be adopted to our personal life as well as at the workplace•

Summarizing the key thoughts from the book:

1.Most often today the difference between a company and its competitor is the ability to execute. People think of execution as the tactical side of business, something leaders delegate while they focus on the perceived bigger issues.  Execution is not just tactics – It is a disciple and a system. It has to be built into a company’s strategy, its goals, and its culture.

2.Execution is a specific set of behaviors and techniques that companies need to master in order to have competitive advantage.

3.THE HEART OF EXECUTION LIES IN THE THREE CORE PROCESSES; the people process, the strategy process, and operations process

4.The skill of coach is the art of questioning.

5.To change a business’s culture you need to set of processes – social operating mechanisms – that will change the beliefs and behavior of people in ways that are directly linked to bottom-line results.

6.COMPETENCIES: Functional skills, business skills, management skills and leadership skills.

7.A ROBUST PEOPLE PROCESS DOES THREE THINGS. It evaluates individuals accurately and in depth. It provides a frame work for identifying and developing the leadership talent- at all levels and of all kinds- the organization will need to execute its strategies down the road. It is based on

  Linkage to the strategic plan and its near, - medium-, and long term milestones and the operating plan target, including specific financial targets

• Developing the leadership pipeline through continuous improvement, succession depth and reducing retention risks



• Deciding what to do about non-performers



• Transforming the mission and operations of HR

8.Succession depth analysis determines whether the company has enough high potential people to fill key positions. It also looks at whether there are high potential people in the wrong jobs and whether key people will be lost if a job is not unblocked for them.

Book Review | The Art of Action: How Leaders Close the Gaps between Plans, Actions and Results.

Book Name: The Art of Action: How Leaders Close the Gaps between Plans, Actions and Results.

Author: Stephen Bungay

The commander in chief always develops a strategy to win the war. All though it is taken for granted that the soldiers in the field will obey the chief as planned to ensure they defeat the enemy.  The chain in command and alignment becomes very important so that they know Why, What and How it has to be done. Business is an interaction between human organizations. It is competitive, highly dynamic, complex and risky. Organizations develop strategy and review it every year. Command is as unavoidable in the business world as it is in the military one. Strategy is dynamic as it only defines the path that management has chosen. At times the organizations fail to execute the strategy.

The Art of Action is a thought-provoking and fresh look at how managers can turn planning into execution, and execution into results. The book is based on the historical knowledge of military campaigns going back to Napoleonic times and moves forwards into the 21st Century military application of strategy in the Western world. The author draws parallels to application of the Mission Command approach in private and public sector organisations today. In war everything is very simple, but simplest thing is difficult as for the complex organizations. Creating great organizations and devising great strategies is not a science but an art. In science our knowledge grows and builds on the past. The big issue is not strategy, but executing strategy and times organization appear to reward compliance rather than initiatives or creativity resulting into non-participation and fear.

A strategy is fundamentally an intent; a decision to achieve something now in order to realize an outcome; that is a, “What” and a “Why”.  The steps of the staircase define the organizations “main efforts: at a strategic level. Even if a strategy is not watertight, energetic leadership can make it work, however business strategy encounters frictions of uncertainty, errors, accidents, technical difficulties, the unforeseen and their effects of decisions, morale and actions. These result into 3 types of gaps (gaps in terms of expected results and reality: outcomes, actions, plans). The gap is described as the difference between what we know and we can do, as the gulf between plan and execution. They are

Knowledge Gap: The gap between plans and outcomes concerns Knowledge; it is the difference between what we would like to know and what we actually know. This means that we cannot create perfect plans. So the need is to formulate the strategy as an intent rather than a plan. Knowledge gap is to limit direction to defining and expressing the essential intent.

Alignment Gap: The gap between plans and actions concerns alignment; it is the difference between what we would like people to do and what they actually do. The need is to be clear on the intentions with the employees. The alignment gap is to allow each level to define what it would achieve to realize the intent.

Effect Gap: The gap between action and outcomes concerns effects; it is the difference between what we hope our actions will achieve and what they actually achieve. We can never fully predict how the environment will react to what we do. It requires the boundaries that are broad enough to take decisions for themselves and act on them. The effect gap is providing individuals freedom to adjust their actions in line with the intent.  The result is to make strategy and execution a distinction without a difference, as the organization goes through PDCA cycle.

A gap in alignment is often pointed to top level frustrations and lower-level confusion. Top –level managers feel increased pressure to specify exactly what they wanted people to do. The lower level imitates and identify problems on their own, which results in local initiatives. These result in creating dilemmas over what to do. Junior people lose the trust in decisions of seniors and they start delegating upwards.  Top level frustration goes up a notch as people thereby demonstrate that they really cannot decide anything for themselves and so the cycle goes on.

A gap of effect is typically responded by increase in control. The favorite control mechanism is metrics. Controls have a cost. Overhead builds up around the controllers, and the reporting burden increases for the controlled. Controls add costs, slow things down further, and increase rigidity. People become demotivated and keep their attention firmly fixed on their KPIs which they were supposed to measure.

People on the front lien are the ones who ultimately crate value since they are the one who determine the kinds of experience that the company generates for its customers. The higher the level of command, the shorter and more general the orders should be. The next level down should add whatever further specification it feels to be necessary and the detail of execution are left to verbal instructions or perhaps a word of command. This ensures that everyone retains freedom of movement and decisions within the boundary of their authority.

The real challenge is how to create an organization which enables average people to turn out above average performance. Most organizations could improve that performance significantly if they could unlock the potential to their existing people, whether or not they are unusually talented. Organizations can use OGSM technique, this starts with the corporate centre defining its Objectives and Goals and its Strategies and Measures. These are then translated down into business and functional levels instead of MBO.

High performing organizations tend to have a strong culture. The Morale drops when organization wastes people’s time. Using an effective briefing technique renders the motivational task of leadership far easier by making the connections between the individual and the collective and forming the basis of mutual respect. The organizational culture is set by two most important organizational processes, budgeting and performance appraisal. They form part of corporate body language.

Scorecard is only one source of information from which that picture can be formed. A scorecard should be used to support strategy execution by monitoring the effects actions are realizing, not to supplant strategy. 

Recommendation: A good book to read on strategy implementation. 

Book Review | The Brand Custodian : My Years with Tatas

The brand Custodian : My years in Tatas

Author : Dr Mukund Rajan

Recently there was a report published in the social media on how long the corporate houses survived post-independence in India.  The Living Company by Arie De Geus who cites a research report that says average life expectancy of a large corporate (Fortune 500) is about 40 years. On the Similarly lines, Rahoul Joshii an Indian scholar studied Indian corporates starting from post-independence and his study, available in LinkedIn, showed that 50% of 1950 companies were wiped out of top 20 in 1990. 75% of 1990 top companies wiped out by 2016. The only company or corporate that could make it consistently on the top from 1951 till today is TATA – Leadership with Trust. 

Many of the small town / rural guys dream is to work in Tata’s, and mostly it’s because of the brand and respect it carries.  Today the large corporate have the treat not from the rival competitors, but from the small entrepreneurs, who establish themselves in a small garage with brilliant concept and technology. The future  business Is driven by two key attributes

1.     Great Brand where the customer has complete loyalty and  trust

2.     Companies that drive great Technology   

Others needs to critically do something to sustain.

The brand custodian : My years in Tatas, I call it as an autobiography of Mukund Rajan – who was the first brand custodian of Tata brand. The author takes his twenty three years of service working with Ratan N Tata and Cyrus Mistry as they headed the Chairmen of Tata Group.  The author has broadly classified the book into three major chapters – Part I - The budding Manager,  Part II – Coming into my own, Part III – From success to influence and part IV – Conclusion.

When reading Part I and II, the author showcase the working with RNT and his thoughts.  The reader gets an essence it’s all about Ratan Tata’s work, culture, influence and corner office. People who admire Ratan Tata would love reading these parts as the author has diligently affirmed the actions, aspirations and leadership attributes that made the Tata group touch 100 billion company.

Part III is all about the moving the ladder, influence, politics and horizontal, vertical growth from TAS to becoming the first brand custodian. It touches the ethos and values the group inherited and the passion to give back to society and Mukunds roles and responsibilities that he successfully sail across with great insights.   This chapter touches every aspect of business and social responsibility engaging employees for volunteering, innovation, engaging etc.

Part IV is a thought on the future on employment opportunity, technology disruption, climate change etc. This chapter touches some of the initiatives that Cyrus Mistry has group chairmen had his vision.  Whether it will wither or not  time can only convey.

A good story telling and beautifully articulated book to read about Tata’s and especially about the corner office, as the author worked with chairmen, then into board and then rose to becoming youngest MD in the telecom industry. Further he narrates the politics, scams and controversies during his time in Tatas, including his surprise on the board cope on Mistry. 

A balanced view !!!!!

Recommend a good time reading !! 

Book Review | Gifted Hands

Book : Gifted Hands

Author: Ben Curson

‘The world this week’ was one of my favorite program telecasted in DD every Friday late night. I used to watch the program without miss, courtesy there was no power cut. One of the story that I remembered was the team of doctors agree to operate conjoined heads of two Boys from Germany. This was very hot news as the boys struggled to walk together and more painful for their parents who needed to take care of them. I think the parents might have worried about the future of these boys as their heads are joined and their activity were different. The operation was successful and  I don’t remember any news about that boys. That operation become a stepping stone for these conjoined children’s where we find many doctors separating at later stage at many countries.

In received an shared video of a Pastor narrating a story of  Single, Black and Poverty Mother who gets married at the age of 13 to a man of 28 years. She give birth to Two Sons, they live in a slum. When the boys were studying in fifth standard, The head master summons the kids mother and informs that he sees the kids future as watchmen, Criminals etc. as they don’t cope with education.  I heard the pastor informing that the mother cried for 2 whole days and see got the vision and she told the kids to read books at the local library and submit the summary of the book they read every week. The kids who were poor, by god’s grace become intelligent and top the class. Over the period of Ben becomes a Doctor and he was the person who operates the conjoined kids for the first time and this becomes history.

This book is a autobiography of man who was judged by the Teacher, that he sees his future would be criminal to a transformation where people of America crowd fund his candidature to become President. The government nominates him as the secretary of Housing and Urban Development.  

An inspiring read from childhood to become famous neurosurgeon and to raise to the position of Secretary. Nicely articulated story !!   

Once I completed reading the book, I just googled to know what happened to the two boys who were operated. Although Carson was able to separate the boys, they were both left profoundly disabled. Two years after the separation, that Patrick remained in a "vegetative state", following the surgery. He never came out of his coma. Their father was emotionally unable to ever handle them, or share in their care. It is said the twin's father became an alcoholic, spent all the couple's funds, and left their mother destitute and alone. In an interview the mother of the conjoined kids, termed guilt for agreeing to the operation that ruined the boys' prospect of ever having any quality of life. 

Life is such !!