Professor M. S. Rao’s Vision 2030: One Million Global Leaders

© 2015 MSR Leadership Consultants India. All Rights Reserved. This is a nonprofit blog to share Professor M.S.Rao’s passion and vision to build one million students as global leaders by 2030. The use of this material is free provided copyright is acknowledged and reference or link is made to the Blog http://professormsraovision2030.blogspot.in. This material may not be sold, or published in any form, or used in the provision of business services to a third party without permission.

Friday, 24 April 2026

The Art and Craft of Interviewing Celebrities—Professor M.S. Rao, Ph.D.—21st-Century Philosopher & The Father of “Soft Leadership”

“The best interviews―like the best biographies―should sing the strangeness and variety of the human race.” ―Lynn Barber

There is an assumption that conducting interviews and giving interviews are easy tasks. They are tough tasks indeed especially when you conduct interviews with celebrities. If becoming a celebrity and giving interviews is one thing, interviewing a celebrity is another thing. Both tasks need the right platforms to share ideas and build leadership brands. In this post, I will discuss interviewing celebrities, etiquette, and tips to interview celebrities successfully.

You must join appropriate platforms to connect with celebrities and use your connections wisely to reach them through various means including email, telephone, and personal interaction. It is advisable to approach them through your reliable connections because they give comfort and confidence to the celebrities. Additionally, celebrities have their apprehensions and insecurities.

How to Interview Celebrities?

“When I was 15, I left school to start a magazine, and it became a success because I wouldn't take no for an answer. I remember banging on James Baldwin's door to ask for an interview when he came to England. Then I got Jean-Paul Sartre's home phone number and asked him to contribute. If I'd been 30, he might have said no, but I was a 15-year-old with passion and he was charmed. Making money was always just a side product of having a good time and creating things nobody's seen before." ―Richard Branson

Prepare a template and customize your questions according to the interests of the celebrities and their profession. Here is a blueprint to interview celebrities successfully.

Research intensively about the celebrity and find out their areas of interest to connect with them before the interview and frame questions accordingly.
Capture the ideas that flash through your mind first. Convert them into questions. Present them in a polished language. Avoid irrelevant questions and repetition. Structure and sequence them. Edit them ruthlessly.
Don’t give the questions to the interviewees in advance to achieve the right outcomes. However, you may share an outline of the interview in advance to enable the interviewee to prepare mentally.
Observe etiquette and respect their privacy.
Avoid close-ended questions. Ask open-ended questions to get the best.
Avoid asking embarrassing, controversial, and personal questions. Instead, hit the bull's eye with the right questions. Don't ask questions based on rumors and grapevine.
Listen attentively and empathetically. Don’t interrupt. If there is a need to interrupt, wait for a pause during the conversation and ask your question politely. Avoid creating an impression that you have cut off the interviewee.
Avoid outsmarting the interviewee. Don’t control the conversation. Let the interviewee speak freely.
Be unique and add value to your audiences by asking innovative and useful questions. Respect the time of your audiences and readers.
Indicate a signpost when you are about to close the interview.

An ideal interview unveils the unknown areas of the interviewee and adds value to the audience and readers.

Conclusion

“Fear has governed my life, if I think about it. I don’t even know why I’m saying this in an interview situation, but I always feel like I’m not good enough for some reason. I wish that wasn’t the case, but left to my own devices, that voice starts speaking up.” —Trent Reznor

Research and preparation are the keys to successful celebrity interviews. Take the liberty to deviate from the questions to have a natural flow of conversation. Take intrapersonal feedback after the interview to improve. Practice a lot and improve regularly to excel as a successful interviewer. To summarize, don't give up if the celebrities don't agree to your interview requests. Be patient and persistent. It is worth trying to add value and stand out from others. Good luck with your successful interviews!

“You need to be prepared for today’s media culture, in which a tweet can become newsworthy and a news interview can become tweet-worthy.” ―Brad Phillips of Phillips Media Relations

“I had an interview once with some German journalist—some horrible, ugly woman. It was in the early days after the communists—maybe a week after—and she wore a yellow sweater that was kind of see-through. She had huge tits and a huge black bra, and she said to me, ‘It’s impolite; remove your glasses.’ I said, ‘Do I ask you to remove your bra?” ―Karl Lagerfeld

Share if you care!

“Things You Don’t Know about Professor M. S. Rao” http://professormsraovision2030.blogspot.com/2015/10/things-you-dont-know-about-professor-m.html

Read my ‘Vision 2030 One Million Global Leaders’ URL: http://professormsraovision2030.blogspot.com/2014/12/professor-m-s-raos-vision-2030-one_31.html

Note: I had a brain hemorrhage. I was in bed for five months. My right hand has been numb and paralyzed. I am recovering. Thanks for empathizing with me. With gratitude. https://www.youtube.com/watch?v=BFJrSRLHPUk&ab_channel=ProfessorM.S.Rao

Life is great!

Professor M.S. Rao, Ph.D.

Founder of MSR Leadership Consultants, India

Amazon: http://www.amazon.com/M.-S.-Rao/e/B00MB63BKM

Vision 2030: https://professormsraovision2030.blogspot.com

LinkedIn: https://www.linkedin.com/in/professormsrao

Substack: https://professormsrao.substack.com

X: http://twitter.com/professormsrao

YouTube: https://www.youtube.com/@ProfessorMSRao

Meta: https://www.facebook.com/Professor-MS-Rao-451516514937414

See the Light in You: https://www.amazon.com/See-Light-You-Spiritual-Mindfulness/dp/1949003132

Thanks for reading!

Kindly share your thoughts and comments below. I’m sure someone out there will find your story useful.

This nonprofit blog will share Professor M.S. Rao’s passion and vision to develop one million students as global leaders by 2030. Please do not cut articles from my blog; redistribute them via email or post them online. The use of this material is free, as long as the copyright is acknowledged and a reference or link is provided to the Blog http://professormsraovision2030.blogspot.com. Without permission, this material may not be sold, published, or used to offer business services to third parties.

Thursday, 23 April 2026

Professor M. S. Rao’s Vision 2030: One Million Global Leaders : How to Design an Effective Questionnaire—Professor...

Professor M. S. Rao’s Vision 2030: One Million Global Leaders : How to Design an Effective Questionnaire—Professor...: When my Research Guide asked me to prepare a questionnaire for my PhD work in 2007, I got a bit nervous and confused for some time. I re...

How to Design an Effective Questionnaire—Professor M.S. Rao, Ph.D.—21st-Century Philosopher & The Father of “Soft Leadership”

When my Research Guide asked me to prepare a questionnaire for my PhD work in 2007, I got a bit nervous and confused for some time. I read several questionnaires in my life but designing the same related to my PhD topic created jitters in my mind. I further requested him to teach me the methodology in designing the questionnaire. He was kind enough to guide me and he also advised me to refer number of sample questionnaires to form a firm format. I sincerely obeyed like a disciplined soldier and referred to various formats from books and various websites.

The questionnaire is the heart of any research topic. It helps in fulfilling the objectives of the concerned study or topic. If it is designed in haste entire research activity goes awry. As long as the questionnaire is framed properly, the desired goals and objectives can be achieved successfully. There are several tools and techniques involved in designing the questionnaire. They are briefly explained as follows:

At the beginning address the participants or state the reasons for conducting the study.
Assess the maturity level of the respondents and format it accordingly.
The language must be simple straight and free from jargon.
It should be in tune with the ideals and ideas of the study.
Personalize the questionnaire.
Your questionnaire should not only be easier but it should appear to be easier.
Imaginative and innovative thinking is essential. It should be a running draft in active voice.
There should be close-ended questions to start with. Ice-breaking questions will smoothly navigate the respondent to the topic.
The questions should not be threatening and too personal.
Leave adequate space for offering comments.
There should be a smooth transition from question to question and logical connectivity.
Create curiosity and generate enthusiasm for the respondent.
It should stand out from the pack of cards.
Be creative and novel in design. And make it convenient to design the questionnaire. Highlight keywords in the questionnaire in bold, italics, or underlined so that the respondent can catch them faster and save time.
The contents of the questionnaire are more important than the length. It becomes stressful for the respondents to answer lengthy questions.
Offer options like ‘Yes’ or ‘No’ or ‘True’ or ’False’ or ‘Right’ or ‘Wrong’ or ‘Like’ or ‘Dislike’ and so on.
Offering multiple choices for each question will encourage the respondent.
Glide the respondent gradually into open-ended questions to elicit the hidden data of communication. Encourage the respondents to open up in depth to get effective results.
Design the questions creatively and constructively so that maximum information can be obtained. The questions can be questioned by posing from both positive and negative sides of the topic so that at the end of the session. You can cross-check whether the responses are consistent or if there is any contradiction. In case if contradiction is noticed then the responses can not be taken as correct. Such methodology will make the research work free from errors and foolproof.
Create a wonderful title to motivate active participation.
Do not design too many questions as it decreases the interest levels.
Enclose a self-addressed and stamped envelope if the questionnaire is to be mailed.
Highlight the 5-dimensional approach 5W's – why, what, where, when, and who.
Create questions by ranking on a scale of 1 to 5 from either the least to the most required or vice versa.
Create a conservational tone.
Use 'you' not the third person. By this, you can personalize the questionnaire.
Use emotions like we all want to feel greater, better, bigger, etc. All these things will connect your questionnaire to the respondents and then slowly get the responses for the study.
Remove repetitions.
The flow of the questionnaire should be smooth and natural.
Read, reread, and change the design and ultimately you will have the best questionnaire. A lot of spade work, rework, and redrafting is essential.
At the end, ask for any suggestions or improvements related to the topic.
Thank the respondents at the end of the questionnaire.

The Role of Researcher

Make the respondent comfortable and convince him to attempt. Be personally with them to clarify any doubts or queries. Encourage them to fill out the questionnaire instantly to get spontaneous responses. Tell respondents that there is fun in responding to the questionnaire.

Post Questionnaire Response

Thank all respondents for their valuable contribution to your research work. Providing them with nonfinancial incentives like gifting either key rings or stationery items of daily utility, chocolates, etc., will not only motivate them but also create everlasting memorable impact in their minds.

Designing a questionnaire initially looks tiresome for freshers but when once tuned to designing then you will find it interesting and entertaining. It is a great mental and creative activity and it teaches many lessons in life.

Share if you care!

“Things You Don’t Know about Professor M. S. Rao” http://professormsraovision2030.blogspot.com/2015/10/things-you-dont-know-about-professor-m.html

Read my ‘Vision 2030 One Million Global Leaders’ URL: http://professormsraovision2030.blogspot.com/2014/12/professor-m-s-raos-vision-2030-one_31.html

Life is great!

Professor M.S. Rao, Ph.D.

Founder of MSR Leadership Consultants, India

Amazon: http://www.amazon.com/M.-S.-Rao/e/B00MB63BKM

Vision 2030: https://professormsraovision2030.blogspot.com

LinkedIn: https://www.linkedin.com/in/professormsrao

Substack: https://professormsrao.substack.com

X: http://twitter.com/professormsrao

YouTube: https://www.youtube.com/@ProfessorMSRao

Meta: https://www.facebook.com/Professor-MS-Rao-451516514937414

See the Light in You: https://www.amazon.com/See-Light-You-Spiritual-Mindfulness/dp/1949003132

Thanks for reading!

Kindly share your thoughts and comments below. I’m sure someone out there will find your story useful.

Monday, 20 April 2026

Professor M. S. Rao’s Vision 2030: One Million Global Leaders : Diverse Workforce the Need of the Hour—Professor M...

Professor M. S. Rao’s Vision 2030: One Million Global Leaders : Diverse Workforce the Need of the Hour—Professor M...: “ If we are to achieve a richer culture, rich in contrasting values, we must recognize the whole gamut of human potentialities, and so we...

Sunday, 19 April 2026

Diverse Workforce the Need of the Hour—Professor M.S. Rao, Ph.D.—21st-Century Philosopher & The Father of “Soft Leadership”

“If we are to achieve a richer culture, rich in contrasting values, we must recognize the whole gamut of human potentialities, and so weave a less arbitrary social fabric, one in which each diverse human gift will find a fitting place.” —Margaret Mead

The 21^st century has thrown several challenges to mankind. Which, managing a diversified workforce is one of them for corporate leaders. With the changing times and technologies and with the rising aspirations and expectations of the people, businesses find it tough to meet their demands. Innovation and creativity are one of the solutions to meet the growing expectations of the customers and to have the same it is essential to have a diversified workforce who can add value to organizations by bringing their diversified ideas and insights across the table.

What is Diversity?

"Diversity is not about how we differ. Diversity is about embracing one another's uniqueness." —Ola Joseph

As people are different they have different attitudes, behaviors, personalities, gifts, talents, abilities feelings, thoughts, beliefs, and appearances at the workplace. Diversity brings various individuals with diversified backgrounds such as culture, religion, region, ethnicity, and education working under one roof to achieve organizational goals and objectives. Diversity does not talk of the dilution of an individual's uniqueness, but it talks about recognizing and respecting others' uniqueness in terms of religions, regions, languages, creeds, caste, color, gender, cultures, and communities. Diversity clearly defines that individuals are not alike. It portrays knowing the differences among the employees and respecting them accordingly.

Cornell University defines, "Diversity is about learning from others who are not the same, about dignity and respect for all, and about creating workplace environments and practices that encourage learning from others and capture the advantage of diverse perspectives."

Diversity Management

Diversity management is all about fostering a conducive workplace ambiance by recognizing and respecting the differences among the employees. It is aimed at looking at the similarities rather than differences among the employees to promote organizational fraternity and prosperity. It is about appreciating the differences in gender, race, ethnicity, and sexual orientation of the employees working under the same roof.

It is essential to attract, retain, and train a diverse workforce as it enhances creativity and innovation. Although it has several challenges arising out of diversity it has several strategic advantages as well for the organizations.

It is a great asset where people across the globe bring in their diversified thoughts, ideas, insights, and cultures to the corporate world leading to cultural assimilation and tolerance.
There is variety in diversity where people have different and divergent characteristics.
Diversity helps in capitalizing on all the strengths of each employee.
It promotes innovation and competition.
It furthers flexibility and tolerance towards other communities and cultures.
The workforce realizes where they stand in their performance vis-à-vis others in the organization.
It enhances production, productivity, performance, innovation, creativity, and corporate democracy.
A diversified workforce brings in diversified talent across the table in the organization resulting in the proliferation of ideas and innovation resulting in new products and services as per the needs and requirements of customers. It promotes out-of-the-box thinking thus adding value to the organization.

Here are some challenges.

Diversity has multiple challenges in the workplace such as communication, and cultural differences at the workplace.
Individuals may have less energy to contribute as they spend most of their energies in coping with an alien environment.
They may look at the differences but not the similarities.

What is Diversity Leadership?

“Diversity: the art of thinking independently together.” —Malcolm Stevenson Forbes

The leaders who lead a diversified team successfully by recognizing, respecting, and appreciating the cultural, racial, ethnic, gender, and other backgrounds at the workplace and by connecting them with a common thread are known as diversity leaders. The 21st century demands diverse leaders who can lead from the front with openness, trust, confidence, and magnanimity.

To put it precisely, diversity leadership is the process of setting the vision, influencing the people, building teams with a diversified workforce, motivating them through trust, and confidence with a global mindset, and aligning their energies and efforts towards organizational goals and objectives.

Dr. Martin Luther King demonstrated diversity leadership by championing for equality of blacks on par with whites where people need to live together with diversity. It is a diversity but with a limited perspective i.e. from a color perspective.

Characteristics of Diversity Leaders

Diversity leaders must set a practical example among their employees.
They must build trust and confidence among their employees.
They must walk their talk. That means there should not be any gap between their words and deeds.
They must have an open mind with a global mindset.
Above all, they must have a passion for diversity.

How to Excel as Diversity Leaders?

If you want to become a diversity leader you must wed truly to the principles and values of diversity. You must also check whether you have flair for it. You must be free and fair and should have respect towards others. You must demonstrate impeccable integrity and character.

Take the initiative to grab opportunities to coach and mentor employees. You must know how to give sandwich feedback and must learn to accept criticism gracefully. You must be a visionary. You must build trust and confidence amongst your employees. Above all, you must be a good listener and problem solver.

Challenges for Diversified Leaders

“Diversity without unity makes about as much sense as dishing up flour, sugar, water, eggs, shortening and baking powder on a plate and calling it a cake.” —C. William Pollard

Diversity is a gift from God without which our lives would be boring. God created people differently to add excitement and enthusiasm among the people. We shall now look at a few of the challenges for diversified leaders. It is very tough to please all as people belong to diversified categories. Conflicts are bound to erupt due to differences and it is a Herculean task for leaders. They need to reinvent themselves regularly in a dynamic global environment. They have to provide diversity training to the employees regularly. And to enable the same the leaders must have rich experience in diversity to make the diversity process effective.

Action for Diversity Leaders

Diversity leaders must stay ahead of times and technologies. They must stay ahead of the game as well which is possible through continuous learning and growing. They must

Never look at people with specific lenses. Sometimes they need to change your lenses. Therefore, flexibility in holding the lenses is essential.
Always look at the big picture.
Encourage second-rung leaders within the organization by bringing awareness about diversity.
Manage the anti-diversity employees constantly continuously and creatively because a bad apple can ruin the entire lot of good apples.
Praise the people who support diversity in public and correct them in private to ensure a successful diversity program.

Is Developing Diversity a Soft Skill?

Developing diversity is like developing soft skills among employees. It is easy to cultivate hard skills such as technical knowledge domain knowledge or core knowledge. However, it is highly challenging to develop soft skills as it depends on the personality, attitude, and behavior of the employees. It calls for the involvement of both formal and informal leadership as well.

One of the ways to develop diversity is to ask the employees to bring their own foods like potluck lunch to share at the workplace as it connects them emotionally as one family.

Educational institutions must foster diversity on the campus itself. For instance, business schools want to have the right mix of students globally in the classroom so that the students get to know one another and learn to appreciate the differences globally. They not only develop a global mindset but also develop tolerance and assimilation. People with different backgrounds think differently resulting in many more ideas and insights into the issues resulting in meaningful and realistic ideas.

Conclusion

“Love your mother but don't hate others' mother. Love your religion, region, community, culture, and creed but don't hate others' religion, region, community, culture, and creed." —Prof.M.S.Rao, Chief Consultant, MSR Leadership Consultants, India.

Technology and times have brought people together under one roof. Therefore, it is essential to gel well with others to ensure workplace survival and success. It is time to recognize, learn, understand, and appreciate others' cultures, languages, ethnicities, and races in the larger interests of individuals as well as institutions.

The days of looking from the lens of cultural racial regional or national background are over. Now these are the days of ‘perform or perish’. Businesses never look at your cultural, racial, linguistic, regional, or national background. They fundamentally look at your work and performance and the value you add to them.

To conclude in the words of Martin Luther King, Jr,

“Men hate each other because they fear each other,

and they fear each other because they don't know each other,

and they don't know each other

because they are often separated from each other."

Share if you care!

“Things You Don’t Know about Professor M. S. Rao” http://professormsraovision2030.blogspot.com/2015/10/things-you-dont-know-about-professor-m.html

Read my ‘Vision 2030 One Million Global Leaders’ URL: http://professormsraovision2030.blogspot.com/2014/12/professor-m-s-raos-vision-2030-one_31.html