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Engaged, Then Drifting Away: Watching Dude in the OTT Age

image by author and ChatGPT

I watched Dude on Netflix, got fully pulled in, and then slowly drifted away. The first half felt fresh and familiar; the second half drowned in twists and moral weight. This is less a review and more a look at what Dude reveals about where mainstream South Indian cinema stands in the OTT age.


I watched Dude on Netflix and realised my own reaction mirrored the film’s treatment of its characters — I leaned in, got involved, and then slowly drifted away.

For a good stretch, I was engaged. The energy felt contemporary, the situations recognisable, the performances easy to invest in. And then the film started doing what a lot of mainstream South Indian cinema does when it runs out of discipline but still wants an emotional high:

  • inconsistent characterisation,
  • unnecessary twists,
  • a dragging second half,
  • and a slightly helpless attempt to force a denouement before the runtime expires.

This post is less a formal “review” and more a reflection: why did Dude hook me initially and then lose me, and what does that say about where our cinema is right now?


Where Dude Worked for Me

To be fair, Dude gets several things right in the first half.

  • The world feels familiar. The college/youth environment, the conversations, the casual banter — this is not the old template of cardboard classmates waiting for a hero entry. It feels closer to the people you actually know.
  • Pradeep Ranganathan’s presence helps. He has that “I’ve met this guy in real life” quality. As a slightly confused, overthinking protagonist, he fits the part without trying too hard to be a “mass hero.”
  • The humour is loose, not forced. The film doesn’t rely only on punch dialogues. There are stretches where the interactions feel like natural extensions of how urban youth talk today.
  • The music is sticky. You can see why the songs travelled independently. They carry mood, they add momentum, and they are clearly engineered for a reel-first world.

At this stage, I was perfectly willing to accept the usual commercial liberties.

Mainstream South Indian cinema has always had an unwritten deal with the audience:

You give me energy and emotion; I’ll forgive your shortcuts with logic, probability, and geography.

For a while, Dude honours that contract.


Where It Started Losing Me

The slip happens when the film tries to scale up from “relatable youth rom-com” to “heavy social drama” — and wants to cover love, guilt, abortion, family honour and redemption in the same breath.

That’s when the cracks start to show.

1. Characterisation that bends to the plot

I don’t mind a story taking liberties with events. But I do mind when it takes liberties with core motivations.

Several key decisions in the second half feel like this:

  • A character behaves in one way in a scene, and almost the opposite way a little later, without enough inner transition.
  • Pivotal choices feel less like “this is who they are” and more like “this is what the screenplay needs right now.”

This is where I felt the inconsistent characterisation most strongly.
It’s as if the film updates its people like software patches: “From this point onwards, this character will now behave like X.”

When the stakes are low and the tone is light, audiences forgive this.
But once the story moves into serious territory, it stops feeling like masala and starts feeling like emotional laziness.


2. Twists that dilute, not deepen

Commercial South Indian cinema loves escalation. The standard ladder is: small problem → bigger problem → massive problem → only-our-hero-can-fix-it resolution.

When done well, this creates that “whistle and clap” experience.

In Dude, the escalations started to resemble a staircase that never quite reaches a landing:

  • Secret relationship
  • Consequences of that relationship
  • Family pressure and moral panic
  • High-stakes decisions
  • Rescue attempts, staged and real
  • Fresh resets and new beginnings

By themselves, none of these elements are new. We’ve seen them across decades.

The problem is how quickly they stack up and how little time is spent letting any one of them truly sink in. After a point, I found myself no longer asking “Why are they doing this?” and only tracking “Okay, what next?”

That’s not engagement; that’s survival.


3. Runtime vs. emotional bandwidth

There is a specific late-second-half sensation which many of us recognise now: you can feel the film is running out of time, but it still has too many unresolved threads.

That’s exactly how Dude felt in its final portions:

  • Scenes that needed silence and processing are rushed.
  • Scenes that could have been handled in a couple of beats are stretched out for extra drama.
  • The ending feels less like the natural consequence of everything and more like a set of fixes assembled under deadline.

This is where I sensed the “helpless effort to push things towards a denouement” most clearly. The film doesn’t so much land as scramble to a halt.


The Mainstream South Indian “Liberties” – And Why They’re Not Enough Anymore

To be clear, none of this is unique to Dude. It is operating within a well-established grammar.

Mainstream South Indian cinema has traditionally thrived on:

  • Big emotional spikes rather than consistent arcs
  • Convenient coincidences and plot armour
  • Song placements as shortcuts for developing relationships
  • Tonal shifting — comedy, melodrama, social message and “hero moments” in the same film

By these standards, Dude actually delivers:

  • It has high-energy moments.
  • It attempts to touch on socially loaded themes.
  • It offers enough drama to make a single-theatre audience feel they “got their money’s worth.”
  • The box office response shows it connected commercially.

So why did I, and many like me, feel engaged initially and then drift away?

I suspect the answer lies not only in the film, but in how our viewing habits have evolved.


When OTT Discipline Meets Theatrical Liberty

Most of us who watch Dude on Netflix are straddling two worlds:

  1. We grew up on mainstream South Indian cinema, with all its liberties and excesses.
  2. We now binge finely crafted shows and films from everywhere, where character consistency and structural discipline are much tighter.

That creates a new internal benchmark, even if we don’t consciously articulate it.

When a film looks and sounds contemporary, and positions itself close to our lives:

  • We stop accepting soap-opera logic so easily.
  • We expect serious themes like guilt, abortion, or honour to be treated with more nuance.
  • We notice when characters are moved like chess pieces instead of behaving like people.

It’s not that we have suddenly become “anti-masala.”
We still enjoy heightened emotion and big moments.

But:

The emotional math has to add up.
The liberties can no longer hide thin writing.

In that sense, Dude feels like a transition product of its time — ambitious in intent, familiar in craft, and caught between two audience expectations.


My Simple Test While Watching

Lately, I unconsciously apply one simple test to films like this:

Do I care more about the people than about the plot?

  • In the first half of Dude, I cared about the people.
  • Somewhere in the second half, that shifted. I caught myself watching the plot, not the characters.

Once that happens, every twist feels like a trick, and every liberty feels like a shortcut.

That, for me, is the real missed opportunity of Dude.
Not that it is “bad” — it clearly works for many viewers — but that it had enough going for it to be much more than a mixed experience.


Key Takeaways (for me)

  • Liberties are acceptable; dishonesty isn’t.
    I can accept cinematic exaggeration, but not when character motivations bend carelessly to fit a twist.
  • More twists ≠ more engagement.
    Emotional investment comes from depth, not volume. When everything is high-stakes, nothing truly feels high-stakes.
  • Our viewing baseline has changed quietly.
    OTT exposure has made audiences more sensitive to inconsistency, even when we still enjoy big, commercial cinema.
  • Dude reflects a larger shift.
    It’s one of many recent films trying to combine instant gratification with “serious” themes, but without always doing the structural hard work that the newer audience silently expects.

Where to Watch

At the time of writing, Dude is available to stream on Netflix.

It’s worth a watch if you’re curious about where mainstream South Indian cinema currently stands — halfway between old masala instincts and new OTT expectations.
The interesting part is not just whether you like it, but when you start to drift away… or if you do at all.


Borderline Professionals and the AI-Powered Kriya Shakti

image by author and ChatGPT

Most people assume creativity belongs only to experts. But a silent category exists between amateurs and full-fledged professionals—the borderline professionals. These are individuals who have the desire to create, and just enough basic skill to understand what they want, yet they struggle to execute.

Today, AI changes that equation.


The Ancient Framework That Explains Modern AI

In the Lalita Sahasranama, creation is rooted in three forces:

  1. Ichha Shakti — the deep desire or will
  2. Jnana Shakti — the knowledge or understanding
  3. Kriya Shakti — the power to execute

In my book Directing Business, I highlighted how these three powers capture the entire arc of creation. Most people possess the first, many have some version of the second, but very few have the third.

This is where AI steps in—not as a replacement for human skill, but as the missing Kriya Shakti that unlocks execution.


Who Are Borderline Professionals?

Borderline professionals are not amateurs. They are not novices. They are people who:

  • Have a genuine desire to create
  • Possess basic foundational knowledge
  • Can articulate what they want
  • But get stuck when it’s time to execute

They often sit on ideas for years—songs they wanted to compose, books they wanted to write, companies they wanted to start, designs they always imagined but never completed.

Their limitation is almost always Kriya Shakti—the ability to translate intent and knowledge into a finished creation.


AI Completes the Creation Triangle

If you possess:

  • Ichha (desire)
  • Jnana (basic understanding)

AI now gives you:

  • Kriya (execution superpower)

This shifts the creative world in a fundamental way. AI does not magically inject expertise into you.
Instead, it amplifies your minimum viable expertise.

In other words:
If you can imagine it and understand it at a basic level, AI can help you build it.


Real Examples of Borderline Creators Becoming Real Creators

1. Writing & Storytelling

People who always wanted to write but struggled with structure or flow can now produce full essays, chapters, and scripts. AI becomes the co-author that takes their intent and shapes it into polished work.

2. Music & Composition

A person who can hum a tune or grasp rhythm but lacks musical training can now generate full compositions, lyrics, and studio-quality tracks.

3. Entrepreneurship

Someone with a startup idea but no experience in planning, pitching, or prototyping can now generate:

  • business plans
  • branding
  • pitch decks
  • landing pages
  • even early product mockups

In short, AI provides the scaffolding for company creation.

4. Multimodal Creativity

Text → Images → Video → Audio → Apps
With modern multimodal AI, the entire pipeline of creativity becomes accessible—even if the individual has never been trained formally.


The Big Insight: Skill Is Not Dead—It Is Amplified

You still need some Jnana Shakti—some grasp of your domain. AI cannot replace absolute ignorance.

But the amount of knowledge needed to start has dramatically dropped.

Earlier, you needed 100% skill to get 100% output.
Now, even with 20–30% knowledge, AI multiplies your ability to produce a finished work.

This is the true empowerment.


Why This Is the Best Time for Borderline Professionals

For the first time in history:

  • You don’t need a studio to compose.
  • You don’t need a publisher to write.
  • You don’t need a team to launch a startup.
  • You don’t need a design degree to create visuals.
  • You don’t need a production crew to make videos.

If you have deep desire (Ichha) and basic understanding (Jnana), AI gives you Kriya at a never-before scale.

This makes today the most powerful era for borderline professionals—those who were always “almost there,” waiting for a catalyst.


Conclusion

Creativity no longer belongs only to the trained elite. It belongs to anyone with the will to create and the willingness to learn just enough to guide AI.

AI completes the Ichha–Jnana–Kriya triad.
It transforms borderline professionals from dreamers into doers, and from doers into creators.

The door is open wider than ever.
And if you’ve always stood just outside it—this is your moment to walk through.


Infographic based on this article (using Nana Banana Pro)

Kanne Swami Management: What Pilgrimage Can Teach Modern Workplaces About Care, Growth, and AI


footsteps…mentorship…image by author and ChatGPT

Some traditions carry management secrets hidden inside rituals.
The Kanne Swami custom from the Ayyappa pilgrimage is one of them.
A structure so human that even the best corporate handbooks can’t quite touch it.

Every first-time pilgrim, the Kanne Swami, walks under the care of a Guru Swamy. Someone who has done the journey before. Someone who remembers the fear, the fatigue, the feeling of not knowing what lies beyond the next hill. The Guru doesn’t instruct from a distance. He walks beside the novice. Watches. Corrects. Encourages.

It’s mentorship without bureaucracy.
Discipline without coldness.
And care that doesn’t require an app.

Now imagine a company doing that.


A workplace that feels like a pilgrimage

Picture a new hire on their first day.
They’ve cleared interviews, signed forms, logged in, smiled through the icebreaker round. Then what? Usually, silence.

An inbox full of welcome messages that mean well but sound rehearsed.
A manager too busy to explain what “ownership” really means.
A team that helps politely but never deeply.

What if that person was treated as a Kanne Swami?
Guided with sincerity, not policy. Paired with someone who feels responsible for their initiation, not just their output.

Guru Swamy at work would not be another “buddy” from HR.
He or she would be a custodian of learning. The person who ensures that the first 41 days of the new member’s journey feel grounded, ethical, and alive.

Every culture that survives more than a century has some version of this.
The Japanese senpai–kohai system. The guild apprenticeships of Europe.
And here in India, the Guru–Śiṣya bond. The Ayyappa tradition simply gave it ritual clarity.

The modern company can too.


What ancient India already understood about leadership

Our texts and customs weren’t management manuals, but they carried psychological precision.
The Guru–Śiṣya paramparā wasn’t just about transferring knowledge. It was about transmitting restraint, intuition, and self-control. The mentor watched how the student moved through frustration. The real lesson wasn’t the mantra; it was how to stay still when the world tested you.

Sevā bhāva taught that service purifies ego.
A true guide serves the learner’s growth, not his own reputation.
Atithi Devo Bhava reminded communities that newcomers bring divine potential.
Even the Gītā quietly handed managers a code: Karmanye vadhikaraste ma phaleshu kadachana. Do your duty, but let go of the reward.

That line, taken seriously, can clean entire boardrooms.

We keep calling this philosophy. It’s actually process design.
A cultural operating system, written in poetry.


The science caught up later

Psychology took two thousand years to name what the sages practiced daily.
Amy Edmondson called it psychological safety.
Google made it famous through Project Aristotle.
Every study since then says the same thing. Teams thrive when people can speak without fear.

Fear is what ruins most first-time experiences.
The first code deployment. The first client call. The first on-air appearance.
One mistake, and it haunts you.
Guru Swamy neutralizes that fear. Not by removing risk, but by standing nearby.

Even AI systems—predictive ones, at least—run on something similar: feedback loops and safety nets. A team that encourages early vulnerability behaves like a well-trained model that’s constantly improving through gentle correction.

Funny how science ends up rediscovering faith with spreadsheets.


Translating pilgrimage into management practice

Let’s turn this into structure.
Every time someone in your company does something for the first time, they’re a Kanne Swami.

A new hire.
A first-time team lead.
A developer pushing production code.
A salesperson pitching a global client.
Even an executive leading their first crisis.

Each deserves a guide. Someone with enough scar tissue to teach through calm.

The company can formalize this with small rituals, not heavy frameworks.

  • The 41-Day Frame: The first six weeks are sacred. They include orientation, shadowing, and reflection. The Guru ensures rhythm, not just routine.
  • The Two-Pouch Method: Inspired by the Irumudi the pilgrim carries. One pouch for learning goals. The other for contributions made during the journey.
  • The Safety Phrase: A simple, pre-agreed sentence any member can use to pause action when things feel wrong. Something human like, “Hold. Let’s rethink.” It must be honored instantly.
  • Completion Rite: After 41 days, both the guide and the learner sit together to reflect. The learner thanks, but the guide doesn’t take credit. The circle closes quietly.

Small, human mechanics. Yet they carry deep order.


Rituals aren’t weakness

In fact, they create accountability without paperwork.
Every religion, military, and school that works well has rituals because rituals bypass bureaucracy. They create shared meaning fast.

A prayer, a salute, a morning sync-up—all function the same way: alignment through rhythm.
Corporate life tried to replace ritual with tools, but tools can’t carry reverence.

So when someone becomes a Guru Swamy inside an organization, give them that dignity.
Not a badge. Not a slide deck.
A quiet recognition that they are guardians of culture.

And culture, as Peter Drucker warned, still eats strategy for breakfast.


What movies already taught us about guidance

We’ve seen this pattern in cinema again and again.

In Chak De! India, the coach isn’t training hockey players. He’s rebuilding belief. He doesn’t reward obedience; he rewards trust.
In 3 Idiots, learning flows sideways—friend to friend, not top-down. Humor becomes pedagogy.
In Super 30, the teacher’s power lies in hunger shared with students, not distance.
Even Guru (2007) hides mentorship in ambition. Behind the swagger of business growth stands a quiet influence, a voice that asks harder questions.

Movies get it because stories remember what systems forget: that transformation is personal before it becomes organizational.


Bringing AI into the circle

Now the modern twist.
What happens when you bring AI into this human equation?

AI can’t bless you, but it can remember you.
It can keep a record of learnings, patterns, hesitations, blind spots. It can nudge both the mentor and the learner gently: “You missed two check-ins.” or “You’ve asked fewer questions this week.”

AI can play the role of the silent observer—the third pilgrim. It never sleeps, never forgets, and can hold mirrors without judgment.

Think of it as the keeper of the pilgrimage diary.
The Guru Swamy guides through emotion. The Kanne Swami learns through experience.
AI preserves their journey for the next generation.

And when done right, it doesn’t replace the bond. It deepens it.
Because now the wisdom stays even after both have moved on.

This is what intelligent mentorship could look like. A trinity of presence: Human, Learner, Machine. Each aware, each humble.


Where the system breaks (and how to keep it alive)

Of course, rituals decay fast in corporations.
Titles creep in. Ego returns. Mentorship becomes KPI. The sacred becomes symbolic.

That’s where vigilance matters.
Guru Swamy cannot be the learner’s boss.
He or she must hold space, not authority.

Feedback must travel both ways.
If the guide talks too much, the system fails. If the learner flatters too much, it fails again.
Honesty is the only incense worth burning.

And every six months, rotate roles.
Let learners become guides. Let guides return to learning.
The cycle keeps humility fresh.

Because once people start saying “I’m done learning,” decline has already started, even if numbers still look fine.


The invisible outcomes

Companies that design this consciously will notice strange results.
Meetings get quieter, but deeper.
Attrition drops, not because of perks, but because belonging becomes visible.
People start describing their managers as “protective,” not “demanding.”
Errors reduce. Reflection increases.

All this without new software, slogans, or all-hands pep talks.
Just a reintroduction of old-world care into high-speed business.

The future might actually belong to organizations that treat onboarding as initiation, not information download.


The AI parallel, again

There’s another way to see this.
Large Language Models, at their core, learn like disciples.
They absorb examples, refine responses through correction, and evolve through fine-tuning.
Their growth depends on human supervision, alignment, and calibration.

Isn’t that what mentorship really is? Fine-tuning a human through feedback until their internal model aligns with shared values.

Now imagine combining that principle consciously.
Each Guru Swamy in a company could have an AI co-pilot that records learnings, tracks questions asked by past Kanne Swamis, and generates a “wisdom log” for new ones.

The AI doesn’t command. It curates.
A digital archive of lessons from countless pilgrimages across projects, departments, and years.

That’s not science fiction. It’s good documentation with a soul.


The paradox of progress

Technology races forward.
Human depth often lags.

In a rush to automate, we risk forgetting the warmth that makes structure meaningful.
Kanne Swami framework doesn’t slow progress. It gives progress roots.
And roots are what stop speed from turning into chaos.

AI can predict, suggest, summarize. But it can’t bless effort, can’t feel another’s struggle, can’t see pride in someone’s first small win.
For that, you still need the human beside you.

Progress without mentorship is noise.
Progress with care becomes tradition.


What success looks like when done right

A few years into such a system, your company would look different.
Not in its products, but in its posture.

You’d hear stories like:
“She was my first Guru Swamy here.”
Or, “He taught me how to pause before responding.”

You’d notice people quoting lessons instead of policies.
Meetings would start later but end faster.
Trust would feel less like a word on posters and more like an atmosphere in the hallway.

That’s the test.
When behavior travels through imitation, not enforcement, you’ve created culture.


Returning to the mountain

In the end, the pilgrimage to Sabarimala is physical, emotional, communal.
Everyone carries the Irumudi, walks barefoot, sings the same chant, and reaches the same temple.
Yet every person’s journey is different.

Organizations could learn from that.
Equality in rules. Diversity in experience. Shared rhythm. Personal meaning.

Because when a team walks together that way, success stops being a race. It becomes a yatra.

And maybe that’s the secret we’ve forgotten in the age of dashboards and deadlines.
That a journey, whether to a temple or to market leadership, feels complete only when someone wiser walks beside you, reminding you to breathe, to focus, to keep faith.


The last vow

Treat every newcomer as sacred responsibility, not replaceable labor.
Let AI hold the checklist.
Let humans hold the promise.

Because true leadership isn’t measured by how far you go.
It’s measured by how many you take with you.