I am, just like most of you, quite dazed from the most unexpected turn of events over the weekend whereby the Malaysian electorate in a very uncharacteristic manner overwhelmingly voted against the ruling Barisan Nasional (BN). Just a few hours ago, the BN formed the government when the Prime Minister took his oath at the Istana Negara. The next few months will be extremely interesting and exciting as Malaysia will work hard to get used to this change.
Now, what can organizations learn from this episode. Much actually but I will summarize it along the following 7 issues:
1. There must be genuine effort to change at suitable intervals. The operating word here being genuine. If a so called change is carried out but is seen as a mere 'air-brush' type of change, it will back fire.
2. Don't underestimate the appeal of powerful and emotionally connected slogans and value statements when trying to bring about change. "Makkal Sakthi", if only somebody took the trouble to explain to non-Tamils, would have been appreciated better and more effective response could have been put in place.
3. When information flow is too filtered and overly colored to focus on only one side of a perspective than it opens up the possibility that anything opposite is considered as true by default. Hence, balanced information or a lack of it will determine the fate of the change effort.
4. A change effort must take into account the prevailing value structure. Change if it is driven top-down will have to circumvent the existing value structure. It can't go head on in an arrogant manner. It has to persuade, cajole and influence slowly and tenderly as the opposition parties have done with great effect. In contrast, the BN tried to use its generation old paternalistic communication style when in effect its audience are in a rebelious mood.
5. Every leader will hit a plateau in his ability to bring about fresh vision and mission. When that happens, he has 2 options : Either to re-invent himself or allow other to reinvent. When he fails to do either, change will be forced upon him.
6. It is said that by the time you understand a technology it is obsolete (as new technology doubles every five years according to some accounts). When life in general has got used to such a drastic pace in continuous change, what makes political parties and leaders think that old and tired mission statements and promises will continue to be attractive? The pace of thinking must keep up with the pace of change.
7. Change is usually top-driven but it is the ground that makes it work or otherwise. So, those who are initiating the change need to quickly abandon their thinking caps and put on their feeling caps. Once a change philosophy has been developed, leaders need to hit the ground to sense the feelings of the change targets. If they continue to sit in their towers and over-lord things, they will begin too loose touch with reality and begin to believe what they want to believe.
Well, coming back to the events of 8th March: Democracy worked. A particular type of change took place. There were winners. There were losers. New hope was created and with it a certain fear is also present. These are the characteristics of change.
We, as business leaders and managers can take a leaf out of this and in summary , to make change work we need : 1. Genuine effort, 2. Genuine communication, 3. Fresh and exciting ideas, 4. A good feel of the ground and 5. A good dose of common sense.
Lets make change work. There is no other option. Really.
