System Change - The Rajini effect

Before I get into discussing whether anyone can change the system, let me ask a more fundamental question: do we really want the system to be changed?

From my years of observation, I see two groups of people: one who have learned to work in this corrupt system and are quite happy about it; they don’t want the system to change.

Other who have lost all hope of the system changing that they are willing to live a very compromised life with their conscience tucked deeply into their pocket.

First condition for any change to happen is that the people really really should want the change.

Otherwise, we are just passing time by discussing this topic.

So, ask yourself whether you want this change to happen; and what are you willing to contribute in furthering this cause.

Once this fundamental question has an emphatic "Yes" answer, let’s move on to understanding what a system is and how to change it:

“System is a set of defined processes which are expected to produce certain desired outcomes.”

If the outcomes that we are getting are not what we desired, we need to change two sets of variables - the inputs and the processes.

To do this, we need a leader and not a manager - a manager is one who works within the system and a leader is the one who works on the system.

Before some of you trash this saying, this is all some management mumbo jumbo, I request you to have some patience... with me...

The leader has to have the ability to:

1. Understand the challenges deeply;
2. Visualize the desired outcomes clearly;
3. Choose the solution and the path that are aligned to universal principles; and
4. Implement the solution without pulling back till the desired outcomes are achieved.

These abilities are relevant for a leader of a family, for a leader of an organization and also for a leader of the nation.  The difference is only in scale.  In a family, one or two such leaders are good enough, in an organization, maybe 15 to 20 such leaders are required and, in a nation, 100s of such leaders are required.

Now, let’s look at how this leader or set of leaders can change the system:

Shared understanding of the challenges:

Many a time, this step is either skipped or skimmed through and, in the process, the solution that emerges is inadequate to address the challenge.  So, the first and foremost requirement is for the set of leaders to sit together and understand the challenges being faced in a comprehensive manner.  The deeper the understanding, the greater the ability to come out with the right solution.

Shared vision:

The second step is to have a shared vision of the desired outcomes.  This is the most difficult part; a set of leaders agreeing to have one common shared vision.  Multiple sessions of introspection among them is required; these sessions are usually facilitated by one leader who is crystal clear in his/her vision.

Shared core values:

Core values are those intangible things that are very important to the set of leaders - things like integrity, honesty, fairness, equality and so on.  Again, the leadership team should sit together and deliberate on what core vales that they will never compromise on in their pursuit of desired outcomes.  This, again, is a very intense exercise and goes very deep into one's belief system.  For this exercise to be really effective, the shared core values should be aligned to universal principles.

Essentially what we are saying is that while the right results are very important, we are also saying that the process of achieving the right results are also equally important.

Walk the talk or Role model:

Once the leaders agree on shared vision and core values, they should internalize them and start living them in a demonstrable manner.  People trust leaders who walk their talk and are inspired to emulate them. 

Work on the systems and processes:

Every system and process are to be studied for their ability to produce the desired results without compromising on the core values.  If they are not in alignment, either the existing system have to be overhauled or totally discarded and new systems and processes have to be developed.

Implement the revised/new systems and processes:

The revised/new systems and processes to be implemented and monitored closely for their ability to produce desired results by adhering to core values.  On a periodic basis, they need to be reviewed and refined to stay the course.

Rewards and Punishments system:

Apart from the above, we need to introduce a new system - Rewards and Punishments system.  People, who deliver desired outcomes without compromising on the core values, are to be rewarded and people, who neither deliver desired outcomes nor adhere to core values, are to be punished.  This has to be effectively implemented for people to fall in line.

Communicate:

At every stage of this transformational journey, the leadership team should communicate directly to the people.  This is very important as, without buy-in from the people, they will not get enough time to bring about the change; the communication should inspire people to align themselves with the new reality.

Sustain:

All the above steps have to be reviewed, refined, repeated and reinforced till the new culture becomes our way of life.