Marguerite Orane, Contributor

Orane

'Transformation' has become a buzz word in recent times. We hear of 'personal transformation', 'organisational transformation', and most recently 'transformation of the education system'. And yet, we see so little transformation!

Let us first understand what transformation means. A dictionary definition tells us that the word is derived from two Latin words: 'trans' - across, and 'formate' - to form. So, the word literally means to change form. We can therefore expect that when we speak of transformation there will be a significant change. However, not all change is transformation.

Improvements which make a system work better or faster are not transformation. Transformation means that the very essence of the thing changes. Personal transformation for example, usually means that people have taken a deliberate decision to make a profound change in their lives - to literally become a new person. Transformation of an organisation means that the structure, systems, procedures and people, even the very mandate of the organisation, will change form radically. Transformation is about creating a new being.

Why the need for transformation?

Transformation happens when there is severe discomfort with the status quo. In our personal lives, we feel the need to transform when there is some severe crisis - when "we can't take it any more". The need for transformation of the education system was triggered by the publishing and subsequent outcry of the dismal CSEC scores of Jamaican students.

This clearly demonstrated - in an unemotional, objective way - the fact that the status quo was not working. Undoubtedly, there had been significant discomfort with the status quo over many years. The thousands of students and their parents who were not served by the system would have known that transformation was needed. The good teachers and administrators whose hearts were pained by failing students would also have seen the need for transformation years ago. But it took just one event, in and of itself a small step, to tip the scales and to have the need for transformation of the education system seen as a national priority.

However, listening to the deliberations at the Jamaica Teachers' Association conference, we hear that very little transformation has happened. A look at the Implementation Plan in the report will reveal that very few activities have taken place. How can this happen when there is no doubt in any Jamaican's mind that it needs to happen?

Myths about transformation

To answer this, I posit that we need to examine some of our assumptions or myths about transformation.

Myth 1 -It must be comfortable and orderly. Reality: The truth is that transformation is very uncomfortable. Think of the caterpillar morphing into a butterfly - there is nothing comfortable about being in the cocoon - The caterpillar does not know what it is changing into. That is what transformation is like. Our tendency, if we subscribe to the myth, is to get things comfortable, which usually means reverting to the status quo. What is needed is to ride through the discomfort.

Myth 2 -People need to be ready for transformation. Reality: It is very rare that the majority of people involved in a system are ready for transformation. The only readiness that is required is the vision, sense of urgency and willingness to act of the leadership.

Myth 3 -Those who created the status quo can lead the transformation. Reality: I am reminded here of Newton's First Law of Motion, which states, A body remains at rest or in motion with a constant velocity unless an external force acts on the body. An entity will continue going in the same direction and at the same speed unless an external agent acts upon it

Myth 4 -Transformation is long term, with few visible results in the short term. For many, this means don't start at all. Reality: In fact, once transformation starts, there is a momentum that builds so that within short order, the transformation accelerates with increasing velocity.

Myth 5 -Transformation requires additional effort and resources. Reality: Again, if we look at physics, we are reminded of the laws surrounding energy which states that energy cannot be created or destroyed; it only changes form. There is already significant energy and resources invested in maintaining the status quo. Transformation simply requires a shift of energy and resources.

Myth 6 - You have to know exactly what you are doing before you start. Reality: There are no right answers in the future. Whether you are right or wrong emerges in time. One thing is certain - in the face of significant discomfort with a system, doing nothing is definitely wrong!

Having dispelled these myths, we can see that what is really required for transformation is leadership that is visionary, committed and willing to take risks; leadership that honestly identifies the case for change with no denials; leadership that is willing to do what is right rather than what is popular. It is not about the money - it is all about the leadership.

Marguerite Orane is a partner in the management consultancy firm, Growth Facilitators. Email mo@cwjamaica.com