WHAT is a transformation?

Probably the best example is a black-brown caterpillar’s change into a beautiful multicoloured butterfly. In society, such a change takes many forms, but one clear and useful concept is described as “cultural shifts in perspectives”, often labelled as a paradigm shift.

What is a paradigm shift, at least in terms of one person, and how can we better appreciate and understand it, especially in terms of Malaysian culture within a Malaysia 2.0 scenario?

In cross-cultural studies, the four-part process of change is usually identified as “form”, “storm”, “norm” and “perform”. Anyone can experience such qualitative change in their lives.

A simple example of that experience is when we repot a plant. The plant first dehydrates, wilts and almost dies, before it gets new organic energy and restarts life. Individuals and groups go through similar processes of change and growth.

But, I would argue that “transformation” is a new and fifth stage!

5 stages of organic change

All groups start with some kind of “formation challenges”. Sometimes, this is a legal requirement of registration with some related authority and, at other times, it is informal, or guided by cultural rules of conduct. Regardless, all groups undergo this “form” stage.

Next, it always seems true that every such group goes through some kind of shape and form questions. These create doubts and challenge early assumptions about their formation. This stage in group theory is called the “storm” stage.

“Storming” is the inevitable challenging of assumptions made by the euphoria of the original group-formation process, but with insufficient objective rationality. This stage is especially good and useful for original value-clarification questions, and the answers redefine true new values.

But, too often, many groups break down at this stage and never proceed beyond it with new values. “Storming” can also shut down the group.

If the group, however, succeeds with “doubting hypothetical questions and challenges”, it then moves to the next stage, “norm”. The group begins to develop new common and popular “shared norms”, which are generally acceptable to the group as a whole.

Usually after the third stage, the group begins to “perform” based on the new norms and standards. Such performance often drives growth and creates sufficient “fruits”, allowing many power brokers a fair shake at life’s rewards.

The final and fifth stage is not often defined in traditional write-ups. It is my contribution to the theory on change. I call it “transformation”, the true final stage where an ugly caterpillar shifts paradigms to become a butterfly. That is where Malaysia 2.0 gives real hope.

The triple-win paradigm

By my pet “theory right”, the aforesaid logic is branded “3W2R1A”.

It argues that in any social group that has “unity” as a shared goal, we need to activate one common, clear agenda as a unifying theme.

That predefines my 1A, or “one agenda”, requisite. That agenda must be owned and authored by all members of the original team, plus new supporters, to become the true and new values of performance and formation.

Only then can teamwork make the dream work! In every group, only good teamwork with trust and mutual respect allows for what I call “dignity in the workplace”. Once there with a common and unifying agenda, joint or shared risk-taking becomes the easier, more natural outcome.

My 2R, or “joint risk-taking and reward-sharing”, requires self-confidence, mutual respect and the unconditional acceptance of others as an equal. Risk-taking can lead to both reward and punishment. Fear of punishment is what usually creates uncertainty, but it also provides for risk-taking, too.

To overcome fear, there needs to be unconditional love. When one experiences such love, it enables the casting out of all fears, as declared by the scriptures. When there is mutual and common love, all parties in any basic relationship become winners.

Therefore, the first, second and third parties all win in a wholesome relationship premised on trust, mutual respect and dignity. – July 14, 2019.

* KJ John worked in public service for 32 years, retired, and started a civil group for which he is chairman of the board. He writes to inform and educate, arguing for integration with integrity in Malaysia. He believes such a transformation has to start with the mind before it sinks into the heart!

* This is the opinion of the writer or publication and does not necessarily represent the views of The Malaysian Insight. Article may be edited for brevity and clarity.