Is it not the case that we all have one homeland, which we need to be grateful for, and look after?
Regardless of our respective backgrounds, ethnicity and religious beliefs, for Malaysians, this is our only motherland. And, what is clearly obvious is, that we need to build solid relationships with each other to achieve the harmony needed to keep this goal.
Divisive behaviour and efforts to split the nation through ruptures of race, colour and creed, will eventually break us. Don't we all, as proud sons and daughters of Malaysia, have the same aspirations for peace, freedom, security, and a clear pathway to happiness and contentment?
And as I grow older, I truly understand that for this to happen, we need to be united.
At your workplace, this is precisely what you and colleagues need to do, too.
Whenever people come together, they will naturally organise themselves. Some will set the tone and lead, while others will follow. Hierarchical structures form, and traditionally this is how organisations evolve. You probably work in this type of environment right now.
However, through my work with high performing start-ups and progressive corporate entities, in today's world everyone wants to make their own decisions. There is a demand for more autonomy, inclusiveness in decision making, buy-in from everyone, and clearly demonstrable vision.
I can attest that when companies get this right, their entire operations become incredibly efficient, they experience exponential growth, and frequently surpass targets.
You begin approaching togetherness at your workplace by open and honest communication. This increases transparency and internal equity. At core, it is the hallmark of a great place to work. Often, if you have a problem at work, a lack of transparency or a feeling of injustice causes it.
When there is a trust deficiency in Malaysia, for example, we lose our national efficiency and competitive edge. When people feel like they have been unfairly treated they lose buoyancy and drive.
At offices the world over, new work cultures are being formed.
Just following the alpha-male is quickly getting out of fashion. Every employee is being valued for their own strengths. The aim is to establish cooperation at a level of parity. Many companies are realising that classic forms of hierarchy are becoming redundant. Millennials are leaving for jobs in organisations that have a flat reporting structure.
So fundamentally, leaders have to re-evaluate their purpose and role.
It is clear that people who define themselves through their position or the title that has been given to them, do not necessarily command the leadership respect they need to direct a group of people.
Leaders who are successful, focus on individual employees and work at assisting them to increase their strengths. This job is independent of any hierarchical structure. The modern world demands more flexible and agile workers. And, every employee becomes a leader, even without a title.
You know that work processes are growing in complexity, and collaboration is the only way forward. This is why you need togetherness; to perform tasks well, and to deal with challenges.
What is changing is ultimately the understanding of leadership.
A few strong people ordering the rest of the pack is eventually not conducive to achieving organisational goals because it ignores the strengths, and also the needs of each individual.
Organisations need to structure themselves in a way that allows their employees to act autonomously. This enables happy team members who function well together. And in turn, this significantly boosts the efficiency and cohesiveness of the work they do.
Every business owner wants their staff to be happy from the start, but that's often not the case. Different personalities, levels of experience, or length of time in the company, can all impact the situation.
Togetherness also requires sustained effort by organisations.
For instance, the way an office is laid out can really affect the sense of closeness within a team. Offices that make everyone feel like part of one big team achieve better outcomes.
When employees from different departments see and hear what others do day-to-day, it builds more of an understanding of the business as a whole. When none of the leaders have separate plush offices, and everyone sits together, the team simply connects at a better level. This is evident in so many of the companies that I consult for.
Keeping everyone in the loop makes a dramatic difference. I know of a client who religiously holds weekly company-wide meetings where anything big going on is shared. They discuss things like product changes, monthly targets, and they have successfully created an environment where anyone can share ideas safely. The meetings ensure that everyone is on the same page and knows what's going on.
Most importantly, they keep the meetings relevant, short, and fun. And everyone from the CEO to the cleaner turns up, and is held accountable.
Remember, ultimately, without a sense of purposeful togetherness, companies, like our nation, will not flourish.
Shankar R. Santhiram is managing consultant and executive leadership coach at EQTD Consulting. He is also the author of the national bestseller "So, You Want To Get Promoted?
The views expressed in this article are the author's own and do not necessarily reflect those of the New Straits Times
