By Luk Jiath Riek,
Opinion.
June 16, 2014(Nyamilepedia) — We need to change the government because our situation has changed since the independent of our newly country and younger nations on earth. Therefore, to address our concerns we need to adopt the union of south Sudan states [Federalism] to create a vital environment that will ensure the following:
- Address the human plane methodically.
Any significant transformation creates people of South Sudan issues. New leaders will be asked to step up, jobs will be changed, new skills and capabilities must be developed, and employees will be uncertain and resistant so that will be no more corruption at stage to deal with these issues on a reactive, case-by-case basis puts speed, morale, and results at risk. A formal approach for managing change beginning with the leadership team and then engaging key stakeholders and leaders should be developed early, and adapted often as change moves through the this government. This demands as much data collection and analysis to civil societies and stakeholders including church leaders must be included.
- Start at the top.
Because change is inherently unsettling for people of South Sudan because Federalism is vital issues for us and by people at large at all levels of an governmentally positions, when it is on the possibility, all eyes will turn to the president of South Sudan and the leadership team for strength, support, and direction. The leaders themselves must embrace the new approaches first, both to challenge and to motivate the rest of the institution. They must speak with one voice and model the desired behaviours. The executive team also needs to understand that, although its public face may be one of unity, it, too, is collected of individuals who are going through stressful times and need to be supported.
- Involve every level and civil societies.
As transformation programs progress from defining strategy and setting targets to design and implementation the government, people they affect different levels of the government as union or federal institutions from Buma and Payams. Change efforts must include plans for identifying leaders throughout the company and pushing responsibility for design and implementation down, so that change flows through the government.
- Some people in South Sudan make the formal case.
Individuals are intrinsically rational and will question to what extent change is needed, whether the government is headed in the right direction or wrong way, and whether they want to commit personally to making change not happen. They will look their leadership for answers. The expression of a formal case for no change and the creation of a written visionless and running after wages account are precious opportunities to create or compel other leadership-team position like Ateny Wake Ateny and Mulane Makuey Lueth and senior lawyer Telar Ring Deng.
There will be three steps should be followed in developing the case:
1- First, confront reality and eloquent a convincing need for change.
2- Second, demonstrate faith that the government has a viable future and the leadership to get there.
3- Finally, provide a road map to guide behaviour and decision making. Leaders must then customize this message for various internal audiences, describing the pending change in terms that matter to the individuals.
By confronting reality and helping the government employees understand the necessity for change, leaders were able to motivate the government to follow the new direction in the midst of the largest downsizing in the government’s history to wage other war rather than development.
- Create good leadership.
Leaders of large change programs must over perform during the transformation or interim government and be the believers who create a critical mass among the managers in place of work in favour of change. This requires more than simple passive agreement that the direction of change is acceptable. It demands leadership by leaders willing to accept responsibility for making change happen in all of the areas they influence or control. Leaders are often best created by involving people in identifying problems and crafting solutions. It is reinforced by incentives and rewards.
- Converse the message of change.
Too often, change leaders make the mistake of believing that others understand the issues, feel the need to change, and see the new direction as clearly as they do. The best change programs reinforce hub messages through regular, timely advice that is both inspirational and practicable. Communications flow in from the bottom and out from the top, and are targeted to provide government employees the right information at the right time and to importune their input and feedback. Often this will require over communication through multiple.
- Assess the cultural of people of south Sudan background.
Successful change from this situation in country to created the programs pick up speed and intensity as they pour down, making it critically important that leaders understand and account for culture background and behaviours at each level of the government. Some people are often making the mistake of assessing other people culture either like their culture or not at all, they had seen their culture better than and others, that why I like federalism or union of South Sudan to divided culture.
Thorough cultural diagnostics can assess and put into our governmental willingness to change our people life rather killing each others in the name of tribes, this can bring major problems to the surface, identify conflicts first before condemn it, and describe factors that can recognize and influence sources of leadership and resistance. Riek Machar has taken a major resist to create the good environmental solution. These diagnostics government and visionless leader it identify the core values, beliefs, bad behaviours including Dinkasm in short period of time to an unterminated other southernism in few people likeness, and we have to perceptions that must be taken into account for successful change to occur sooner not later, Kiir government must go immediately without delay. We SPLM/A in opposition we serve as the common baseline for designing essential change elements, such as the new community vision, and building the infrastructure and programs needed to drive change to our country and their people.
- Southerners must address culture explicitly.
Once the culture is understood, it should be addressed as thoroughly as any other area in a change program. Leadership of Riek Machar should be explicit about the culture and underlying other tribes behaviours that will best support the new way of doing country hope and children future and find opportunities to model and reward those good behaviours. This requires developing a baseline, defining an explicit end-state or desired culture, and devising detailed plans to make the transition future in south Sudan.
- Prepare for the unexpected before, now is reality come true.
No change program goes completely according to plan. People react in unexpected ways; areas of predictable resistance fall away; and the external environment shifts. Effectively managing change requires continual reconsideration of its impact and the government’s willingness and ability to adopt the next wave of transformation in coming generation like Dubai in 1970 it very poorest country in world, but now than the very best place on earth. Fed by real data from the field and supported by information and solid decision-making processes, change leader of this current government can then make the adjustments necessary to maintain momentum and drive results for development rather some enjoy some dying.
- Every southerner can speak to the individual.
Change is both an institutional journey and a very personal one. People spend many hours each week at work; many think of their colleagues as a second family. Individuals or teams of individuals need to know how their work will change, what is expected of them during and after the change program, how they will be measured, and what success or failure will mean for them and those around them. Team leaders should be as honest and explicit as possible no corruption. People will react to what they see and hear around them, and need to be involved in the change process. Dr Riek Machar is highly visible rewards for what he done to minimize the dictatorial ship like Saddam Hessen, and Gadaffi of Libya, such as promotion, recognition, and, should be provided as dramatic reinforcement for embracing change. We authorize or removal of people standing in the way of change will reinforce the institution’s commitment. Dr Machar is contemplating change know that his people matter. It is all too tempting, however, to dwell on the plans and processes, which don’t talk back and don’t respond emotionally, rather than face up to the more difficult and more critical human issues.
The reason why change is good for South Sudan today:
I have a love association with change or federalism. If things stay too stagnant for too long, I get terribly bored. When too many things change all at once, I find myself desperately seeking comfort. And people of south Sudan need change leadership today like me. New leader will come with new ideas without Ugandan and Kenya. Recently, my life has seen a lot of change, and it’s mostly been positive. I am genuinely happy about it all.
There are three things make people flexible are:
1- Changes make you flexible. Being stubborn and resistant to new things will make a normally stressing situation even more so. Change helps you be fluid and go with the flow.
2- Change makes you smarter. If things never changed, you’d never learn anything new. And every time you learn a new skill even if it’s just how to adapt you are that much smarter than you were yesterday.
3- Change reminds us that anything is possible. It’s easy to think that anything that’s stuck will always be that way. But when you see things change, whether it’s in your life or someone else’s, its encouragement to know that nothing stays the same forever.
Eight Ways to Encourage Change for Our Government:
- Drawing on change people in a local environment to solve a local problem innovatively.
- Appointing change people as leaders. Leaders, for all their human frailties, are normally extraordinarily driven workaholics who are literally unable to fail.
- Putting change representative in charge of social media, especially TV or face books, YouTube, or twitter because this is a medium most people can follow and comment on. Government words are usually too complicated and too negotiated for the average person to understand.
- Letting change mediator find ways to engage the average citizen through media they can easily use, like texting or telephoning.
- Putting change representative in charge of cross functional initiatives like cooperation between the public sector, private sector, academia and NGOs – nationally and internationally. Example: human trafficking, anti-counterfeiting.
- Establishing a real and transparent process for change people to submit and then follow up on ideas.
- Instituting training for people in change management how to initiate then maintain change. This could take the form of coaching. You would be surprised how often the stupidest things get in the way of the most significant game changers. If you know ahead of time what works and what doesn’t you can eliminate years of frustration.
- Supporting change representative with a team of people who can support them in action. Normally there are people who are good at building and people who are good at maintaining, people who are technical and people who are social and all of them are needed to make change stick.
The SPLM/A in Opposition is a revolutions or resistance:
Our move is not a revolutionary is form of resistant due to December 2013 in Juba during presidential guard disarmament to Nuer people, that the war strike to greater Upper Nile, Malakal, Jonglei,and Bintiu the capital city has been captured by rebels for at least six months, the Kir’s government and his alliance Ugandian and Darfurian movement will fall and a new constitution will be written, changing our government. Resistant or Revolutions are hard-coded events and can be found in the south Sudan event file.
Resistant army struggle or revolutions are complex and have many effects, some positive, some negative.
There are some Good things for this war:
a- Resistant or Revolutions make our country change the dictatorial at end.
b- Political reforms are made without spending money or time within six months.
c- Most of our population converts to the new ideology although they will change back, like FEDELISM, INTRIM OR TRANSFERRING GOVERNMENT.
d- Our militarism and consciousness of our resistant is very high by 10 times when we win.
e- All wars in South Sudan would end when our revolutionary succeeds.
f- Our national value is Liberty, Equality or Order for changes.
g- The government ruling party will change even if the party would not ordinarily exist at that date.
h- However, note that in these cases they will disappear after the next election. Than our reformist Dr Riek Machar will take over the power.
There are some Bad things for this war:
- All the government alliances are broken.
- Government of South Sudan lose a huge amount of prestige.
- Any state held by our resistant for six months will secede or declare their independence.
- Government of South Sudan may be forced into a bad peace.
- Government do not gain taxes or production from our state Jonglai, Malakal, Bentiu held by resistant government or movement.
- Our resistant or revolutionary cause increased militancy and consciousness for six months from parts of the population, which can cause a counter-revolutionary.
- Enemies may declare war on us while government are weakened by movement.
Today people of south Sudan, We can all be in agreement about wanting a change when a change is needed, and just as likely, we can all disagree because we can hate a change or just not want the change to happen. Change only happens when people want change to happen. Change only becomes a possibility when our circumstances become so intolerable and so unacceptable that we just cannot carry on with the status quo any longer. Change never happens without consensus. By successfully changing group thinking, we can make change happen. But it only works when we all want it or when enough of us want it. The key to getting change to happen is to seek out those who are not happy with circumstances and by finding those who are disaffected and disenchanted enough to be willing to agree that a change is necessary, there has to be a point or purpose to change. A reason that will make sense and a benefit that comes with the change, which people can clearly see. Change for no reason will be seen as just a shallow ploy. Real change happens with enough people agreeing that it is needed now today.
Why do we need to change? We don’t have time:
Many people think that change come from nowhere, change came thru human behaviours take to manage his time for change; this current government are delaying their time to sell their product to our friends, When our resources are as thin as they seem to be at present e.g., oil, finding time for changing work habits and ways of thinking about writing is daunting. Nonetheless, we need for change has never been greater. Resistant searching for our information are changing faster than we are, largely because they face the same time pressures to accomplish their work as we do in front.
If not now when:
Despite the hesitations and time pressures, we have to face the fact that change is necessary and omnipresent. Consider the problems that your organization faces that will require you to change. What if your brother complaints about the lack of adequate and poor institution in government and poor vision? What if government tell enough colleagues and competitors that government information is inaccessible and inadequate?
Not Later but Now:
We can stop fighting because need to change as an individual from us contributor or a manager this war for change of leader. We are finding more resources to make effective change possible for our country South Sudan no more bloodshed to our new nations and our team. Sure, it’s easy to fall back on complaints about too much work today and not enough time to try something new.
As we open a new year, at the beginning of 2014, it’s time your government to stop stalling the money. The benefits of new ways of developing information are clear. Please Salva Kiir fined time to sharpen your axe rather than using your resources to keep chopping away with a dull blade. We’re coming soon with sharp exe no matter who stood on our way we would chop it.
Luk Jiath Riek, Boy from Nyengora to Ulang, can be reached at www.nueronline.com or othnyangl@mail.com
