Against all odds

Are organizations doomed to become nothing more substantive than the brick-and-mortar equivalent of Friendster? Whether it’s an industry alliance like Adboard, KBP, PRSP, LCF or MORES; a social club like Baguio Country Club, South Woods or Polo Club; societies like TOWNS, Rotary and the HKSG Alumni; institutions like the ASG and UP; village associations like San Lorenzo and Bel-Air — conflicts usually arise due to diverse self-interests, values and opposing stands on issues. These invariably cause rifts, controversies and occasionally even legal battles, dismemberment and secession.

This is not surprising in the executive Cabinet or the Palace snake pit where backstabbing and sycophancy are de facto career strategies to get ahead. It can also be expected in militant ideological factions where passion runs high. But if even Couples for Christ and Christian fellowships suffer the same fate, is it logical to conclude that perhaps organizational malaise is a rite of passage?

So now the question to ask is, should an association just remain a social network, shying away from landmines that could cause a blowup of any form? Or do the conditions described above flourish and fester only when there is a vacuum or weakness of leadership, an unclear or unarticulated vision compounded by a communication gap that leads to divisiveness? When members begin to doubt the value of joining, that’s a sure sign that one of many symptoms of organizational malaise is in play. Let’s identify the many omens that should warn the leaders that a crack is about to split wide open.

Symptom 1: The new vision takes the backseat to the number of representatives on the board.

Adboard is like the holding company of the various associations in the marketing and advertising industry. Thus it convenes the client associations, the advertising agency association, media, suppliers and research. It started as a triumvirate of PANA, 4As and KBP. Then it was expanded to include the other pillars. But it is no secret that it has been beleaguered with many trials. In the process of introspection and reinvention, the discussion has deteriorated. Smaller organizations demand equal representation, believing that numbers beget force. The engines for moving forward have stopped rolling because of this obstacle. Meantime, Adboard’s new vision remains a chimera.

Symptom 2: All chiefs, no Injuns

PRSP is a highly regarded body of professional PR practitioners who have been in the business for quite a while. A few years ago, it got bitten by the “faction-itis bug,” with a former president challenging and disagreeing with the views and direction of the incumbent leadership. Before anyone could count to 10 and cool off, there were two PSRPs both claiming to be the legitimate hosts of two separate Anvil Awards. Naturally, the split left the organization with half a member roster. Worse, they cancelled each other out in reputation, credibility and goodwill.

To this day, the very public rupture in Couples for Christ is one big mystery. It is difficult to fathom how building homes for the poor can be off-sync. On Judgment Day, will Christ not ask, “I was homeless, but did you give me shelter?” Was the real issue the cardinal sin of pride? Who wears the bigger halo?

Symptom 3: Follow the money.

For some social clubs, money is indeed the root of all evil. Often, when a new board replaces the outgoing, the books undergo a hostile forensic audit. If you want to find an anomaly, you will find it. It’s a bit like double insertion. In the end, it was never about the roads. It is common to have allegations of corruption and abuse of power even in village associations and clubs. One would think that these members are bound by such a mundane interest to protect their subdivision or promote and promulgate club rules. Yet it does not lack for agitation over who should get the contract for the security guards and the garbage collection.

Symptom 4: Let’s not go there.

Put together a bunch of high-achieving, successful women, and you can imagine how scintillating and stimulating the conversation will be. Or so you assumed. The problem is there are many topics considered taboo because they are potentially incendiary. Pro-life or pro-choice? Pro Cha-cha or pro-Tango? Pro-divorce or pro-martyrdom? And heaven forbid, pro-GMA or pro ... ABS? Shhhh. So the exchange is limited to tepid subjects like menopause, anti-aging, stress management, homeopathy and sometimes photography! Then the bonding is sealed with a photo op! Nothing wrong with that. Except one leaves thinking, what a waste of brainpower, and ultimately executive time. If an organization exists because it has successfully avoided provocative subjects or taking a stand, isn’t that the equivalent of a coma? An organization that suffers death by not rocking the boat is very sad. Extinction without distinction is the greatest tragedy of all.

Symptom 5: But I don’t want to smell the flowers yet!

Nelson Mandela believed that quitting is also leading. So he stepped down and turned the reins of power over to his successor when his tenure was done. He did so with a beatific smile, not kicking and screaming as we have witnessed with disdain so many times. What makes power so addicting? Why don’t they teach Graceful Exit 101 in business schools? As Karen Carpenter sang, “Go while the going is good. Knowing when to leave may be the smartest thing that anyone can learn!” If one is in fear of being arrested for plunder after his/her term, then you at least see through the cling-on-for-dear-life desperation. But not everyone lives in Malacañang or Polk St. One other plausible theory is that the leader allowed himself to be defined by his title. He has no reason to live without his title or position. Maybe he needs life coaching.

So are there still any organizations worth joining if you’re not looking for love or another job? Is there a vaccine against these toxic symptoms? Some pundits have said that the Filipino is prone to being divided because we are innately multi-sectoral. Our clans, province, region are all historical enclaves that everyone wants to head. Hence, the Samarenos would have several groups in one US county, same with the Ilocanos and the Bicolanos.

Is there no antidote that can foster a strong and positive organizational climate that is immune to fractures?

Students of organizational culture have a prescription: an enlightened, selfless leadership; with a strong and credible vision shared by all; communicated with consistency and regularity; spoken in language that inspires; and navigating with a firm and fair hand. Diplomacy is standard but it is not to be mistaken for avoidance, omission or permanent neutrality. Camaraderie and social networking should be natural byproducts but not the end-all and be-all of an association. Above all, mutual respect and empathy should be organic deterrents to bullies and “power clingers” with vested interests.

Sign me up if you find one that fits the criteria. I would love to be a member of something worth joining. As Martin Luther King, Jr. once said, “We must accept with finite disappointment, but we must never lose infinite hope.”

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Agree or disagree with the author at mscom@campaignsandgrey.net.