Delivering on the Mahinda Chinthana Idiri Dekma – Thoughts for the New Government
By Deepanie Perera
We have just elected a parliament of our representatives for the first time in a freed land, after a near three decades. Obviously, marking an important historical crossroad in our socio-political make up. One may argue, if we are really free. Before we address that issue, let’s get on with business, this article is meant to be.
We know the representatives we have appointed and pay for, have a responsibility by us. We were their important voter until 4.00 p.m. last Thursday April 8th. Traditionally speaking, like the movement of a pendulum, the citizens used to become insignificant to a great extent soon after elections. Adding to the problem is our constitution with the current electoral system we have been imprisoned by; thanks to the myopic and self-serving vision of the then President J.R. Jayewardene’s government who was swept to power in 1977.
I like to think that things have ‘changed’ since, to be precise since 2005. If not divided by political agendas, we will no doubt stand united in unanimity to the above statement regarding change. We waged war for twenty six years. The country was gutted by destruction both materially and psychologically. We had no hope then. And now, we are free from terror. What does freedom really entails of? I believe it is to a large extent a state of mind. We have attained that. It is also freedom from other elements which pull us down, like poverty, unemployment, dependency, sustainability, accessibility, issues of resource distribution, issues of national preparedness, erosion of values, energy and environmental issues, etc.
Yes, we have hope. We have determination and relentless perseverance. And seamless will power too. We have the interminable, perennial ‘Mahinda Chinthana Idiri Dekma’ (a vision for the future). We have the right team in place I believe, to make it to the future.
And its opportune to explore the dynamics.
The broad national objectives of the Mahinda Chinthana Idiri Dekma encompasses fourteen key aspects that are strategically significant.
Modeling the Way Towards a ‘Learning Thinking Nation’
One underpinning concept would be to transform this country to a ‘learning thinking nation’, with the parliament of ministers and members modeling the way, while learning takes centre play. Countries like Singapore, Russia, China, Australia are some good
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examples. The 225 members who have made it to Parliament in this historic elections are
the ‘drivers’ of our nation. We sure need a much smaller cabinet this time around; acabinet comprising of inspirational intellectuals and implementers. We must ensure experiences and opportunities mould us towards a better people. Our actions must be guided by personal and national values. Upholding and reinforcing the values and right behaviour must have an important place and impact on our lives. Spirituality must be integrated as a means. Education, training and coaching are the vehicles here I believe.
Business Plan Approach as a Project
I am essentially a corporate being! And that makes me see the entire Mahinda Chinthana Idiri Dekmalike a business plan, which could be effectively managed as a six year project.
Here goes my methodisation.
Vision
‘Sri Lanka – the Miracle of Asia by 2016.’
A vision must be inspirational. Must be shared. The project kicks off here. At the ‘start’ line is the ministers and MPs and the entire public administration network. The citizenry,
thereafter. Without belief and conviction, it would be a near impossibility to arrive at the ambitious above vision by 2016.
Environmental Analysis
Our strengths, weaknesses, opportunities and threats (SWOT) should be analysed. Other techniques of analysis too could be put to use. Sri Lanka’s situation is briefly SWOTed in Table I.
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Strengths- Sri Lanka’s geographical positioning
- Natural resources
- Human capital
- Knowledge capital
- High literacy rate
- Existing structured public administration policy and procedure
- Visionary and trusted political leadership
- International allies with developed and emerging nations
- Strong collaborative support of the citizenry including Sri Lankan diaspora
- Financial aid
- Opportunity to engage Information and Communication Technology (ICT) for development
- An effective social security system
- Availability of effective service delivery tools
- International recognition and support
Weaknesses
- Over crowded public administration network
- Complacency
- Inward looking
- Lack of synergy
- Lack of business like mindset
- Lack of opportunity for innovation and creativity
- Lack of personal and national values
- Compromised integrity
- Official languages problem
- Lack of transparency and issues of governance
- Constitutional issues
- Political animosity
- Lost national productivity
- Disgruntled citizenry
- Covering behind bureaucracy when delivering on results
Table I
National Objectives
The fourteen areas that have addressed broad objectives (Table II) covering economic prosperity, self sufficiency, social stability, infrastructure, national sovereignty, environmental sustainability, education and learning, better living standards, resource employment and art and culture is a good start. However, it is important to review the objectives at least once a year, as a need may arise for modification and change in our ever changing environment.
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These objectives (as appropriate) must cascade to government ministries, departments, corporations and institutions, and the private sector that work in collaboration, as necessary. They must in turn flow to respective teams and individuals as their objectives. It is pragmatic to target yearly delivery and revisit thereafter.
Table II
Resource Requirements
Material, financial and human resources must be deployed optimally. ‘Wastage’ must be taken off our vocabulary.
As a critical and crucial matter of importance let us discuss human resources (HR).
In order to deliver on the national objectives, I see two ‘C’s that are mandatory requirements.
- competencies (defined as bundles of knowledge, skills and attitudes)
- commitment
HR is an investment, no doubt. An investment must provide a return. Obvious. To provide that return by way of‘results’, there must be people who have both competencies and commitment. For the colossal number of incumbents of our public administration, the very first step in the way would be to conduct a ‘competency mapping’. For the benefit of those for whom this term sounds foreign, let me try to explain.
It is a process typically an HR expert or a consultant would carry out to determine the competency requirement of an organization and the current competency availability. Some broad categories of skills to consider are project, interpersonal, communication, organisational, personal and technical.
The mapping exercise of competencies is called ‘competency mapping’. It is a pivotal resourcing exercise. After having identified the competency gaps, measures must be taken to fill the gaps. This would mean smart-sizing, wherein, a surplus of people who do not fit the positions would be required tomake their way out. This must be handled effectively, in order to avert drastic outcomes which would potentially skew some important economic indicators, we can’t afford at this juncture. Such people should be reallocated work to contribute towards national productivity. Public Private Partnerships (PPP) could be of use.
Based on competencies, performance indicators must be aligned and assigned; converting the system to a performance based culture. Pay and benefits should be aligned to performance. As a compelling result, politicization will lose its way and its character. It could actually manifest to a different dimension all together. Results would be inevitable, even producing at unprecedented standards.
Another important focul point is to prepare a pipeline of leaders as successors across the board. Yet another challenge requiring immediate action.
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Cost – Benefit Analysis
The budget should take care of this. The accruing benefits must by far exceed the costs or investments made, including people. The training and development interventions must deliver returns (and measured by ‘ROI’ – return on investments).During this crucial pro-development period, a very high attention must be paid to best practices in terms of finance management.
Measure and Review
A very close eye on results must be maintained. The measurement tools must be carefully chosen. A balanced scorecard approach that would measure four pillars of results (finance, processes, customers and leaning & growth) could be ideal, with ample customization.
Making it to ‘the miracle of Asia’ let us set an example for the world to follow. Let us show what we Sri Lankans are made of – sheer nerves of steel. On your mark….Sri Lanka.
About the writer
Deepanie Perera
MBA (Sri J), DPHRM (UK), CPE (Cambridge, UK) / The writer is a business consultant, HR specialist and trainer and Chief Executive Officer of ‘Target Resource’.
She could be reached at
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Article by Deepanie Perera