“Leadership is unlocking people’s potential to become better.”
— Bill Bradley (1943-present); a former American professional basketball player, politician, and author.
Sometimes, I find myself pondering — although it doesn’t come as a complete shock — why certain leaders just can’t seem to grasp the concept of passing on the baton. It’s a phenomenon we witness not only in politics but also within non-governmental organisations (NGOs) and influential associations.
These leaders, firmly entrenched in their positions, display an astonishing resistance to the natural progression of leadership change. It’s as if they forget that leadership is a dynamic journey, characterised not only by the acquisition of power but also by the responsible act of knowing when to step aside.
Now, you don’t have to be a genius or hold a PhD to realise that it’s not ignorance that keeps them clinging to power. No, it’s their deep-rooted desire to hold onto it for as long as possible.
Of course, there are situations where capable individuals are genuinely lacking, particularly in NGOs or specialised fields. But let’s be clear, even in such cases, this shortage is only temporary because no one is truly irreplaceable.
It’s essential to address this issue, especially in today’s fast-paced world where adaptability and fresh perspectives are crucial for progress. Leaders must recognise the right time to gracefully step aside and pass the torch to a new generation, to avoid overstaying their welcome.
The timeless sayings “nothing lasts forever” and “what goes up must eventually come down” have profound significance in the realm of leadership, particularly when leaders stubbornly refuse to relinquish their roles long after their expiration dates.
After all, history is full of examples of both exemplary transitions and instances where leaders clung to power well past their prime, resulting in often detrimental consequences.
Leaders, especially in politics, should understand that leadership is not an entitlement but a responsibility. The duration of leadership should be determined not by the leader’s desires but by the needs and aspirations of the people they serve.
We often witness leaders prioritising their longevity over the well-being of their organisation or nation, gradually eroding the essence of leadership. Leaders must recognise that succession planning is an integral part of leadership itself. Effective leaders groom successors, mentor promising individuals, and pave the way for the next generation to rise.
By doing so, they ensure continuity and growth beyond their tenures. It’s not about being replaced; it’s about facilitating a seamless transition that guarantees the organisation or nation continues to thrive.
A perfect example of this is Nelson Mandela, who served as South Africa’s president for just one term, from 1994 to 1999, before voluntarily stepping aside. Mandela’s decision not to seek re-election demonstrated his commitment to democratic principles and set a precedent for future leaders. His act of gracefully bowing out allowed the country to transition smoothly, promoting stability and unity.
In contrast, we’ve witnessed leaders in our beloved country who have overstayed their welcome, clinging to power at all costs. This often leads to stagnation, corruption, and a disregard for the will of the people. Such leaders undermine the very foundations of democracy and hinder progress.
We all know that the key to effective leadership transition lies in humility, self-awareness, and dedication to the greater good. Leaders must recognise when their abilities are no longer aligned with the demands of the role and when fresh leadership is needed to navigate towards new horizons.
It’s equally important for society to encourage and support leaders in making this difficult decision. The fear of the unknown can be daunting, but if leaders are assured that their legacies will be respected and their contributions acknowledged, they may be more willing to step aside when the time is right.
Knowing when to gracefully bow out is a hallmark of true leadership. It’s not a sign of weakness but a testament to strength, wisdom, and a commitment to the enduring success of the collective endeavour.
Now, I may be corrected on this, but from my perspective, former Prime Minister Tun Dr Mahathir Mohamad is indeed an example of a leader in our country who has overstayed his welcome.
While he has amassed a significant following and made substantial contributions to the country, his prolonged time in power has sparked debates about leadership transition and the need for fresh perspectives in Malaysian politics.
Dr Mahathir’s initial tenure as Malaysia’s Prime Minister from 1981 to 2003 witnessed remarkable economic growth and development. However, his return to power in 2018 for a second stint as Prime Minister raised questions about the necessity of new leadership within his political party and the broader political landscape.
His extended stay at the helm of his party, the Parti Pribumi Bersatu Malaysia (Bersatu), led to tensions within the party and calls for greater inclusivity.
Moreover, some critics argue that Dr Mahathir’s leadership style and policies, which were effective in the past, may not be as well-suited to the contemporary political and economic landscape. This has resulted in divisions in public opinion, with supporters highlighting his past achievements and detractors emphasising the need for change.
It’s common for leaders who remain in power for extended periods to become disconnected from the evolving needs and aspirations of the populace. But let’s not forget that there are also many cases where leaders hold high positions long after their official retirement, thanks to the influence and support of powerful individuals. This is especially prevalent among top civil servants. It’s quite amusing how they manage to find themselves handling tasks that are not even their speciality.
Overcoming the challenge of leaders overstaying their welcome requires not only structural and policy changes but also a cultural shift that values leadership renewal. We must recognise that the greater good often demands leaders to gracefully pass on the baton.
So, my dear readers, let’s remember that leadership is a dynamic journey, and it’s essential for leaders to acknowledge when their time is up. It’s not about clinging to power but about ensuring the enduring success of the collective endeavour. And if our leaders need a gentle nudge in the right direction, let’s provide it with a healthy dose of sarcasm and a positive outlook. After all, a little humour can go a long way in encouraging change.
The views expressed here are those of the writer and do not necessarily represent the views of the New Sarawak Tribune.
