MAY–JUNE 2018 FROM THE CHAIRMAN’S DESK CAV JAIME S DE LOS SANTOS ‘69 Empowering Our Alumni The long history of the PMAAAI is marked by the stories The multiple layers of command to go through and the of our honored alumni and the assistance it has extended numerous documents makes it easier to just keep doing to them. Yet, this age also brings with it problems. Rarely the same thing over and over again instead of innovating. has there been any dent or change in our organizational These are systemic barriers to change. And of course, when structure. The expanded strength of our membership change threatens those with vested interests they will not representing multiple generations has overstretched our give up their positions easily. absorptive capacity. To maintain our relevance, innovation is necessary. Our training as military professionals is also Yet, despite all the seemingly insurmountable obstacles showing its downside: our “can do” attitude. We are taught to change, there can be no other way. Any business or that if we believe in ourselves and in our team, we will never organization that believes in sticking to the status quo is fail. And in the end, failure is never an option. However, doomed to fail. What we need is to disrupt the status quo this line of thinking resulted in a feeling of superiority and towards growth for the organization. Disruption means to a fear of failure. While this served us well in the field, it is invent new solutions to the problems we currently face. now holding us back as an organization. We cannot do this if we view innovation as a waste of time or a fool’s errand. Rather, we should take risks and If there is a clear need for change then why do people encourage each other to create fresh ideas to solve our resist it? The answer lies in our natural human tendencies problems. To simply surrender to the status quo would be and the design of our organizations. Firstly, if so much time, abandonment of our mission as leaders. After all, leaders effort, and money have been expended in one particular are change agents whose success is measured by how course of action, why change it? These are called vested much the organization changes for the better. We will interests: some people have more to gain by staying on the begin from the status quo but we will guide ourselves to old track. However, no amount of effort and money can a better state based on our strategic vision and mission. In fix a path that is wrong to begin with, hence the need for the process, there will be inevitable clashes of personalities change. Secondly, we tend to look at things from a limited and perspectives. However, the disruption will work as perspective shaped through years and years of repeated long as we do it properly: there will be systems in place habits: these are called behavioral barriers. A novel idea to capture and explore new ideas while the rest of the that will result in growth for the organization may be shot business maintains the status quo and stability. down by a manager with a limited or outdated perspective, resulting in a net loss for the organization. Lastly, the One area that may merit a need for disruption is systems we’ve designed to run the organization may also empowering the Alumni. It is essential to revisit the prevent change. This is especially true in bureaucracies composition of our membership and how our organization with multiple layers and strict procedures, as in the military. accommodates their views. Does our current organizational THE CAVALIER 1 setup give Cavaliers an opportunity to express themselves To this end, the PMAAAI Council of Class Presidents and use their fresh ideas to contribute? Let us examine (PCOCP) has been conceptualized and in the process of the changes in our membership: the number of Cavaliers undergoing an in-depth study. It aims to give alumni the has doubled, a great number belonging to the “millennial” freedom, mechanisms, and guidelines to resolve issues generation: those who came of age during the 21st century and help one another. Its functions are fivefold: 1) a or Cavaliers belonging to batches 2000 and above. Each forum for the resolution of issues among classes, 2) to generation of Cavaliers also carries with them the culture support the strengthening of times among alumni and of their time. This diversity in thought can be a strength and outside organizations, 3) select Class Presidents to serve at times a weakness: there is a tendency for older classes in the PCOP’s Board of Directors and the PMAAAI Board, to dominate the leadership, clashing with the mindset of if allowed, 4) assist in the crafting, dissemination, and the younger generation. implementation of relevant PMAAAI programs, and 5) help promote the general welfare of PMAAAI members. Compounding this generational gap is a geographical one: the majority of Cavaliers are now based outside The PCOCP shall be composed of the Presidents of the Metro Manila yet the leadership remains Manila-centric. PMAAAI class organizations. Thus, it will be able to represent There is also the dichotomy between our active and retired every generation of Cavaliers, young and old, active and members. Each has his own interests and concerns that may retired, nationwide. This generational representation will conflict with each other. Resolving these clashing mindsets, be the key to forming a space for Cavaliers to discuss and concerns, and interests is an exercise in compromise, resolve their interests and concerns. balance, and prudence. At the end of the day, whatever resolution is made, it must always preserve the integrity, To give them the freedom to manage its own affairs, reputation, and stability of the organization. the PCOCP will be independent yet supportive of the PMAAAI. Managing and leading the PCOCP is its Board of Under the vision of Leadership through Positive Directors, composed of the PMAAAI Chairman, Decade Change, there is a need to empower alumni and delegate Representatives, and a representative of the last class which certain tasks and responsibilities to them. Empowerment graduated from the PMA. The Decade Representatives seeks to give subordinates the tools and freedom to not only serve in the PCOCP but are also members of the successfully accomplish their missions, rather than PMAAAI Board of Directors. This allows each generation concentrating everything in the hands of one leader. Key to of Cavaliers to have a say in the decisions of the PMAAAI. empowerment is delegation. Individuals feel empowered In turn, the Decade Representatives represent the Class when they receive tasks designed to challenge them and Presidents of each class of their decade, giving each class a are given the ability to decide on matters relevant to channel to express themselves. them. Both empowerment and delegation are essential in strengthening an organization. The PCOCP is a new concept yet is based on time- tested principles of effective management. Alumni can True, empowerment can be difficult as it clashes with look forward to a more responsive PMAAAI that empowers traditional top-down management. Yet, the evidence is them to voice out their concerns and seek out solutions undeniable: empowered people are more productive, to common issues. All of this is just one component of the produce higher-quality outputs, and feel much better PMAAI’s thrust of Leadership through Positive Change. about their work. They come up with innovative solutions to problems by harnessing their and others’ creative energy _____________________ rather than simply wait for orders from the boss. In today’s References: fast-paced and unpredictable environment, both inside and –Developing Management Skills by Whetten Cameron outside of the military, the importance of empowerment –Secrets of Great Leaders by Carol O’Connor cannot be understated. 2 THE CAVALIER MAY–JUNE 2018 PRESIDENT’S CORNER CAV RODOLFO S AZURIN JR ‘89 PMA Cavaliers as Brothers “Opportunity and talent go hand in hand,” I always heard mightier struggles, one where our desire to win is second only that from one of my former bosses. to the love of the game itself, where we triumph as considerate You might be given all the opportunities to show what victors or lose with grace and a determined will to win”. you’ve got but if you do not have the necessary talent to do While in the academy, we compete amongst our fellow what it takes, you will not last. You might have acquired all the cadets in academics, sports, non-academic activities, and skills in the world but without the opportunity to show it, it many others. Win some, lose many, and yet our brotherhood is nothing. remains. For at least four years, the academy taught us the Under the Duterte Administration, a number of Cavaliers full meaning of “brotherhood” and politics has never been are given the opportunity to serve and be part of the change an issue. Because these things were all part of our “mightier of our nation to improve the lives of all Filipinos here and struggles” in our life and our chosen careers. abroad. Our cavaliers working in government under this Throughout time, we have seen cavaliers being appointed administration need all the help from our fellow cavaliers. to government posts, especially in the defense establishment. Let us continue to unite as one, respect the idea of everyone Long before the appointment of Cavalier Delfin Lorenzana, and avoid name calling. We should act as professionals and many of our upperclassmen have already served as the set aside our personal indifferences. Let us help our fellow Secretary of National Defense.