1893, Gandhi’s first act of civil disobedience on a South African train.

Happy Friday!

On this day, June 7, 1893, Mohandas K. Gandhi began his first act of civil disobedience when as a young Indian lawyer working in South Africa, he refused to comply with racial segregation rules on a South African train and was forcibly ejected at Pietermaritzburg. This pivotal moment marked the start of Gandhi's lifelong commitment to nonviolent resistance and civil disobedience in the quest for justice and equality. At just 23 years old, the future leader of India’s independence movement had his first taste of the injustices faced by people of colour under racial segregation laws in South Africa. Gandhi was travelling in South Africa when he was asked to move from his first-class seat to make room for a white passenger, despite holding a valid ticket. When Gandhi refused on moral grounds, he was forcibly removed from the train by British officials. This humiliating experience was a turning point that awakened Gandhi to the discrimination and oppression faced by Indians and other non-white groups in South Africa under British colonial rule. Racial segregation was institutionalised through laws denying rights and opportunities to non-Europeans. Gandhi spent over 20 years in South Africa fighting against oppressive policies through nonviolent protest and civil disobedience campaigns that challenged discrimination. This pivotal train incident set Gandhi on the path that would make him a global icon for civil rights and nonviolent resistance.

Mohandas K. Gandhi, told us, “The future depends on what we do in the present.” Effective change leaders must embody the change they wish to see, which entails taking a personal stand against injustice or wrongdoing. Sustainable change necessitates a higher purpose beyond self-interest, involving the active opposition to unfair or unethical practices. Furthermore, leaders of change must take calculated, principled action to gain legitimacy and maintain discipline. They utilise truth-force and moral authority to implement change and drive continuous improvement, inspiring others through their unwavering commitment to ethical principles and the pursuit of a just and equitable future. Change leadership demands the sacrifice of personal comfort, safety, and privilege as leaders bravely risk all for a noble cause, sometimes greater than themselves. They disrupt the status quo by becoming catalysts for improvement and sustainable change, creating a dedicated movement as they proceed. Leaders of change never give up because the road to meaningful change is long and arduous, requiring unflagging commitment and resilience in the face of opposition, setbacks, and failures along the way. Change Leaders Oppose Unethical Practices.

“Change leaders stand against unethical practices, taking principled action, using truth-force, embracing sacrifice to disrupt the status quo, never giving up”

Unveiling Ethical Imperatives Amidst the Charade. The Post Office Horizon IT Inquiry and the Boeing 737 MAX investigation have exposed the grave consequences of a collective failure of organisations and leaders to uphold ethical principles, embrace truth-force, challenge the status quo, and embody purpose and passion in their work.

As leaders of change, we have a moral obligation to take principled action against unethical practices and negative leadership behaviour, thereby dismantling the change management charade. Turning a blind eye or remaining complicit enables toxic cultures to fester, ultimately causing immense harm. True transformation requires the courage to confront injustice head-on, even in the face of adversity. Additionally, a disregard for honesty and integrity undermines the very foundations of change efforts. Professionals must embrace “truth-force,” which is an unwavering commitment to transparency, accountability, and speaking truth to power. Deception, or obfuscation, inevitably breeds distrust and undermines the credibility of any change initiative. Meaningful change often necessitates a willingness to disrupt the status quo, challenge existing systems, and make sacrifices. Complacency and a fear of rocking the boat perpetuate harmful practices and stifle progress. Professionals must have the resolve to take calculated risks and implement transformative solutions, even in the face of resistance.

Lastly, a clear sense of purpose and passion are paramount. Without an internal compass and unwavering determination, change efforts become hollow exercises devoid of the conviction needed to navigate complex organisational challenges. Leaders of change must be driven by a deep-seated commitment to their craft and a genuine desire for positive transformation. These scandals serve as stark reminders of the grave consequences that can arise when we all fail to uphold these essential principles of ethical conduct, truth-force, purposeful disruption, and passionate dedication to our work.

Final Thoughts: Does your organisation uphold ethical conduct, embrace truth, disrupt the status quo for positive change, and inspire passionate commitment - the hallmarks of true visionary change leadership?

Further Reading: Change Management Charade - Leadership of Change Volume 8

Have a fantastic weekend with the ones you love and care for, enjoy some fresh air, exercise, eat, drink and be happy.

Peter consults, speaks, and writes on the Leadership of Change^®. He advises CEOs on how to prepare and align their corporate leadership teams to successfully lead their organisation's change.

For further reading please visit our websites: https://www.a2b.consulting  https://www.peterfgallagher.com Amazon.com: Peter F Gallagher: Books, Biography, Blog, Audiobooks, Kindle

Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:

~ Leadership of Change® Volume 1 - Change Management Fables

~ Leadership of Change® Volume 2 - Change Management Pocket Guide

~ Leadership of Change® Volume 3 - Change Management Handbook

~ Leadership of Change® Volume 4 - Change Management Leadership

~ Leadership of Change® Volume 5 - Change Management Adoption

~ Leadership of Change® Volume 6 - Change Management Behaviour

~ Leadership of Change® Volume 7 - Change Management Sponsorship

~ Leadership of Change® Volume A - Change Management Gamification - Leadership

~ Leadership of Change® Volume B - Change Management Gamification - Adoption

Coming Summer 2024: 

Change Management Charade - Leadership of Change Volume 8

By Peter F Gallagher

Keywords: Leadership, Change Management, Business Strategy

Follow Us On