Udo Jude Ilo and influencing change in Nigeria, By Frank Nweke II

In 5 sections that cowl the basic nuances of change, the place of management in driving change, how to not perform advocacy, and poignant classes to bear in mind, this primer is a simple learn loaded with nuggets of knowledge. It additionally contains 4 well-crafted case research that many will discover most useful for his or her classes and intrigues.

Reviewing this primer, It’s Attainable: Influencing Change in Nigeria is an honour and a delight. Thanks, Jude, for this invitation to assessment this work that I’ve personally christened ‘An company of hope.’

Hope, not as mere optimism or a euphoric feeling from momentary pleasures however a duty. As Archbishop Desmond Tutu and The Dalai Lama described it within the Ebook of Pleasure, “Hope is the antidote to despair. But hope requires religion, even when that religion is in nothing greater than human nature or the very persistence of life to discover a new manner.”

This primer, rightly so-called, has come at a important time in our nation when patriots have to discover a new manner. It’s a rekindling of ardour when despondency threatens to smother hope and the need to proceed pursuing a brand new lease of life for Nigerians.

From the entrance matter, which included the writer’s stirring dedication and acknowledgements, to the previous Vice President Professor Yemi Osinbajo’s “Foreword” and Dr Chichi Aniagolu’s “Prologue,” I used to be already satisfied that this e-book had its finger on the heart beat of change-makers throughout Nigeria.

Jude has brilliantly documented a framework for change, drawn from his wealth of expertise, historic examples, and the timeless never-give-up spirit that’s the mark of true change-makers.

As Professor Osinbajo and Dr Aniagolu famous, there aren’t any onerous and quick guidelines to influencing change. The hunt for change is commonly complicated, ambiguous, and has no single pathway. Therefore, we should be ready to stay with a sure measure of ambiguity and uncertainty. Nevertheless, change is often born out of incremental efforts linked by years of consistency. It’s at all times advantageous to have a compendium of classes – from profitable and unsuccessful change actions – that kind a structural framework for contemporary practitioners to construct on.

Change, like “hope can also be nurtured by relationships, by group, whether or not that group is a literal one or one usual from the lengthy reminiscence of human striving whose membership contains Gandhi, King, Mandela, and numerous others.” (That could be a quote from the Ebook of Pleasure by Archbishop Desmond Tutu and the Dalai Lama.)

I need to acknowledge and thank the Ford Basis Workplace for West Africa, led by ChiChi Aniagolu, for his or her unrelenting assist for civil society and different nonprofit organisations working to provoke or catalyse change in Nigeria. Particularly, the choice to interrogate the system and supply solutions to the query of how change occurs is a genius transfer. Because the quote typically attributed to Peter Drucker states, “You may’t enhance what you don’t measure.”

This primer calls for that we give consideration to the worth of historical past to optimise the distinctive benefits of contemporary views, improvements, and actions.

Introduction

Our writer opens with an introduction that made me suppose he has been a fly on the wall throughout a few of my conversations with my associates and colleagues. He raised the pertinent problem of a seeming over-reliance on activists, change-makers, and the event sector to face as a substitute for enhancing lives, whereas the standard of governance continues to say no. Due to this fact, this third sector continues to face allegations of self-service. Nevertheless, it isn’t the obligation of the event sector to supply infrastructure, social facilities, and financial alternatives. Ideally, the sector ought to perform as a bridge of types, participating the federal government to successfully carry out its obligation to residents, and serving to residents to articulate and advocate for his or her wants from the federal government.

Sadly, the governance system appears to be wired to frustrate and undermine makes an attempt at basic change. The query then is, how can change occur? Jude’s method on this primer is to focus on some proof of change and the methods that knowledgeable them, each in Nigeria and different components of the world. He additionally compares these to actions that fell wanting their potential and learn how to keep away from the pitfalls frequent to change-makers.

In 5 sections that cowl the basic nuances of change, the place of management in driving change, how to not perform advocacy, and poignant classes to bear in mind, this primer is a simple learn loaded with nuggets of knowledge. It additionally contains 4 well-crafted case research that many will discover most useful for his or her classes and intrigues.

Basic Nuances About Change

Earlier than delving into these ‘dos’ and ‘don’ts’ of influencing change, the writer was sort sufficient to assist us perceive some complementary and, generally, overlapping nuances of change in Half B of this e-book.

This basic understanding is vital in a rustic the place change is arduous, painstaking, and generally, outright perilous. They supply a lifeline for change-makers when the frustration of failure could tempt them to surrender on their efforts.

He needs us to know that change might be an incremental enchancment, generally in unrecognised motions. As I identified from the articulately written “Foreword” and “Prologue,” change occurs over time by constant efforts, constructing on previous successes, failures, and challenges. One individual could provoke change, however its acceptance by many catalyses it to succeed. Actions which have been profitable internationally have been layered on current formal and casual constructions of resistance and advocacy of various varieties.

The civil rights motion for racial justice in the USA of America has taken on a number of expressions by the years, however the momentum was triggered by the motion of Emmet Until, a grieving mom who refused to cowl up the atrocity dedicated towards her son by a mob of white males. The motion took a lifetime of its personal from then on. Easy acts of creating a distinction add as much as create actions that tackle lives of their very own.

I used to be fairly happy to learn Chapter 12, the place Jude espoused the necessity for a frontrunner to construct a model. Impression leaders should be distinguishable from the pack. Individuals ought to simply know what you characterize, what you imagine in, and what your mission is. The instance of Chief Abdul-Ganiyu Gani-Fawehinmi was good. He was a person who constructed a reliable and relatable model for his integrity, wealth of information, and unwavering dedication to the frequent man.

The mass acceptance of an thought or a trigger drives consistency and ensures the endurance of the collective by altering instances and seasons. Jude additionally notes that social change occurs in pockets of locations addressing native points. Our nationwide advocacy might be hole if it isn’t rooted in native initiatives. Our work should enhance the lives of atypical residents, underserved communities, and probably the most weak in society for it to be significant and sustainable.

Each act of improvement should have an area bearing. It is sort of a tree that should have its roots grounded to outlive the adjustments of climate and different components of nature. This additionally speaks to the change-makers’ must be deliberate and concentrate on how their actions impression the bigger society and create a shift for the higher. How will your effort add to the present physique of labor or the long-term objectives? Whereas channelling sources to the native context, specializing in the massive image forces sturdy consideration to the optimum utilisation of outputs and maximising your impression.

Each well-thought-out effort to vary one thing, irrespective of how little, provides to the higher aim of fixing the entire society. So, there’s a have to recognise little successes, study from them, and construct on them. We stand on the shoulders of those that have gone earlier than us.

Lastly, within the part concerning the basic nuances of change, Jude speaks on the significance of controlling the narrative. Readers will perceive this higher as they progress into the subsequent part, however it’s important to notice that framing narratives in a manner that’s emotive, compelling, rational, and non-threatening to the duty-bearers, be they policymakers or different related stakeholders, helps you form individuals’s notion of the problem and achieve the ethical and logical excessive floor to affect change.

Change Requires Management

Considered one of my most used quotes is John Maxwell’s “All the things rises and falls on management.” Whereas many components might be related in any change-making endeavour, the standard of management will decide its success or sustenance.

Jude did an exquisite job of presenting examples of leaders (or the absence of similar) to assist us perceive the function of management and supply helpful approaches to changing into efficient change brokers. I’ll spotlight just a few of those from Half C of It’s Attainable: Influencing Change in Nigeria.

From the braveness and knowledge of Nelson Mandela to the persuasive powers of the main males of the Civil Rights Motion in Birmingham, Alabama, our writer underlines the willingness of leaders to take dangers of various levels, together with constructing coalitions of unlikely companions. Leaders should recognise the necessity to sacrifice private pursuits, egos, and generally, even accepted norms to serve the last word objectives. These you lead could not essentially agree with you. It’s as much as the chief to take that danger and be prepared to handle the results within the occasion of failure.

Leaders additionally have to have the capability to speak to the ‘enemy.’ As Nelson Mandela stated, “If you wish to make peace along with your enemy, it’s a must to work along with your enemy. Then he turns into your companion.” We can not reform establishments with out working with them. Jude highlights the absence of a frontrunner, and consequently, the absence of anybody to take important dangers like negotiating with the federal government, as one of many main challenges that confronted the #EndSARS protests in Nigeria in 2020. His case examine of the short-lived however inspiring second in Nigeria’s historical past is a succinct abstract that captures classes that our younger individuals can take into their present calls for for higher governance.

I used to be fairly happy to learn Chapter 12, the place Jude espoused the necessity for a frontrunner to construct a model. Impression leaders should be distinguishable from the pack. Individuals ought to simply know what you characterize, what you imagine in, and what your mission is. The instance of Chief Abdul-Ganiyu Gani-Fawehinmi was good. He was a person who constructed a reliable and relatable model for his integrity, wealth of information, and unwavering dedication to the frequent man.

Jude additionally used the examples of Winston Churchill, Barack Obama, and Peter Obi to focus on the flexibility to create a broad possession of your imaginative and prescient and concepts. You need to imagine in your thought and have the ability to challenge that conviction to others. Readability of imaginative and prescient, depth of ardour, dedication, and speaking a relatable message is effective in promoting your imaginative and prescient. It’s only when others purchase into your imaginative and prescient that it might probably endure, grow to be realisable, and sustainable. This was additionally an attribute that Jude praised in his tribute to Harmless Chukwuemeka Chukwuma. It was a glowing illustration of a person who understood that the trigger for change was larger than one individual. Harmless was a template for a way leaders should be extra centered on getting outcomes than getting accolades.

One other high quality of a frontrunner that stood out to me is the flexibility to ‘take the streets to the hallways of energy.’ It’s a brief and highly effective treatise on the ability of communications, which is one thing of specific curiosity to me. Successful change requires the distinctive capability to translate the feelings and messages on the road into advocacy and the language of coverage that’s understood by the obligation bearers. The aim is to not demonise the accountable events however to instigate actions in favour of your trigger. Language and method ought to due to this fact be clear, unambiguous, invitational and interesting, giving alternatives for negotiation.

In all, leaders and change-makers should stroll the discuss. Individuals can hear your phrases, however your actions communicate to their hearts. Efficient change-makers should stay the values that they espouse and should be seen to embody the ideas that underpin their work. Integrity, transparency, and accountability are wanted to earn belief, command the goodwill of individuals, and rally them to a collective trigger.

How Not To Carry Out Advocacy

On this part, Half D, Jude Ilo provides just a few tips on attitudes, actions, and missteps to keep away from as change-makers. In abstract, he emphasises respect for oneself, for the companions that they work with, and for the trigger that they drive.

Actions comparable to mendacity and misrepresentation of info, breaching the arrogance of your advocacy targets, providing inducements in money or sort, and over-promising can undermine one’s credibility and advocacy efforts. Additionally important and infrequently fairly difficult to keep away from as now we have seen in Nigeria is the angle of demonising advocacy targets and the duty-bearers anticipated to implement the adjustments being championed. It’s strategically ineffectual to demonise the individuals that you simply wish to work with or affect to make adjustments.

Criticism might be constructive to affect your audience, however harsh and antagonistic language can alienate these whose conduct you search to affect. I additionally preferred how he highlighted that leaders should take the main target off themselves. Concentrate on oneself rapidly undermines credibility, and for all intents and functions, places the motion liable to betrayal and utter failure. It additionally will increase the dangers of unhealthy competitors with different advocacy teams. Turf battles and unhealthy competitions can create a notion of unseriousness, self-aggrandisement, and confusion within the minds of the coverage targets. Jude notes that leaders should make the supposed outcomes their focus, not their want to take centre stage.

This primer is thus an vital work that lights up a plethora of choices for changemakers. Within the phrases of Professor Osinbajo within the “Foreword,” “Maybe probably the most horrifying factor about change is basically that if we don’t, deliberately and positively, affect it, there might be change anyway. Solely that the change may very well be disastrous. Persistently working at change towards all odds might be the one antidote to watching unfavorable change unfold.”

Classes To All the time Preserve In Thoughts

In closing, our writer provides us some classes to bear in mind on this change-making quest. Once more, to indicate how vital that is, he says that change-makers shouldn’t make themselves the problem. To maintain change, leaders should guarantee a multi-stakeholder buy-in and possession of the trigger. Utilizing Barack Obama’s quote, “Africa wants sturdy establishments, not sturdy males,” Jude explains that people can lead change efforts however programs guarantee sustainability. The system can draw from an inspirational determine, however this could empower these inside it to carry out their features, not prohibit them to idolising the initiator.

From the beginning, there needs to be clear frameworks of accountability that information everybody. Change-makers must also be excited to share abilities and knowledge. Abilities switch, data creation, and mentorship are essential steps to sustaining strain and defending the progress made. It’s a good way to ‘maintain the fort’ and guard the adjustments to keep away from a reversal. No matter has been achieved should be maintained.

Relational dynamics are additionally very important for initiating and sustaining change. There should be intergenerational funding. I cherished the quote he used from the ‘Glory’ soundtrack to the film, Selma. “It takes the knowledge of the elders and the vitality of the youths to win a warfare.” Expertise just isn’t higher than energy. They have to work hand-in-hand.

Change additionally requires collaboration inside and outdoors one sector. Leaders should service and maintain various relationships. Most significantly, change-makers should know when to recharge. You aren’t Superman. Even Superman has his moments. Your physique and psychological energy are your biggest property. Preserve them wholesome. nAnd lastly, irrespective of how daunting the challenges are, we can not afford to cease making an attempt.

Conclusion

Along with a well-laid framework supported by proof of occasions by historical past, Jude Ilo’s primer additionally left me with a craving want to seek out solutions to questions that he famous have been out of the scope of this e-book. For instance, he asks a query that I’ve mused about, significantly up to now two years: Is holding the road sufficient?

This is a crucial query as a result of the scenario in Nigeria raises the worry that the framework outlined on this primer could both be too excellent or too easy for the complexities now we have to take care of. But, I’m comforted by how he notes that good change-makers are those that know “when to pause, assessment methods, and adapt to the dynamic nature of social, political, and financial realities.”

This primer is thus an vital work that lights up a plethora of choices for changemakers. Within the phrases of Professor Osinbajo within the “Foreword,” “Maybe probably the most horrifying factor about change is basically that if we don’t, deliberately and positively, affect it, there might be change anyway. Solely that the change may very well be disastrous. Persistently working at change towards all odds might be the one antidote to watching unfavorable change unfold.”

If at first, we don’t succeed, now we have to try to attempt once more. The risks of doing in any other case and succumbing to the danger of despondency and resignation far outweigh the duty of hope that we should bear. This primer answered a number of the pertinent questions I’ve nursed about influencing change, civil society and the event sector, reaffirmed my beliefs about our duty for change and strengthened my convictions to maintain making an attempt.

As I shut my assessment, I want to share the story of two frogs that fell right into a deep pit.

As soon as upon a time, two frogs, Olileanya and OsoOso fell right into a deep pit. All the opposite frogs gathered across the pit to see how they’d assist them escape. Once they noticed how deep the pit was, they turned dismayed and hopeless and advised the 2 frogs within the pit that there was no manner they might ever come out from the pit and that they need to put together themselves for his or her destiny.

Unwilling to simply accept this horrible destiny, the 2 frogs made frantic efforts to leap out of the pit. Among the frogs shouted into the pit that it was hopeless making an attempt to leap out as a result of they’d by no means come out. Different frogs continued shouting sorrowfully that they need to simply surrender since they have been already nearly as good as lifeless. The 2 frogs continued with determined efforts making an attempt their best possible to leap out. Lastly, OsoOso quietly resolved himself to his destiny, lay down on the backside of the pit and died because the others seemed on in helpless grief. The opposite frog, Olileanya, continued to leap with each ounce of vitality he might muster, though he was exhausted and worn out. His companions started yelling once more for him to simply accept his destiny, surrender and die.

Lastly, the frog leapt so excessive that it jumped out from the pit. Shocked, the opposite frogs celebrated his miraculous freedom and requested him how he made it out of an unimaginable scenario. Studying their lips, the astonished frog defined to them that he was deaf and that when he noticed their gestures and shouting when he was within the pit, he thought they have been encouraging him to attempt his finest and bounce out from the pit.

My associates, we should select to be deaf to cries of impossibility and imagine that the realisation of a state, nation, and world that works for all is feasible. As Archbishop Desmond Tutu and the Dalai Lama shared within the Ebook of Pleasure:

“Despair can come from deep grief, but it surely may also be a defence towards the dangers of bitter disappointment and shattering heartbreak. Resignation and cynicism are simpler, extra self-soothing postures that don’t require the uncooked vulnerability and tragic danger of hope. T o select hope is to step firmly ahead into the howling wind, baring one’s chest to the weather, realizing that, in time, the storm will cross.”

I’ve managed to condense 127 pages of good exposition and tips into six pages, and so I encourage and urge and cost each change-maker to check and have this primer as a reference on their journey of making impression.

I extremely suggest it.

Frank Nweke II is a senior visiting fellow on the Lagos Enterprise College and member, Nigeria’s Federal Cupboard (2003-2007).

This e-book assessment was finished on the presentation of Udo Jude Ilo’s e-book “It’s Attainable: Influencing Change in Nigeria” at Shehu Musa Yar’Adua Centre, Abuja, on 14 October, 2024.