Daily Express Subscriber
Sign in to your account.

THE recent 17th Sabah Election revealed an interesting pattern: several veteran politicians remained reluctant to step aside, citing their experience as indispensable and expressing concern that younger, less-experienced candidates might struggle with the challenges ahead. 

This perspective, however, warrants reconsideration. While experience matters, progress depends on recognising that leadership renewal is both necessary and healthy.

Experience and institutional knowledge are undeniably valuable. However, it is equally important to acknowledge that relevance evolves over time. 

Just as many leaders were once given opportunities to prove themselves, there is now a shared responsibility to create similar pathways for the next generation rather than holding on to positions indefinitely.

This issue is not confined to politics. It is also evident in NGOs, commercial organisations, clan associations, and other institutions where long-serving leaders may resist stepping down. 

The familiar refrain that “there is no qualified successor” may occasionally hold some truth, but no organisation can thrive if it closes itself off from new talent, fresh perspectives, and innovation.

When individuals remain in leadership roles for too long, resistance to change often follows. Past achievements are relied upon to justify maintaining the status quo. 

Yet in a rapidly evolving world, strategies that worked decades ago do not automatically translate into success today. 

Some organisations, such as Jaycees International, limit each office bearer—including the President or Chairman—to a one-year term. 

This model encourages broader participation, skill development, and leadership growth. While such an approach may not suit every organisation, it highlights the value of leadership rotation.

What matters most is that organisations establish reasonable limits on leadership tenure, whether defined by years or terms. 

These limits help maintain focus on organisational objectives and strengthen long-term effectiveness.

Equally important is an organisation’s commitment to building a strong future through clear succession planning and the intentional development of the next generation of leaders.

Ultimately, organisations must evolve to remain relevant. Renewal, fresh leadership, and adaptability are essential for sustained progress.

Borneo Golden Girl

The views expressed here are the views of the writer and do not necessarily reflect those of the Daily Express. If you have something to share, write to us at: Forum@dailyexpress.com.my