{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"On the Subject of Leadership","title":"Pamela Wyatt: Organisations Don't Change Because They're Criticised","html":"","width":"100%","height":180,"duration":3817,"description":"No organisation matches the brochure. The question is what you do about the gap — and whether you have any right to.\n\nInternational development runs on a settled principle: reform must be owned by the government that enacts it, or it will not survive the funding. The outsider advises. The sovereign decides. Adaptation is the professional virtue and imposition the professional sin.\n\nThe difficulty is that the sector is also, unavoidably, in the business of changing things. My guest this week has spent a career on both sides of that contradiction — and, in the course of an hour, states a principle of deference and then describes several occasions on which she overruled it.\nPamela Wyatt began in Australian retail banking and established ANZ's offshore operations hub in Manila. She spent close to a decade at the Asian Development Bank, six years of it negotiating governance reform with Pacific governments, with private sector work across Central Asia. She led the Bank's Gender Task Force, examining her own employer's record and reporting to its vice-presidents. She is now Head of Business Transformation for Asia-Pacific at DT Global — the delivery side of the industry she once financed.\n\nTakeaways\nBeing the outsider is a working method, not a handicap: it licenses the basic question that a room of experts has stopped asking.\nSeating, titles and forms of address are not the packaging of an institution. They are how it assigns standing — and moving someone to the table is a redistribution, not a courtesy.\nNot everyone wants the seat you think they are entitled to. Some of the chairs against the wall are protecting the people in them.\nA quota that is loosest at the most senior levels is not a badly designed instrument. It is a well-designed one, if the purpose is to be seen to have quotas.\nOrganisations do not change because they are criticised. They change when enough people become uncomfortable — which means the report may be the by-product and the interviews the...","thumbnail_url":"https://img.transistorcdn.com/n7396SRNOJ5QQRNYb3151ptWu-tBfRZHnU8wen1gxQY/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS8wNzE3/ZjNmZjNiNTg4ZDdj/ODQ1ZmFhYTI0OTU5/YjY5Yi5wbmc.webp","thumbnail_width":300,"thumbnail_height":300}