Change to Transformation: A Story of the JGEC Alumni Association

Transformation for Education & Society 

Nirjhar Chakravorti 

Abstract

Jalpaiguri Government Engineering College is situated in Jalpaiguri, a comparatively remote town in West Bengal, India where employment opportunities are limited and transportation has traditionally been challenging. Consequently, most graduates relocated to different parts of India and abroad to pursue their careers.

The absence of a permanent alumni organization operating from within the campus created a significant gap. There was no structured mechanism to connect alumni with current students, support institutional development, or preserve a long-term relationship between graduates and JGEC. For many alumni, graduation effectively marked the end of their formal association with the institution.

This situation began to change in 2010 with the establishment of the Jalpaiguri Government Engineering College Alumni Association (JGECAA), headquartered within the JGEC campus itself. While this was a landmark step, the challenges were enormous.

The newly established campus-based Alumni Association started almost from scratch. Most alumni were unaware of its existence, and years of disengagement had created a mindset where alumni no longer perceived the campus as a place to which they could actively contribute. 

I was one of the few people, along with founder secretary Gautam Bhaduri who were trying to change the status quo. After careful study I realized that the major task is not to flourish the Alumni Association, rather the challenge is to change the mindset of disintegrated and uninterested group of ex-students to participate in the campus based student centric structured programs which can deliver true value to the institution.

Need for Change

Students needed guidance, mentoring and financial assistance, while alumni lacked a formal platform through which they could support one another, support the institution and contribute to society. This created the need for an organized alumni movement.

Applying ADKAR

The change was implemented using a structured method which was aligned to principles of ADKAR framework. Rather than treating ADKAR as a one-time sequence, every seminar, scholarship programme, workshop and initiative became a small ADKAR sprint. Awareness, Desire, Knowledge, Ability and Reinforcement were repeatedly applied throughout the journey.

Awareness

Awareness was created through continuous communication. Alumni, students, faculty and the Principal were identified as important stakeholders. Facebook, email and later WhatsApp became the major communication channels. The central message remained constant throughout the journey: alumni engagement within the campus is important because it benefits students, the institution, alumni and society. Communication was repeated continuously to build awareness.

Desire

After awareness, attention shifted towards creating desire to participate. Alumni and students needed to understand what value they would receive by engaging with the Association. Scholarship programmes, mentoring opportunities, recognition of sponsors and continuous interaction encouraged participation. Two-way communication became an essential part of building desire.

Knowledge

Knowledge was developed through seminars, workshops, reports, documentation and continuous sharing of organizational learning. Different stakeholders required different forms of knowledge. The Association also reflected its experience using the KMO (Knowledge – Motivation – Organization) model and Kirkpatrick's evaluation model.

Ability

Ability focused on developing the capability to implement change. The Association strengthened governance, accountability and stakeholder relationships. The Five Whys technique was repeatedly used to identify root causes of problems. For example, alumni were initially reluctant to join WhatsApp groups. Repeated 'Why' analysis showed that the real concern was not the technology itself but the fear of chaotic discussions and political debates. In response, the Association introduced strict moderation policies, prohibited discussions likely to create conflict, and maintained an environment consistent with diversity, equity and inclusion. As trust increased, participation also increased.

Reinforcement

Reinforcement was implemented continuously rather than only at the end of the transformation. Every initiative concluded with activities that strengthened stakeholder confidence. The Association continuously highlighted why alumni engagement remained important. Key metrics were monitored, including the number of scholarships, sponsors, beneficiaries, seminars and funds raised for the Kanchenjunga Convention Centre. Progress was regularly communicated through reports, Facebook, WhatsApp and meetings. Students were reinforced through scholarships, while alumni were recognised by publishing their stories, photographs and contributions on the Association website.

JGEC Story @ Script by Nirjhar Chakravorti

Burke–Litwin Reflection

The overall transformation can also be understood through the Burke–Litwin model. The external environment created the original need for change because there was no effective platform connecting alumni with the campus. In response, the Association established its constitution, mission, vision, policies and leadership structure. A formal governing body worked together with an active core group. Organizational culture was strengthened through clear behavioural expectations. Structures, systems, governance practices, transparency, measurement and regular communication gradually improved the organizational climate, motivation and ultimately the performance of the Association.

Emergence of an innovative Transformation Framework

While implementing ADKAR, it became evident that the process and speed Alumni Association is achieving it has much larger perspective . It is not an ordinary change, rather a transformational journey.

This transformation extends beyond the steps of change management. This practical experience gradually led to the development of a broader transformation framework organized around six questions: Why is transformation required? Where this transformation needed? How should transformation be implemented as a framework through strategy, governance, processes, tools, funding and measurement? Who will lead and implement the transformation? What shall be steps to implement the framework? Which benefits have been achieved and how do those outcomes initiate the next transformation cycle? By collating my professional experience and experience I gained through leading the changes since inception of the JGEC Alumni Association, I constantly tried to refining this unique Organizational Transformational Framework model.

Dimension of Transformation

The Alumni Association relied extensively on digital platforms. Digital platform was one of the important key enabler for Alumni Association success. Communication took place through Facebook, WhatsApp and online channels. The scholarship programme operated through an online platform where students applied digitally, sponsors reviewed applications remotely and mentoring continued throughout the year. The Kanchenjunga Convention Centre project was also coordinated digitally, with progress updates shared online. Data tracking , data analysis for fund drive and alumni engagement was one of the major aspects of Alumni Association performance. One important point to mention that due to extensive utilization of digital platform, Alumni, students and faculty participation has increased during Covid situation, as we constantly tried to identified enablers, processes and tools to reach out to the students and alumni base, along with teaching and non-teaching community. In addition to that, at the same time Alumni Association started promoting various sustainable initiative encouraging social, environmental and economical aspects. These experiences, along with my long professional exposure later informed my organizational transformation framework books, such as Digital Transformation and Sustainability Transformation.

The JGECAA journey demonstrates how a volunteer-driven organization can be transformed through continuous stakeholder engagement, structured change management, governance, digital collaboration and long-term commitment. Practical implementation of ADKAR, together with reflections using other organizational models, ultimately led to the evolution of a broader Organizational Transformation Framework derived from practical experience.

Initiation to Situational Theory of Leadership

 While developed the Contingency Theory of Leadership, several other streams of leadership research were progressing in parallel. Fiedler argued that leadership effectiveness depends on the situation rather than on a universally effective leadership style. He identified three key situational variables that influence leadership effectiveness: the quality of leader-member relationships, the degree of task structure, and the leader's position power. Based on these situational characteristics, he concluded that either a task-oriented or a relationship-oriented leader could be more effective depending on the circumstances.

At the same time, researchers at were investigating leadership from a different perspective. Their studies identified two fundamental dimensions of leadership behaviour: Initiating Structure, which focuses on task orientation, and Consideration, which emphasizes concern for people and relationships. Although their work did not explicitly present a situational model, it implicitly acknowledged that effective leadership requires an appropriate balance between task accomplishment and interpersonal relationships.

Building upon the foundations laid by both the Ohio State studies and Fiedler's Contingency Theory, and introduced a new perspective. They retained the two behavioural dimensions of task and relationship orientation but added a third and crucial dimension—effectiveness. Their central question was not merely how leaders behave, but how leadership behaviour can be made effective under different circumstances. This emphasis on effectiveness led them to incorporate the concept of the situation more explicitly into their framework. Their work evolved into what was initially known as the Life Cycle Theory of Leadership, which was later refined and became widely recognized as the Situational Leadership Theory.

#leadership #leader #leadershiptheory

Circular Economy & Leadership

The circular economy plays an important role in the future of this earth, and to promote it, there is a need for strong leadership in every sphere of life. One of the primary pillars of this leadership will be social and political leaders because they are the individuals who can create a vision, understand the requirements, and help others understand them as well. They must establish a purpose and bring people together on a single platform to build the trust necessary for everyone to work toward achieving a circular economy and sustainable living as a whole.

When we talk about sustainable living, the circular economy serves as one of its most important pillars. It is here that political leadership, in particular, comes into play, as these leaders create policies and arrange the necessary funding to promote the circular economy. They must identify the sources of such funding, provide benefits and subsidies for those who adopt circular practices, and foster relationships with all stakeholders, including international bodies, to create awareness and promote these initiatives.

They must also involve organizations in this journey, where organizational leadership plays a huge role. Corporate and business houses are driven by the economy and profit, whether short-term or long-term; ultimately, there must be a clear financial or economic benefit to justify their investment. Therefore, organizational leaders must create robust business cases and implement necessary changes for both the circular economy and the broader sustainable transformation, of which the circular economy is a major enabler. They are responsible for planning, implementation across the organization, and leading product development aligned with circular principles, demonstrating the essential role that organizational leadership plays in promoting sustainability.

Science of Chaos @ Tipping Point

Global warming is often viewed as a gradual shift, but the reality is far more volatile. The Earth’s climate behaves as a dissipative structure—a complex system that maintains stability by processing energy. For centuries, this balance has held, but we are now pushing it beyond its limits.

By trapping heat, human-induced effects are forcing the system toward a tipping point. In the science of chaos, this is a "bifurcation point": a threshold where the old order collapses and the system leaps into a new, unpredictable state.
The intensifying droughts and hurricanes we see today are not just weather events; they are signals that the foundation of life is reorganizing. Because these structures can appear stable until the moment they break, the transition is often quiet—until it becomes dramatic and irreversible. Understanding this fundamental shift is the first step in leading through the transformation ahead.

Leadership - Combining Concepts

Human beings have always been curious about leaders and leadership. What makes a leader? It is a very interesting topic, and different people define leadership from different perspectives. If you ask a hundred people, each of them will provide their own views, and those views will not necessarily have the exact same meaning. There may be certain common elements, but there will also be differences. Therefore, it is very difficult to arrive at one universally accepted definition of leadership.

Some people focus on the traits of a leader, some focus on the behavior of the leader, while others focus on the activities or task orientation of the leader. That is how different leadership theories gradually evolved over time.

If we look back to the middle of the nineteenth century, the discussion began with the Great Man Theory, where leaders were considered exceptional personalities born with extraordinary qualities. As time progressed, Trait Theory evolved, where researchers and psychologists argued that leadership is not only about “great men,” but about certain traits or characteristics that make a person an effective leader. These traits could either be inborn or developed through learning and experience.

Gradually, Behavioral Theory emerged, emphasizing not merely who the leader is, but how the leader behaves. The focus shifted toward people orientation, action orientation, and leadership behavior in different situations. Concepts such as autocratic, democratic, bureaucratic, and delegative leadership styles became important areas of discussion.

As research progressed further, leadership thinking moved toward task orientation and Functional Leadership Theory. Here, the focus was on the individual, the group, and the task. The leader’s role was to fulfill the needs of individuals and groups while ensuring that tasks were effectively performed. The idea of promoting leadership from the middle also became important, where individuals at different levels could function as leaders within their own areas of responsibility.

Later, the concept of Transformational Leadership evolved, where purpose, vision, and collaboration became central themes. Leadership was increasingly viewed as the ability to work together with people and groups to achieve a shared purpose and create transformation.

Thus, leadership theories gradually evolved in different directions, and leadership itself became a much broader concept. Instead of converging into one single framework, multiple versatile perspectives emerged, each defining leadership differently.

Personally, however, I see all these theories in cohesion rather than in isolation. I see leadership as a combination of traits, behavior, task orientation, collaboration, communication, and purpose. The traits of a leader are important, but so are the leader’s behavior, people orientation, action orientation, and the ability to create an environment where individuals and groups can work together effectively.

Leadership also involves encouraging people to lead within their own functions and responsibilities while collectively contributing toward a transformational environment. In such an environment, there is a continuous feedback loop between the leader, individuals, and groups, enabling everyone to work coherently toward a common purpose.

When we bring all these elements together, leadership becomes much more comprehensive. A leader not only understands oneself well, but also creates a vision and aligns people with that vision through effective communication. This communication itself becomes a feedback mechanism through which the leader creates a positive environment, fosters hope, and encourages people to work together cohesively to achieve results and fulfill a shared purpose.

Different environments, different situations, and different groups of people demand different leadership approaches and behaviors. Yet, certain elements remain fundamental. As emphasized, leadership involves knowing oneself, having a vision, creating purpose around that vision, fostering hope, and achieving results together.

These are important aspects of leadership because leaders work together with people and groups to challenge the existing status quo, think differently, and create transformation. Vision is therefore extremely important, as is the ability to align people with that vision and motivate them to perform tasks collectively in order to transform the present with a future-oriented perspective.

At the same time, I would also like to discuss another important dimension of leadership in future discussions, that is ethics. 

“Sustainability Transformation” — A Framework for Rethinking the Future

 “Sustainability Transformation” — A Framework for Rethinking the Future

By Nirjhar Chakravorti

(Co-authored with Dr. Alexandra Katzian, published by Taylor & Francis, New York — releasing 10 December 2025)

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A Turning Point for Our Planet and Our Priorities

Humanity stands at a defining moment. Our activities are rapidly depleting essential resources, polluting ecosystems, and disrupting natural balances that sustain life. Beyond the environmental crisis, social inequities, poverty, and health disparities continue to threaten human progress and collective well-being.

It is increasingly clear that our traditional growth models — driven by short-term gain — are no longer viable. What we need now is not just innovation, but transformation.

That conviction forms the foundation of my upcoming book, Sustainability Transformation: How Organizations Can Rethink Business Models, Refine Processes, and Redesign Products to Reduce Environmental Footprints, co-authored with Dr. Alexandra Katzian, an Austrian researcher whose work in social systems and sustainability has inspired global audiences.

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The Need for a Paradigm Shift

Sustainability can no longer remain a side initiative or a corporate responsibility slogan — it must become the core philosophy that drives how organizations operate, create value, and define success.

This book argues that sustainability is not a luxury or compliance measure — it is the foundation for building resilient, adaptive, and equitable systems. We show how true transformation demands more than incremental change: it requires organizations to rethink business models, refine processes, and redesign products to align with ecological realities and social responsibilities.

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A Strategic Framework for Change

The book introduces a structured framework for understanding and implementing sustainability transformation across diverse sectors. It addresses the pressing questions organizations often face:

Who should lead sustainability initiatives?

What concrete steps should be taken to drive measurable impact?

What skills and mindsets are necessary for effective transformation?

How can organizations assess progress and redefine success?

Through this framework, we provide a clear roadmap to integrate sustainability into core operations — not as an add-on, but as a strategic driver of innovation and growth.

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For Leaders, Policymakers, and Learners Alike

Our goal was to create a resource that speaks to multiple audiences:

Executives, managers, and entrepreneurs will find actionable models for building sustainable business strategies.

Social workers, policymakers, and legislators will discover insights to design impactful, inclusive public initiatives.

Students, researchers, and educators will gain a comprehensive understanding of sustainability as a transformative societal force.

Written in accessible language, the book bridges academic insight with real-world application — empowering every reader to play a role in shaping a sustainable future.

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Bridging the Gap Between Vision and Action

Across industries, the importance of sustainability is now widely acknowledged — yet many organizations still struggle with implementation. The gap between intention and execution remains one of the greatest challenges of our time.

This book aims to close that gap.

It offers the tools, mindset, and structure necessary to make sustainability not just a commitment, but a lived reality — one that delivers both environmental stewardship and social equity.

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Looking Ahead

Scheduled for publication by Taylor and Francis, New York, on 10 December 2025 — just before Christmas, Sustainability Transformation is more than a book. It’s a call to action.

It’s about reimagining how we measure success, value resources, and define leadership in a world that urgently needs conscious transformation.

As organizations and individuals, we have a shared responsibility — and a shared opportunity — to build a future that is inclusive, regenerative, and resilient.

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Stay tuned for pre-release updates, key insights from the book, and discussions on how sustainability transformation can reshape industries and communities.

Let’s begin this journey — toward a future where progress and preservation walk hand in hand.

#SustainabilityTransformation #Leadership #Sustainability #DigitalTransformation #BusinessStrategy #TaylorAndFrancis #NirjharChakravorti #AlexandraKatzian #SustainableFuture

জোনাকি

 

কাল রাতে জোনাকি এসে 
নতুন আলো এনেছিল আমার জন্যে | 
হাত ধরে আমাকে নিয়ে গিয়েছিলো 
রুকরুকার তীরে |
রুকরুকা এখনো আগের মতোই আছে,
বদলায় নি এতটুকুও |
এখনো সময়ের সাথে পাল্লা দিয়ে 
লুকোচুরি খেলে ,
আর কলকল শব্দে বাতাসের সাথে 
গল্প করে চলে |
আমাকে দেখে এক মুহূর্ত থমকে গিয়ে ,
মুচকি হেসে বললো , 
'তুমি বদলে গেছো অনেক !
আমি কিন্তু বদলায় নি |
আজও আমি তোমায়.....'
ওর কথা শেষ হবার আগেই 
এক দামাল হাওয়া ছুটিয়ে নিয়ে 
চলে গেলো আমার পুরোনো দিনের 
রুকরুকা কে |
চা বাগান চিনতে পেরে 
মদেশীয় গন্ধে চারিদিক ভরিয়ে দিয়ে
আমাকে অভিবাদন জানিয়েছিল |
চাবাগানের থমকে যাওয়া সময়ের মধ্যে 
ছুটে চলে গেলো একটা রেলগাড়ি |
চমকে গিয়ে তাকিয়ে দেখি 
আবছা একটা মুখ জানলার ধারে বসে 
মিলিয়ে গেলো |
আমি হাত তুলে চিৎকার করে ডাকলাম,
"এই তুমি! চিনতে পেরেছো আমায় !
আমাকে কি দেখতে পেয়েছো !"
প্রজাপতিরা তখন চিনতে পেরে ডাক দিলো ,
পেছন ফিরে দেখি 
একঘর আলো ! 
জোনাকি তখন মুচকি হেসে বললো ,
"দেখো আমি সূর্য হয়ে গেছি !
তুমিও যাও , বদলে ফেলো নিজেকে ,
নতুন দিনের নতুন মানুষ হয়ে |"