Our Iceberg is Melting: Changing and Succeeding Under Any Conditions

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A good book about change management narrated in a very simplistic language and in the method of storytelling. The book helps businesses and communities move from old to new territories to cope with their own environment. The main theme of the book is how change can be very difficult and it should be worked out with good planning and team effort. The 8 phases of change management according to Kottler are: If you are fond of penguins (I am) and are interested in the difficulties of change management and how it can be successfully managed, this short audiobook containing an amusing fable has a lot to offer. To be sure, fables are generally contrived and this book certainly is contrived in a way that reality is more complex, but all the same this is an enjoyable fable in large part because even though the agenda of the authors is obvious it is not unappealing. There is a certain degree of tolerance that people often have in thinking about chance as it applies to animals (like mice wondering about who moved their cheese) that they do not have when it comes to thinking about change that others want to push on them. To be sure, successfully handling change, including the fable's desire to push for a massive change in cultural lifestyle for the penguins, is not an easy task, but in the case of the fable, there is a genuine threat, while in the case of a lot of change there is a lot less of a case to be made and a great deal less finesse in how the change is managed. That being said, we can proceed as if the tenants of the story are factually based and there is a population of Emperor Penguins who have always lived on the same iceberg and never migrate. Now that iceberg is "melting" (actually, the threat of breaking apart at fault lines would pose the more imminent threat) and the penguins need to agree first on what is happening and then on a course of action. The characters in the story—Fred, Alice, Louis, Buddy, the Professor, and NoNo—are like people you probably recognize in your own organization, including yourself. Their tale is one of resistance to change and heroic action, seemingly intractable obstacles and clever tactics for dealing with those obstacles. The penguins offer an inspiring model as we all struggle to adapt to new circumstances. Don't let up. Press harder and faster after the first successes. Be relentless with initiating change after change until the vision is a reality.

I think this book is for everyone. But, I think that it will specially work for organizations, businesses, and other type of groups, because it is about changing in a group. But, it can be useful for anyone, because we are constantly with people in any type of group. This also expands your skills as a leader in a group. It helps you guide yourself through the change. Very similar, right? The two con men just added some details that are obviously included in the steps because everybody facing changes can think about them. Then they put some sub-headings and explanations to make theirs appear different when put side by side with those of Johnson’s. Crazy. Yo le doy 4 estrellas a este libro, me gusto mucho. Trata sobre una comunidad de pingüinos que su glaciar se estaba derritiendo. Todo lo que tuvieron que pasar para sobrevivir ese reto, y todos los paso que tuvieron que lograr para ser exitosos. Este libro fue escrito como un fábula, así que te entretiene al mismo tipo que se aprende. Este es un libro fácil de leer. The book accurately "types" people in a creative way, and subtly offers real tips for persuading large groups of people. Sadly, some people who read this book will not be swayed by it - not because the information is untrue, but because people are unaware of what they are doing and how they are feeling.

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That being the case, then there is nothing else to be done with your staff development plans but to take the obvious plunge: if you want to explain teamwork through dribble and simple activity -- buy the first few seasons of The Tele-Tubbies on video. Admit it, this is what US corporate culture has become, because this is where your leadership took them. Our Iceberg is Melting presents as a children's book: it is in large print with colourful illustrations - a five year old probably would enjoy it, if they had the patience to sit for the 45 minutes it takes to read. It is the story of an Emperor Penguin colony faced with a potentially devastating problem that is threatening their home. Fred, a low-ranking quirky penguin discovers that the iceberg on which the colony has lived for unknown generations is melting and is likely to fracture. The story charts how a small group lead the colony through the process of coming up with a solution and effecting their plan. People are less likely to change themselves and others based on data and analysis than on compelling experiences.” John P. Kotter. This quote caught my attention because I realized that we don't change by the data, but from what we have learned by experiences that had an impact on us. We are most likely to change something because of what we have gone through, not because of what we see in a data table . In my personal experience when I make a changes is because of past experiences. I also learn better from experience not form theory. When you only know the theory, when it comes to putting it in practice it is really difficult. When you learn from experience, most likely, you are able to do a better job when it comes to putting in practice. This quote opened my eyes to realize that not everything is theory. Help others see the need for change through a bold, aspirational opportunity statement that communicates the importance of acting immediately.

Press harder and faster after the first successes. Be relentless with irritating change after change until the vision is a reality If your iceberg is sinking, Mr. Organizational Man, then consider taking this advice from a band called Tool: Learn to Swim. If there are a number of elementary school level books that discuss change, then is change actually possible when there is no shortage of newly published reflux in this genre? If a person in your organization does not 'get the message' the first time -- then how is another simpleton leadership book about Willy the Sloth or Timmy the Train going to convince them otherwise?On an iceberg near the coast of Antarctica, group of beautiful emperor pen­guins live as they have for many years. Then one curious bird discovers a potentially devastating problem threatening their home—and almost no one listens to him. I got out of there just in time. Another couple of weeks and I'd have been dressing up as Fred the visionary penguin, baking under the soul-destroying glare of the fluorescent lights of the Sequoia room in the South San Francisco Embassy Suites. And believe me, I have paid my dues as far as abusive corporate training sessions are concerned: Now cross your arms the other way, so that whatever arm you normally cross on top is now under your other arm. How do you feel? Awkward? Most people only ever cross their arms one way - in fact, according to "The Definitive Book of Body Language", 90% cross the left arm over the right. Large-scale change can only occur when massive numbers of people rally around a common opportunity.