Our Iceberg is Melting: Changing and Succeeding Under Any Conditions

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Das Pinguin-Prinzip' kann ich für jeden weiterempfehlen, der sich mit dieser Thematik auseinander setzen möchte und keine schwere Kost mag. Ich fand den Schreibstil unheimlich toll und auch, wie der Autor dieses doch komplexe Thema auf diese wundervolle Art an den Leser bringt. She was a fear-monger who sold the concepts of imminent danger and immediate threat to scare people into action. Articulate the connections between the new behaviors and organizational success, making sure they continue until they become strong enough to replace old habits.

The authors are certainly able at what they do within their genre, and the details are certainly very amusing and add a lot of flavor to the material as a whole. With offices in Seattle, Boston, and London and team members located across the US and Europe, Kotter's consulting and leadership development offerings identify and build leadership potential throughout an organization, in turn creating a movement capable of sustaining results in an ever-changing world. Especially important is the Eight-Point Process for creating successful change: (1) generate urgency; (2) collect a guide team; (3) create a vision and strategy; (4) send out a clear, inspiring message; (5) encourage others to take action; (6) get momentum with quick wins; (7) keep moving forward; and (8) embed the new change in the group culture. I think the book was intended to help us adapt to change but I don't really see a parallel between the fabricated and factually flawed fable of penguins on a melting iceberg and what we are facing at work.The authors continuously try to be cutesy or funny, but it is painfully obvious that this story was written by two middle-aged businessmen trying to be cute. After finishing the story, you’ll have a powerful framework for influencing your own team, no matter how big or small. More than ever, there’s a need for organized teams of problem solvers, continuous communication throughout organizations, and an ongoing culture of creative innovation.

I just ask myself how much domination can we expect from an executive class that tries to instill loyalty by humiliating employees through forcing them to attend motivational offsite meetings based on this kind of drivel. Hold on to the new ways of behaving, and make sure they succeed, until they become strong enough to replace old traditions. Then they put some sub-headings and explanations to make theirs appear different when put side by side with those of Johnson’s. Louis’s team responds quickly, providing counterpoint to negative speakers, encouraging adults to join the project, and inspiring children with stories of heroes who help others. People tend to follow their feelings and copy other, communicating with influential figures are key to success.In der heutigen Gesellschaft wird das Thema Veränderungen gross geschrieben - auch an mir geht es nicht einfach so vorbei. As a result of the book and my sharing it with a few people in the organization, we have moved quickly on several fronts. A good book about change management narrated in a very simplistic language and in the method of storytelling. The best thing about Kotter's book was that it was short and easy to read but that was also its downfall. People are less likely to change themselves and others based on data and analysis than on compelling experiences.

The situations and reactions to the iceberg melting are clear, identifiable, and are easy to relate to the personal experiences. 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. The use of the penguin fable allows the authors to present these steps in the context of a story that illustrates how the steps work together in enabling the penguins to make a significant change in their lives.He is the Konosuke Matsushita Professor of Leadership, Emeritus at the Harvard Business School, and a graduate of MIT and Harvard. He is co-founder of Kotter International, a change management and strategy execution firm that helps organizations engage employees in a movement to drive change and reach sustainable results.

You will like this book if you are working in a corporation that believes in continuous improvement driven by the desire to be the best leader and world-class. T.), I better be adaptable to change as oh boy, things in this field change like that twister in Dorothy’s farm: fast and furious. 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.

In the end, I don't think this story is an accurate reflection of what we are facing at work and I would have appreciated more serious and more scholarly books on the subject.