Our Iceberg Is Melting: Changing and Succeeding Under Any Conditions By John P. Kotter

Most of the denizens of the Antarctic penguin colony sneer at Fred, the quiet but observant scout who detects worrying signs that their home, an iceberg, is melting. Fred must cleverly convince and enlist key players, such as Louis, the head penguin; Alice, the number two bird; the intractable NoNo the weather expert; and a passle of school-age penguins if he is to save the colony.
Their delightfully told journey illuminates in an unforgettable way how to manage the necessary change that surrounds us all. Simple explanatory material following the fable enhances the lasting value of these lessons.
Our Iceberg Is Melting is at once charming, accessible and profound; a treat for virtually any reader. Our Iceberg Is Melting: Changing and Succeeding Under Any Conditions


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This book is not only poorly written, it is extremely condescending and sexist. Of course the one leader that is female is a nagging, self-important bitch who has no patience for anyone else. The only other female characters even present are a mentally unstable and overly emotional kindergarten teacher and a small penguin child. 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. The idea that adults cannot speak plainly about conflicts or issues is just insulting. I do not need to use penguin language to address serious issues. I also find it insulting that one of the archetypes for the group is a young, pretty but dumb penguin. Where is the young, who cares what they look like, intelligent archetype? The fact that money was wasted in producing this book is sad enough, but that it's actually purchased for professional development purposes is downright depressing. Hardcover جبلنا الجليدي يذوب ...رواية ...عن البطاريق :))
من أبسط وأعمق ما قد قرأت ...وكأنها قصة عن النهضة بسلوب يكاد يصل لمستوى الروائي الطفولي ..
لا استطيع ان اقوم بالمهة وحدي
1_لن نتحد ما دام كل منا يشير إلى اتجاه معاكس لغيره

2_ جماعة البطاريق الذين يريدون التغيير ويؤمنون بضرورته:
الناس لن يفهموا كلماتنا المفلسفة ...سنسرد لهم كل الأمر بداية بأسئلة ثم سنروي لهم القصة ..قصة التغيير والاكتشاف .
بدأ بطريق بسرد أسئلة على جماعة البطاريق وكان محور الاسئلة يدور عما يحترمونه من قيم وما يكنوه من احترام للمعتقدات. كانت الأجوبة ممتالية (النعم ) حتى وصل للسؤال الأخير الفاصل ليقنعهم ان ما يحملونه من قيم لن يتغير مع الوضع الجديد ..وعندما سألهم السؤال ..
أجاب بعض الطيور التي لا تتسم بالذكاء ولا يملكون سوى نغمة نعم نعم بقول (نعم)وفجأة صاحت واحدة من البطاريق ممن يؤمنون بالفكرة قائلة (لا) لا لا لا وسرعان ما أيدها في ذلك جماعة من البطاريق وبطاريق آخرين صغار السن .

بعد طرح الأفكار الجديدة والتغيرية ينقسم الناس إلى :
30% اقتنعوا بالفكرة بجدارة وشعروا بالارتياح
30% يحاولون استيعاب ما سمعوه ورأوه
20% في غاية الحيرة والارتباك

10% متشككين في الأمر
10% مقتنعين بأ، كل ما يحدث سخف وعبث

للآن ركزت الرواية على
_ كيفية تشكيل فريق ذو مهارة لقيادة التغيير
_كيفية التعامل مع واقع لا يسمع للافكار الجديدة .
_ضرورة التعاون
_إيجاد حلول للعقبات .
التعلم من أجناس مختلفة عن البطاريق لأخذ ما يفيبد في عملية التغيير .

وللقصة بقية .حينما انتهي من قراءة الرواية بشكل كامل

22-9-2012 Hardcover It's not about global warming!
What would you do if you found out the community you live in and had been lived in by your ancestors for years was suddenly going to be non-existant? How would you handle it? What if you found out that the company you worked for had to undergo a major redesign? What if you had to implode all that you have known? Could you handle it? How would you handle it? This books give you 8 simple steps to make it through this process/this journey of change by telling a fable. What if you were a penguin and you found out that your iceberg was melting? What if you were the only one who realized this? Could you convince others of the need to change? Hardcover الكتاب سهل و بسيط و هو من نوعية كتب التنمية البشرية و التى تعتمد على قصة مرمزة ل جذب اهتمام القارىء اكثر من مجرد كتاب تنمية بشرية ذو عناوين رئيسية و عناوين فرعية.....
الكتاب هو اشبه ب كتاب من الذي حرك قطعة الجبن الخاصة بي ؟ و لكن على مستوى community
اكبر ..جماعة من الناس فى فريق او شركة او مصنع او مدرسة .... تجمع من الناس ترتبطهم مصالح و ميول مشتركة

الكتاب يتحدث عن ضرورة اعتناق التغيير لكيلا تجرفنا الحياة و تحولنا ك الديناصورات او ك بطاريق جبلهم الجليدى مهدد بالذوبان و هم مهددون بالتشتت و الضياع ان لم يكن الموت ..و كيف استوعبوا التغيير لمرة بل و جعلوه لاحقا اسلوب حياة

الكتاب اشار الى كتابين اخرين
the heart of change
leading change

سأحاول قرائتهم ان سنحت لى الفرصة
الكتاب القادم : الأسلوب الأقوى والألطف في التغيير
Hardcover Forced to read this by work. Cute little fable about penguins who are facing environmental changes and how only by changing themselves they can keep their colony alive. Super quick read. Hardcover

I knew it was time to leave the corporate world when our vice-president, a friend who had been a truly smart woman when we first started to work together, bought 300 copies of this trendy 2006 business fable* (involving penguins and melting icebergs) for the entire division.

Not entirely coincidentally, the day that the invitation to the offsite meeting for an all-day training exercise based on the book showed up on my calendar, was the day that I gave notice.

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:


The horror! The horror!

(*: Can you guess which expert on dairy products writes the foreword to the parable of the penguins? Hmmm. Can you?)

People who don't work in the corporate world often succumb to the temptation to believe in wild conspiracy theories about plans for world domination by evil corporate overlords. I don't lose much sleep over such theories. It's not that I think the corporate wannabe overlords are benign. 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.

One of the blurbs on Amazon tells us that some upper manager type in the Department of Defence snapped up 400 copies. I don't know if I should feel more, or less, secure as a result. Hardcover An absolute delicious tale on change management. The book deals with all sorts of characters that we come across in corporate environments when facing a minor or major change management. Ultimately, you’ll also see which one of these characters you represent yourself in a change manage management process ;)
A great fable to reflect upon ourselves 💭📚❤️.

IG: nilguen_reads Hardcover Enjoyable easy read. It is hard not to like this book especially if you read only one or two books in a year. 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. You will take this as a work bible if you want to be part of a big change and that your contribution is being desired and valued. Why not? Change is the only thing permanent in this world. When there is a change, we need to recognize it and be part of it instead of resisting it and stay forever in a morass. Also, we all want to be counted. We all want to contribute and be seen as a visionary leader, a capable manager and/or a valuable team player. We all enjoy being recognized for our achievements. We all need to work and provide for our family or to our future. Some people may consider me an old corporate dog but I can still learn new tricks and in my field of specialization that is information technology (I.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.

My issue is the story in this book because there seems to be an on-going racket among these management book writers. This book is a fable with a colony of penguins and a seagull as characters. It has practically zero originality. It is just a rehash of Spencer Johnson’s 1998 bestselling book, Who Moved My Cheese?. In that book, Johnson used two little people, ”Hem” and ”Haw” as those who first resisted change and adapted to it later after learning their painful lesson. He had ”Sniff” and ”Scurry” as those who were early adapters to the change. When this book was distributed to a lot of employees prior to being laid-off or those who have to take on more jobs as they were retained in the downsizing companies, they said ”does the management mean that we have to behave like mice and accept their offer even if it is disadvantageous to us?” The message of the book was perfect and clear but the choice of the characters was just stupid. But still, companies facing change bought volumes of this book and distributed to their employees hoping that this will change their mindset and behave like stupid mice.

Seven years after that Johnson’s book was first published, came this clone: Our Iceberg is Melting: Changing and Succeeding Under Any Conditions. The duo composed of a Harvard professor John Kotter and a global manager Holger Rathgeber probably had a frenzy of penguin movies (Surfs Up, Happy Feet, March of the Penguins, Attack of the Penguins, Zombie Penguins, etc) with their kids so they thought of using penguins instead of humans and seagull instead of mice. In terms of the ways to adopt to change let’s compare their lists:

”WHO MOVED MY CHEESE?” has these:
1) Change Happens They keep moving the cheese
2) Anticipate Change Get ready for the cheese to move
3) Monitor Change Smell the cheese often so you know when it is getting old
4) Adapt to Change Quickly The quicker you let go of old cheese, the sooner you can enjoy the new cheese
5) Change Move with the cheese
6) Enjoy Change! Savor the adventure and enjoy the taste of the new cheese!
7) Be Ready to Change Quickly and Enjoy it Again They keep moving the cheese
Now let’s see what ”OUR ICEBERG IS MELTING” says:

Set the Stage
1. Create a Sense of Urgency
Help others see the need for change and the importance of acting immediately.
2. Pull Together the Guiding Team
Make sure there is a powerful group guiding the change – one with leadership skills, credibility, communications ability, authority, analytical skills, and a sense of urgency.
Decide What to Do
3. Develop the Change Vision and Strategy
Clarify how the future will be different from the past, and how you can make that future a reality.
Make it Happen
4. Communicate for Understanding and Buy In
Make sure as many others as possible understand and accept the vision and the strategy.
5. Empower Others to Act
Remove as many barriers as possible so that those who want to make the vision a reality can do so.
6. Produce Short-Term Wins
Create some visible, unambiguous successes as soon as possible.
7. Don’t Let Up
Press harder and faster after the first successes. Be relentless with irritating change after change until the vision is a reality
Make It Stick
8. Create a New Culture
Hold on to the new ways of behaving, and make sure they succeed, until they become strong enough to replace old traditions.

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.

There are a lot of these theories, practices or rules that authors of management or business books twist, rename and presto they have a new bestselling book. MRPII, Class A, Six-Sigma. Quality Circles, Continuous Improvement, Kaizen. Same thing. Same banana. Different Names. Just like same idea but two different set characters, different milieus perhaps. Most glaringly, two sets of bestselling-authors. That’s why for a long time, I stopped reading management and business books. I just have to read this as a required reading for our company project and to put myself immediately into a raring-to-change mode.
Hardcover Our iceberg is melting...we are a group of penguins living on the iceberg...should we work with each other to find a solution or just do what we want to do by ourselves? Excellent book on how to manage change while not allowing change to manage us! Great read before working on a project. Hardcover
For such a short book this was a surprisingly tedious read.

I know that change is inevitable and that people are more often than not resistant to change, hence the need for change management. This little book sets out to make it a bit easier to relate to, and to highlight the importance of change and the pitfalls of change management. It also attempts to discuss the dangers of not changing in a dynamic environment.

The problem is, there’s nothing really new here.

As to whether this book will actually change the way people react to change… well, the verdict is still out on that. We’re busy with change management at work, so I’ll reserve judgment until sometime next year.

Rating this book is difficult, since the practical implication also needs to be considered. All in all I found reading it a bit dull, even if the principles are sound. I can hardly give it more than two stars at this stage…