Review of "Our Iceberg is Melting"

John Kottler made a very interesting job by writing this the book titled above about change management. It was 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 story starts in a penguin community who lived for centuries on their iceberg and thus became a part of their identity. One of the young, educated, and curious penguins found out that the iceberg is melting and they must find a very quick solution. The book narrates the 8 steps of change management described below and how a few advocators dragged the whole community into their change vision.

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: 

1. CREATE A SENSE OF URGENCY

Help others see the need for change through a bold, aspirational opportunity statement that communicates the importance of acting immediately.

2. BUILD A GUIDING COALITION

A volunteer army needs a coalition of effective people – born of its own ranks – to guide it, coordinate it, and communicate its activities.

3. FORM A STRATEGIC VISION AND INITIATIVES

Clarify how the future will be different from the past and how you can make that future a reality through initiatives linked directly to the vision.

4. ENLIST A VOLUNTEER ARMY

Large-scale change can only occur when massive numbers of people rally around a common opportunity.

They must be bought in and urgent to drive change – moving in the same direction.

5. ENABLE ACTION BY REMOVING BARRIERS

Removing barriers such as inefficient processes and hierarchies provides the freedom necessary to work across silos and generate real impact.

6. GENERATE SHORT-TERM WINS

Wins are the molecules of results. They must be recognized, collected and communicated – early and often – to track progress and energize volunteers to persist.

7. SUSTAIN ACCELERATION

Press harder after the first successes. Your increasing credibility can improve systems, structures, and policies. Be relentless with initiating change after change until the vision is a reality.

8. INSTITUTE CHANGE

Articulate the connections between the new behaviors and organizational success, making sure they continue until they become strong enough to replace old habits.

The above 8 phases are easily summarized by SET THE STAGE ---> DECIDE WHAT TO DO ---> MAKE IT HAPPEN --->MAKE IT STICK. 

It is very important to Think and Feel in this process. By thinking we refer to collecting data and presenting them fairly. In Feeling, we want people tp be surprised, compelled nd and feel what our vision. A change in feeling will lead to change in behavior. People tend to follow their feelings and copy other, communicating with influential figures are key to success. 

Change can be very difficult to people and that is why a change management strategy has to be comprehensive and well planned.