iceberg is melting story
Post on 21-Apr-2017
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THE TEAM
John Kotter• He graduated from
Massachusetts Institute of Technology with a BSc in Electrical Engineering in 1968.
• In 1970 he obtained his Master of Science in Management
• In 1972 he completed his Doctor of Business Administration at Harvard and started at Harvard as Associate Professor in Organisational Behaviour
• 1996 he developed the 8 step process for leading change. His international bestseller Leading Change (1996), "is considered by many to be the seminal work in the field of change management."
• 2010 he formed Kotter International• In 2012, he published his findings after studying the
application of his 8 Step Process in a range of organisations in the Harvard Business Review, which is now available in book form, called “Accelerate!”
Their home is not safe. What about yours?
Retold of the story by Chulatep Senivongse
This is Fred
Oh boy…I have to do something!
Alice, I believe that our Iceberg is Melting!
Why do you think that?
I will prepare a presentation to
show them.
This is not good. I must talk to all the
leaders.
Louis was the head of the
council and the most respected
of them all.
NoNo was one of the council members who
was responsible for the weather
forecast. He was accustomed to
being blamed for being wrong in
his forecast.
Alice was a practical,
aggressive bird, and
made things happen.
Buddy was the handsome one; not the slightest
bit ambitious, but everyone
loved him.
Can you guarantee that his data and conclusions are 100% correct?
Imagine parents who lost their children asking “How could this
happened?” “What were you doing?” “Why didn't you
foresee the crisis?”
If Fred is right, we have only two
months till winter!
I can’t. But if our iceberg breaks into millions of pieces in winter, how many of
us might die?
Worrying the other penguins
will be VERY bad. PANIC!
We don’t want anyone to
panic!
We MUST keep this as a
secret!
Something has to be
done.
Our iceberg is melting?
Oh Boy…Oh Boy…
What will happen to
me?
Stop complaining and start to
THINK!
Step 1 : Create a Sense of Urgency
Step 2 : Pull Together the Guiding Team
Let’s drill the frozen ice and release the water just like they did it to an oil well.
With all our 268 birds helping hand-
in-hand, it would take 5.2 years to do
that
Let’s move to the center of Antarctica where ice is thicker
and stronger
We will be too far from the water. How will we get
fish?
What about using a superglue to hold
the iceberg?
That’s very funny.
Look up there! The bird. It can’t fly forever. It
must have a home some where.
It could be very lost, but it does not seem to be afraid. What if moving
from one place to another was just the way
it lives?
You say it’s a nomad?
We wouldn't try to fix melting icebergs. We would just face up
the fact that what sustains us cannot go on forever.
Yes. Moving around.
We will move and
move We will not stick
to our ice.
Step 3: Develop Change Vision and Strategy
Step 4: Communicating for Understanding and Buy-in
A scout team should go and look for another iceberg.
Take your men and find such place.
Yes Sir.
Step 5: Empowering Action
Step
6: G
ener
atin
g Sh
ort T
erm
W
ins
Step 7: Don’t Let Up, Press Harder and Faster
Step 8: Create a new Culture
METHODOLOGY
Based on the work of John Kotter LEADING CHANGE
We believe that LASTING and MEANINGFUL organisational change WILL NOT occur after a
couple of classroom based interventions. Organisations require well-thought out and
planned change strategies in order to achieve their objectives. For this reason we base all of
our interventions on leading organisational change methodology.
SUSTAIN CHANGE
CREATE CHANGE ENABLE & ENTRENCH CHANGE
ASSESS CURRENT REALITY
CREATE VISION
DEVELOP CHANGE STRATEGY
BUILD ON CHANGE & MAKE IT STICK
IDENTIFY CHANGE COALITION
COMMUNICATE
SUPPORT THE CHANGE
BODY OF QUICK WINS
Organisational Culture
SurveyPESTEL Analysis
Key Indicator Review
Create Culture Deck
Create Behavioural Dictionary
Develop Vision
Speech
Identify Initiatives
Communication Plan
Conversation Cafés
Management Coalition:
Action Learning &Coaching
Change Agents
Frequent & Powerful
CommunicationActivations
Recruitment & Induction
Performance Management
Recognition & Reward
encentivizeEmployee
Innovations
Remove Barriers
Measurement
Culture of Feedback
Measurement Analysis
Management Action Coaching
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