Our Iceberg is Melting: Changing and Succeeding Under Any Conditions

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The characters that we meet in Our Iceberg is Melting are 'types' that are found in every organisation.

But contained within the story and the characters is a powerful message about the fear of change and how to motivate people to face the future and take action. 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.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. The book accurately "types" people in a creative way, and subtly offers real tips for persuading large groups of people. The point of this exercise is that there are many behaviors that people exhibit implicitly, without conscious awareness. Yo se que esto no es cierto, pero está basado en historias verdaderas, que pusieron en práctica los ocho pasos.

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. 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. It is the story of an Emperor Penguin colony faced with a potentially devastating problem that is threatening their home. 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.Written by award-winning management consultant John Kotter with co-author Holger Rathgeber, the book was first published in 2006 and became a New York Times bestseller. 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. Hold on to the new ways of behaving, and make sure they succeed, until they become strong enough to replace old traditions.