This presentation is based on famous book 'My Iceberg is melting.' The author has taken great pain to explain principles of leadership, teamwork & change management in simple yet appealing manners.
The authors utilize a fable about a penguin colony in Antarctica that has lived on the same iceberg for many years. When one curious bird discovers quandary signs in the iceberg, few penguins want to heedfully auricularly discern him. They are fine the way things are and don't optate to transmute. The story is analogous to the prevalent situation where people don't optate to face up to conundrums at home or at work.
Once a diminutive group of penguins came to understand that their iceberg authentically was melting, they 1) engendered a sense of exigency in the colony to deal with the arduous problem, 2) put a punctiliously culled group in charge of guiding the vicissitude, 3) found the sensible vision of a better future, 4) communicated that vision so others would understand and accept it, 5) abstracted as many obstacles to action as was practical, 6) created some remotely prosperity expeditiously, 7) never let up until the incipient way of life was firmly established, and, 8) conclusively, ascertained that the vicissitudes would not be overcome by adamant, hard-to-die traditions.
The authors utilize a fable about a penguin colony in Antarctica that has lived on the same iceberg for many years. When one curious bird discovers quandary signs in the iceberg, few penguins want to heedfully auricularly discern him. They are fine the way things are and don't optate to transmute. The story is analogous to the prevalent situation where people don't optate to face up to conundrums at home or at work.
Once a diminutive group of penguins came to understand that their iceberg authentically was melting, they 1) engendered a sense of exigency in the colony to deal with the arduous problem, 2) put a punctiliously culled group in charge of guiding the vicissitude, 3) found the sensible vision of a better future, 4) communicated that vision so others would understand and accept it, 5) abstracted as many obstacles to action as was practical, 6) created some remotely prosperity expeditiously, 7) never let up until the incipient way of life was firmly established, and, 8) conclusively, ascertained that the vicissitudes would not be overcome by adamant, hard-to-die traditions.
This slide set is part of the "Leading Successful Change" seminar, which is based on the award-winning story of "Our Iceberg is Melting" that illustrates how eight steps produce needed change under any conditions.
[En] Kotter's 8 Step Change Models (Transformation)Abdi Januar Putra
This is a very brief of 8 Step Change Model from John P. Kotter. Yes, this model can be used to transform an organization or company.
For further information, very recommended to visit here:
https://www.kotterinc.com/8-steps-process-for-leading-change/
These words From mind tools:
"Change is the only constant."
– Heraclitus, Greek philosopher
What was true more than 2,000 years ago is just as true today. We live in a world where "business as usual" is change. New initiatives, project-based working, technology improvements, staying ahead of the competition – these things come together to drive ongoing changes to the way we work.
Whether you're considering a small change to one or two processes, or a system wide change to an organization, it's common to feel uneasy and intimidated by the scale of the challenge.
Leadership is an important skill, but even more important is the ability to lead well. A strong leader inspires, encourages, and empowers those around them. Here we share with you several of the skills associated with successful leaders and what it means to embody those abilities as a truly great leader.
How to deal with difficult people - Timothy DimoffCase IQ
If your job involves communicating with employees under difficult circumstances, you have probably encountered aggressive or uncooperative people. Handling these situations competently can help you get the results you need rather than an ugly confrontation. Join i-Sight and Timothy Dimoff for a free one-hour webinar: How to Deal with Difficult People.
During this webinar you will learn;
Aggressive versus assertive behavior
The difference between reacting and responding
Stages of aggression
De-escalating aggression
Things never to say to someone
How to speak “Peace Language”
Leadership Agility is the ability to rage effective action in complex rapid changing conditions. Team and organizational agility refer to the same set of capacities. Organizational agility is an ability for an organization to renew itself, adapt, change quickly, and succeed in a rapidly changing, ambiguous, turbulent environment. Agility is not incompatible with stability – agility requires stability.
Organizations striving to grow and sustain their success in these dynamic times often try to identify the characteristics in their executives that will propel the enterprise toward its potential. The prevailing thought goes something like this: we want greater organizational agility so what does that look like in our key people? Fair question, but not likely to lead them where they want to go.
The challenge is Organizational Agility is an outcome we can measure organizationally not a personal characteristic. The executives can do a number of things to increase the organization’s agility but they themselves don’t exhibit it.
Let's discuss all of these with Abiodun Osoba (International Lean/Agile Coach & Trainer for Enterprise Transformations)
Understanding, Initiating and Managing Change by Catherine AdenleCatherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
A trailer for the book Managed by Morons.
Like all good movie trailers, it has drama, highs and lows, and pulls out some (but far from all) of the best bits.
If you are an unloved middle manager who wants more of the best that management has to offer (and less of the political bitch-fest), this book is for you. It is a no-nonsense guide to organisations that will debunk some of the soul-destroying management rituals you must endure. It will also help you make your bit of the organisation thrive and allow you to take pride in a job done well.
It might even get your boss off your back, though there are no guarantees.
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
This is a deck presented for the Air National Guard with the goal of developing more reflective style of leadership; values-based leadership from the inside out.
This slide set is part of the "Leading Successful Change" seminar, which is based on the award-winning story of "Our Iceberg is Melting" that illustrates how eight steps produce needed change under any conditions.
[En] Kotter's 8 Step Change Models (Transformation)Abdi Januar Putra
This is a very brief of 8 Step Change Model from John P. Kotter. Yes, this model can be used to transform an organization or company.
For further information, very recommended to visit here:
https://www.kotterinc.com/8-steps-process-for-leading-change/
These words From mind tools:
"Change is the only constant."
– Heraclitus, Greek philosopher
What was true more than 2,000 years ago is just as true today. We live in a world where "business as usual" is change. New initiatives, project-based working, technology improvements, staying ahead of the competition – these things come together to drive ongoing changes to the way we work.
Whether you're considering a small change to one or two processes, or a system wide change to an organization, it's common to feel uneasy and intimidated by the scale of the challenge.
Leadership is an important skill, but even more important is the ability to lead well. A strong leader inspires, encourages, and empowers those around them. Here we share with you several of the skills associated with successful leaders and what it means to embody those abilities as a truly great leader.
How to deal with difficult people - Timothy DimoffCase IQ
If your job involves communicating with employees under difficult circumstances, you have probably encountered aggressive or uncooperative people. Handling these situations competently can help you get the results you need rather than an ugly confrontation. Join i-Sight and Timothy Dimoff for a free one-hour webinar: How to Deal with Difficult People.
During this webinar you will learn;
Aggressive versus assertive behavior
The difference between reacting and responding
Stages of aggression
De-escalating aggression
Things never to say to someone
How to speak “Peace Language”
Leadership Agility is the ability to rage effective action in complex rapid changing conditions. Team and organizational agility refer to the same set of capacities. Organizational agility is an ability for an organization to renew itself, adapt, change quickly, and succeed in a rapidly changing, ambiguous, turbulent environment. Agility is not incompatible with stability – agility requires stability.
Organizations striving to grow and sustain their success in these dynamic times often try to identify the characteristics in their executives that will propel the enterprise toward its potential. The prevailing thought goes something like this: we want greater organizational agility so what does that look like in our key people? Fair question, but not likely to lead them where they want to go.
The challenge is Organizational Agility is an outcome we can measure organizationally not a personal characteristic. The executives can do a number of things to increase the organization’s agility but they themselves don’t exhibit it.
Let's discuss all of these with Abiodun Osoba (International Lean/Agile Coach & Trainer for Enterprise Transformations)
Understanding, Initiating and Managing Change by Catherine AdenleCatherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
A trailer for the book Managed by Morons.
Like all good movie trailers, it has drama, highs and lows, and pulls out some (but far from all) of the best bits.
If you are an unloved middle manager who wants more of the best that management has to offer (and less of the political bitch-fest), this book is for you. It is a no-nonsense guide to organisations that will debunk some of the soul-destroying management rituals you must endure. It will also help you make your bit of the organisation thrive and allow you to take pride in a job done well.
It might even get your boss off your back, though there are no guarantees.
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
This is a deck presented for the Air National Guard with the goal of developing more reflective style of leadership; values-based leadership from the inside out.
Our Iceberg Is MeltingOnce upon a time a colony of penguins w.docxalfred4lewis58146
Our Iceberg Is Melting
“Once upon a time a colony of penguins was living in the frozen Antarctic on an iceberg near what we call today Cape Washington.”
Introduction to Parts 1 and 2:
Part 1: Our Iceberg Is Melting is a fable about how to manage change. The story is about penguins in Antarctica who really behave like people. Similar to how people get comfortable, the penguins get complacent with life on their iceberg. Unfortunately, as fate would have it, the iceberg is flawed and starts to melt. The iceberg represents both a problem and an opportunity. The problem, once solved, allows the penguins to thrive again. The melting iceberg is also an opportunity in that some of the penguins get to challenge their perceived boundaries, learn new things and actually lead!
The story is also a parable in the classic sense. At every turn of the story, the authors of the story, John Kotter and Holger Rathgerber, instruct the reader about learning how to deal effectively with change and importantly, how to derive positive action from the status quo.
Part 2: You will read a summary of Kotter's 8-Step Change Model from the Mind Tools website and complete the study questions and submit them to Professor Tarbi by the beginning of class next week.
Part 1: Story Summary:
As is often the case with humans, the colony of Emperor Penguins was content with doing what they did yesterday. Ahhhh…no change is good change! The fishing was good and the living was easy.
Then, one of the more curious penguins, Fred, discovers something is wrong with the iceberg the colony inhabits. Upon observation, he uncovers that the iceberg is melting and may ultimately break apart.
Initially, he is frozen with doubt and worry. He’s aware that previous attempts to inform the senior management team (aka The Leadership Council) resulted in “shooting the messenger”. Like any self respecting, large wingless bird, getting shot is low on his list of priorities.
Ultimately, Fred realizes that if he is to get the right level of attention, he has to plan his approach. His first step is to influence Alice, an action oriented, just-the-facts kind of leader who is a member of the Leadership Council. Initially, she is skeptical and wants to see hard evidence that Fred’s contention is accurate. In a rather commanding tone she utters, “Take me to the place that you think most clearly shows the problem.” In our modern day more human parallel, she’d like to see the facts and just the facts!
In an effort to convince her, Fred suggests that they take a swim under the iceberg to check it out. Once a penguin gets off of their iceberg, they are vulnerable to attack from killer whales and elephant seals. However, once under the iceberg, the evidence becomes irrefutable. In a big cave under the iceberg you could see that there were cracks under the iceberg that the colony called “home”. Alice wasn’t a researcher or a scientist but after an explanation from Fred as to what happens when water in a fissu.
Mocomi TimePass The Magazine - Issue 70Mocomi Kids
Did you know that the Arctic Circle is never stationary and that its location is constantly shifting? Find out the reason why in Mocomi TimePass Magazine Issue 70. Every issue has something fun for everyone. In each magazine you will find folktales, trivia, puzzles, health tips, jokes and much more!
In highly competitive business world, it is human resource of an organization that play critical role in survival & growth of the organization through their commitment, competency & motivation.
This mantra of Peter Drucker helps in self realization & development to be a successful leader in highly competitive environment. His ideas still matter & pave the way for success
Team work is critical for smooth working of an organization. This implies working together in cooperative & coordinated manner to achieve organizational goals.
This story was presented in a book on team work.I regret that I do not remember name of the book & the author.
Intellectual ability is one of the basic competency for managerial personnel. But to clime higher levels of management leader what is critical is wisdom. Let us see difference between the two.
I had received these florid philosophies of life from one of my relatives in June 2014. In a heart touching manner they explain complicated aspects of life. Source is not known to me.
Managing an organization is like fighting a righteous war. This presentation shows plus & minus points of great war leaders who were part of this epic war.
• Bhagwad Geeta is essentially a discourse on motivation & focus on as to how under odd conditions success can be made sure?
• In this candid discussion Krishna talks about three approaches that can lead to obtaining desired results:
Path of Action, Path of Knowledge, Path of Love
• He leaves it to Arjun which path he wants to choose?
• Geeta is a synthesis of essential abilities that leaders need to exhibit to write success stories:
Intellectual Emotional Spiritual
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
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Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
2. Iceberg is a large floating mass of ice detached from
a polar glacier or ice sheet and carried out to sea.
हिमखंड हिमशैल
3. INTRODUCTION
This is a fable dealing with complicated subject like
Leadership & Change Management
Fables are powerful because they take serious,
confusing, and threatening subjects.
Make them clear and approachable
Fables can be memorable.
They can stimulate thoughts, teach important
lessons and motivate any one – old or young- to use
those lessons
The fable that follow was inspired by John Kotter’s
award winning research on how successful change
happens.
4. Once upon a Time
There was a penguins colony in the frozen
Antarctica on an iceberg
268 penguins were living there for many years
Iceberg was surrounded by a sea rich in food.
Fred was a cute penguin like others.
Fred was unusually curious & observant.
Fred fished less and studied the iceberg & sea more.
Fred was doing just what seemed right to him
Fred had a briefcase full of observations & ideas
He arrived at a conclusion that the iceberg is
Melting And Might Break Apart Soon.
It would be a disaster for penguins
Fred knew he had to do something
5.
6. Alice
The colony had a leadership council known as group
of ten, lead by Head Penguin
Alice was one of the ten bosses, tough & practical
She had a reputation of getting things done
Fred shared his study with Alice & told his findings
Alice said , skeptically, “take me to the place that
most clearly shows the problem
Place was underneath & inside. Both moved there.
Below the surface Fred pointed out fissures & other
clear symptoms of deterioration caused by melting
Fred saw her perplexed look, so he explained her.
7. Root Cause of the Problem
During a cold winter, the narrow cannels filled with
water can freeze quickly trapping water inside.
Because a freezing liquid dramatically expands in
volume , the iceberg can be broken into pieces.
Alice was shaken, she asked question after question
She assured Fred that she will take up the matter.
Alice contacted all members, asked them to see the
place. But no one was willing, they were skeptical.
Alice asked Louis, The Head of penguins to invite
Fred in next meeting to present & defend his
conclusions.
As Alice persistently insisted, The Head agreed to
invite Fred to meeting
8. Personality Traits of Council Members
Two members loved to debate validity of statistics
One member would fall asleep
Another member was un comfortable with numbers
Two other members did not like to be told
Fred was to face team exhibiting above characters
Fred thought to give practical demonstration
He constructed a model of the iceberg using real
snow and ice
Meeting was at the hill top.
Fred moved the model to the
meeting place with help from
his friends previous night.
9. Meeting
When Fred reached meeting place members were
looking to his model mystified and debating
Louis asked Fred to tell about his discovery.
Fred told story of his discovery & tried to explain
through his model.
There was silence when demonstration completed
Alice informed the group of having seen the spot herself
and that this cannot be ignored.
Name of one member was NoNo, responsible for
weather forecast, which invariably were wrong.
NoNo asserted that iceberg was solid & strong.
Melting is common during summer, in winter things
return to normal.
What is guarantee that data & conclusions are correct
10. Practical Demonstration
Fred asked for some time and went down
He brought a glass bottle.
He explained that bottle looks like ice , but it is not
It is harder than ice, it warms up but does not melt
We could fill it with water, seal the hole & place it in
cold wind.
Tomorrow we can see whether it breaks by the force
of expanding water as it freezes?
Louis agreed for a trial & assigned this job to Buddy
Next day when bottle was brought
it was clearly broken .
They decided to call general body
meeting of the colony
11. General Body meeting
Alice narrated about her journey & coming danger
The birds were stunned
Lot of arguments exchanged in favor and against.
There looked to be no unanimity.
There was suggestion to form a committee to discuss
and analyze problem.
Important thing was that the first step –
REDUCING COMPLACENCY AND INCREASING
URGENCY - was taken to save the colony.
Louis thought of the next step to be taken.
Complacency
12. Birds Steering Committee
Louis called Alice, Fred, Buddy, and Jordon.
Jordon was called professor because of his
intellectual abilities
Louis t0ld them that the colony need a team of
birds to guide it through this difficult period.
He believed that five of us are best team for the task
Professor asked why do you assume that five of us
can succeed?
Louis asked the professor to list strengths of all the
five members.
Jordan narrated as:
13. Strength Analysis
Louis – head penguins. Enough experience to be
wise.
Alice – practical. Aggressive. Making things happen.
Does not care about status and treat everyone same
Buddy –boyishly handsome. No ambition, Trusted
Fred – younger. Amazingly curious and creative.
Level - headed. Insufficient data to assess his IQ.
Me – logical. Fascinated by interesting questions.
He said Louis, “What you said is remarkably logical.”
They were not very sure where & how to start
The Head found a way out to begin with.
14. Turning Five Birds Into A Close Knit Team
Louis suggested that it would help if all of us close
our eyes for a moment.
All followed him
Louis asked to point to East keeping eyes closed.
All did so.
Now open your eyes Louis asked them
All pointed in different direction.
The Professor indicated that Louis like to turn the
five birds into a close knit team.
Within two days penguins certainly looked much
less like individuals pointing in different direction
Louis succeeded in pulling together a team to guide
the needed change
15. Finding The Way Out
Alice suggested to ask other birds to find solutions
One bird suggested to drill a hole from surface down
to channel to let out water & pressure.
The Professor pointed that if all the birds work 24
hours , it will take 5.2 years
Another idea came to find a perfect iceberg.
Few more ideas were presented but they were not
accepted. Birds were getting disparate
An elderly bird suggested we should do what Fred
did after knowing the problem
Walk around keeping our eyes & ear open. Be curious
Louis accepted the suggestion. Let us try new
approach
16. A Ray of Hope
They went west. Saw surroundings & heard others
After an hour or so Fred said, “Up there.”
Fred was looking at a seagull. Normally there is no seagull
in Antarctica, they all stared
“What is it,” asked Buddy.
Fred replied he does not know. But a bird cannot fly
forever. Must have a home on ground.
Is seagull trying to live with them?, It
could freeze as a rock in less than a week.
Has Seagull lost the way?
But, not looking afraid
What if moving from one piece
of land to another was just the way
it lived………… Nomad. A wild idea came to Fred’s mind
17. A New Way Of Life
Alice said, “You are not suggesting ………………..?
The Head Penguin responded by saying , “We are
thinking about possibility of a new & different way of
living.” We need to think through carefully.
18. A New Way Of Life
Alice suggested we should know more about the bird
They all searched the seagull and found in half an
hour.
In warm & gentle voice Buddy introduced all
members to the seagull.
Seagull listened, but kept a distance
Buddy asked seagull, “Where do you come from &
what are you looking for here?
19. A New Way Of Life
Seagull said, “I am a scout. I fly ahead of the clan
looking for where we might live next.
In reply to The Professor’s questions seagull told of
his clan ‘s nomadic existence.
He spoke about what they are, what it was like to be
scout
By this time seagull began to turn blue and have
trouble speaking , he said good-bye and flew away
Professor & Buddy were not convinced that what was
good for seagull, could be good for them also.
We are different
There were lot of discussions but they could not
arrive to any consensus .
20. Decision Making
Following day Louis called a meeting of the entire
colony.
In response to quarries from Louis all members
agreed that they are disciplined, have sense of
responsibility, stand for brotherhood.
Then Louis asked, “Are these beliefs, shared value are
linked to a large piece of ice!!
Alice shouted, “Not.” She was followed by the
professor, Fred & few of younger birds.
Louis said, “I would like you to listen to Buddy.”
Buddy narrated the story – seagull is a scout for his
clan, he explores territory to find good place for his
colony to move next .
21. Decision Making
They are free! They go where ever they like to go.
Penguins had many questions and were sharing with
others. Louis let the jabbering go on for a while.
When noise subsided he told crowed, “This iceberg
is not who we are. It is only where we now live.”
We are smarter, stronger, and more capable.
So why cannot we do what they have done, & better
We can leave it behind, let it melt, let it break
We will find other place to live.
When necessary we will move again.
We will never have to put our families at risk.
We will prevail
22. Impact
Impact of Louis talk can be assessed as
1. 30% were convinced
2. 30% were digesting what they heard
3. 20% were very confused
4. 10% were skeptical but not hostile
5. 10% thought the plan was completely absurd
23. Ups & Downs
Alice explained her latest ideas .
Let us put every where slogans
We need to remind birds what they have heard
We need much more communication
Communicating the new vision of nomadic life for
the most part was successful
A dozen birds expressed interest in being scout.
Many more birds who were enthusiastic were
becoming frosted.
All sorts of information started flowing – good, bad,
encouraging, discouraging
NoNo was misguiding people.
24. Concrete Actions
Some urgent actions were needed.
Louis asked Buddy to select motivated scouts & send
them off to search for potential homes.
Scouts were successful in their mission to find new
iceberg for the colony
Next morning Louis called the scouts, heard them
and selected another team to explore promising
possibilities at iceberg suggested by first team.
Second team of scouts found an iceberg that look
suitable for a number of reasons. A safe home.
They decided to move there on May the 12th just
before the start of Antarctica's winter.
All birds were asked to get ready for this
25.
26. Outcome
They finally moved to new colony
As time went on, the colony thrived, it grew & grew
It became more skilled at handling new dangers that
it learned from melting adventure.
So many members of the colony had grown less afraid
of change
They learned the specific steps needed to make
adjustments to new circumstances
They worked well together to keep leaping into a
better & better future
Today, the colony moves around like nomads
Most have accepted it. Some love it. Some never will
27. Fables can be fun, but their power, as with
penguins story, lies in helping to act
smarter, producing more, achievement, less
confusion, lower stress, and a general sense
of being in control through understanding
what is going around you.
People from all walks of life have
consciously used the Penguins story to
better achieve what they want and what
their organization need.
Fable’s Impact
28. Understanding Change Management
Ask yourself questions such as:
This should be supplemented by Kotter’s research on
successful change
Let us study Kotter’s famous elements of change
management
Who are the NoNo around me?
Who are the Alices & Freds?
Who am I?
29.
30. First Step - Set The Stage
Create sense of
urgency
Help others to see the
need for change and
importance of acting
immediately
31. Second Step – Pull Together the
Guiding Team
Pull together the guiding
team
Make sure that there is a
powerful group guiding the
change – with leadership ,
credibility, communication,
authority, analytical skills.
32. Third Step – Decide What to Do
Develop the change vision &
strategy.
Clarify how the future will be
different from the past and
how you can make that
future a reality
33. Fourth Step – Make It Happen
Communicate for
understanding & Buy In.
Make sure as many others
as possible understand &
accept the vision &
strategy
34. Fifth Step – Empower Others
To Act
Remove as many
barriers as possible so
that those who want
to make the vision a
reality can do it.
35. Sixth Step – Produce Short - Term
Wins
Create some visible,
unambiguous success
as soon as possible
36. Seventh Step – Do Not Let Up
Press harder & faster
after the first success.
Be relentless with
initiating change after
change until vision is
a reality
37. Eighth Step – Make It Stick
Create a new culture.
Hold on to new ways
of behaving , and
make sure they
succeed, until they
become strong
enough to replace old
tradition
38. Pay Off Of This Exercise
When you act in
concert with others,
Because you all have
read, reflected, and
discussed the same
fable, the end result
can be very powerful
39. Source:
OUR ICEBERG IS MELTING
Changing & Succeeding Under Any Conditions
JOHN KOTTER
The award-Winning Author
From Harvard Business School
HOLGER RATHGEBER
Publisher:
St. Press – New York