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Our Iceberg is Melting Book Exploration by Laurie Hawkins

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Laurie Hawkins

Fred, a young penguin, needs to gain support from the leadership council for a change initiative. The document outlines Kotter's eight steps for successful organizational change: create a sense of urgency, form a guiding team, develop a clear vision and strategy, communicate the vision, empower others to act, deliver short-term wins, build on momentum, and establish a new culture. It also discusses using both thinking and feeling to change behaviors and bring about transformational change.

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OUR ICEBERG IS MELTING By Holger Rathgeber and John Kotter BOOK EXPLORATION By Laurie Hawkins
GETTING TO THE DECISION MAKERS One of the key aspects of moving forward through change is to have people that will follow. This takes vision, influence, and perseverance. People don’t like change and sometimes it is the leaders that are most difficult to move. In this fable, a young penguin named Fred needs to find a way to gain support amongst the leadership council. PROCESS FOR SUCCESSFUL CHANGE SENSE OF URGENCY: HELP OTHERS SEE WHY CHANGE AND IMMEDIATE ACTION ARE NEEDED. GUIDING TEAM: FORM A STRONG TEAM WITH A SENSE OF URGENCY, CREDIBILITY, AUTHORITY, AND LEADERSHIP/COMMUNICATION SKILLS.
PROCESS FOR SUCCESSFUL CHANGE VISION AND STRATEGY FOR CHANGE: DEFINE THE FUTURE CLEARLY AND HOW TO CREATE THESE CHANGES. COMMUNICATE FOR UNDERSTANDING AND BUY-IN: HELP AS MANY PEOPLE AS POSSIBLE TO UNDERSTAND AND ACCEPT THE VISION & STRATEGY. EMPOWER OTHERS: REMOVE OBSTACLES SO OTHERS CAN ACT AND HELP REALIZE THE VISION. SHORT-TERM WINS: DELIVER CLEAR, VISIBLE SUCCESSES AS SOON AS POSSIBLE. BUILD MOMENTUM: PRESS ON WITH THE CHANGES UNTIL THE VISION IS A REALITY. NEW CULTURE: REPEAT THE SUCCESSES AND NEW BEHAVIOURS UNTIL THEY ARE THE NORM.
Both thinking and feeling play important roles in generating new behaviors that bring about change. Change behaviors by changing the way people think (using data and logic and the way they feel, using immersive experiences. THINKING & FEELING IN SUCCESSFUL CHANGE HEAD HEART Logic + Data Immersive Experiences Transformational Change

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Our Iceberg is Melting Book Exploration by Laurie Hawkins

  • 1. OUR ICEBERG IS MELTING By Holger Rathgeber and John Kotter BOOK EXPLORATION By Laurie Hawkins
  • 2. GETTING TO THE DECISION MAKERS One of the key aspects of moving forward through change is to have people that will follow. This takes vision, influence, and perseverance. People don’t like change and sometimes it is the leaders that are most difficult to move. In this fable, a young penguin named Fred needs to find a way to gain support amongst the leadership council. PROCESS FOR SUCCESSFUL CHANGE SENSE OF URGENCY: HELP OTHERS SEE WHY CHANGE AND IMMEDIATE ACTION ARE NEEDED. GUIDING TEAM: FORM A STRONG TEAM WITH A SENSE OF URGENCY, CREDIBILITY, AUTHORITY, AND LEADERSHIP/COMMUNICATION SKILLS.
  • 3. PROCESS FOR SUCCESSFUL CHANGE VISION AND STRATEGY FOR CHANGE: DEFINE THE FUTURE CLEARLY AND HOW TO CREATE THESE CHANGES. COMMUNICATE FOR UNDERSTANDING AND BUY-IN: HELP AS MANY PEOPLE AS POSSIBLE TO UNDERSTAND AND ACCEPT THE VISION & STRATEGY. EMPOWER OTHERS: REMOVE OBSTACLES SO OTHERS CAN ACT AND HELP REALIZE THE VISION. SHORT-TERM WINS: DELIVER CLEAR, VISIBLE SUCCESSES AS SOON AS POSSIBLE. BUILD MOMENTUM: PRESS ON WITH THE CHANGES UNTIL THE VISION IS A REALITY. NEW CULTURE: REPEAT THE SUCCESSES AND NEW BEHAVIOURS UNTIL THEY ARE THE NORM.
  • 4. Both thinking and feeling play important roles in generating new behaviors that bring about change. Change behaviors by changing the way people think (using data and logic and the way they feel, using immersive experiences. THINKING & FEELING IN SUCCESSFUL CHANGE HEAD HEART Logic + Data Immersive Experiences Transformational Change