by The more things change, the more they stay the same.
French writer Jean-Baptiste Alphonse Karr
We’ve all heard it. We’ve all probably even said it. And it makes so much sense because our world is always changing. But it stops making sense when said change impacts you, right? 🤬
Once upon a time, in the frigid Antarctic, there was an iceberg named Frosty. Frosty was no ordinary iceberg; he had a big problem – he was melting! Panicked, Frosty gathered his fellow iceberg inhabitants, including the penguins and seals, for an urgent meeting.
In their icy conference room, Frosty shared the news of their impending doom. But instead of despair, Frosty proposed a plan inspired by the famous book “Our Iceberg is Melting.” The book, written by John Kotter and Holger Rathgeber, told the story of another melting iceberg and its inhabitants and how they successfully managed change.
The penguins and seals were skeptical at first. After all, what could a bunch of animals know about organizational change? But Frosty convinced them to try it, and they embarked on an exciting journey of transformation.
One of the key points they learned from the book was the importance of creating a sense of urgency. Frosty and his friends realized they couldn’t afford to wait until they were all swimming in the ocean. They needed to act fast and convince others that melting was a serious matter.
Next, they focused on building a guiding coalition. Frosty appointed a team of influential penguins and seals to lead the change effort. Together, they rallied their fellow iceberg inhabitants and created a shared vision of a cooler, more stable future.
Of course, no organizational change is complete without some resistance. The crabs, who loved the warmth of the melting iceberg, were the biggest skeptics. But Frosty and his team used humor and creativity to win them over. They organized a “Crab Olympics,” where the crabs showcased their skills in underwater dancing. Through laughter and fun, the crabs realized that change could be exciting, too.
As the melting continued, Frosty and his friends realized the importance of celebrating small wins. Every time they successfully convinced a seal to join their cause or persuaded a penguin to change their habits, they threw a party on the iceberg. They even invented a new dance called the “Melting Mambo” to mark their progress.
In the end, Frosty and his fellow icebergs managed to slow down their melting and save their icy home. They became a shining example of how effective organizational change management practices can make a difference, even in the most unlikely situations.
So, the next time you find yourself facing a melting iceberg of change in your organization, remember the tale of Frosty and his friends. Embrace humor, create a sense of urgency, and celebrate small wins along the way. And who knows, you might just come up with a dance as cool as the “Melting Mambo”!
Remember, change doesn’t have to be a chilling experience. It can be a compelling adventure if you approach it with the right mindset.
Stay frosty, my friends!
