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噩亘賱賳丕 丕賱噩賱賷丿賷 賷匕賵亘 : 丕賱鬲睾賷賷乇 賵 丕賱賳噩丕丨 鬲丨鬲 丕賷 馗乇賮
丕賱鬲睾賷賷乇 賵丕賱賳噩丕丨 鬲丨鬲 兀賷 馗乇賵賮
賴匕丕 丕賱毓賲賱 丕賱乇丕卅毓 毓亘丕乇丞 毓賳 丨賰丕賷丞 乇賲夭賷丞 亘爻賷胤賴 丨賵賱 丕賱毓賲賱 亘卮賰賱 噩賷丿
賮賷 毓丕賱賲 丿丕卅賲 丕賱鬲睾賷賷乇 賰毓丕賱賲賳丕 , 賳賯丿賲 賱賰 賴匕賴 丕賱丨賰丕賷丞 丕賱賲爻鬲賵丨丕丞 賲賳 丕賱亘丨孬 丕賱賮丕卅夭 亘噩丕卅夭丞 { 噩賵賳 賰賵鬲乇 }
亘噩丕賲毓丞 賴丕乇賮丕乇丿 賵丕賱鬲賷 賯丿賲鬲 丕賱賲爻丕毓丿丞 賱丌賱丕賮 丕賱兀卮禺丕氐 賵丕賱賲賳馗賲丕鬲
鬲丿賵乇 丕賱賯氐丞 丨賵賱 賲爻鬲毓賲乇丞 亘胤丕乇賷賯 賮賷 丕賳鬲乇賰鬲賷賰丕 , 賷毓賷卮 賮賷賴丕 賲噩賲賵毓丞 賲賳 丕賱亘胤丕乇賷賯 丕賱噩賲賷賱賴 丕爻鬲賵胤賳鬲
賴匕丕 丕賱賲賰丕賳 賲賳匕 爻賳賷賳 毓丿賷丿丞 , 賵亘毓丿 匕賱賰 丕賰鬲卮賮 賵丕丨丿 賲賳 丕賱胤賷賵乇 - 賰丕賳 賷鬲賲鬲毓 亘丕賱賮囟賵賱 賵丨亘 丕賱丕爻鬲胤賱丕毓 -
賲卮賰賱丞 賲丿賲乇丞 賲乇鬲賯亘丞 鬲賴丿丿 賲賵胤賳賴賲 , 賱賰賳 賱賲 賷爻鬲賲毓 丕賱賷賴 兀丨丿 鬲賯乇賷亘丕賸.
卮禺氐賷丕鬲 賴匕賴 丕賱賯氐丞 -賮乇賷丿-兀賱賷爻-賱賵賷爻-亘賵丿賷-丕賱亘乇賵賮賷爻賵乇-賱丕賱丕-賷卮亘賴賵賳 丕賱兀賮乇丕丿 丕賱匕賷賳 賳毓乇賮賴賲 賮賷 丨賷丕鬲賳丕,
亘賱 廿賳賴賲 賷卮亘賴賵賳賳丕 賳丨賳 , 賮丨賰丕賷鬲賴賲 賴賷 丨賰丕賷丞 毓賳 賲賯丕賵賲丞 丕賱鬲睾賷賷乇 , 賵丕賱兀毓賲丕賱 丕賱亘胤賵賱賷丞 , 賵丕賱毓賯亘丕鬲 丕賱鬲賷 鬲亘丿賵
毓爻賷乇丞 賵兀亘乇毓 丕賱兀爻丕賱賷亘 賱賱鬲毓丕賲賱 賲毓 賴匕賴 丕賱毓賯亘丕鬲 , 丕賳賴丕 賯氐賴 賲鬲賰乇乇賴 丕賱丨丿賵孬 賮賷 丨賷丕鬲賳丕 賵賱賰賳 亘兀卮賰丕賱 賲禺鬲賱賮丞
賱賰賳 丕賱亘胤丕乇賷賯 鬲毓丕賲賱賵丕 賲毓 丕賱鬲丨丿賷丕鬲 丕賱賵丕賯毓賷丞 亘卮賰賱 丕賮囟賱 賲賳丕 亘賰孬賷乇.
丕賳 賴匕丕 丕賱賰鬲丕亘 賷賯賵賲 毓賱賶 丕爻丕爻 毓賲賱 乇賷丕丿賷 賷賵囟丨 賰賷賮 兀賳 丕賱禺胤賵丕鬲 丕賱孬賲丕賳賷 鬲丨賯賯 丕賱鬲睾賷賷乇 丕賱賲胤賱賵亘 賮賷 兀賷
賳賵毓 賲賳 兀賳賵丕毓 丕賱噩賲丕毓丕鬲 , 丕賳賴丕 賯氐丞 賷賲賰賳 兀賳 鬲賰賵賳 賲賲鬲毓賴 賱兀賷 賮乇丿 , 賵賮賷 賳賮爻 丕賱賵賯鬲鬲賯丿賲 丕乇卮丕丿丕賸賱丕賷賯丿乇 亘賲丕賱
賱毓丕賱賲 賷鬲丨乇賰 丿丕卅賲丕 亘丕賷賯丕毓 賷夭丿丕丿 爻乇毓賴 兀賰孬乇 賵兀賰孬乇 賰賱 賷賵賲 .
賴匕丕 丕賱毓賲賱 丕賱乇丕卅毓 毓亘丕乇丞 毓賳 丨賰丕賷丞 乇賲夭賷丞 亘爻賷胤賴 丨賵賱 丕賱毓賲賱 亘卮賰賱 噩賷丿
賮賷 毓丕賱賲 丿丕卅賲 丕賱鬲睾賷賷乇 賰毓丕賱賲賳丕 , 賳賯丿賲 賱賰 賴匕賴 丕賱丨賰丕賷丞 丕賱賲爻鬲賵丨丕丞 賲賳 丕賱亘丨孬 丕賱賮丕卅夭 亘噩丕卅夭丞 { 噩賵賳 賰賵鬲乇 }
亘噩丕賲毓丞 賴丕乇賮丕乇丿 賵丕賱鬲賷 賯丿賲鬲 丕賱賲爻丕毓丿丞 賱丌賱丕賮 丕賱兀卮禺丕氐 賵丕賱賲賳馗賲丕鬲
鬲丿賵乇 丕賱賯氐丞 丨賵賱 賲爻鬲毓賲乇丞 亘胤丕乇賷賯 賮賷 丕賳鬲乇賰鬲賷賰丕 , 賷毓賷卮 賮賷賴丕 賲噩賲賵毓丞 賲賳 丕賱亘胤丕乇賷賯 丕賱噩賲賷賱賴 丕爻鬲賵胤賳鬲
賴匕丕 丕賱賲賰丕賳 賲賳匕 爻賳賷賳 毓丿賷丿丞 , 賵亘毓丿 匕賱賰 丕賰鬲卮賮 賵丕丨丿 賲賳 丕賱胤賷賵乇 - 賰丕賳 賷鬲賲鬲毓 亘丕賱賮囟賵賱 賵丨亘 丕賱丕爻鬲胤賱丕毓 -
賲卮賰賱丞 賲丿賲乇丞 賲乇鬲賯亘丞 鬲賴丿丿 賲賵胤賳賴賲 , 賱賰賳 賱賲 賷爻鬲賲毓 丕賱賷賴 兀丨丿 鬲賯乇賷亘丕賸.
卮禺氐賷丕鬲 賴匕賴 丕賱賯氐丞 -賮乇賷丿-兀賱賷爻-賱賵賷爻-亘賵丿賷-丕賱亘乇賵賮賷爻賵乇-賱丕賱丕-賷卮亘賴賵賳 丕賱兀賮乇丕丿 丕賱匕賷賳 賳毓乇賮賴賲 賮賷 丨賷丕鬲賳丕,
亘賱 廿賳賴賲 賷卮亘賴賵賳賳丕 賳丨賳 , 賮丨賰丕賷鬲賴賲 賴賷 丨賰丕賷丞 毓賳 賲賯丕賵賲丞 丕賱鬲睾賷賷乇 , 賵丕賱兀毓賲丕賱 丕賱亘胤賵賱賷丞 , 賵丕賱毓賯亘丕鬲 丕賱鬲賷 鬲亘丿賵
毓爻賷乇丞 賵兀亘乇毓 丕賱兀爻丕賱賷亘 賱賱鬲毓丕賲賱 賲毓 賴匕賴 丕賱毓賯亘丕鬲 , 丕賳賴丕 賯氐賴 賲鬲賰乇乇賴 丕賱丨丿賵孬 賮賷 丨賷丕鬲賳丕 賵賱賰賳 亘兀卮賰丕賱 賲禺鬲賱賮丞
賱賰賳 丕賱亘胤丕乇賷賯 鬲毓丕賲賱賵丕 賲毓 丕賱鬲丨丿賷丕鬲 丕賱賵丕賯毓賷丞 亘卮賰賱 丕賮囟賱 賲賳丕 亘賰孬賷乇.
丕賳 賴匕丕 丕賱賰鬲丕亘 賷賯賵賲 毓賱賶 丕爻丕爻 毓賲賱 乇賷丕丿賷 賷賵囟丨 賰賷賮 兀賳 丕賱禺胤賵丕鬲 丕賱孬賲丕賳賷 鬲丨賯賯 丕賱鬲睾賷賷乇 丕賱賲胤賱賵亘 賮賷 兀賷
賳賵毓 賲賳 兀賳賵丕毓 丕賱噩賲丕毓丕鬲 , 丕賳賴丕 賯氐丞 賷賲賰賳 兀賳 鬲賰賵賳 賲賲鬲毓賴 賱兀賷 賮乇丿 , 賵賮賷 賳賮爻 丕賱賵賯鬲鬲賯丿賲 丕乇卮丕丿丕賸賱丕賷賯丿乇 亘賲丕賱
賱毓丕賱賲 賷鬲丨乇賰 丿丕卅賲丕 亘丕賷賯丕毓 賷夭丿丕丿 爻乇毓賴 兀賰孬乇 賵兀賰孬乇 賰賱 賷賵賲 .
149 pages, Paperback
First published January 1, 2005
1,092 people are currently reading
9,745 people want to read
About the author
John P. Kotter
118听books487听followersJohn P. Kotter, world-renowned expert on leadership, is the author of many books, including Leading Change, Our Iceberg is Melting, The Heart of Change, and his latest book, That's Not How We Do It Here!. He is the Konosuke Matsushita Professor of Leadership, Emeritus at the Harvard Business School, and a graduate of MIT and Harvard. He is co-founder of Kotter International, a change management and strategy execution firm that helps organizations engage employees in a movement to drive change and reach sustainable results. He and his wife Nancy live in Boston, Massachusetts.
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Displaying 1 - 30 of 1,380 reviews
May 9, 2008
I knew it was time to leave the corporate world when our vice-president, a friend who had been a truly smart woman when we first started to work together, bought 300 copies of this trendy 2006 business fable* (involving penguins and melting icebergs) for the entire division.
Not entirely coincidentally, the day that the invitation to the offsite meeting for an all-day training exercise based on the book showed up on my calendar, was the day that I gave notice.
I got out of there just in time. Another couple of weeks and I'd have been dressing up as Fred the visionary penguin, baking under the soul-destroying glare of the fluorescent lights of the Sequoia room in the South San Francisco Embassy Suites. And believe me, I have paid my dues as far as abusive corporate training sessions are concerned:
The horror! The horror!
(*: Can you guess which expert on dairy products writes the foreword to the parable of the penguins? Hmmm. Can you?)
People who don't work in the corporate world often succumb to the temptation to believe in wild conspiracy theories about plans for world domination by evil corporate overlords. I don't lose much sleep over such theories. It's not that I think the corporate wannabe overlords are benign. I just ask myself how much domination can we expect from an executive class that tries to instill loyalty by humiliating employees through forcing them to attend motivational offsite meetings based on this kind of drivel.
One of the blurbs on Amazon tells us that some upper manager type in the Department of Defence snapped up 400 copies. I don't know if I should feel more, or less, secure as a result.
Not entirely coincidentally, the day that the invitation to the offsite meeting for an all-day training exercise based on the book showed up on my calendar, was the day that I gave notice.
I got out of there just in time. Another couple of weeks and I'd have been dressing up as Fred the visionary penguin, baking under the soul-destroying glare of the fluorescent lights of the Sequoia room in the South San Francisco Embassy Suites. And believe me, I have paid my dues as far as abusive corporate training sessions are concerned:
The horror! The horror!
(*: Can you guess which expert on dairy products writes the foreword to the parable of the penguins? Hmmm. Can you?)
People who don't work in the corporate world often succumb to the temptation to believe in wild conspiracy theories about plans for world domination by evil corporate overlords. I don't lose much sleep over such theories. It's not that I think the corporate wannabe overlords are benign. I just ask myself how much domination can we expect from an executive class that tries to instill loyalty by humiliating employees through forcing them to attend motivational offsite meetings based on this kind of drivel.
One of the blurbs on Amazon tells us that some upper manager type in the Department of Defence snapped up 400 copies. I don't know if I should feel more, or less, secure as a result.
August 23, 2024
Our iceberg is melting...we are a group of penguins living on the iceberg...should we work with each other to find a solution or just do what we want to do by ourselves? Excellent book on how to manage change while not allowing change to manage us! Great read before working on a project.
July 22, 2015
For such a short book this was a surprisingly tedious read.
I know that change is inevitable and that people are more often than not resistant to change, hence the need for change management. This little book sets out to make it a bit easier to relate to, and to highlight the importance of change and the pitfalls of change management. It also attempts to discuss the dangers of not changing in a dynamic environment.
The problem is, there鈥檚 nothing really new here.
As to whether this book will actually change the way people react to change鈥� well, the verdict is still out on that. We鈥檙e busy with change management at work, so I鈥檒l reserve judgment until sometime next year.
Rating this book is difficult, since the practical implication also needs to be considered. All in all I found reading it a bit dull, even if the principles are sound. I can hardly give it more than two stars at this stage鈥�
November 10, 2011
Enjoyable easy read. It is hard not to like this book especially if you read only one or two books in a year. 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. 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. Why not? Change is the only thing permanent in this world. When there is a change, we need to recognize it and be part of it instead of resisting it and stay forever in a morass. Also, we all want to be counted. We all want to contribute and be seen as a visionary leader, a capable manager and/or a valuable team player. We all enjoy being recognized for our achievements. We all need to work and provide for our family or to our future. 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.T.), I better be adaptable to change as oh boy, things in this field change like that twister in Dorothy鈥檚 farm: fast and furious.
My issue is the story in this book because there seems to be an on-going racket among these management book writers. This book is a fable with a colony of penguins and a seagull as characters. It has practically zero originality. It is just a rehash of Spencer Johnson鈥檚 1998 bestselling book, Who Moved My Cheese?. In that book, Johnson used two little people, 鈥滺别尘鈥� and 鈥滺补飞鈥� as those who first resisted change and adapted to it later after learning their painful lesson. He had 鈥漇苍颈蹿蹿鈥� and 鈥漇肠耻谤谤测鈥� as those who were early adapters to the change. When this book was distributed to a lot of employees prior to being laid-off or those who have to take on more jobs as they were retained in the downsizing companies, they said 鈥漝oes the management mean that we have to behave like mice and accept their offer even if it is disadvantageous to us?鈥� The message of the book was perfect and clear but the choice of the characters was just stupid. But still, companies facing change bought volumes of this book and distributed to their employees hoping that this will change their mindset and behave like stupid mice.
Seven years after that Johnson鈥檚 book was first published, came this clone: Our Iceberg is Melting: Changing and Succeeding Under Any Conditions. The duo composed of a Harvard professor John Kotter and a global manager Holger Rathgeber probably had a frenzy of penguin movies (Surfs Up, Happy Feet, March of the Penguins, Attack of the Penguins, Zombie Penguins, etc) with their kids so they thought of using penguins instead of humans and seagull instead of mice. In terms of the ways to adopt to change let鈥檚 compare their lists:
Very similar, right? The two con men just added some details that are obviously included in the steps because everybody facing changes can think about them. Then they put some sub-headings and explanations to make theirs appear different when put side by side with those of Johnson鈥檚. Crazy.
There are a lot of these theories, practices or rules that authors of management or business books twist, rename and presto they have a new bestselling book. MRPII, Class A, Six-Sigma. Quality Circles, Continuous Improvement, Kaizen. Same thing. Same banana. Different Names. Just like same idea but two different set characters, different milieus perhaps. Most glaringly, two sets of bestselling-authors. That鈥檚 why for a long time, I stopped reading management and business books. I just have to read this as a required reading for our company project and to put myself immediately into a raring-to-change mode.
My issue is the story in this book because there seems to be an on-going racket among these management book writers. This book is a fable with a colony of penguins and a seagull as characters. It has practically zero originality. It is just a rehash of Spencer Johnson鈥檚 1998 bestselling book, Who Moved My Cheese?. In that book, Johnson used two little people, 鈥滺别尘鈥� and 鈥滺补飞鈥� as those who first resisted change and adapted to it later after learning their painful lesson. He had 鈥漇苍颈蹿蹿鈥� and 鈥漇肠耻谤谤测鈥� as those who were early adapters to the change. When this book was distributed to a lot of employees prior to being laid-off or those who have to take on more jobs as they were retained in the downsizing companies, they said 鈥漝oes the management mean that we have to behave like mice and accept their offer even if it is disadvantageous to us?鈥� The message of the book was perfect and clear but the choice of the characters was just stupid. But still, companies facing change bought volumes of this book and distributed to their employees hoping that this will change their mindset and behave like stupid mice.
Seven years after that Johnson鈥檚 book was first published, came this clone: Our Iceberg is Melting: Changing and Succeeding Under Any Conditions. The duo composed of a Harvard professor John Kotter and a global manager Holger Rathgeber probably had a frenzy of penguin movies (Surfs Up, Happy Feet, March of the Penguins, Attack of the Penguins, Zombie Penguins, etc) with their kids so they thought of using penguins instead of humans and seagull instead of mice. In terms of the ways to adopt to change let鈥檚 compare their lists:
鈥漌HO MOVED MY CHEESE?鈥� has these:Now let鈥檚 see what 鈥漁UR ICEBERG IS MELTING鈥� says:
1) Change Happens They keep moving the cheese
2) Anticipate Change Get ready for the cheese to move
3) Monitor Change Smell the cheese often so you know when it is getting old
4) Adapt to Change Quickly The quicker you let go of old cheese, the sooner you can enjoy the new cheese
5) Change Move with the cheese
6) Enjoy Change! Savor the adventure and enjoy the taste of the new cheese!
7) Be Ready to Change Quickly and Enjoy it Again They keep moving the cheese
Set the Stage
1. Create a Sense of Urgency
Help others see the need for change and the importance of acting immediately.
2. Pull Together the Guiding Team
Make sure there is a powerful group guiding the change 鈥� one with leadership skills, credibility, communications ability, authority, analytical skills, and a sense of urgency.
Decide What to Do
3. Develop the Change Vision and Strategy
Clarify how the future will be different from the past, and how you can make that future a reality.
Make it Happen
4. Communicate for Understanding and Buy In
Make sure as many others as possible understand and accept the vision and the strategy.
5. Empower Others to Act
Remove as many barriers as possible so that those who want to make the vision a reality can do so.
6. Produce Short-Term Wins
Create some visible, unambiguous successes as soon as possible.
7. Don鈥檛 Let Up
Press harder and faster after the first successes. Be relentless with irritating change after change until the vision is a reality
Make It Stick
8. Create a New Culture
Hold on to the new ways of behaving, and make sure they succeed, until they become strong enough to replace old traditions.
Very similar, right? The two con men just added some details that are obviously included in the steps because everybody facing changes can think about them. Then they put some sub-headings and explanations to make theirs appear different when put side by side with those of Johnson鈥檚. Crazy.
There are a lot of these theories, practices or rules that authors of management or business books twist, rename and presto they have a new bestselling book. MRPII, Class A, Six-Sigma. Quality Circles, Continuous Improvement, Kaizen. Same thing. Same banana. Different Names. Just like same idea but two different set characters, different milieus perhaps. Most glaringly, two sets of bestselling-authors. That鈥檚 why for a long time, I stopped reading management and business books. I just have to read this as a required reading for our company project and to put myself immediately into a raring-to-change mode.
January 12, 2023
An absolute delicious tale on change management. The book deals with all sorts of characters that we come across in corporate environments when facing a minor or major change management. Ultimately, you鈥檒l also see which one of these characters you represent yourself in a change manage management process ;)
A great fable to reflect upon ourselves 馃挱馃摎鉂わ笍.
IG: nilguen_reads
A great fable to reflect upon ourselves 馃挱馃摎鉂わ笍.
IG: nilguen_reads
January 16, 2014
This book is not only poorly written, it is extremely condescending and sexist. Of course the one leader that is female is a nagging, self-important bitch who has no patience for anyone else. The only other female characters even present are a mentally unstable and overly emotional kindergarten teacher and a small penguin child. The authors continuously try to be cutesy or funny, but it is painfully obvious that this story was written by two middle-aged businessmen trying to be cute. The idea that adults cannot speak plainly about conflicts or issues is just insulting. I do not need to use "penguin language" to address serious issues. I also find it insulting that one of the archetypes for the group is a young, pretty but dumb penguin. Where is the young, who cares what they look like, intelligent archetype? The fact that money was wasted in producing this book is sad enough, but that it's actually purchased for professional development purposes is downright depressing.
May 29, 2008
Good grief! This was being touted as the "go-to" book for organizational learning and dealing with change. Yes, the premise is cute and readable, and contains John Kotter's excellent business sense of operational strength and leadership. But the true brilliance of this book is that it costs $26.00 and businesses will be buying it by the bucketful and subjecting their teams to yet another interminable day or weekend long work retreat to identify their inner penguins. I suggest you go to the bookstore and buy a cup of coffee..bring this book into the cafe and read it. Trust me, you'll get the idea and still have coffee left...and still have $26 as well.
I then suggest any number of Kotter's books in the Harvard Business Essential series...he is good. And if you are pressed for time, turn to the last chapter of the penguin book for the 8 vital steps of realizing change and growth in an organization. Its good, its helpful, its smart. But I just hate those business exercises (find your hedgehog, are you the pasta or the sauce, etc) that take the place of real communication and emotional and business intelligence. Now I have to go write my book starring cute little koalas...entitled "Hey! someone is eating all our eucalyptus!"
I then suggest any number of Kotter's books in the Harvard Business Essential series...he is good. And if you are pressed for time, turn to the last chapter of the penguin book for the 8 vital steps of realizing change and growth in an organization. Its good, its helpful, its smart. But I just hate those business exercises (find your hedgehog, are you the pasta or the sauce, etc) that take the place of real communication and emotional and business intelligence. Now I have to go write my book starring cute little koalas...entitled "Hey! someone is eating all our eucalyptus!"
October 29, 2011
At first I wondered how this book was different than "Who Moved My Cheese?" The answer is that this book deals with organizational or social change, while WMMC? deals mostly with personal change.
The book accurately "types" people in a creative way, and subtly offers real tips for persuading large groups of people. Sadly, some people who read this book will not be swayed by it - not because the information is untrue, but because people are unaware of what they are doing and how they are feeling.
If you doubt what I am saying... cross your arms across your chest. Do it now. How do you feel?
Now cross your arms the other way, so that whatever arm you normally cross on top is now under your other arm. How do you feel? Awkward? Most people only ever cross their arms one way - in fact, according to "The Definitive Book of Body Language", 90% cross the left arm over the right.
The point of this exercise is that there are many behaviors that people exhibit implicitly, without conscious awareness. Beyond behavior, people are usually unaware of their perspective on life, too. In short, humans think they know what they think, but all too often we misinform ourselves. The conscious and the unconscious do not work in lock step.
For more on these topics, I would recommend "Moral Minds" by Marc D. Hauser, "Frogs Into Princes" by Richard Bandler and John Grinder, "The Myth of the Rational Market" by Justin Fox, and "Buyology" by Martin Lindstrom.
The book accurately "types" people in a creative way, and subtly offers real tips for persuading large groups of people. Sadly, some people who read this book will not be swayed by it - not because the information is untrue, but because people are unaware of what they are doing and how they are feeling.
If you doubt what I am saying... cross your arms across your chest. Do it now. How do you feel?
Now cross your arms the other way, so that whatever arm you normally cross on top is now under your other arm. How do you feel? Awkward? Most people only ever cross their arms one way - in fact, according to "The Definitive Book of Body Language", 90% cross the left arm over the right.
The point of this exercise is that there are many behaviors that people exhibit implicitly, without conscious awareness. Beyond behavior, people are usually unaware of their perspective on life, too. In short, humans think they know what they think, but all too often we misinform ourselves. The conscious and the unconscious do not work in lock step.
For more on these topics, I would recommend "Moral Minds" by Marc D. Hauser, "Frogs Into Princes" by Richard Bandler and John Grinder, "The Myth of the Rational Market" by Justin Fox, and "Buyology" by Martin Lindstrom.
March 24, 2018
Forced to read this by work. Cute little fable about penguins who are facing environmental changes and how only by changing themselves they can keep their colony alive. Super quick read.
November 29, 2015
丕賱賰鬲丕亘 爻賴賱 賵 亘爻賷胤 賵 賴賵 賲賳 賳賵毓賷丞 賰鬲亘 丕賱鬲賳賲賷丞 丕賱亘卮乇賷丞 賵 丕賱鬲賶 鬲毓鬲賲丿 毓賱賶 賯氐丞 賲乇賲夭丞 賱 噩匕亘 丕賴鬲賲丕賲 丕賱賯丕乇賶亍 丕賰孬乇 賲賳 賲噩乇丿 賰鬲丕亘 鬲賳賲賷丞 亘卮乇賷丞 匕賵 毓賳丕賵賷賳 乇卅賷爻賷丞 賵 毓賳丕賵賷賳 賮乇毓賷丞.....
丕賱賰鬲丕亘 賴賵 丕卮亘賴 亘 賰鬲丕亘 賵 賱賰賳 毓賱賶 賲爻鬲賵賶 community
丕賰亘乇 ..噩賲丕毓丞 賲賳 丕賱賳丕爻 賮賶 賮乇賷賯 丕賵 卮乇賰丞 丕賵 賲氐賳毓 丕賵 賲丿乇爻丞 .... 鬲噩賲毓 賲賳 丕賱賳丕爻 鬲乇鬲亘胤賴賲 賲氐丕賱丨 賵 賲賷賵賱 賲卮鬲乇賰丞
丕賱賰鬲丕亘 賷鬲丨丿孬 毓賳 囟乇賵乇丞 丕毓鬲賳丕賯 丕賱鬲睾賷賷乇 賱賰賷賱丕 鬲噩乇賮賳丕 丕賱丨賷丕丞 賵 鬲丨賵賱賳丕 賰 丕賱丿賷賳丕氐賵乇丕鬲 丕賵 賰 亘胤丕乇賷賯 噩亘賱賴賲 丕賱噩賱賷丿賶 賲賴丿丿 亘丕賱匕賵亘丕賳 賵 賴賲 賲賴丿丿賵賳 亘丕賱鬲卮鬲鬲 賵 丕賱囟賷丕毓 丕賳 賱賲 賷賰賳 丕賱賲賵鬲 ..賵 賰賷賮 丕爻鬲賵毓亘賵丕 丕賱鬲睾賷賷乇 賱賲乇丞 亘賱 賵 噩毓賱賵賴 賱丕丨賯丕 丕爻賱賵亘 丨賷丕丞
丕賱賰鬲丕亘 丕卮丕乇 丕賱賶 賰鬲丕亘賷賳 丕禺乇賷賳
爻兀丨丕賵賱 賯乇丕卅鬲賴賲 丕賳 爻賳丨鬲 賱賶 丕賱賮乇氐丞
丕賱賰鬲丕亘 丕賱賯丕丿賲 :
丕賱賰鬲丕亘 賴賵 丕卮亘賴 亘 賰鬲丕亘 賵 賱賰賳 毓賱賶 賲爻鬲賵賶 community
丕賰亘乇 ..噩賲丕毓丞 賲賳 丕賱賳丕爻 賮賶 賮乇賷賯 丕賵 卮乇賰丞 丕賵 賲氐賳毓 丕賵 賲丿乇爻丞 .... 鬲噩賲毓 賲賳 丕賱賳丕爻 鬲乇鬲亘胤賴賲 賲氐丕賱丨 賵 賲賷賵賱 賲卮鬲乇賰丞
丕賱賰鬲丕亘 賷鬲丨丿孬 毓賳 囟乇賵乇丞 丕毓鬲賳丕賯 丕賱鬲睾賷賷乇 賱賰賷賱丕 鬲噩乇賮賳丕 丕賱丨賷丕丞 賵 鬲丨賵賱賳丕 賰 丕賱丿賷賳丕氐賵乇丕鬲 丕賵 賰 亘胤丕乇賷賯 噩亘賱賴賲 丕賱噩賱賷丿賶 賲賴丿丿 亘丕賱匕賵亘丕賳 賵 賴賲 賲賴丿丿賵賳 亘丕賱鬲卮鬲鬲 賵 丕賱囟賷丕毓 丕賳 賱賲 賷賰賳 丕賱賲賵鬲 ..賵 賰賷賮 丕爻鬲賵毓亘賵丕 丕賱鬲睾賷賷乇 賱賲乇丞 亘賱 賵 噩毓賱賵賴 賱丕丨賯丕 丕爻賱賵亘 丨賷丕丞
丕賱賰鬲丕亘 丕卮丕乇 丕賱賶 賰鬲丕亘賷賳 丕禺乇賷賳
爻兀丨丕賵賱 賯乇丕卅鬲賴賲 丕賳 爻賳丨鬲 賱賶 丕賱賮乇氐丞
丕賱賰鬲丕亘 丕賱賯丕丿賲 :
November 27, 2008
It's not about global warming!
What would you do if you found out the community you live in and had been lived in by your ancestors for years was suddenly going to be non-existant? How would you handle it? What if you found out that the company you worked for had to undergo a major redesign? What if you had to implode all that you have known? Could you handle it? How would you handle it? This books give you 8 simple steps to make it through this process/this journey of change by telling a fable. What if you were a penguin and you found out that your iceberg was melting? What if you were the only one who realized this? Could you convince others of the need to change?
What would you do if you found out the community you live in and had been lived in by your ancestors for years was suddenly going to be non-existant? How would you handle it? What if you found out that the company you worked for had to undergo a major redesign? What if you had to implode all that you have known? Could you handle it? How would you handle it? This books give you 8 simple steps to make it through this process/this journey of change by telling a fable. What if you were a penguin and you found out that your iceberg was melting? What if you were the only one who realized this? Could you convince others of the need to change?
September 23, 2012
噩亘賱賳丕 丕賱噩賱賷丿賷 賷匕賵亘 ...乇賵丕賷丞 ...毓賳 丕賱亘胤丕乇賷賯 :))
賲賳 兀亘爻胤 賵兀毓賲賯 賲丕 賯丿 賯乇兀鬲 ...賵賰兀賳賴丕 賯氐丞 毓賳 丕賱賳賴囟丞 亘爻賱賵亘 賷賰丕丿 賷氐賱 賱賲爻鬲賵賶 丕賱乇賵丕卅賷 丕賱胤賮賵賱賷 ..
賱丕 丕爻鬲胤賷毓 丕賳 丕賯賵賲 亘丕賱賲賴丞 賵丨丿賷
1_賱賳 賳鬲丨丿 賲丕 丿丕賲 賰賱 賲賳丕 賷卮賷乇 廿賱賶 丕鬲噩丕賴 賲毓丕賰爻 賱睾賷乇賴
2_ 噩賲丕毓丞 丕賱亘胤丕乇賷賯 丕賱匕賷賳 賷乇賷丿賵賳 丕賱鬲睾賷賷乇 賵賷丐賲賳賵賳 亘囟乇賵乇鬲賴:
丕賱賳丕爻 賱賳 賷賮賴賲賵丕 賰賱賲丕鬲賳丕 丕賱賲賮賱爻賮丞 ...爻賳爻乇丿 賱賴賲 賰賱 丕賱兀賲乇 亘丿丕賷丞 亘兀爻卅賱丞 孬賲 爻賳乇賵賷 賱賴賲 丕賱賯氐丞 ..賯氐丞 丕賱鬲睾賷賷乇 賵丕賱丕賰鬲卮丕賮 .
亘丿兀 亘胤乇賷賯 亘爻乇丿 兀爻卅賱丞 毓賱賶 噩賲丕毓丞 丕賱亘胤丕乇賷賯 賵賰丕賳 賲丨賵乇 丕賱丕爻卅賱丞 賷丿賵乇 毓賲丕 賷丨鬲乇賲賵賳賴 賲賳 賯賷賲 賵賲丕 賷賰賳賵賴 賲賳 丕丨鬲乇丕賲 賱賱賲毓鬲賯丿丕鬲. 賰丕賳鬲 丕賱兀噩賵亘丞 賲賲鬲丕賱賷丞 (丕賱賳毓賲 ) 丨鬲賶 賵氐賱 賱賱爻丐丕賱 丕賱兀禺賷乇 丕賱賮丕氐賱 賱賷賯賳毓賴賲 丕賳 賲丕 賷丨賲賱賵賳賴 賲賳 賯賷賲 賱賳 賷鬲睾賷乇 賲毓 丕賱賵囟毓 丕賱噩丿賷丿 ..賵毓賳丿賲丕 爻兀賱賴賲 丕賱爻丐丕賱 ..
兀噩丕亘 亘毓囟 丕賱胤賷賵乇 丕賱鬲賷 賱丕 鬲鬲爻賲 亘丕賱匕賰丕亍 賵賱丕 賷賲賱賰賵賳 爻賵賶 賳睾賲丞 賳毓賲 賳毓賲 亘賯賵賱 (賳毓賲)賵賮噩兀丞 氐丕丨鬲 賵丕丨丿丞 賲賳 丕賱亘胤丕乇賷賯 賲賲賳 賷丐賲賳賵賳 亘丕賱賮賰乇丞 賯丕卅賱丞 (賱丕) 賱丕 賱丕 賱丕 賵爻乇毓丕賳 賲丕 兀賷丿賴丕 賮賷 匕賱賰 噩賲丕毓丞 賲賳 丕賱亘胤丕乇賷賯 賵亘胤丕乇賷賯 丌禺乇賷賳 氐睾丕乇 丕賱爻賳 .
亘毓丿 胤乇丨 丕賱兀賮賰丕乇 丕賱噩丿賷丿丞 賵丕賱鬲睾賷乇賷丞 賷賳賯爻賲 丕賱賳丕爻 廿賱賶 :
30% 丕賯鬲賳毓賵丕 亘丕賱賮賰乇丞 亘噩丿丕乇丞 賵卮毓乇賵丕 亘丕賱丕乇鬲賷丕丨
30% 賷丨丕賵賱賵賳 丕爻鬲賷毓丕亘 賲丕 爻賲毓賵賴 賵乇兀賵賴
20% 賮賷 睾丕賷丞 丕賱丨賷乇丞 賵丕賱丕乇鬲亘丕賰
10% 賲鬲卮賰賰賷賳 賮賷 丕賱兀賲乇
10% 賲賯鬲賳毓賷賳 亘兀貙 賰賱 賲丕 賷丨丿孬 爻禺賮 賵毓亘孬
賱賱丌賳 乇賰夭鬲 丕賱乇賵丕賷丞 毓賱賶
_ 賰賷賮賷丞 鬲卮賰賷賱 賮乇賷賯 匕賵 賲賴丕乇丞 賱賯賷丕丿丞 丕賱鬲睾賷賷乇
_賰賷賮賷丞 丕賱鬲毓丕賲賱 賲毓 賵丕賯毓 賱丕 賷爻賲毓 賱賱丕賮賰丕乇 丕賱噩丿賷丿丞 .
_囟乇賵乇丞 丕賱鬲毓丕賵賳
_廿賷噩丕丿 丨賱賵賱 賱賱毓賯亘丕鬲 .
丕賱鬲毓賱賲 賲賳 兀噩賳丕爻 賲禺鬲賱賮丞 毓賳 丕賱亘胤丕乇賷賯 賱兀禺匕 賲丕 賷賮賷亘丿 賮賷 毓賲賱賷丞 丕賱鬲睾賷賷乇 .
賵賱賱賯氐丞 亘賯賷丞 .丨賷賳賲丕 丕賳鬲賴賷 賲賳 賯乇丕亍丞 丕賱乇賵丕賷丞 亘卮賰賱 賰丕賲賱
22-9-2012
賲賳 兀亘爻胤 賵兀毓賲賯 賲丕 賯丿 賯乇兀鬲 ...賵賰兀賳賴丕 賯氐丞 毓賳 丕賱賳賴囟丞 亘爻賱賵亘 賷賰丕丿 賷氐賱 賱賲爻鬲賵賶 丕賱乇賵丕卅賷 丕賱胤賮賵賱賷 ..
賱丕 丕爻鬲胤賷毓 丕賳 丕賯賵賲 亘丕賱賲賴丞 賵丨丿賷
1_賱賳 賳鬲丨丿 賲丕 丿丕賲 賰賱 賲賳丕 賷卮賷乇 廿賱賶 丕鬲噩丕賴 賲毓丕賰爻 賱睾賷乇賴
2_ 噩賲丕毓丞 丕賱亘胤丕乇賷賯 丕賱匕賷賳 賷乇賷丿賵賳 丕賱鬲睾賷賷乇 賵賷丐賲賳賵賳 亘囟乇賵乇鬲賴:
丕賱賳丕爻 賱賳 賷賮賴賲賵丕 賰賱賲丕鬲賳丕 丕賱賲賮賱爻賮丞 ...爻賳爻乇丿 賱賴賲 賰賱 丕賱兀賲乇 亘丿丕賷丞 亘兀爻卅賱丞 孬賲 爻賳乇賵賷 賱賴賲 丕賱賯氐丞 ..賯氐丞 丕賱鬲睾賷賷乇 賵丕賱丕賰鬲卮丕賮 .
亘丿兀 亘胤乇賷賯 亘爻乇丿 兀爻卅賱丞 毓賱賶 噩賲丕毓丞 丕賱亘胤丕乇賷賯 賵賰丕賳 賲丨賵乇 丕賱丕爻卅賱丞 賷丿賵乇 毓賲丕 賷丨鬲乇賲賵賳賴 賲賳 賯賷賲 賵賲丕 賷賰賳賵賴 賲賳 丕丨鬲乇丕賲 賱賱賲毓鬲賯丿丕鬲. 賰丕賳鬲 丕賱兀噩賵亘丞 賲賲鬲丕賱賷丞 (丕賱賳毓賲 ) 丨鬲賶 賵氐賱 賱賱爻丐丕賱 丕賱兀禺賷乇 丕賱賮丕氐賱 賱賷賯賳毓賴賲 丕賳 賲丕 賷丨賲賱賵賳賴 賲賳 賯賷賲 賱賳 賷鬲睾賷乇 賲毓 丕賱賵囟毓 丕賱噩丿賷丿 ..賵毓賳丿賲丕 爻兀賱賴賲 丕賱爻丐丕賱 ..
兀噩丕亘 亘毓囟 丕賱胤賷賵乇 丕賱鬲賷 賱丕 鬲鬲爻賲 亘丕賱匕賰丕亍 賵賱丕 賷賲賱賰賵賳 爻賵賶 賳睾賲丞 賳毓賲 賳毓賲 亘賯賵賱 (賳毓賲)賵賮噩兀丞 氐丕丨鬲 賵丕丨丿丞 賲賳 丕賱亘胤丕乇賷賯 賲賲賳 賷丐賲賳賵賳 亘丕賱賮賰乇丞 賯丕卅賱丞 (賱丕) 賱丕 賱丕 賱丕 賵爻乇毓丕賳 賲丕 兀賷丿賴丕 賮賷 匕賱賰 噩賲丕毓丞 賲賳 丕賱亘胤丕乇賷賯 賵亘胤丕乇賷賯 丌禺乇賷賳 氐睾丕乇 丕賱爻賳 .
亘毓丿 胤乇丨 丕賱兀賮賰丕乇 丕賱噩丿賷丿丞 賵丕賱鬲睾賷乇賷丞 賷賳賯爻賲 丕賱賳丕爻 廿賱賶 :
30% 丕賯鬲賳毓賵丕 亘丕賱賮賰乇丞 亘噩丿丕乇丞 賵卮毓乇賵丕 亘丕賱丕乇鬲賷丕丨
30% 賷丨丕賵賱賵賳 丕爻鬲賷毓丕亘 賲丕 爻賲毓賵賴 賵乇兀賵賴
20% 賮賷 睾丕賷丞 丕賱丨賷乇丞 賵丕賱丕乇鬲亘丕賰
10% 賲鬲卮賰賰賷賳 賮賷 丕賱兀賲乇
10% 賲賯鬲賳毓賷賳 亘兀貙 賰賱 賲丕 賷丨丿孬 爻禺賮 賵毓亘孬
賱賱丌賳 乇賰夭鬲 丕賱乇賵丕賷丞 毓賱賶
_ 賰賷賮賷丞 鬲卮賰賷賱 賮乇賷賯 匕賵 賲賴丕乇丞 賱賯賷丕丿丞 丕賱鬲睾賷賷乇
_賰賷賮賷丞 丕賱鬲毓丕賲賱 賲毓 賵丕賯毓 賱丕 賷爻賲毓 賱賱丕賮賰丕乇 丕賱噩丿賷丿丞 .
_囟乇賵乇丞 丕賱鬲毓丕賵賳
_廿賷噩丕丿 丨賱賵賱 賱賱毓賯亘丕鬲 .
丕賱鬲毓賱賲 賲賳 兀噩賳丕爻 賲禺鬲賱賮丞 毓賳 丕賱亘胤丕乇賷賯 賱兀禺匕 賲丕 賷賮賷亘丿 賮賷 毓賲賱賷丞 丕賱鬲睾賷賷乇 .
賵賱賱賯氐丞 亘賯賷丞 .丨賷賳賲丕 丕賳鬲賴賷 賲賳 賯乇丕亍丞 丕賱乇賵丕賷丞 亘卮賰賱 賰丕賲賱
22-9-2012
January 29, 2019
A story that helps people to handle any unexpected situations in a much calmer way. A note at the end suggests reading the book as many times as possible. I agree with it. If you have not gotten an opportunity to practice the recommended framework, then reading it multiple times would help to recap. Each time you may be quicker to go through than the previous time.
The fable form makes it a good choice of book for young children.
The fable form makes it a good choice of book for young children.
February 17, 2011
丕噩賲賱 卮賷亍 賮賷 賴匕丕 丕賱賰鬲丕亘 丕賳 丕賱亘胤乇賷賯 賷賲賰賳 丕賳 賷賯丿賲 毓乇囟丕賸 賱賱亘胤丕乇賷賯 丕賱丕禺乇賶 亘賵丕爻胤丞 丕賱亘丕賵乇 亘賵賷賳鬲 !!!
賰鬲丕亘 賷鬲丨丿孬 毓賳 丕賴賲賷丞 丕賱鬲睾賷賷乇 ( 丕賳 賰丕賳 賱丕 亘丿 賲賳賴 ) 鬲丨鬲 丕賷 馗乇賮 賵 賮賷 丕賷 賲賰丕賳 卮乇胤 鬲賵賮乇 丕賱丕乇丕丿丞 賵 丕賱賳賷丞.
丕賳氐丨 亘賯乇丕卅鬲賴 賱賮丕卅丿鬲賴 丕賱噩賲丞 賱賲禺鬲賱賮 丕賱丕卮禺丕氐 丕賱匕賷賳 賷毓賲賱賵賳 賮賷 賰丕賮丞 賲噩丕賱丕鬲 丕賱丨賷丕丞.
賰鬲丕亘 賷鬲丨丿孬 毓賳 丕賴賲賷丞 丕賱鬲睾賷賷乇 ( 丕賳 賰丕賳 賱丕 亘丿 賲賳賴 ) 鬲丨鬲 丕賷 馗乇賮 賵 賮賷 丕賷 賲賰丕賳 卮乇胤 鬲賵賮乇 丕賱丕乇丕丿丞 賵 丕賱賳賷丞.
丕賳氐丨 亘賯乇丕卅鬲賴 賱賮丕卅丿鬲賴 丕賱噩賲丞 賱賲禺鬲賱賮 丕賱丕卮禺丕氐 丕賱匕賷賳 賷毓賲賱賵賳 賮賷 賰丕賮丞 賲噩丕賱丕鬲 丕賱丨賷丕丞.
May 30, 2012
賰鬲丕亘 乇丕卅毓 睾賷乇 賰孬賷乇 賲賳 丕賱賲賮丕賴賷賲
兀賳氐丨 亘賴 賰賱 賲賳 賷爻毓賶 賱廿丨丿丕孬 鬲睾賷賷乇 賳丕噩丨
兀賳氐丨 亘賴 賰賱 賲賳 賷爻毓賶 賱廿丨丿丕孬 鬲睾賷賷乇 賳丕噩丨
March 9, 2018
explains change management/leading change with such simple stories. funny and refreshing
January 25, 2023
I had to read this book in preparation for a mandatory work retreat. Enough said.
April 17, 2024
I had to read this as it was part of my module reading list. A three star rating because its cute and easy to get through. Read it in one sitting. But I can only imagine how irritating it would be to be forced to read this in a corporate setting and have trainings based on it. So, I don't mind but good luck to y'all.
March 31, 2012
I'm not sure what to say about this book. We were given copies of this book by our management team at work in connection with a pending divisional restructure. I think the book was intended to help us adapt to change but I don't really see a parallel between the fabricated and factually flawed fable of penguins on a melting iceberg and what we are facing at work.
The author actually did a good job of covering known facts about Emperor Penguins (e.g. their diving depth, lung capacity, and reliance on numbers for warmth) but he neglected one crucial fact that destroys the premise of his fable. Emperor Penguins are already nomadic; migrating up to 280 km each year to breed. (As found on this website of penguin facts: )
Kotter should have also consulted the facts about icebergs. The average life cycle of an iceberg is 3 to 6 years. Given that this species of penguin reaches breeding age at around four years of age, mature penguins wouldn't really have the concept of a long-term or permanent home on such a temporary structure. (As found on the HowStuffWorks website: )
That being said, we can proceed as if the tenants of the story are factually based and there is a population of Emperor Penguins who have always lived on the same iceberg and never migrate. Now that iceberg is "melting" (actually, the threat of breaking apart at fault lines would pose the more imminent threat) and the penguins need to agree first on what is happening and then on a course of action.
I certainly didn't like the penguin named NoNo (the naysayer) but I also didn't like one of the apparent heroes (or in this case heroine). Alice was portrayed as the aggressive, go-getter on the council who made things happen. By the end of the story, it becomes clear that without Alice the "new vision" would never have been realized. However, she is impatient and rude; habitually cutting off the professor and not willing to hear his lengthy explanations or theories. She was a fear-monger who sold the concepts of imminent danger and immediate threat to scare people into action. Alice also mounted a propaganda campaign and quickly moved to shut down dissension in the ranks.
I also find it interesting that the author did a "bait and switch" in the story. From the outset, we had a group of complacent penguins who have to deal with the danger of a melting, cracking iceberg (which by the way, was never demonstrated or validated in the story). By the end of the story, the penguins found a safe and suitable replacement habitat but were constantly looking for a better one each year; having developed a group who thrives on constant change.
As a side note, I did not appreciate the misuse of the word "skeptical" in this story. Skeptics were portrayed as doubter and naysayers but that is not an accurate use of the word. When a person is skeptical, they follow wherever the evidence leads. As quoted on the etymology dictionary website, "Skeptic does not mean him who doubts, but him who investigates or researches as opposed to him who asserts and thinks that he has found." [Miguel de Unamuno, 'Essays and Soliloquies,' 1924]. (As found online at ) A more appropriate word in this story would have been either "dogmatist" or "denier".
In the end, I don't think this story is an accurate reflection of what we are facing at work and I would have appreciated more serious and more scholarly books on the subject. The best thing about Kotter's book was that it was short and easy to read but that was also its downfall. This is the kind of book that you might give to people who are uneducated, ignorant, and not very literate.
I have no doubt that there are books that better deal with the issues of globalization, outsourcing, and restructuring. I will try to find and read some of those and would also welcome any recommendations. I would prefer material that is not dumbed down to the masses and ideally, that would be backed with reliable research and data.
February 14, 2014
爻兀丨丕賵賱 賰鬲丕亘丞 兀賮賰丕乇 賲卮鬲鬲丞 賲爻鬲禺乇噩丞 賲賳 丕賱賰鬲丕亘
賰賳 廿賷噩丕亘賷丕 賵 孬賯 亘賳賮爻賰 毓賳丿賲丕 鬲乇賶 禺胤兀 賲丕 賮毓賱賷賰 賲丨丕賵賱丞 丕氐賱丕丨賴.
賱丕 鬲鬲賯丿賲 賱丕鬲禺丕匕 禺胤賵丞 毓賲賱賷丞 廿賱丕 亘毓丿 兀賳 鬲丨囟乇 賰賱 丕賱亘乇丕賴賷賳 丕賱賱丕夭賲丞 毓賱賶 氐丨丞 乇兀賷賰 亘賲丕 賱丕 賷丿毓 兀賶 賲噩丕賱 賱賱卮賰 賱丿賶 丕賱丌禺乇賷賳
鬲賵賯毓 兀賳 丕賱噩賲賷毓 賱賷爻 賲賳 丕賱賲賮鬲乇囟 兀賳 賷鬲丨賲爻賵丕 賱賰. 爻賷賵噩丿 丕賱賲鬲賰亘乇 丕賱匕賶 賱丕 賷爻鬲賲毓 賱乇兀賶 丕賱丌禺乇賷賳, 賵 丕賱賲鬲賰賱爻 丕賱賲毓丕丿賶 賱賱兀賮賰丕乇 丕賱噩丿賷丿丞, 賵 丕賱睾賷乇 賲賰鬲乇孬 丕賱賰爻賵賱, 賵 丕賱匕賶 賷賴賵賶 丕賱噩丿丕賱 丕賱賰孬賷乇 賱賲噩乇丿 丕賱噩丿丕賱 賵 丨爻亘. 賰賱 賴丐賱丕亍 爻賷賰賵賳賵賳 毓賯亘丞 賮賶 胤乇賷賯賰
丕禺鬲乇 卮禺氐 賮賶 丿丕卅乇丞 氐賳丕毓丞 丕賱賯乇丕乇 賷鬲爻賲 亘丕賱賲賵囟賵毓賷丞 賵 丕賱鬲賮鬲丨 賵 賯賵丞 丕賱卮禺氐賷丞 丕賱賱丕夭賲丞 賱丿賮毓 賯乇丕乇賰 毓賱賶 賲丕卅丿丞 丕賱賳賯丕卮
賳馗乇丕 賱丕禺鬲賱丕賮 丕賱毓賯賱賷丕鬲 賮丨丕賵賱 鬲亘爻賷胤 賮賰乇鬲賰 毓賳丿 毓乇囟賴丕 賵 丨亘匕丕 賱賵 丕爻鬲禺丿賲鬲 兀賲孬賱丞 賵 賳锟斤拷丕匕噩 鬲噩乇亘賷丞 賵 鬲噩丕乇亘 毓賲賱賷丞 鬲賵囟丨 丕賱賮賰乇丞 亘丕賱賲卮丕賴丿丞
爻鬲噩丿 賲賳 丿丕禺賱 氐丕賳毓賶 丕賱賯乇丕乇 賲賳 賷丨丕賵賱 丕賮卮丕賱賰 丿丕卅賲丕 賵 賷鬲禺匕 丕賱兀賲乇 毓賱賶 賲丨賲賱 卮禺氐賶 賵 賷噩毓賱 丕賮卮丕賱賰 賯囟賷丞 丨賷賵賷丞 亘丕賱賳爻亘丞 廿賱賷賴
毓賳丿 毓乇囟 丕賱兀賲乇 毓賱賶 丕賱噩賲賴賵乇 賷噩亘 賲乇丕毓丕丞 毓賯賱賷鬲賴賲 賵 丕賱亘丿亍 亘禺胤丕亘 毓丕胤賮賶 賷匕賷亘 丕賱噩賱賷丿 亘賷賳賰 賵 亘賷賳賴賲 賵 賷丨賲爻賴賲 賱賱賮賰乇丞 孬賲 鬲丿禺賱 賮賶 丕賱賮賰乇丞 鬲丿乇賷噩賷丕 亘亘爻丕胤丞 賵 賷爻乇
丕賱噩賲賴賵乇 爻賷賰賵賳 賲賳賴 噩夭亍 賲賯鬲賳毓 賵 噩夭亍 賲鬲卮賰賰 賵 噩夭亍 乇丕賮囟 賱賱鬲睾賷賷乇. 毓賱賷賰 賰爻亘 丕賱噩夭亍 丕賱賲鬲卮賰賰 賰賶 鬲賰賵賳 兀睾賱亘賷丞 賮賶 賲賵丕噩賴丞 丕賱噩夭亍 丕賱乇丕賮囟 賱賱鬲睾賷賷乇
毓賳丿 鬲賰賵賷賳 賮乇賷賯 毓賲賱. 丕賳馗乇 賮賶 賲賴丕乇丕鬲賴賲 賵 丕禺鬲乇賴丕 亘毓賳丕賷丞 賵 賱鬲賰賳 賲賴丕乇丕鬲 賲禺鬲賱賮丞 賰賶 賷丨丿孬 賮賷賲丕 亘賷賳賴賲 鬲賰丕賲賱.
賮乇賷賯 丕賱毓賲賱 胤亘賷毓賶 兀賳 賷賰賵賳 睾賷乇 賲鬲噩丕賳爻 賱丕禺鬲賱丕賮 丕賱毓賯賱賷丕鬲 賵 丕賱賲賴丕乇丕鬲. 賱匕丕 毓賱賷賰 賮賶 丕賱亘丿丕賷丞 禺賱賯 賴匕丕 丕賱鬲噩丕賳爻 賮賷賲丕 亘賷賳賴賲 賵 丕毓胤丕亍賴賲 鬲丿乇賷亘丕 爻乇賷毓丕 毓賱賶 丕賱毓賲賱 丕賱噩賲丕毓賶
爻鬲賯賵賲 亘賲毓賱 毓氐賮 匕賴賳賶 賮賶 賮乇賷賯 丕賱毓賲賱 丨賵賱 丕賱賵爻丕卅賱 丕賱賲賳丕爻亘丞 賱鬲丨賯賷賯 丕賱賮賰乇丞 賵 賲賳丕賯卮丞 賰賱 丕賱賵爻丕卅賱 丕賱賲胤乇賵丨丞. 丨丕賵賱 丕賱禺乇賵噩 禺丕乇噩 丕賱氐賳丿賵賯 丕賱禺丕氐 亘賰賲 賵 鬲胤毓賷賲 丕賱兀賲乇 亘賵爻丕卅賱 賵 兀賮賰丕乇 賲賳 禺丕乇噩 丕賱亘賷卅丞 丕賱賲睾賱賯丞 丕賱禺丕氐丞 亘賰賲
毓賳丿 丕鬲賮丕賯賰賲 毓賱賶 丕賱賵爻賷賱丞 丕賱賲賳丕爻亘丞 爻賷丨丿孬 賳賯丕卮 丨賵賱 賰賱 噩賵丕賳亘賴丕 賱賱鬲兀賰丿 賲賳 爻賱丕賲鬲賴丕賵 氐賱丕丨賷鬲賴丕 賱賱鬲胤亘賷賯
亘毓丿賴丕 爻賷鬲賲 毓乇囟 丕賱賵爻賷賱丞 毓賱賶 丕賱噩賲賴賵乇 賵 丕賯賳丕毓賴 亘鬲亘賳賶 鬲賱賰 丕賱賵爻賷賱丞. 爻賷丿禺賱 賮賶 匕賱賰 賲丨丕囟乇丕鬲 鬲丨賮賷夭賷丞 賵 丨賲賱丕鬲 丿毓丕卅賷丞 賰亘賷乇丞
爻鬲噩丿 賲賳 賯丕賲 亘賲毓丕乇囟鬲賰 賮賶 丕賱亘丿丕賷丞 賷丨丕賵賱 丕爻鬲睾賱丕賱 丕賱氐毓賵亘丕鬲 丕賱鬲賶 鬲賵丕噩賴 丕賱賮賰乇丞 賮賶 丕賱鬲乇賵賷噩 賱賮卮賱賴丕 賵 賷爻毓賶 丿丕卅賲丕 賮賶 丕賱丕鬲噩丕賴 丕賱賲囟丕丿
匕賱賰 丕賱胤乇賮 丕賱匕賶 賷丨丕賵賱 丕賮卮丕賱賰 毓賳丿賲丕 賷賮卮賱 賮賶 賲賵丕噩賴鬲賰 亘丕賱丨噩噩 賵 丕賱兀丿賱賷丞 爻賷丨丕賵賱 丕孬丕乇丞 丕賱賯賱丕卅賱 賵 賵囟毓 丕賱毓乇丕賯賷賱 賵 丕禺鬲賱丕賯 丕賱丕卮丕毓丕鬲 賵 亘孬 丕賱賲禺丕賵賮 賮賶 丕賱賲噩鬲賲毓 囟丿 賮賰乇鬲賰 賲丨丕賵賱丕 鬲孬亘賷胤賰 賵 丕丨丿丕孬 鬲丌賰賱 賮賶 丕賱賰鬲賱丞 丕賱賲丐賷丿丞 賱賰. 爻賷爻鬲禺丿賲 賰賱 賵爻賷賱丞 賱賲賳毓賰 賵 爻賷鬲賵丕胤兀 賲毓賴 兀賳丕爻 睾賷乇 賲賯鬲賳毓賵賳 亘賮賰乇鬲賰.
賷噩亘 賲賵丕噩賴丞 匕賱賰 丕賱兀賲乇 亘丨夭賲 卮丿賷丿 賵 亘丕爻賱賵亘 賲亘丕卮乇. 賷賳亘睾賶 丕賱毓賲賱 毓賱賶 丕賮卮丕賱 禺胤胤 丕賮卮丕賱 丕賱賮賰乇丞 丕賱噩丿賷丿丞 毓賳 胤乇賷賯 丕賱賲賵丕噩賴丞 丕賱賲亘丕卮乇丞 毓賱賶 丕賱兀乇囟 賲毓 賴匕丕 丕賱胤乇賮 丕賱賲卮睾亘 賵 丕賱丕賳鬲卮丕乇 亘賷賳 丕賱賳丕爻 賵 丕夭丕賱丞 賲禺丕賵賮賴賲 亘丕賱賳賯丕卮 賵 鬲賮賳賷丿 賰賱 鬲賱賰 丕賱賲夭丕毓賲 丕賱賰丕匕亘丞
賷噩亘 丕卮乇丕賰 丕賱賲噩鬲賲毓 賮賶 丕賱毓賲賱 毓賱賶 丕賱賮賰乇丞 亘丨賷孬 鬲賰賵賳 賯囟賷丞 丕賱賲噩鬲賲毓 亘賰賱 賮卅丕鬲賴 丨鬲賶 丕賱兀胤賮丕賱 賷噩亘 兀賳 賷賰賵賳 賱賴賲 丿賵乇
賷噩亘 丕丨乇丕夭 賳氐乇 氐睾賷乇 賮賶 丕賱胤乇賷賯 賱鬲丨賯賷賯 丕賱賮賰乇丞 丨鬲賶 鬲丨丕賮馗 毓賱賶 毓丿丿 丕賱賲丐賷丿賷賳 賱賴丕 賵 鬲賰鬲爻亘 兀乇囟 噩丿賷丿丞 賲賳 丕賱賲鬲卮賰賰賷賳 賵 丕賱賲毓丕乇囟賷賳. 丕賱賮賰乇丞 廿賳 賱賲 鬲孬亘鬲 兀賳賴丕 賯丕亘賱丞 賱賱鬲胤亘賷賯 賮爻鬲賳鬲賴賶 丨鬲賲丕
丕卮乇丕賰 噩賲賷毓 賮卅丕鬲 丕賱賲賳馗賵賲丞 兀賵 丕賱賲噩鬲賲毓 賮賶 丕賱毓賲賱 賱鬲丨賯賷賯 丕賱賮賰乇丞 賷兀鬲賶 賱賰 亘兀賮賰丕乇 丕亘丿丕毓賷丞 乇亘賲丕 鬲兀鬲賶 賲賳 兀氐睾乇 丕賱賮卅丕鬲 兀賵 兀賯賱賴丕 卮兀賳丕. 賯賲 亘鬲賳賮賷匕 丕賱兀賮賰丕乇 丕賱賲亘丿毓丞 賵 賰丕賮賶亍 氐丕丨亘賴丕 賰賶 鬲賰賵賳 丨丕賮夭丕 賱賴 賵 賱賱丌禺乇賷賳 毓賱賶 丕賱噩丿 賮賶 丕賱毓賲賱
賷賳亘睾賶 賲賳丕賯卮丞 噩賲賷毓 丕賱兀胤乇賵丨丕鬲 賮賶 賲乇丕丨賱 丕賱毓賲賱 賵 丕爻鬲賷賮丕亍 賰丕賮丞 噩賵丕賳亘賴丕.
賷賳亘睾賶 毓丿賲 丕賱鬲賴丕賵賳 賵 鬲乇賰 夭賲丕賲 爻賷乇 丕賱毓賲賱 賱賷賲賷賱 賳丨賵 丕賱鬲乇丕禺賷. 亘賱 賴賳丕賰 噩丿賵賱 賲賵丕毓賷丿 賲丨丿丿 賷賳亘睾賶 丕賱賵賮丕亍 亘賴 賵丕賱囟睾胤 賮賶 匕賱賰 丕賱丕鬲噩丕賴
賮賶 兀毓囟丕亍 丕賱賮乇賷賯 賲賳 丕賱噩賷丿 兀賳 賷賰賵賳 賱丿賷賰 賵丕噩賴丞 丕毓賱丕賲賷丞 丿丕賮卅丞 鬲爻鬲胤賷毓 丕賱鬲毓丕賲賱 賲毓 丕賱噩賲賴賵乇 賵 賰爻亘 孬賯鬲賴 賵 鬲毓丕胤賮賴 賵 丕賱丨賮丕馗 毓賱賶 丨賲丕爻賴
兀孬賳丕亍 丕賱鬲賳賮賷匕 賱賱禺胤丞 賱賳 賷禺賱賵 丕賱兀賲乇 賲賳 賲卮丕賰賱 賵 賷毓鬲賲丿 鬲賯賱賷賱 丕賱賲卮丕賰賱 毓賱賶 丨賰賲丞 丕賱賯賷丕丿丞 賵 禺亘乇鬲賴丕 賮賶 賲毓丕賱噩丞 丕賱兀賲賵乇 賮賶 賵賯鬲賴丕
丕賱兀賲乇 賱丕 賷鬲賵賯賮 毓賳丿 丕賱丕賳鬲賴丕亍 賲賳 丕賱鬲賳賮賷匕. 亘賱 賷賱丨賯賴 鬲胤賵賷乇丕鬲 賮賶 丕賱賮賰乇丞 賵 賲鬲丕亘毓丞 賱賴丕 賱囟賲丕賳 毓丿賲 鬲賰乇乇 丕賱賲卮賰賱丞 賮賶 丕賱賲爻鬲賯亘賱 賵 丕賱丕賳鬲賯丕賱 賲賳 胤賵乇 鬲賮丕丿賶 丕賱禺爻丕乇丞 廿賱賶 胤賵乇 噩賳賶 丕賱兀乇亘丕丨
賱丕 鬲丿毓 丕賱毓丕丿丕鬲 賵 丕賱鬲賯丕賱賷丿 鬲賯賮 丨丕卅賱丕 兀賲丕賲 丕賱鬲胤賵乇 賮賲賳 爻賲丕鬲 丕賱鬲胤賵乇 兀賳賴 賮賶 毓丿丕亍 丿丕卅賲 賲毓 丕賱毓丕丿丕鬲 賵 丕賱鬲賯丕賱賷丿 賱兀賳 丕賱毓丕丿丕鬲 賵 丕賱鬲賯丕賱賷丿 賵賱賷丿丞 毓賵丕賲賱 丕賱亘賷卅丞 賮廿匕丕 胤賵乇鬲 賮賶 丕賱亘賷卅丞 鬲丨鬲賲 毓賱賷賰 鬲睾賷賷乇賴丕
丕賱鬲賵丕囟毓 爻賲鬲 丕賱賯丕卅丿 丕賱賳丕噩丨 賵 丕賱睾乇賵乇 賷丐丿賶 廿賱賶 丕賱賮卮賱. 賯丕毓丿丞
賷噩亘 丕賱丨賮丕馗 毓賱賶 爻乇賷丕賳 丕賱禺亘乇丕鬲 丕賱賲鬲噩丿丿丞 賲賳 丕賱兀噩賷丕賱 丕賱賰亘乇賶 廿賱賶 丕賱兀噩賷丕賱 丕賱兀氐睾乇
爻賷亘賯賶 賴賳丕賰 賲毓丕乇囟賵賳 賱賱鬲睾賷賷乇 賱賱兀亘丿, 賱丕 鬲鬲賵賯毓 兀賳 賷賰賵賳 丕賱賰賱 賲毓賰. 賱丕 鬲亘鬲兀爻 賷丕 氐丿賷賯賶 ... 丕賱賲賴賲 兀賳 鬲丨丕氐乇賴賲 賮賶 丿賵乇 丕賱賲毓丕乇囟丞 賵 賱丕 鬲丿毓 賱賴賲 丕賱賲噩丕賱 賱賰爻亘 兀賶 兀乇囟賷丞 鬲賲賰賳賴賲 賲賳 丕毓丕丿丞 毓賯丕乇亘 丕賱爻丕毓丞 廿賱賶 丕賱賵乇丕亍. 鬲匕賰乇 賴匕賴 噩賷丿丕
兀.赖赌
賰賳 廿賷噩丕亘賷丕 賵 孬賯 亘賳賮爻賰 毓賳丿賲丕 鬲乇賶 禺胤兀 賲丕 賮毓賱賷賰 賲丨丕賵賱丞 丕氐賱丕丨賴.
賱丕 鬲鬲賯丿賲 賱丕鬲禺丕匕 禺胤賵丞 毓賲賱賷丞 廿賱丕 亘毓丿 兀賳 鬲丨囟乇 賰賱 丕賱亘乇丕賴賷賳 丕賱賱丕夭賲丞 毓賱賶 氐丨丞 乇兀賷賰 亘賲丕 賱丕 賷丿毓 兀賶 賲噩丕賱 賱賱卮賰 賱丿賶 丕賱丌禺乇賷賳
鬲賵賯毓 兀賳 丕賱噩賲賷毓 賱賷爻 賲賳 丕賱賲賮鬲乇囟 兀賳 賷鬲丨賲爻賵丕 賱賰. 爻賷賵噩丿 丕賱賲鬲賰亘乇 丕賱匕賶 賱丕 賷爻鬲賲毓 賱乇兀賶 丕賱丌禺乇賷賳, 賵 丕賱賲鬲賰賱爻 丕賱賲毓丕丿賶 賱賱兀賮賰丕乇 丕賱噩丿賷丿丞, 賵 丕賱睾賷乇 賲賰鬲乇孬 丕賱賰爻賵賱, 賵 丕賱匕賶 賷賴賵賶 丕賱噩丿丕賱 丕賱賰孬賷乇 賱賲噩乇丿 丕賱噩丿丕賱 賵 丨爻亘. 賰賱 賴丐賱丕亍 爻賷賰賵賳賵賳 毓賯亘丞 賮賶 胤乇賷賯賰
丕禺鬲乇 卮禺氐 賮賶 丿丕卅乇丞 氐賳丕毓丞 丕賱賯乇丕乇 賷鬲爻賲 亘丕賱賲賵囟賵毓賷丞 賵 丕賱鬲賮鬲丨 賵 賯賵丞 丕賱卮禺氐賷丞 丕賱賱丕夭賲丞 賱丿賮毓 賯乇丕乇賰 毓賱賶 賲丕卅丿丞 丕賱賳賯丕卮
賳馗乇丕 賱丕禺鬲賱丕賮 丕賱毓賯賱賷丕鬲 賮丨丕賵賱 鬲亘爻賷胤 賮賰乇鬲賰 毓賳丿 毓乇囟賴丕 賵 丨亘匕丕 賱賵 丕爻鬲禺丿賲鬲 兀賲孬賱丞 賵 賳锟斤拷丕匕噩 鬲噩乇亘賷丞 賵 鬲噩丕乇亘 毓賲賱賷丞 鬲賵囟丨 丕賱賮賰乇丞 亘丕賱賲卮丕賴丿丞
爻鬲噩丿 賲賳 丿丕禺賱 氐丕賳毓賶 丕賱賯乇丕乇 賲賳 賷丨丕賵賱 丕賮卮丕賱賰 丿丕卅賲丕 賵 賷鬲禺匕 丕賱兀賲乇 毓賱賶 賲丨賲賱 卮禺氐賶 賵 賷噩毓賱 丕賮卮丕賱賰 賯囟賷丞 丨賷賵賷丞 亘丕賱賳爻亘丞 廿賱賷賴
毓賳丿 毓乇囟 丕賱兀賲乇 毓賱賶 丕賱噩賲賴賵乇 賷噩亘 賲乇丕毓丕丞 毓賯賱賷鬲賴賲 賵 丕賱亘丿亍 亘禺胤丕亘 毓丕胤賮賶 賷匕賷亘 丕賱噩賱賷丿 亘賷賳賰 賵 亘賷賳賴賲 賵 賷丨賲爻賴賲 賱賱賮賰乇丞 孬賲 鬲丿禺賱 賮賶 丕賱賮賰乇丞 鬲丿乇賷噩賷丕 亘亘爻丕胤丞 賵 賷爻乇
丕賱噩賲賴賵乇 爻賷賰賵賳 賲賳賴 噩夭亍 賲賯鬲賳毓 賵 噩夭亍 賲鬲卮賰賰 賵 噩夭亍 乇丕賮囟 賱賱鬲睾賷賷乇. 毓賱賷賰 賰爻亘 丕賱噩夭亍 丕賱賲鬲卮賰賰 賰賶 鬲賰賵賳 兀睾賱亘賷丞 賮賶 賲賵丕噩賴丞 丕賱噩夭亍 丕賱乇丕賮囟 賱賱鬲睾賷賷乇
毓賳丿 鬲賰賵賷賳 賮乇賷賯 毓賲賱. 丕賳馗乇 賮賶 賲賴丕乇丕鬲賴賲 賵 丕禺鬲乇賴丕 亘毓賳丕賷丞 賵 賱鬲賰賳 賲賴丕乇丕鬲 賲禺鬲賱賮丞 賰賶 賷丨丿孬 賮賷賲丕 亘賷賳賴賲 鬲賰丕賲賱.
賮乇賷賯 丕賱毓賲賱 胤亘賷毓賶 兀賳 賷賰賵賳 睾賷乇 賲鬲噩丕賳爻 賱丕禺鬲賱丕賮 丕賱毓賯賱賷丕鬲 賵 丕賱賲賴丕乇丕鬲. 賱匕丕 毓賱賷賰 賮賶 丕賱亘丿丕賷丞 禺賱賯 賴匕丕 丕賱鬲噩丕賳爻 賮賷賲丕 亘賷賳賴賲 賵 丕毓胤丕亍賴賲 鬲丿乇賷亘丕 爻乇賷毓丕 毓賱賶 丕賱毓賲賱 丕賱噩賲丕毓賶
爻鬲賯賵賲 亘賲毓賱 毓氐賮 匕賴賳賶 賮賶 賮乇賷賯 丕賱毓賲賱 丨賵賱 丕賱賵爻丕卅賱 丕賱賲賳丕爻亘丞 賱鬲丨賯賷賯 丕賱賮賰乇丞 賵 賲賳丕賯卮丞 賰賱 丕賱賵爻丕卅賱 丕賱賲胤乇賵丨丞. 丨丕賵賱 丕賱禺乇賵噩 禺丕乇噩 丕賱氐賳丿賵賯 丕賱禺丕氐 亘賰賲 賵 鬲胤毓賷賲 丕賱兀賲乇 亘賵爻丕卅賱 賵 兀賮賰丕乇 賲賳 禺丕乇噩 丕賱亘賷卅丞 丕賱賲睾賱賯丞 丕賱禺丕氐丞 亘賰賲
毓賳丿 丕鬲賮丕賯賰賲 毓賱賶 丕賱賵爻賷賱丞 丕賱賲賳丕爻亘丞 爻賷丨丿孬 賳賯丕卮 丨賵賱 賰賱 噩賵丕賳亘賴丕 賱賱鬲兀賰丿 賲賳 爻賱丕賲鬲賴丕賵 氐賱丕丨賷鬲賴丕 賱賱鬲胤亘賷賯
亘毓丿賴丕 爻賷鬲賲 毓乇囟 丕賱賵爻賷賱丞 毓賱賶 丕賱噩賲賴賵乇 賵 丕賯賳丕毓賴 亘鬲亘賳賶 鬲賱賰 丕賱賵爻賷賱丞. 爻賷丿禺賱 賮賶 匕賱賰 賲丨丕囟乇丕鬲 鬲丨賮賷夭賷丞 賵 丨賲賱丕鬲 丿毓丕卅賷丞 賰亘賷乇丞
爻鬲噩丿 賲賳 賯丕賲 亘賲毓丕乇囟鬲賰 賮賶 丕賱亘丿丕賷丞 賷丨丕賵賱 丕爻鬲睾賱丕賱 丕賱氐毓賵亘丕鬲 丕賱鬲賶 鬲賵丕噩賴 丕賱賮賰乇丞 賮賶 丕賱鬲乇賵賷噩 賱賮卮賱賴丕 賵 賷爻毓賶 丿丕卅賲丕 賮賶 丕賱丕鬲噩丕賴 丕賱賲囟丕丿
匕賱賰 丕賱胤乇賮 丕賱匕賶 賷丨丕賵賱 丕賮卮丕賱賰 毓賳丿賲丕 賷賮卮賱 賮賶 賲賵丕噩賴鬲賰 亘丕賱丨噩噩 賵 丕賱兀丿賱賷丞 爻賷丨丕賵賱 丕孬丕乇丞 丕賱賯賱丕卅賱 賵 賵囟毓 丕賱毓乇丕賯賷賱 賵 丕禺鬲賱丕賯 丕賱丕卮丕毓丕鬲 賵 亘孬 丕賱賲禺丕賵賮 賮賶 丕賱賲噩鬲賲毓 囟丿 賮賰乇鬲賰 賲丨丕賵賱丕 鬲孬亘賷胤賰 賵 丕丨丿丕孬 鬲丌賰賱 賮賶 丕賱賰鬲賱丞 丕賱賲丐賷丿丞 賱賰. 爻賷爻鬲禺丿賲 賰賱 賵爻賷賱丞 賱賲賳毓賰 賵 爻賷鬲賵丕胤兀 賲毓賴 兀賳丕爻 睾賷乇 賲賯鬲賳毓賵賳 亘賮賰乇鬲賰.
賷噩亘 賲賵丕噩賴丞 匕賱賰 丕賱兀賲乇 亘丨夭賲 卮丿賷丿 賵 亘丕爻賱賵亘 賲亘丕卮乇. 賷賳亘睾賶 丕賱毓賲賱 毓賱賶 丕賮卮丕賱 禺胤胤 丕賮卮丕賱 丕賱賮賰乇丞 丕賱噩丿賷丿丞 毓賳 胤乇賷賯 丕賱賲賵丕噩賴丞 丕賱賲亘丕卮乇丞 毓賱賶 丕賱兀乇囟 賲毓 賴匕丕 丕賱胤乇賮 丕賱賲卮睾亘 賵 丕賱丕賳鬲卮丕乇 亘賷賳 丕賱賳丕爻 賵 丕夭丕賱丞 賲禺丕賵賮賴賲 亘丕賱賳賯丕卮 賵 鬲賮賳賷丿 賰賱 鬲賱賰 丕賱賲夭丕毓賲 丕賱賰丕匕亘丞
賷噩亘 丕卮乇丕賰 丕賱賲噩鬲賲毓 賮賶 丕賱毓賲賱 毓賱賶 丕賱賮賰乇丞 亘丨賷孬 鬲賰賵賳 賯囟賷丞 丕賱賲噩鬲賲毓 亘賰賱 賮卅丕鬲賴 丨鬲賶 丕賱兀胤賮丕賱 賷噩亘 兀賳 賷賰賵賳 賱賴賲 丿賵乇
賷噩亘 丕丨乇丕夭 賳氐乇 氐睾賷乇 賮賶 丕賱胤乇賷賯 賱鬲丨賯賷賯 丕賱賮賰乇丞 丨鬲賶 鬲丨丕賮馗 毓賱賶 毓丿丿 丕賱賲丐賷丿賷賳 賱賴丕 賵 鬲賰鬲爻亘 兀乇囟 噩丿賷丿丞 賲賳 丕賱賲鬲卮賰賰賷賳 賵 丕賱賲毓丕乇囟賷賳. 丕賱賮賰乇丞 廿賳 賱賲 鬲孬亘鬲 兀賳賴丕 賯丕亘賱丞 賱賱鬲胤亘賷賯 賮爻鬲賳鬲賴賶 丨鬲賲丕
丕卮乇丕賰 噩賲賷毓 賮卅丕鬲 丕賱賲賳馗賵賲丞 兀賵 丕賱賲噩鬲賲毓 賮賶 丕賱毓賲賱 賱鬲丨賯賷賯 丕賱賮賰乇丞 賷兀鬲賶 賱賰 亘兀賮賰丕乇 丕亘丿丕毓賷丞 乇亘賲丕 鬲兀鬲賶 賲賳 兀氐睾乇 丕賱賮卅丕鬲 兀賵 兀賯賱賴丕 卮兀賳丕. 賯賲 亘鬲賳賮賷匕 丕賱兀賮賰丕乇 丕賱賲亘丿毓丞 賵 賰丕賮賶亍 氐丕丨亘賴丕 賰賶 鬲賰賵賳 丨丕賮夭丕 賱賴 賵 賱賱丌禺乇賷賳 毓賱賶 丕賱噩丿 賮賶 丕賱毓賲賱
賷賳亘睾賶 賲賳丕賯卮丞 噩賲賷毓 丕賱兀胤乇賵丨丕鬲 賮賶 賲乇丕丨賱 丕賱毓賲賱 賵 丕爻鬲賷賮丕亍 賰丕賮丞 噩賵丕賳亘賴丕.
賷賳亘睾賶 毓丿賲 丕賱鬲賴丕賵賳 賵 鬲乇賰 夭賲丕賲 爻賷乇 丕賱毓賲賱 賱賷賲賷賱 賳丨賵 丕賱鬲乇丕禺賷. 亘賱 賴賳丕賰 噩丿賵賱 賲賵丕毓賷丿 賲丨丿丿 賷賳亘睾賶 丕賱賵賮丕亍 亘賴 賵丕賱囟睾胤 賮賶 匕賱賰 丕賱丕鬲噩丕賴
賮賶 兀毓囟丕亍 丕賱賮乇賷賯 賲賳 丕賱噩賷丿 兀賳 賷賰賵賳 賱丿賷賰 賵丕噩賴丞 丕毓賱丕賲賷丞 丿丕賮卅丞 鬲爻鬲胤賷毓 丕賱鬲毓丕賲賱 賲毓 丕賱噩賲賴賵乇 賵 賰爻亘 孬賯鬲賴 賵 鬲毓丕胤賮賴 賵 丕賱丨賮丕馗 毓賱賶 丨賲丕爻賴
兀孬賳丕亍 丕賱鬲賳賮賷匕 賱賱禺胤丞 賱賳 賷禺賱賵 丕賱兀賲乇 賲賳 賲卮丕賰賱 賵 賷毓鬲賲丿 鬲賯賱賷賱 丕賱賲卮丕賰賱 毓賱賶 丨賰賲丞 丕賱賯賷丕丿丞 賵 禺亘乇鬲賴丕 賮賶 賲毓丕賱噩丞 丕賱兀賲賵乇 賮賶 賵賯鬲賴丕
丕賱兀賲乇 賱丕 賷鬲賵賯賮 毓賳丿 丕賱丕賳鬲賴丕亍 賲賳 丕賱鬲賳賮賷匕. 亘賱 賷賱丨賯賴 鬲胤賵賷乇丕鬲 賮賶 丕賱賮賰乇丞 賵 賲鬲丕亘毓丞 賱賴丕 賱囟賲丕賳 毓丿賲 鬲賰乇乇 丕賱賲卮賰賱丞 賮賶 丕賱賲爻鬲賯亘賱 賵 丕賱丕賳鬲賯丕賱 賲賳 胤賵乇 鬲賮丕丿賶 丕賱禺爻丕乇丞 廿賱賶 胤賵乇 噩賳賶 丕賱兀乇亘丕丨
賱丕 鬲丿毓 丕賱毓丕丿丕鬲 賵 丕賱鬲賯丕賱賷丿 鬲賯賮 丨丕卅賱丕 兀賲丕賲 丕賱鬲胤賵乇 賮賲賳 爻賲丕鬲 丕賱鬲胤賵乇 兀賳賴 賮賶 毓丿丕亍 丿丕卅賲 賲毓 丕賱毓丕丿丕鬲 賵 丕賱鬲賯丕賱賷丿 賱兀賳 丕賱毓丕丿丕鬲 賵 丕賱鬲賯丕賱賷丿 賵賱賷丿丞 毓賵丕賲賱 丕賱亘賷卅丞 賮廿匕丕 胤賵乇鬲 賮賶 丕賱亘賷卅丞 鬲丨鬲賲 毓賱賷賰 鬲睾賷賷乇賴丕
丕賱鬲賵丕囟毓 爻賲鬲 丕賱賯丕卅丿 丕賱賳丕噩丨 賵 丕賱睾乇賵乇 賷丐丿賶 廿賱賶 丕賱賮卮賱. 賯丕毓丿丞
賷噩亘 丕賱丨賮丕馗 毓賱賶 爻乇賷丕賳 丕賱禺亘乇丕鬲 丕賱賲鬲噩丿丿丞 賲賳 丕賱兀噩賷丕賱 丕賱賰亘乇賶 廿賱賶 丕賱兀噩賷丕賱 丕賱兀氐睾乇
爻賷亘賯賶 賴賳丕賰 賲毓丕乇囟賵賳 賱賱鬲睾賷賷乇 賱賱兀亘丿, 賱丕 鬲鬲賵賯毓 兀賳 賷賰賵賳 丕賱賰賱 賲毓賰. 賱丕 鬲亘鬲兀爻 賷丕 氐丿賷賯賶 ... 丕賱賲賴賲 兀賳 鬲丨丕氐乇賴賲 賮賶 丿賵乇 丕賱賲毓丕乇囟丞 賵 賱丕 鬲丿毓 賱賴賲 丕賱賲噩丕賱 賱賰爻亘 兀賶 兀乇囟賷丞 鬲賲賰賳賴賲 賲賳 丕毓丕丿丞 毓賯丕乇亘 丕賱爻丕毓丞 廿賱賶 丕賱賵乇丕亍. 鬲匕賰乇 賴匕賴 噩賷丿丕
兀.赖赌
April 2, 2016
Fables have a deceptive power. On the surface they read like the stories of our childhood employing simple vocabulary to describe everyday contexts to which we can all relate. Their narrative structure lulls our adult brain into a false sense of security, disabling the rational analytical faculties that usually protect our cherished world view. We uncritically play along with the story until we reach the point where the fable's inner truth is unavoidable. So it is with John Kotter's Our Iceberg is Melting.
Our Iceberg is Melting presents as a children's book: it is in large print with colourful illustrations - a five year old probably would enjoy it, if they had the patience to sit for the 45 minutes it takes to read. It is the story of an Emperor Penguin colony faced with a potentially devastating problem that is threatening their home. Fred, a low-ranking quirky penguin discovers that the iceberg on which the colony has lived for unknown generations is melting and is likely to fracture. The story charts how a small group lead the colony through the process of coming up with a solution and effecting their plan.
As well written as it is, the author is no children's writer A Harvard Business School professor, John Kotter is one of the world's experts and best-selling author on leadership and change. "Our Iceberg is Melting is a simple fable about doing well in an ever-changing world". The characters that we meet in Our Iceberg is Melting are 'types' that are found in every organisation. The tale "is one of resistance to change and heroic action, seemingly intractable obstacles and the most clever tactics for dealing with those obstacles" (quotes from dust jacket).
Our Iceberg is Melting is a powerful illustration of Kotter's Eight Step Process of Successful Change outlined in his book Leading Change:
Create a sense of urgency. Help others see the need for change and the importance of acting immediately.
Pull together the guiding team. Make sure there is a powerful group guiding the change - one with leadership skills, credibility, communications ability, authority, analytical skills, and a sense of urgency.
Develop the change, vision and strategy. Clarify how the future will be different from the past, and how you can make that future a reality.
Make sure as many others as possible understand and accept the vision and strategy.
Empower others to act. Remove as many barriers as possible so that those who want to make the vision a reality can do so.
Create some visible, unambiguous successes as soon as possible.
Don't let up. Press harder and faster after the first successes. Be relentless with initiating change after change until the vision is a reality.
Create a new culture. Hold on to the new ways of behaving, and make sure they succeed, until they become strong enough to replace old traditions.
Our Iceberg is Melting presents as a children's book: it is in large print with colourful illustrations - a five year old probably would enjoy it, if they had the patience to sit for the 45 minutes it takes to read. It is the story of an Emperor Penguin colony faced with a potentially devastating problem that is threatening their home. Fred, a low-ranking quirky penguin discovers that the iceberg on which the colony has lived for unknown generations is melting and is likely to fracture. The story charts how a small group lead the colony through the process of coming up with a solution and effecting their plan.
As well written as it is, the author is no children's writer A Harvard Business School professor, John Kotter is one of the world's experts and best-selling author on leadership and change. "Our Iceberg is Melting is a simple fable about doing well in an ever-changing world". The characters that we meet in Our Iceberg is Melting are 'types' that are found in every organisation. The tale "is one of resistance to change and heroic action, seemingly intractable obstacles and the most clever tactics for dealing with those obstacles" (quotes from dust jacket).
Our Iceberg is Melting is a powerful illustration of Kotter's Eight Step Process of Successful Change outlined in his book Leading Change:
Create a sense of urgency. Help others see the need for change and the importance of acting immediately.
Pull together the guiding team. Make sure there is a powerful group guiding the change - one with leadership skills, credibility, communications ability, authority, analytical skills, and a sense of urgency.
Develop the change, vision and strategy. Clarify how the future will be different from the past, and how you can make that future a reality.
Make sure as many others as possible understand and accept the vision and strategy.
Empower others to act. Remove as many barriers as possible so that those who want to make the vision a reality can do so.
Create some visible, unambiguous successes as soon as possible.
Don't let up. Press harder and faster after the first successes. Be relentless with initiating change after change until the vision is a reality.
Create a new culture. Hold on to the new ways of behaving, and make sure they succeed, until they become strong enough to replace old traditions.
March 14, 2017
A good book about change management narrated in a very simplistic language and in the method of storytelling. The book helps businesses and communities move from old to new territories to cope with their own environment. The main theme of the book is how change can be very difficult and it should be worked out with good planning and team effort. The 8 phases of change management according to Kottler are:
1. CREATE A SENSE OF URGENCY
Help others see the need for change through a bold, aspirational opportunity statement that communicates the importance of acting immediately.
2. BUILD A GUIDING COALITION
A volunteer army needs a coalition of effective people 鈥� born of its own ranks 鈥� to guide it, coordinate it, and communicate its activities.
3. FORM A STRATEGIC VISION AND INITIATIVES
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.
4. ENLIST A VOLUNTEER ARMY
Large-scale change can only occur when massive numbers of people rally around a common opportunity.
They must be bought in and urgent to drive change 鈥� moving in the same direction.
5. ENABLE ACTION BY REMOVING BARRIERS
Removing barriers such as inefficient processes and hierarchies provides the freedom necessary to work across silos and generate real impact.
6. GENERATE SHORT-TERM WINS
Wins are the molecules of results. They must be recognized, collected and communicated 鈥� early and often 鈥� to track progress and energize volunteers to persist.
7. SUSTAIN ACCELERATION
Press harder after the first successes. Your increasing credibility can improve systems, structures and policies. Be relentless with initiating change after change until the vision is a reality.
8. INSTITUTE CHANGE
Articulate the connections between the new behaviors and organizational success, making sure they continue until they become strong enough to replace old habits.
The above 8 phases are easily summarized by SET THE STAGE ---> DECIDE WHAT TO DO ---> MAKE IT HAPPEN --->MAKE IT STICK.
It is very important to Think and Feel in this process. By thinking we refer to collecting data and presenting them fairly. In Feeling, we want people tp be surprised, compelled nd and feel what our vision. A change in feeling will lead to change in behaviour. People tend to follow their feelings and copy other, communicating with influential figures are key to success.
Change can be very difficult to people and that is why a change management strategy has to be comprehensive and well planned.
1. CREATE A SENSE OF URGENCY
Help others see the need for change through a bold, aspirational opportunity statement that communicates the importance of acting immediately.
2. BUILD A GUIDING COALITION
A volunteer army needs a coalition of effective people 鈥� born of its own ranks 鈥� to guide it, coordinate it, and communicate its activities.
3. FORM A STRATEGIC VISION AND INITIATIVES
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.
4. ENLIST A VOLUNTEER ARMY
Large-scale change can only occur when massive numbers of people rally around a common opportunity.
They must be bought in and urgent to drive change 鈥� moving in the same direction.
5. ENABLE ACTION BY REMOVING BARRIERS
Removing barriers such as inefficient processes and hierarchies provides the freedom necessary to work across silos and generate real impact.
6. GENERATE SHORT-TERM WINS
Wins are the molecules of results. They must be recognized, collected and communicated 鈥� early and often 鈥� to track progress and energize volunteers to persist.
7. SUSTAIN ACCELERATION
Press harder after the first successes. Your increasing credibility can improve systems, structures and policies. Be relentless with initiating change after change until the vision is a reality.
8. INSTITUTE CHANGE
Articulate the connections between the new behaviors and organizational success, making sure they continue until they become strong enough to replace old habits.
The above 8 phases are easily summarized by SET THE STAGE ---> DECIDE WHAT TO DO ---> MAKE IT HAPPEN --->MAKE IT STICK.
It is very important to Think and Feel in this process. By thinking we refer to collecting data and presenting them fairly. In Feeling, we want people tp be surprised, compelled nd and feel what our vision. A change in feeling will lead to change in behaviour. People tend to follow their feelings and copy other, communicating with influential figures are key to success.
Change can be very difficult to people and that is why a change management strategy has to be comprehensive and well planned.
November 1, 2011
They need to stop killing trees for these kinds of books, even if they are used in 'board rooms and leadership committees'.
With the rise of the jejune, it makes me wonder if people who received MBA's in grad school are those who changed degrees after they failed basket weaving classes.
A note for those in US board rooms and leadership committees who initiate cruel and unusual punishment by forcing others to share in your literary high wierdness:
If there are a number of elementary school level books that discuss change, then is change actually possible when there is no shortage of newly published reflux in this genre? If a person in your organization does not 'get the message' the first time -- then how is another simpleton leadership book about Willy the Sloth or Timmy the Train going to convince them otherwise?
That being the case, then there is nothing else to be done with your staff development plans but to take the obvious plunge: if you want to explain teamwork through dribble and simple activity -- buy the first few seasons of The Tele-Tubbies on video. Admit it, this is what US corporate culture has become, because this is where your leadership took them.
If your iceberg is sinking, Mr. Organizational Man, then consider taking this advice from a band called Tool: Learn to Swim.
Update 10/2011 Did not do much to keep you out of the recession when your profits would melt.
With the rise of the jejune, it makes me wonder if people who received MBA's in grad school are those who changed degrees after they failed basket weaving classes.
A note for those in US board rooms and leadership committees who initiate cruel and unusual punishment by forcing others to share in your literary high wierdness:
If there are a number of elementary school level books that discuss change, then is change actually possible when there is no shortage of newly published reflux in this genre? If a person in your organization does not 'get the message' the first time -- then how is another simpleton leadership book about Willy the Sloth or Timmy the Train going to convince them otherwise?
That being the case, then there is nothing else to be done with your staff development plans but to take the obvious plunge: if you want to explain teamwork through dribble and simple activity -- buy the first few seasons of The Tele-Tubbies on video. Admit it, this is what US corporate culture has become, because this is where your leadership took them.
If your iceberg is sinking, Mr. Organizational Man, then consider taking this advice from a band called Tool: Learn to Swim.
Update 10/2011 Did not do much to keep you out of the recession when your profits would melt.
June 9, 2015
In der heutigen Gesellschaft wird das Thema Ver盲nderungen gross geschrieben - auch an mir geht es nicht einfach so vorbei.
Tagt盲glich lernen wir immer mehr dazu - ob das nun im beruflichen Bereich ist oder im Privaten. Wir lernen nie aus und wenn man betrachtet, wie schnell sich die Gesellschaft weiter entwickelt und was von uns gefordert wird, sind wir beinahe gezwungen, uns weiter zu entwickeln und mit dem 'Trend' zu gehen. Denn wenn wir nicht immer mehr dazu lernen, werden wir irgendwann den Anschluss verlieren und das zieht meistens, je nach Bereich, gr枚ssere Probleme mit sich.
In diesem Buch wird auf eine wundervolle Weise gezeigt, wie wir Ver盲nderungen begegnen und wie wir das Beste daraus machen. Mit einer Kolonie von Pinguinen und dem Problem eines schmelzendes Eisberges wird aufgezeigt, welche M枚glichkeiten wir haben, wenn wir sie denn ergreifen - und auch, wenn wir uns dagegen wehren.
Ich fand den Schreibstil unheimlich toll und auch, wie der Autor dieses doch komplexe Thema auf diese wundervolle Art an den Leser bringt. Man lernt unheimlich viel davon, ohne es vielleicht im ersten Moment zu begreifen.
'Das Pinguin-Prinzip' kann ich f眉r jeden weiterempfehlen, der sich mit dieser Thematik auseinander setzen m枚chte und keine schwere Kost mag. Das Buch bekommt von mir 4 Sterne.
Tagt盲glich lernen wir immer mehr dazu - ob das nun im beruflichen Bereich ist oder im Privaten. Wir lernen nie aus und wenn man betrachtet, wie schnell sich die Gesellschaft weiter entwickelt und was von uns gefordert wird, sind wir beinahe gezwungen, uns weiter zu entwickeln und mit dem 'Trend' zu gehen. Denn wenn wir nicht immer mehr dazu lernen, werden wir irgendwann den Anschluss verlieren und das zieht meistens, je nach Bereich, gr枚ssere Probleme mit sich.
In diesem Buch wird auf eine wundervolle Weise gezeigt, wie wir Ver盲nderungen begegnen und wie wir das Beste daraus machen. Mit einer Kolonie von Pinguinen und dem Problem eines schmelzendes Eisberges wird aufgezeigt, welche M枚glichkeiten wir haben, wenn wir sie denn ergreifen - und auch, wenn wir uns dagegen wehren.
Ich fand den Schreibstil unheimlich toll und auch, wie der Autor dieses doch komplexe Thema auf diese wundervolle Art an den Leser bringt. Man lernt unheimlich viel davon, ohne es vielleicht im ersten Moment zu begreifen.
'Das Pinguin-Prinzip' kann ich f眉r jeden weiterempfehlen, der sich mit dieser Thematik auseinander setzen m枚chte und keine schwere Kost mag. Das Buch bekommt von mir 4 Sterne.
July 11, 2012
A fun and interesting fable using the story of a colony of Emperor Penguins as a metaphor for how an organization can go about making a needed change.
I enjoy business books in general, but among my favorites are the "story"-based books, such "The One-Minute Manager", "Who Moved My Cheese", "Inside the Magic Kingdom", "The Go-Giver", "It's Not About You", and others. These books take complex and sometimes fear-inducing subjects (like change) and present them in friendly ways to help readers understand how they can deal with them in their business and personal lives.
The focus of this book is leading change, and is based on John Kotter's "8 Steps to Leading Change" originally outlined in his book "Leading Change". The use of the penguin fable allows the authors to present these steps in the context of a story that illustrates how the steps work together in enabling the penguins to make a significant change in their lives.
I recommend this book to anyone involved in leading any sort of change, whether it be in your business, a local organization, your church, or even your personal life.
I enjoy business books in general, but among my favorites are the "story"-based books, such "The One-Minute Manager", "Who Moved My Cheese", "Inside the Magic Kingdom", "The Go-Giver", "It's Not About You", and others. These books take complex and sometimes fear-inducing subjects (like change) and present them in friendly ways to help readers understand how they can deal with them in their business and personal lives.
The focus of this book is leading change, and is based on John Kotter's "8 Steps to Leading Change" originally outlined in his book "Leading Change". The use of the penguin fable allows the authors to present these steps in the context of a story that illustrates how the steps work together in enabling the penguins to make a significant change in their lives.
I recommend this book to anyone involved in leading any sort of change, whether it be in your business, a local organization, your church, or even your personal life.
May 15, 2012
A group of penguins find themselves on ice which develops cracks. When the alarm is raised that the group needs to move to a more stable piece of ice the others in the group respond in very familiar ways: denial, admitting the problem but refusing to discuss consequences, panic and fear, and those who seek a solution.
The situations and reactions to the iceberg melting are clear, identifiable, and are easy to relate to the personal experiences. Kotter invites the reader to imagine how others are relating to the same situation and how different responses may create tension in groups. When used as a group discussion topic, this allegorical story may offer ways to imagine different ways to react, respond and relate to a stressful interaction.
The situations and reactions to the iceberg melting are clear, identifiable, and are easy to relate to the personal experiences. Kotter invites the reader to imagine how others are relating to the same situation and how different responses may create tension in groups. When used as a group discussion topic, this allegorical story may offer ways to imagine different ways to react, respond and relate to a stressful interaction.
August 16, 2017
A simple tale, with hidden depth, outlining what is required to lead effective change. I wish I'd read this book years ago!
January 29, 2019
Review: Our Iceberg is Melting
A very easy read! Even though this is a requirement for a subject that I am currently taking, I was fascinated and enthralled while reading the book
A very easy read! Even though this is a requirement for a subject that I am currently taking, I was fascinated and enthralled while reading the book
March 7, 2016
Our iceberg is melting
鉁┾湬鉁┾湬
I give 4 star to this book, I liked it. It was a story about a penguin colony whose iceberg was melting. All the things that they had to go through to overcome this challenge, and all the steps that they went through to succeed. This book was written as fable, so it was entertaining and at the same time you were learning. This is a book that is easy to read.
I think that this book, will help me in my heros journey. This book, taught me many things that will help me during my life. The book was about changing in a group, most of the times we are around people. This book was written as a fable of a group of penguins, they acted exactly the same way as humans. With this, we can be able to compare our situation and empathize with what penguins were going through. I learned eight steps that will help me make better and more efficient changes in groups. As I said, we are always with people, so knowing how to change with them is going to help me a lot. This book showed me that no matter how big the group鈥檚 are you can always change. It is not going to be easy, and there are going to be people who will try to stop you . The penguins changed a whole colony. I know this is not true, but this book is based on real stories, that putted in practice the eight steps. At first people might see you as crazy or stupid. But you have to stick with the plan and keep on working hard. This will help me a lot in my life. Even if it is a small problem or the biggest problem dealing with people is the same. You can use it in many situations. This is a book that will help me in many ways in my hero's journey.
I think this book is for everyone. But, I think that it will specially work for organizations, businesses, and other type of groups, because it is about changing in a group. But, it can be useful for anyone, because we are constantly with people in any type of group. This also expands your skills as a leader in a group. It helps you guide yourself through the change.
鈥淧eople are less likely to change themselves and others based on data and analysis than on compelling experiences.鈥� John P. Kotter. This quote caught my attention because I realized that we don't change by the data, but from what we have learned by experiences that had an impact on us. We are most likely to change something because of what we have gone through, not because of what we see in a data table . In my personal experience when I make a changes is because of past experiences. I also learn better from experience not form theory. When you only know the theory, when it comes to putting it in practice it is really difficult. When you learn from experience, most likely, you are able to do a better job when it comes to putting in practice. This quote opened my eyes to realize that not everything is theory.
This was a great book, I really learned from it!
___________________________________________________________________________
Our iceberg is melting
鉁┾湬鉁┾湬
Yo le doy 4 estrellas a este libro, me gusto mucho. Trata sobre una comunidad de ping眉inos que su glaciar se estaba derritiendo. Todo lo que tuvieron que pasar para sobrevivir ese reto, y todos los paso que tuvieron que lograr para ser exitosos. Este libro fue escrito como un f谩bula, as铆 que te entretiene al mismo tipo que se aprende. Este es un libro f谩cil de leer.
Yo creo que este libro me va a ayudar mucho en mi viaje como h茅roe. Me ense帽贸 muchas cosas que me van a ayudar en la vida. Este libro habla sobre cambiar en un grupo, muchas veces estamos con personas alrededor. Este libro fue escrito como una f谩bula de un grupo de ping眉inos, que actuaban exactamente igual que los humanos. As铆 que puedo comparar las situaciones y ser emp谩tico con lo que los ping眉inos pasaron. Aprend铆 ocho pasos que me ayudaran a hacer cambios en grupos. Como dije, casi siempre estamos con personas, as铆 que saber cambiar con ellos me puede ayudar mucho. Este libro me ense帽贸 que no importa que tan grande es el grupo, siempre se puede cambiar. No es f谩cil cambiar, y van a haber personas que van a tratar de pararte. Los ping眉inos cambiaron la colonia. Yo se que esto no es cierto, pero est谩 basado en historias verdaderas, que pusieron en pr谩ctica los ocho pasos. Al principio las personas tal vez te ven como loco o tonto. Pero hay que seguir con el plan y trabajar duro. Esto me va a ayudar mucho en mi vida. Aunque el problema sea peque帽o o grande, lidiar con personas es lo mismo. Lo puedes usar en muchos tipos de situaciones.
Yo creo que este libro es para todas las personas. Pero yo creo que puede ayudar especialmente a organizaciones, negocios, cualquier tipo de grupos. Pero puede ser funcional para cualquier persona, porque siempre estamos con personas. En cualquier tipo de grupo. Esto tambi茅n expande tus habilidades como l铆der en un grupo. Ayuda a guiarte en un momento de cambio.
鈥淧eople are less likely to change themselves and others based on data and analysis than on compelling experiences.鈥� John P. Kotter. la traducci贸n de esta frase es 鈥淓s menos probable que las personas cambien a ellas mismas u otras personas basados en datos y an谩lisis que en experiencias 鈥�. Esta frase me llam贸 la atenci贸n, porque me di cuenta que nosotros no cambiamos por datos, nosotros cambiamos por una experiencia que nos impact贸. Es m谩s probable que cambiemos por lo que nos pas贸, que por lo que vimos en una tabla de datos. En mi opini贸n personal, yo hago cambios muchas veces bas谩ndose en lo que he pas贸. Tambi茅n aprend铆 que aprendemos mejor haciendo que solo sabiendo la teor铆a. Cuando solo sabes la teor铆a, a la hora de ponerlo en pr谩ctica es m谩s dif铆cil. Cuando aprendemos por experiencias aprendes m谩s f谩cil y m谩s probablemente
a la hora de ponerlo en pr谩ctica probablemente sea m谩s f谩cil. Esta frase me ayud贸 a abrir los ojos que no todo es teor铆a.
Este fue un buen libro me gusto mucho.
_____________________________________________________________
鉁┾湬鉁┾湬
I give 4 star to this book, I liked it. It was a story about a penguin colony whose iceberg was melting. All the things that they had to go through to overcome this challenge, and all the steps that they went through to succeed. This book was written as fable, so it was entertaining and at the same time you were learning. This is a book that is easy to read.
I think that this book, will help me in my heros journey. This book, taught me many things that will help me during my life. The book was about changing in a group, most of the times we are around people. This book was written as a fable of a group of penguins, they acted exactly the same way as humans. With this, we can be able to compare our situation and empathize with what penguins were going through. I learned eight steps that will help me make better and more efficient changes in groups. As I said, we are always with people, so knowing how to change with them is going to help me a lot. This book showed me that no matter how big the group鈥檚 are you can always change. It is not going to be easy, and there are going to be people who will try to stop you . The penguins changed a whole colony. I know this is not true, but this book is based on real stories, that putted in practice the eight steps. At first people might see you as crazy or stupid. But you have to stick with the plan and keep on working hard. This will help me a lot in my life. Even if it is a small problem or the biggest problem dealing with people is the same. You can use it in many situations. This is a book that will help me in many ways in my hero's journey.
I think this book is for everyone. But, I think that it will specially work for organizations, businesses, and other type of groups, because it is about changing in a group. But, it can be useful for anyone, because we are constantly with people in any type of group. This also expands your skills as a leader in a group. It helps you guide yourself through the change.
鈥淧eople are less likely to change themselves and others based on data and analysis than on compelling experiences.鈥� John P. Kotter. This quote caught my attention because I realized that we don't change by the data, but from what we have learned by experiences that had an impact on us. We are most likely to change something because of what we have gone through, not because of what we see in a data table . In my personal experience when I make a changes is because of past experiences. I also learn better from experience not form theory. When you only know the theory, when it comes to putting it in practice it is really difficult. When you learn from experience, most likely, you are able to do a better job when it comes to putting in practice. This quote opened my eyes to realize that not everything is theory.
This was a great book, I really learned from it!
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Our iceberg is melting
鉁┾湬鉁┾湬
Yo le doy 4 estrellas a este libro, me gusto mucho. Trata sobre una comunidad de ping眉inos que su glaciar se estaba derritiendo. Todo lo que tuvieron que pasar para sobrevivir ese reto, y todos los paso que tuvieron que lograr para ser exitosos. Este libro fue escrito como un f谩bula, as铆 que te entretiene al mismo tipo que se aprende. Este es un libro f谩cil de leer.
Yo creo que este libro me va a ayudar mucho en mi viaje como h茅roe. Me ense帽贸 muchas cosas que me van a ayudar en la vida. Este libro habla sobre cambiar en un grupo, muchas veces estamos con personas alrededor. Este libro fue escrito como una f谩bula de un grupo de ping眉inos, que actuaban exactamente igual que los humanos. As铆 que puedo comparar las situaciones y ser emp谩tico con lo que los ping眉inos pasaron. Aprend铆 ocho pasos que me ayudaran a hacer cambios en grupos. Como dije, casi siempre estamos con personas, as铆 que saber cambiar con ellos me puede ayudar mucho. Este libro me ense帽贸 que no importa que tan grande es el grupo, siempre se puede cambiar. No es f谩cil cambiar, y van a haber personas que van a tratar de pararte. Los ping眉inos cambiaron la colonia. Yo se que esto no es cierto, pero est谩 basado en historias verdaderas, que pusieron en pr谩ctica los ocho pasos. Al principio las personas tal vez te ven como loco o tonto. Pero hay que seguir con el plan y trabajar duro. Esto me va a ayudar mucho en mi vida. Aunque el problema sea peque帽o o grande, lidiar con personas es lo mismo. Lo puedes usar en muchos tipos de situaciones.
Yo creo que este libro es para todas las personas. Pero yo creo que puede ayudar especialmente a organizaciones, negocios, cualquier tipo de grupos. Pero puede ser funcional para cualquier persona, porque siempre estamos con personas. En cualquier tipo de grupo. Esto tambi茅n expande tus habilidades como l铆der en un grupo. Ayuda a guiarte en un momento de cambio.
鈥淧eople are less likely to change themselves and others based on data and analysis than on compelling experiences.鈥� John P. Kotter. la traducci贸n de esta frase es 鈥淓s menos probable que las personas cambien a ellas mismas u otras personas basados en datos y an谩lisis que en experiencias 鈥�. Esta frase me llam贸 la atenci贸n, porque me di cuenta que nosotros no cambiamos por datos, nosotros cambiamos por una experiencia que nos impact贸. Es m谩s probable que cambiemos por lo que nos pas贸, que por lo que vimos en una tabla de datos. En mi opini贸n personal, yo hago cambios muchas veces bas谩ndose en lo que he pas贸. Tambi茅n aprend铆 que aprendemos mejor haciendo que solo sabiendo la teor铆a. Cuando solo sabes la teor铆a, a la hora de ponerlo en pr谩ctica es m谩s dif铆cil. Cuando aprendemos por experiencias aprendes m谩s f谩cil y m谩s probablemente
a la hora de ponerlo en pr谩ctica probablemente sea m谩s f谩cil. Esta frase me ayud贸 a abrir los ojos que no todo es teor铆a.
Este fue un buen libro me gusto mucho.
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February 1, 2025
Recommended as our group is going through a reorg. I honestly think I might have liked a straight up non-fiction on the topic rather than in fable form, but it's an interesting idea. In using penguins as the analogy, it left room for my mind to wander into how you could also use these tips to spread propaganda, and that probably wasn't their intention.
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