I just finished reading this book -‘Who Killed Change?’
The story features a Columbo-style detective, Agent Mike McNally, who’s investigating the murder of yet another change. One by one, Agent McNally interviews thirteen prime suspects, including a myopic leader named Victoria Vision; a chronically tardy manager named Ernest Urgency; an executive named Clair Communication, whose laryngitis makes communication all but impossible; and several other dubious characters.
Here is introduction to this book:
John Britt, Pat Zigarmi, and Judd Hoekstra, coauthors of the new book “Who Killed Change?” with Ken Blanchard, talk about the book and what they think people will learn by reading this new and exciting murder-mystery:
Pat Zigarmi on Leading the CHANGE:
“Our Iceberg Is Melting“ – Based on the novel by John Kotter, Penguins depict the real challenges that organizations face daily. Our management course at the University of Georgia put together this video to offer a video summary of Kotter’s novel and inspire interest in a great novel about leadership and leading change in an organization.
The following clip summarizes the Key Learnings:
Indeed a very readable – in fact a must-read – book on how to support CHANGE, by every one who wish to implement Change or even by those who do not wish to implement Change – because Change is inevitable and ever so difficult ! ! ! ! !
The world is too small? or Is it? 
Seems to be a very interesting book. Change management is one of the perennial topics in management. This is a very different way of describing the issues involved :-).
Hm… The book seems to be a promising read.
Wonderful that this video was put together to encourage us to support change! I am pleased to see it was done by a team at the University of Georgia, in the state where I raised by children and where my son, daughter-in-law, granddaughter, and grandson live!
The book has devoted a full chapter on CULTURE vis-a-vis CHANGE.
Here is an interesting article on http://www.jimclemmer.com.
The statement in the blog post – “It’s in the operating/horizontal processes and support systems (IT, measurements, org structure and HR policies like compensation, and what gets people hired, fired, and promoted) that senior management’s true values of trust, teamwork, engagement, customer focus, safety, and other espoused values become rhetoric or reality.” – sums up what the book also has said, i.e. how much is the gap between ‘what we say’ and ‘what we do’.
This gap is what the managers have to address if the change has to have any chance to succeed.
This is the link to the blog post under reference: http://www.jimclemmer.com/blog/2012/03/15/top-reasons-cultural-transformations-fail/
This one sounds like a very interesting read. reminded me of the novel/film murder on the orient express. Ashok Ji I am amazed at the fact that I have not been receiving emails about your posts although I am subscribed to the blog!
Only when you visited my page did I get to come back. Don’t know why it happened? I think I have missed a number of posts in the meantime. Have you posted anything about old Hindi songs recently??
Here is an appropriate quote on Culture, which has had a specuil mention in the Book discussed in the original post:
“Culture is no more likely a target than the air we breathe. It is not something to target for change. Culture is an idea arising from experience. That is, our idea of culture of a place or organization is a result of what we experience there. In this way, a company’s culture is a result of its management system. The premise of this book is that culture is critical, and to change it, you have to change your management system.” — David Mann”
Courtsey: http://www.aleanjourney.com/2012/03/lean-quote-creating-culture-change.html
Reblogged this on News & Notes on LEADERSHIP For LEARNING.
Many thanks for reblogging this post.
Would appreciate to know what was that attracted you, just, so as to share your thought process.
WBR