Is Your Iceberg Melting? How a Penguin Fable Teaches Us to Lead Change

kristian8120
2 days ago
4 min read

In a world that’s changing faster than ever, standing still isn't an option. Whether you're a student facing a new academic year, a professional navigating a shifting market, or a leader steering a company, the challenge of change is constant. But what if the key to managing that change was hidden in a simple story about a colony of penguins?

In the bestselling fable Our Iceberg Is Melting by John Kotter and Holger Rathgeber, we’re introduced to a penguin colony in Antarctica living a peaceful, unchanging life. That is, until a curious penguin named Fred discovers a potentially devastating problem: their iceberg home is melting and in danger of breaking apart.

The story that unfolds is a powerful and accessible metaphor for how we can approach change in our own lives and organizations. It highlights Kotter’s renowned 8-Step Process for leading change, which, as the penguins show us, can be broken down to a few critical actions.

Step 1: Create a Sense of Urgency

Fred’s initial discovery is met with skepticism and resistance. Like many of us, the other penguins are comfortable with the status quo. To overcome this, Fred showed his friend, Alice (one of the leadership council members), a visual demonstration and real example—a model of the iceberg that clearly shows the problem. This dramatic, tangible proof forces the colony to see the threat and creates the necessary urgency to act.

Don't just talk about change; make the problem real and tangible. Use data, stories, or visual aids to help people feel the need for change in their gut, not just understand it in their head.

Step 2: Form a Powerful Guiding Coalition

Realizing he can’t solve the problem alone, Fred, with the support of the head penguin, Louis, assembles a diverse team. This "guiding coalition" includes not only leaders like Alice but also a respected intellectual (the Professor), a trusted and well-liked figure (Buddy), and Fred himself, the keen observer. The strength of this team comes from their diverse skills and their collective credibility.

Effective change requires a team with the right mix of power, expertise, and credibility. This isn't just a committee; it’s a group of people who trust each other and have the authority and influence to make things happen.

Step 3: Develop a Vision and Strategy

The penguins initially brainstorm a variety of ideas, from drilling holes to applying superglue to the iceberg. But it's not until they observe a nomadic seagull that they discover a truly transformative vision: they must leave their home and become a nomadic colony. This new vision provides a clear, compelling picture of a better future.

A vague plan won't inspire action. You need a clear, aspirational vision that answers the question, "What does our better future look like?" This vision then informs a practical strategy for achieving it.

Step 4: Communicate for Understanding and Buy-In

Once the vision is clear, the penguins communicate it relentlessly and creatively. They use compelling storytelling (Buddy's story of the seagull), simple language, and even ice posters to get the message out to everyone, from the oldest penguin to the youngest chick.

You can never over-communicate a new vision. Use every channel available and repeat the core message constantly. Make sure the communication is simple and memorable and speaks to people's hearts as well as their minds.

Step 5: Empower Others to Act

Even with buy-in, obstacles can block progress. The penguins identify and remove barriers like infighting among leaders and the "no-adults-feed-other-adults" tradition that threatens the scouts' ability to do their job. Scout is a task force assigned to look for a new iceberg through expedition. They address the anxieties of the kindergarten teacher as well, reassuring her of her value, and thus, calming the children's fears.

Look for and remove any roadblocks to change, whether they are organizational structures, outdated processes, or emotional and psychological barriers. Create an environment where people feel empowered to help.

Step 6: Generate Short-Term Wins

The penguins realize they need visible evidence that their efforts are working. They send out the first wave of scouts and celebrate their return with a "Tribute to Our Heroes Day" organized by the children. The scouts’ success, their excitement, and the public celebration create a powerful, undeniable short-term win that energizes the entire colony.

Celebrate small victories early and often. Short-term wins build momentum, boost morale, and provide proof that the change is worth the effort, countering the inevitable pessimism of those who resist.

Step 7: Don't Let Up

The penguins don’t stop after their first win. They keep the pressure on, sending out a second wave of scouts and continuing to remove obstacles. They refuse to let complacency creep back in, even when some birds suggest they stay on their new, safe iceberg.

Change is a journey, not a single event. Be relentless. Build on your early successes and keep pushing forward with more projects and initiatives until the new vision is a reality.

Step 8: Anchor New Approaches in the Culture

Finally, the penguins solidify the change. They create new roles (like Head of Scouts) and even revise their curriculum to include "Scouting" as a required subject. Over time, the nomadic lifestyle becomes the new norm, replacing the old, settled ways.

To make change stick, it must become part of your culture. This means reinforcing new behaviors through new processes, roles, and rituals until they feel as natural as the old ones once did.

The lesson from the penguins is clear: change isn't a single magical action. It’s a process that requires a combination of leadership, clear communication, and a community-wide effort.

So, ask yourself, "Is my iceberg melting?" And if it is, what are you going to do about it?

If your company needs help to prepare for this change for all employees,

Book a consultation with us now.

At ALVIGOR, we'll provide you with an experiential workshop that doesn't just teach the principles but also helps your organization implement better change management.