Change Supplemental

The speaker recommends books by John Kotter for supplemental coaching and change. One book mentioned is "My Iceberg is Melting," which tells a fable about a penguin community facing change. The speaker emphasizes the importance of discussing the book's lessons on change and its impact on individuals and organizations. Another book by Kotter, possibly called "The Three Levels of Change," is also mentioned. The speaker highlights the credibility and mindset acceleration that comes from bringing in subject matter experts like Kotter. The speaker also suggests using videos about overcoming adversity and resilience to prompt discussions on the positive outcomes of change. Overall, the speaker believes that educating individuals about the reasons for change will enhance the success of coaching. Now, when it comes to supplemental coaching and change, I'm going to give you the author of I think some of the greatest books for change. His name is John Kotter, K-O-T-T-E-R, and I use his books all the time. Let me give you a reference point. Coaching boys volleyball for 32 years on and off, one of the things I would always have our captains and our players read was My Iceberg is Melting. It's a John Kotter book, and it's about a fable about a penguin community whose iceberg is melting. And basically, it would illustrate different penguins, some of who would go underneath the iceberg and say, ah, it's not that bad, we're okay, meaning they didn't want to change. And some people would go out and look at other icebergs and say, you know, we're safer out here. Some people went out and looked at other icebergs and never came back and told the rest of the community. They just kind of took care of themselves. Sound familiar like people? So I would have our players read this, and I said, well, what did you learn? And we'd have literally a discussion, a review of the book. It's literally a 20-minute read. It's that simple. And when you get people thinking about change and how people react, and the negative aversion to change, the negative reaction to change, and the impact it can have on a team and an organization, it opens people's minds. The other thing is he has a book, and I believe it's called The Three Levels of Change. And again, John Cotter, he's from Harvard, K-O-T-T-E-R, the greatest book I've used with change has been My Iceberg is Melting. And I have people read it and ask questions such as, what did you learn? What did it teach you about people? How did this resonate with some people you're working with? What did you learn about yourself you're committed to improving? What did you learn about change in people's typical relationships with it? See, when you bring in other subject matter experts, little does John Cotter know how much he's helped people we've coached. See, when you bring in a subject matter expert, especially somebody from Harvard, you have credibility in your coaching process, and it accelerates their mindset as it relates to this thing called change. Now, think about, when I think about change, I also think about something, and you can have a lot of different topics brought into this thing called change, but I think about adversity and resilience. Think about finding a video about overcoming change and challenge, overcoming adversity. And you play that video, and you have somebody watch it, and then you ask the question, what if this person didn't overcome their adversity? What if they didn't show resilience? What would have changed? And let's say the story illustrates there's positive change, right? There's some great videos out on YouTube and Vimeo that can help you with this. Do a search on resilience, overcoming change, overcoming obstacles, and when you play that video, there's typically a success component where somebody achieves something and say, well, what if they stopped? What if they didn't overcome this? What if they weren't resilient? What if they didn't overcome this adversity? What would have changed? And it gives you a different perspective. It gives the person you're coaching or the people that you're coaching a different perspective about change. Change is not something that people seek. If you get people watching and reading and fueling their mind as to the why people should change, it will accelerate the success of your direct coaching.