Change is uncomfortable for almost everyone. Even when the risk is real and the evidence is obvious, people hesitate. I have seen this in brands preparing for a launch, in field teams shifting to digital tools, and in senior groups facing new regulations. The hesitation is rarely about intelligence. It is mainly about fear of losing what feels safe.

The book Our Iceberg Is Melting uses a simple story about a penguin colony facing danger to show how leaders can help their people face important change, even when they resist. The story feels light, but the lessons are serious and widely used in business today.

Below is a practical, human translation of the eight-step change model from the book, with field-tested insights for real workplaces.

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A Quick Overview of the Story

A group of penguins lives on a large iceberg.
One penguin discovers a problem: the iceberg is melting from the inside.
But warning others is not simple.

Some penguins worry too much.
Some deny the problem.
Some mock new ideas.
Some think “this is how we’ve always lived.”

The colony must make big decisions fast or lose its home.
This story captures what we see every day inside organizations:

• People fear risk
• Leaders fear conflict
• Teams delay action

The book shows a better way: a clear process for guiding change.

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Lesson 1 From “Our Iceberg Is Melting“

— Create a Real Sense of Urgency

People change faster when they truly believe they must.

It begins with showing evidence, not shouting instructions.
Help others feel the risk, not only understand it.

In the book:
Fred (the curious penguin) gathers proof and communicates it in a way that others can see the danger themselves.

In pharma organizations:
Use data, field insights, and competitor signals to show why standing still is not safe.

Urgency is the spark.
Without urgency, nothing moves.

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Lesson 2 From “Our Iceberg Is Melting“

— Build a Strong Guiding Team

One leader cannot fight change alone.

You need a team with:

• Respect
• Influence
• Mixed skills
• Real commitment

Each member supports change from a different angle.

In the colony:
Alice, the leader, Fred the analyst, Buddy the communicator, and others form a multi-strength team.

This mirrors real business:

• Medical voices reassure accuracy
• Sales leaders represent the field reality
• Digital teams push modern approaches
• Senior sponsors remove barriers

Change becomes lighter when carried together.

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Lesson 3 From “Our Iceberg Is Melting“

— Create the Right Vision

Urgency explains why change is needed.
Vision explains where we are going.

A strong vision feels:

• Clear
• Achievable
• Easy to communicate
• Worth the effort

For the penguins, the vision is finding a new, safe home for the colony.

In companies, the vision might be:

• A new commercial model
• A better patient experience
• A more agile team structure

Vision gives people confidence during uncertainty.

You can get access to the fundamentals of leadership in our Learning Hub.

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Lesson 4 From “Our Iceberg Is Melting“

— Communicate the Vision with Simplicity

People cannot follow a vision they do not remember.

Leaders must communicate repeatedly:

• In simple words
• Through stories
• With visual cues

The penguins talk to all members, use demonstrations, and repeat the message until everyone understands.

In business, emails alone do not change hearts.
People need to see, hear, and feel the message from multiple channels.

Communication is not an event.
It is a continuous action.

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Lesson 5 From “Our Iceberg Is Melting“

— Remove Obstacles, One by One

Resistance is normal.
Some resist quietly. Some resist loudly.

Your job is to remove the barriers that block progress:

• Fear
• Old rules
• Lack of skills
• Limited budgets
• Personal insecurity

In the story, they deal with the rigid teacher penguin who tries to slow down new ideas.

In leadership, you do not fight people.
You remove the friction that keeps people stuck.

Every obstacle removed speeds up belief.

You can get access to the real-life case studies in our Case Studies section.

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Lesson 6 From “Our Iceberg Is Melting“

— Create Small Wins

Big change can feel too distant.
Small wins build momentum.

Examples of small wins:

• A pilot success
• A fast process improvement
• A new tool that saves time
• Positive feedback from early adopters

In the colony, early success gives energy to continue moving.

In business, small wins:

• Reduce fear
• Increase trust
• Prove the new direction works

Celebrate these wins loudly.
People repeat what you celebrate.

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Lesson 7 From “Our Iceberg Is Melting“

— Build on the Momentum

When small wins arrive, do not relax.
Push forward.

Change is fragile.
If you stop early, the group returns to old habits.

Use every win as fuel for the next improvement.

In the book:
After success with the scout group, they accelerate the search for the new home.

In pharma launches:
Each milestone should lead to a stronger, wider effort:

• Scale training
• Expand awareness
• Strengthen patient pathways

Momentum makes big goals possible.

You can get access to productivity tools in our Productivity Tools section.

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Lesson 8 From “Our Iceberg Is Melting“

— Anchor the New Way in the Culture

Change is not real until it becomes normal.

Culture changes when:

• The new behaviors are rewarded
• New leaders defend the new system
• Success stories are told again and again
• People say, “This is how we do things here.”

The penguins end up with a new model of living that becomes part of their identity.

In organizations:
Lock in change through:

• Role modeling
• Ongoing measurement
• Hiring choices aligned with the new mindset
• Training from your Learning Hub

Culture is the final step.
Without a culture shift, change disappears.

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How “Our Iceberg Is Melting” Book Applies to Pharmaceutical Marketing

I have seen the penguin story repeated countless times in our industry.

Here are real parallels:

Book Lesson	Pharma Reality
Urgency	Loss of access, digital disruption, new competitors
Guiding Team	Cross-functional brand squads
Vision	Patient focus and launch excellence
Communication	Field feedback, medical alignment, simple messaging
Removing Obstacles	Regulatory fears, system overload, silos
Small Wins	Pilot territories, quick adoption metrics
Momentum	Scale digital tools, expand indication use
Culture	Agility, compliance, customer-centric habits

Whenever I help teams navigate change, I think of those penguins.
The team that acts early and together is the team that survives and performs.

Get more book summaries in the Book Summary section.

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Practical Tools for Leaders Facing Change

You can use the lessons like a checklist.
Before starting any project, ask:

• Do people see the danger if we do not change?
• Do I have the right internal supporters?
• Is our direction short and memorable?
• Can I explain it in two minutes?
• What fears do I need to remove?
• What early win can I deliver?
• How will I keep progress alive?
• How will I make the change part of daily life?

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Why This Story Still Matters

Change has become continuous.
Teams need leaders who:

• See danger early
• Communicate clearly
• Remove friction
• Give direction and hope

You don’t need to be the loudest voice.
You need to be the one who helps people move forward when staying still is risky.

Like the penguins, teams survive change with the right leadership presence.

Leadership is not the person with the title.
It is the person who sees the truth early and guides with courage.

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Key Takeaway

Our Iceberg Is Melting reminds us of one thing:

The biggest risk is pretending everything is fine.

Change is not the enemy.
Fear is.

Lead with clarity.
Lead with consistency.
Lead with courage.

Your team will follow.