“Nothing is constant except change” and no one disagrees with it.

Progress is also change and I would like to share three best sellers books on CHANGE that have inspired millions including myself.  The three books are

–         WHO MOVED MY CHEESE by Dr. Spencer Johnson

–         OUR ICEBERG IS MELTING by Dr. John Kotter

–         SWITCH by Dan and Chip Heath

The three best sellers are simple to read and grasp.  There is no age bar for the books and even a 10 year old child will grasp the wisdom shared in the books.  It explains change and touches a different cord.

“WHO MOVED MY CHEESE” was published in the year 1998. It’s a short book written in story format wherein the characters are two mice and two small people. 
There is beautiful dialogue between the four regarding how they respond to the changing environment around them; specifically their work environments.  It inspires people to take action before it’s too late.  It inspires people to be vigilant to changing paradigms within the organization and continue taking action.  The book has inspired me and millions of others to keep smelling the cheese and respond before the pie of the cheese shrinks and becomes extinct.

“Our Iceberg is melting”

The second book “OUR ICEBERG IS MELTING” was first published in the year 2009.  It is a short book written in a story like format that includes conversation between the penguins of a colony.  It reflects what steps and personalities are required to bring about change successfully.  It is more directed towards organizational changes and change within societies.


The third and final book that inspired me to write this blog also complements the circle of change. The book is called “Switch”.  It was first published in 2010 and I personally find it entertaining and also a fascinating study. The book identifies strategies and reflects researched stories for every type of change strategy.  I strongly recommend this book for every leader, Manager and Employee to self analyze and explore how change can be brought in; be it a habit, be it an organizational level change.  It also simplifies why few changes take time where few just happen.