Finding symmetries in an unsymmetrical world ..

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There is an interesting story in Chinese manuscript, that the Pig roast was accidentally discovered by people who for ages together had Raw pig meat.

The story as it happens was about a swine -herd, Ho-ti,who was out one day to collect mast for his hogs. While he was away his eldest son, Bo-bo , a great lubberly boy, who being fond of playing with fire, let some sparks escape into a bundle of straw, which kindling quickly, spread the conflagration over every part of their poor mansion, till it was reduced to ashes. Together with the cottage, nine pigs perished.

While he was thinking what he should say to his father, and wringing his hands over the smoking remnants of one of those untimely sufferers, an odour assailed his nostrils, unlike any scent which he had before experienced. Whilst this he burnt his finger and quickly put it in his mouth for a some soothing (as we do it till date!),and what he tasted was so delicious; that he surrendered himself to the pleasure.

When his father came, (of course he was furious!) he asked him to have the roasted pig, and aha it was a delight !

So much so that Ho-ti and Bo-bo burnt their house more often to surrender to the delicacy, but at the same keeping it a well guard secret amongst themselves.

The neigbours both surprised and curious of the frequent burn down, reported this, and HO-ti was tried in court. Ultimately, he demonstrated what a delicacy it was to the judje and he was let free.

But soon, the entire city was seen burning, for people would burn their houses to enjoy the Roast pig! Funny it may sound, but it is true ..


Now that we know the story, the context is “Are we burning our house” to find what is the source of problem , or how can we approach a solution?


In the book , Change Masters  By Rosabeth Moss Kanter, she touches upon various aspects of creativity and innovation .

The  prime being, are we burning down the house and approaching the problem in a round about way ?

Clearly, the Roast Pig problem would sound very trivial now, but back then insurance agents closed down !

Simple as it may sound, know, why you do what you do ,and only then can you do it better .


Here are 10 rules for stifling change from Rosabeth, just though of sharing with you.



I have a belief that all our dreams come true in this life alone, but ,sometimes, long after we have actually forgotten them.


Just stumbled upon this amazing book, amazing because it teaches, but not preaches. It is a simple fable with profound lessons for working and living in an ever changing world.

I admire the book because it is very difficult to make things simple. 

Here is the key take away from the book :


1. Create a Sense of Urgency.

Help others see the need for change and the importance of acting immediately.

2. Pull Together the Guiding Team.

Make sure there is a powerful group guiding the change—one with leadership skills, bias for action, credibility, communications ability, authority, analytical skills.


 3. Develop the Change Vision and Strategy.

Clarify how the future will be different from the past, and how you can make that future a reality.


4. Communicate for Understanding and Buy-in.

Make sure as many others as possible understand and accept the vision and the strategy.

5. Empower Others to Act.

Remove as many barriers as possible so that those who want to make the vision a reality can do so.

6. Produce Short-Term Wins.

Create some visible, unambiguous successes as soon as possible.

7. Don’t Let Up.

Press harder and faster after the first successes. Be relentless with instituting change after change until the vision becomes a reality.


 8. Create a New Culture.

Hold on to the new ways of behaving, and make sure they succeed, until they become a part of the very culture of the group.

And lastly , do not listen to the NoNo’s.

The background of the story is creating a change using group dynamics, because far more can be achieved in teams.If your cause is genuine, people are bound to notice, provided you project it in a right way. So whatever be it , that you/your organization is stuck up with, You can Change.

Connecting is important, and at the heart of any change requires an underlying emotion. Find that emotion and use it to get along with people using this to bind them to you.

Google’s testing on toilet was about a fundamental change too, which required leaving the mentality that testing is for quality teams. It is engaging people to use social media, group dynamics and leadership and vision to let others SEE what they SEEAction begets Action.

So, the more fundamental the change, the more the resistance, but who said it anyway that it would be easy?




We tend to overestimate how much can be achieved in  day, but underestimate what can be achieved in a lifetime .

Hey there, would be nice to have you around !

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