|
Der Veränderungsmanagement Eisberg von Wilfried Krüger ist eine starke Visualisierung von dem, was wohl das Wesentliche der Änderung in Organisationen ist: Barrieren bewältigen.
Die Spitze des Eisbergs
Laut Krüger betrachten viele Änderungsmanager nur die Spitze des Eisbergs: Kosten, Qualität und Zeit („Themenmanagement“).
Unterhalb der Oberfläche des Eisbergs
Jedoch unterhalb der Wasseroberfläche gibt es zwei weitere Dimensionen des Veränderungs-und Implementierungsmanagements:
- Management von Vorstellungen und Glauben und
- Macht-und Politikmanagement
Welche Arten von Barrieren entstehen und welche Art von Implementierungsmanagement infolgedessen erforderlich ist, hängt ab von:
1. der Art der Änderung
- "nur" harte Sachen (Informationssysteme, Prozesse) kratzen an der Oberfläche,
- auch weiche Sachen (Werte, Denkrichtungen und Fähigkeiten) sind viel profunder
2. die angewandte Änderungsstrategie
- revolutionäre, drastische Änderung wie im Business Process Reengineering-Ansatz
- evolutionäre, zusätzliche Änderung wie in Kaizen-Konzept
|
|
Leute involviert in der Veränderung
- Gegner haben eine negative allgemeine Haltung gegenüber Änderung UND ein negatives Verhalten in Richtung zu dieser bestimmten persönlichen Änderung. Sie müssen von Management von Wahrnehmungen gesteuert werden und ihren Verstand Glauben soweit wie möglich ändern.
- Förderer einerseits haben eine positive generische Haltung gegenüber Änderung UND sind gegenüber dieser bestimmten Änderung für sich persönlich positiv eingestellt. Sie nutzen die Änderung zu ihrem Vorteil und werden sie folglich unterstützen.
- Versteckte Gegner haben eine negative generische Haltung gegenüber Änderung, obgleich sie scheinen, die Änderung auf einem oberflächlichen Niveau („Opportunisten“) zu unterstützen. Hier ist Management der Vorstellungen und der Glauben, unterstützt durch Informationen (Themenmanagement) erforderlich, um ihre Haltung zu ändern.
- Mögliche Förderer haben eine generische positive einstellung gegenüber Änderung, gleichwohl aus bestimmten Gründen sie (schon) nicht über diese bestimmte Änderung überzeugt sind. Kraft- und Politik-Management scheint, angebracht zu sein in diesem Fall.
Veränderung bewältigen
Krüger sagt, dass die Geschäftsleitung eine dauerhafte Aufgabe und eine Herausforderung hat, sich mit Veränderung zu befassen. Oberflächliches Themenmanagement kann Resultate nur auf einem Niveau erzielen, die mit der Akzeptanz konsistent sind, die unterhalb der Oberfläche ist. Die Basis von Veränderungsmanagement liegt in der zwischenmenschlichen und Verhaltensdimension und in der normativen und kulturellen Dimension und ist abhängig von Macht- und Politikmanagement und vom Management der Vorstellungen und Glauben.
|
 |
Artikel: Wilfried Krüger - Implementation: the Core Task of Change Management, CEMS Business Review, Vol. 1, 1996
Buch: Michael A. Beitler - Strategic Organizational change
Buch: Linda Ackerman Anderson, Dean Anderson - The Change Leader's Roadmap
|
Veränderungsmanagement (Eisberg) Fachgruppe.
Fachgruppe (30 Mitglieder)
|
|
|
Forum über Veränderungsmanagement (Eisberg).
|
Engage the Opponents
When you engage the "tough nuts" on your team and get them involved from the outset, your chance of successfully impleme (...)
 9 |
|
|
Who Moved my Cheese?
The book 'WHO MOVED MY CHEESE' is a very good book for management student.
Who Moved My Cheese was published in 199 (...)
3 |
|
|
Why You should Embrace Change
Wildebeest that travel thousands of miles every year to get to water during the dry season will walk in a windy pattern (...)
3 |
|
|
|
Die am besten bewerteten Themen über Veränderungsmanagement (Eisberg). Hier finden Sie die wertvollsten Ideen und praktischen Vorschläge.
|
|
|
Erweiterte Einblicke zu Change Management (Iceberg) (Englisch). Hier finden Sie professionelle Ratschläge von Experten.
|
I'll never use the term 'Resistance to Change' again Resistance to Change is a Defensive Attitude...
I am working as a change manager in a German IT company. Somebody advised me the other day to read an article about resi (...)
|
|
|
Addressing Concerns Against Change and their Remedies Change Management, Organizational Change, Turnaround Management
According to Ken Blanchard in the article “Mastering the Art of Change” (Training Journal, January 2010), it is importan (...)
|
|
|
Personal Networks of Successful Change Agents Leading Major and Minor Change Initiatives
Organizational change is often difficult to achieve because it disturbs the hierarchical structures and the way to accom (...)
|
|
|
Leadership Strategies for Change Initiate, implement, develop and sustain change
In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through (...)
|
|
|
Understanding Why Resistance Occurs Why Acknowledging the Power of Employees is Important
The concept of bases of social power is very important for organizations in the context of change initiatives.
The sour (...)
|
|
|
Key Success Factors when you're Designing your Change Management Program Best Practices, Change Management, Organizational Change
In their article "Making Change Happen, and Making It Stick" (published in the online edition of strategy+business, Dece (...)
|
|
|
Role of Recruiting in Organization Culture So Hard? The ASA Model (Schneider) Organization Culture, Culture Change, Corporate Culture, Change Management, Recruitment
Why is changing an organization culture so difficult? Because, once it is established, a culture has the tendency to str (...)
|
|
|
What Change Agents Should I Use? Change Management, Organizational Change, Turnaround Management
When choosing between internal or external change agents, organizations should consider following advantages and disadva (...)
|
|
|
The Need to Communicate the REASONS for Change Change Management
1072 survey contributors commented on how improve their chances of thriving, by communicating in ways that build trust a (...)
|
|
|
Assessing the Risks of Change and the Organization’s Capacity for Change Leading Change
In their book "Transforming Public and Nonprofit Organization – Stewardship for Leading Change", James Edwin Kee and Kat (...)
|
|
|
Critical Leadership Skills Tackling the Six Stages of Concern
In order to tackle all six stages of concern mentioned by Ken Blanchard in the article “Mastering the Art of Change” (Tr (...)
|
|
|
Six Crucial Mind Shifts for Strategy Execution / Implementation Change Management, Strategic Change, Resistance to CHange, Strategy Implementation
Speculand (2009) suggests six mind shifts that people should consider when they're implementing new strategies in organi (...)
|
|
|
Strategic Change: Why, What, When, Who and How Preparing Strategic Change
If we need to change strategically, we need to think about why, what, when, who and how:
- Why do we want to change? - (...)
|
|
|
The 7C Framework for Successful Personal and Professional Change Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change
In the article 'Managing Yourself: How to Embrace Complex Change", Brimm (2015) provides a framework of seven C’s that c (...)
|
|
|
The Role of the CEO in Strategic Change Initiation Communicating Strategic Change
In management literature the role of the CEO in formulating and implementing strategic change has often been emphasized. (...)
|
|
|
|
Verschiedene Informationsquellen zu Veränderungsmanagement (Eisberg). Hier finden Sie Powerpoints, Videos, Nachrichten usw., die Sie in Ihren eigenen Vorträgen und Workshops verwenden können.
|
22 Best Practices in Change Management Change Management, Organizational Change
Presentation starts with short introduction of managing organizational change and then outlines 22 best practices in cha (...)
|
|
|
The Nature and Complexity of Organizational Change Change Management, Organizational Change
Presentation about organizational change. The presentation discusses and highlights the complexity and multi-dimensional (...)
|
|
Dealing with Strong Resisters Dealing with Resistance to Change, Change Management, Training, Workshop
Dr. John Kotter gives remarkable advice on dealing with "No, No, People" (strong resisters in change initiatives).
Acco (...)
|
|
|
Avoiding Resistance: Communicate Organizational Change to Affected Audiences Organizational Change, Change Management, Change Communications
This presentation elaborates on the process of communicating change towards those affected by the change. The presentati (...)
|
|
Effective Change Leadership and Management: Principles, Frameworks and Tools Change Management, Change Leadership
Comprehensive presentation on leadership and management in a change context.
1. Introduction and Overview
2. What is t (...)
|
|
|
What is Change Management? Initial Understanding of Change Management
In this video Elissa Farrow from About Your Transition explains the relatively new concept of Organizational Change Mana (...)
|
|
|
Professor Evans Explains Why Fast Change Requires New Ways of Learning and Thinking Action Learning, Coping with Change, The Need of Change, The Need for New Ways of Learning
In this historic video Action Learning Professor Reg Evans shows that it is very important to understand that today's ra (...)
|
|
|
Tips for Successful Change Management Initial Understanding of How to Manage Change Successfully
Gavin Wedell explains that to change one's organization, one must change one's inner being.
In today's world market con (...)
|
|
|
Dealing with Resistance to Change Change Management, Resistance to Change
This presentation focuses on resistance to change and ways to overcome or prevent it. The presentation has good graphics (...)
|
|
|
Resistance to Change and Its Management Change Management, Resistance to Change, Change Resistance
This presentation focuses on a specific dimension of change management, namely the management of resistance to change of (...)
|
|
|
Managing Organizational Change Change Management, Leading Change, Organizational Development
This is a presentation about the ways to manage change. The presentation includes the following sections:
1. Introducti (...)
|
|
|
Change Management in an Information Technology / IT Context Change Management, Information Systems Planning, Information Systems Architecture, Information Systems Implementation
This presentation provides information about the planning and implementation of change, focusing on a context of informa (...)
|
|
|
Managing Organizational Change and Managing Stress Organizational Change; Change Management; Stress Management
Presentation about organizational change with a special emphasis on stress management. The presentation includes the fol (...)
|
|
|
Evaluating Organizational Change: Approaches, Reasons, Types and Processes Change Management, Success of Organizational Change, Organizational Learning
This presentation elaborates on how to evaluate organizational change. The presentation includes the main known approach (...)
|
|
|
The X Model of Employee Engagement Employee Engagement, Organizational Commitment, Amployee Attitude
Organizations aim for success. And so do employees. But individuals (employees, executives, managers) have their own def (...)
|
|
|
The Importance of Adapting to Change Change Management, Need to Change, Change Management
Dave Weber reveals that Charles Darwin never said that the strongest of the species survives.
What he really said was t (...)
|
|
|
Article by Krüger 1 Change Management
Part 1 of the article by Wilfried Krüger in De Wit and Meyer's Strategy: Proces, Content, Context. Used with permission. (...)
|
|
|
Role of Leadership in Change Management Change Management, Leadership
Clear presentation about the tasks of leaders in change management by N.H. Amer. First there is an outline of the person (...)
|
|
|
Change Management Iceberg Diagram Resistance to Change
Download and edit the 12manage PowerPoint model for limited personal, educational and business use.
Republishing in int (...)
|
|
|
Article by Krüger 2 Change Management
Part 2 of the article by Wilfried Krüger in De Wit and Meyer's Strategy: Proces, Content, Context. Used with permission. (...)
|
|
|
|
Springen Sie automatisch in weitere nützliche Quellen bezüglich Veränderungsmanagement (Eisberg).
|
|
|
|
|
|
Nachrichten
|
Videos
|
Präsentationen
|
Bücher
|
Mehr
|
|
|
|
Vergleichen Sie mit dem Veränderungsmanagement Eisberg: Veränderungsgleichung | Veränderung von Organisationskulturen | Vergessen Leihen Lernen | Veränderungsphasen | Appreciative Inquiry-Methode | Positive Abweichung | DICE Rahmenwerk | Kraftfeldanalyse | Kerngruppen-Theorie | Sozialen Machtbasen | MSP-Modell | PMMM-Modell | Theorie des geplanten Verhaltens | Business Process Reengineering | Kaizen-Konzept | Dimensionen der Veränderung | Sieben Wege zur Effektivität | Kulturebenen-Modell | Kulturtypen | RACI-Methode
Zurück zur Managementdisziplin: Veränderung & Organisation | Kommunikation & Fähigkeiten | Human Resources | Führung | Programm- & Projektmanagement
Mehr Managementmethoden, Modelle und Theorie
|
|
|
Benachrichtigen Sie Ihre Studenten
|
|
Kopieren Sie dies in Ihre Lernmaterialien:
und fügen Sie einen Hyperlink hinzu zu:
|
|
|
Link zu diesem Wissenszentrum
|
|
Kopieren Sie diesen HTML-Code auf Ihre Website:
|
|
|
|
|
|
|
|
1 Kommentare