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La Iceberg del Cambio de Wilfried Krüger es una fuerte visualización sobre cuál es la esencia del cambio organizacional: ocuparse de las barreras.

La parte superior del iceberg

Según Krüger muchos gerentes del cambio consideran solamente la parte superior del iceberg: Costo, calidad y tiempo (“El Tema de la Administración").

Debajo de la superficie del iceberg

Sin embargo, debajo de la superficie del agua hay dos dimensiones más de la gestión del Cambio y de su puesta en práctica:

Administración de opiniones y creencias, y
Administración del poder y de la política

Se presenta qué clase de barreras, y qué clase de Gerencia de Implementación es por lo tanto la necesaria, dependiendo de:

1. la clase de cambio

- "Sólo" cosas duras, rasguñar la superficie (sistemas de información, procesos),

- Cambios suaves, a niveles mucho más profundos (los valores, marcos mentales y las capacidades)

2. la estrategia de cambio aplicada

- cambio revolucionario, dramático como en Reingeniería de Procesos de Negocio

- cambio evolutivo, incremental como en Kaizen

Gente implicada en el cambio

Los opositores tienen una actitud generalmente negativa hacia el cambio Y un comportamiento negativo hacia este cambio personal particular. Necesitan ser controlados por la administración de opiniones y de creencias para cambiar sus mentes tanto como sea posible.
Los promotores por otra parte, estos tienen una actitud genéricamente positiva hacia el cambio Y son positivos sobre este cambio para ellos personalmente, en particular. Se aprovechan del cambio y por lo tanto, lo apoyarán.
Los opositores ocultos tienen una actitud genéricamente negativa hacia el cambio aunque parecen apoyar el cambio en un nivel superficial (“Oportunistas”). Aquí la gestión de opiniones y de creencias apoyadas por la información (Administración del tema) es necesaria para cambiar su actitud.
Los promotores potenciales tienen generalmente una actitud positiva hacia el cambio, no obstante, por ciertas razones, no les convence (todavía) este cambio en particular. La administración del Poder y de la política parece ser la apropiada en este caso.

lidiando con el cambio

Krüger dice que la Gerencia General tiene una tarea y un desafío permanentes de ocuparse del cambio. sólo puede lograr resultados constantes en un nivel superficial con la aceptación que está debajo de la superficie. La base de la Gestión del Cambio está en ambas dimensiones, la interpersonal y del comportamiento; y la dimensión normativa y cultural; esta base está sujeta a la Gestión del Poder y de la política, y en la Gestión de las opiniones y de las creencias.

Artículo: Wilfried Krüger - Implementation: the Core Task of Change Management, CEMS Business Review, Vol. 1, 1996

Libro: Michael A. Beitler - Strategic Organizational change -

Libro: Linda Ackerman Anderson, Dean Anderson - The Change Leader's Roadmap -

Grupo de Interés Especial de Gestión del Cambio (Iceberg)

Grupo de Interés Especial (53 miembros)

Foro sobre Gestión del Cambio (Iceberg)

Debates sobre Gestión del Cambio (Iceberg).

🔥	NUEVO ¿Cómo utilizar la resistencia al cambio como fuente de energía? El cambio debe llevarse a cabo con la mejor sutileza, empleando una dirección muy hábil que trate de iniciar las accione (...)

	Disposición hacia la Salud Mental ¿Cómo conseguir que la Empresa estime la Salud Emocional de sus Colaboradores y empiece a apoyar programas de atención p (...)

	Cambios Graduales: Participar y Generar los Cambios Los cambios deben ser casi imperceptibles, por evolución y no por "revolución", no obstante la dirección general debe se (...)

	El Iceberg de la Gestion del Cambio Muy practica y elocuente la grafica del iceberg. En especial los opositores escondidos adoptan esta posiciòn cando el ca (...)

	Reasons and Motives to Resist Change I'm trying to collect a list of all motives for resistance to change by employees. Henk Kleijn and Fred Rorink in their (...)

	How to Make Employees LOVE Change? Most of the discussions in this particular forum on the change iceberg are about RESISTANCE to change. My question is ho (...)

	Hidden Resistance to Change It is very important to recognize that the most powerful resistance does NOT come from those who openly disagree with yo (...)

	Bad Change Management Examples Who can share a live example of a company implementing change management miserably? What went wrong and why? Thanks! (...)

	Transparancy Needed in Change Management I think everyone who is involved in change processes needs to practice "transparency" in a way to abstain from misunders (...)

	What Leadership Style Reduces Resistance? The importance of employees being committed to change cannot be underestimated nowadays, since more and more organizatio (...)

	Is it Possible to Manage Change If the Right Approaches Are NOT Used? Hi all, I've been focussing on this question for a week now and I find that unless if the right approaches, like that of (...)

	Engage the Opponents When you engage the "tough nuts" on your team and get them involved from the outset, your chance of successfully impleme (...)

	Types of Change and Corresponding Resistance Levels Change may be a evolved or evolutionary change. Or a revolutionary, or forced, top down or bottom up. Technology or mark (...)

	Dealing with Change is Not Always Problematic I think there's a degree of over complexity here. In many instances humans do cope well with change, most usually when s (...)

	Characteristics of Organizations That are Open to Change To what extent should an organisation be open to regular change management initiatives. Are certain types of organisatio (...)

	Avoiding Resistance to Change There will always be change from time to time and management and staff apprehension will always be part of the issues to (...)

	Create Involvement and Communicate the Strategic Need to Change Changes in general are difficult and, in most cases, we live them more like a threat than an opportunity. As we all know (...)

	Good Change Management Examples Who can share a live example of a company implementing change management effectively? What are the key reasons for this (...)

	Categories of People Involved in Change Krueger takes cognizance of four types of major players involved or appear to be directly involved in change management (...)

	Dealing with Toxic Employees In modern society and organizations, very negative, destructive, "toxic" team members may damage an entire organization (...)

	Achieving Change at the Individual Level It is a known fact that in order to have an effective change implementation at the organisation level you need change at (...)

	Human Factors in Change Management An important part of change management is dealing with human factors --- reactions to implementation which for both indi (...)

	Overcoming Resistance? The Rapid Results Method by Schaffer I have recently come across the interesting "Rapid Results" method of implementing change by Robert H. Schaffer ('Rapid (...)

	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 (...)

	Ethics in Change Management What does one do when as a change agent, one realizes that what is being asked will finally be damaging to the growth or (...)

	Change is Most of the Times Selfish The problem I find with change is that in most cases, it favors the organization more than the employees. (...)

	Communicating Change to Top Management What are the different ways of communicating change to top management? (...)

	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 1998. (...)

	Managing the Change Within Oneself What about the change we manage within ourselves everyday, everytime? Can anyone please share any experience about how t (...)

	Equilibrium of System Managers should not forget that they are part of a system they work in. Even minor changes will have effects on how the (...)

Mejores Prácticas sobre Gestión del Cambio (Iceberg)

Aquí encontrará las discusiones más valiosas del pasado.

🥇	The ADKAR model by Prosci The ADKAR model by Prosci (1998) helps to deal with the people dimension of change. It can be used to: 1. Diagnose empl (...)

🥈	What are the Reasons for Change? Why do we really need change in the first place? What are the sources / reasons for the need to change? (...)

🥉	What Punishment for Unwilling Employees? My question is this: when an organization wants to bring change in the organization, we know that if employees are in fa (...)

	6 Images of Managing Change (Palmer, Dunford and Akin) Palmer, Dunford and Akin provide vision and direction for managers to think about their role in managing organizational (...)

	My Way to Deal with Resistance to Change I am a head teacher in a large secondary school in Scotland. Here the trade unions are very powerful and automatically r (...)

	Automatic Defense Mechanisms to Change What I think is that human beings are reluctant for change by nature. When there is a change taking place around themsel (...)

	Managing Change is in the Essence of Management If there are no needs to change, why do we need management? Managing change is in the essence of management. A daily rou (...)

Consejos de Expertos sobre Change Management (Iceberg) (Inglés)

Aquí encontrará consejos de expertos.

	I'll never use the term 'Resistance to Change' again Resistance to Change is a Defensive Attitude... (...)

	Addressing Concerns Against Change and their Remedies Change Management, Organizational Change, Turnaround Management (...)

	Personal Networks of Successful Change Agents Leading Major and Minor Change Initiatives (...)

	Leadership Strategies for Change Initiate, implement, develop and sustain change (...)

	Understanding Why Resistance Occurs Why Acknowledging the Power of Employees is Important (...)

	Key Success Factors when you're Designing your Change Management Program Best Practices, Change Management, Organizational Change (...)

	Role of Recruiting in Organization Culture So Hard? The ASA Model (Schneider) Organization Culture, Culture Change, Corporate Culture, Change Management, Recruitment (...)

	What Change Agents Should I Use? Change Management, Organizational Change, Turnaround Management (...)

	The Need to Communicate the REASONS for Change Change Management (...)

	Assessing the Risks of Change and the Organization’s Capacity for Change Leading Change (...)

	Critical Leadership Skills Tackling the Six Stages of Concern (...)

	Six Crucial Mind Shifts for Strategy Execution / Implementation Change Management, Strategic Change, Resistance to CHange, Strategy Implementation (...)

	Strategic Change: Why, What, When, Who and How Preparing Strategic Change (...)

	The 7C Framework for Successful Personal and Professional Change Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change (...)

	The Role of the CEO in Strategic Change Initiation Communicating Strategic Change (...)

Fuentes de Información sobre Gestión del Cambio (Iceberg)

Aquí encontrarás powerpoints, videos, noticias, etc.

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Gestión del Cambio | Gerencia de Implementación | Iceberg del Cambio

Resumen, foro, mejores prácticas, consejos de expertos y recursos.

La parte superior del iceberg

Debajo de la superficie del iceberg

Gente implicada en el cambio

lidiando con el cambio