Iceberg de Gestion du Changement

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L'Iceberg de Gestion du Changement (Change Management Iceberg) de Wilfried Krüger est une image forte de ce qui fait l'essence du changement dans les organisations (ce qui est discutable) : traiter avec des barrières.

Le sommet de l'iceberg

Selon Krüger beaucoup de responsables du changement considèrent seulement le sommet de l'iceberg : Coût, Délai et Qualité (Cost, Time, Quality) "Gestion du problème" (Issue Management).

En dessous de la surface de l'iceberg

Cependant, sous la surface de l'eau, il y a deux dimensions supplémentaires de gestion du changement et de mise en oeuvre :

Gestion des perceptions et des croyances, et
Gestion politique et d'influence

Quel genre de barrières surgissent ? et par conséquent, quel genre de Gestion d'Exécution est nécessaire ? cela dépend de :

1. le genre de Changement

- le matériel « seulement » (les systèmes d'information, les processus) égratigne juste la surface,

- l'humain aussi (les valeurs, les mentalités et les aptitudes) est beaucoup plus profond

2. la stratégie de changement appliquée

- changement révolutionnaire et spectaculaire comme dans le BPR Réingénierie des Processus des Activités

- changement évolutionnaire et incrémental comme dans la méthode Kaizen

Les personnes impliquées dans le changement

Les adversaires ont une attitude générale négative envers le changement ET un comportement négatif vers ce changement personnel particulier. Ils ont besoin ont sont commandé par la gestion des perceptions et des croyances pour changer d'avis aussi loin que possible.
Les promoteurs (Promoters) d'une part ils ont une attitude générique positive envers le changement ET sont positifs au sujet de ce changement particulier pour eux-mêmes. Ils tirent profit du changement et donc l'aideront.
Les adversaires cachés (Hidden opponents) ils ont une attitude générique négative envers le changement bien qu'ils semblent aider le changement à un niveau superficiel (« opportunistes »). Ici la gestion des perceptions et des croyances aidée par l'information (traitement du problème) est nécessaire au changement d'attitude.
Les promoteurs potentiels ont une attitude positive générique envers le changement, toutefois pour certaines raisons ils ne sont pas convaincus (encore) au sujet de ce changement particulier. Le gestion politique et d'influence semble a sont approprié dans ce cas-ci.

Traiter Changement

Krüger indique que la direction générale a une tâche et un challenge permanents pour traiter du changement. Le traitement superficiel des problèmes peut seulement réaliser des résultats à un niveau en conformité avec ce qui est en dessous de la surface. La base de la gestion du changement est dans la dimension interpersonnelle et comportementale et la dimension normative et culturelle, et est sujet au gestion politique et d'influence, et à la gestion des perceptions et des croyances.

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

Livre : Michael A. Beitler - Strategic Organizational change -

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

Iceberg de Gestion du Changement Groupe d'Intérêt Spécial

Groupe d'Intérêt Spécial (61 membres)

Forum de Iceberg de Gestion du Changement

Sujets récents

	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 how to make people LOVE chang...

	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 such change is under the...

	Engage the Opponents When you engage the "tough nuts" on your team and get them involved from the outset, your chance of successfully implementing change is more assured a...

	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 market induced changes. No...

	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 themselves, they will either cope wit...

	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 be dealt with. Fear, gui...

	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 organisations more receptive to succes...

	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 routine (almost impossible...

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

	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, these resistors are not rand...

	Human Factors in Change Management An important part of change management is dealing with human factors --- reactions to implementation which for both individuals and groups o...

	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 the individual level. Every i...

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

	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 a lot of the time. In fact, wh...

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

	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 health of the organization?

	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....

	Dealing with Toxic Employees In modern society and organizations, very negative, destructive, "toxic" team members may damage an entire organization or a team. Typical examp...

	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 Results!' (2005)). A Rapi...

	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. A parable written by Spenc...

	Adding Two More Hats in People Involved Krueger takes cognizance of four types of major players involved or appear to be directly involved in change management.

	What are the Future Trends in Managing Organizational Change? I am trying to findout what would be the future trends of managing organizational change, what they would be?...

	The Role of Conflicting Interests in Change Management One reason change management in the private sector is complex is in the competing interests from owners, existing employees and patronage in the syste...

	Checking Team Alignment: T4 I've recently piloted a strength-based approach to change using a free on-line tool combined with an

	The Usefulness of Iceberg to Management? What is the usefulness of the organisational iceberg model to the managers?...

	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 system reacts, i.c. it ...

	Change is the Essence of Human Being Evolution For me change is the essence of human being evolution. But I'd like to clarify what I mean by change; how to recognize it: when destructive emo...

Meilleures Pratiques - Iceberg de Gestion du Changement

	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 book 'Change management' ...

	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 employee resista...

	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?...

	Hidden Resistance to Change It is very important to recognize that the most powerful resistance does NOT come from those who openly disagree with you. For such people you ...

	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 misunderstanding, mis-communication and...

	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 favour of the change then we rew...

	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 implementing, communication a...

	What Leadership Style Reduces Resistance? The importance of employees being committed to change cannot be underestimated nowadays, since more and more organizations are operating in a dynamic ...

	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 change. They suggest th...

	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 resist any proposed improvement...

Expert Tips (ENG) - Change Management Iceberg

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Ressources - Iceberg de Gestion du Changement

	Nouvelles sur Changement Iceberg
	Nouvelles sur Changement Résistance
	Vidéos sur Changement Iceberg
	Vidéos sur Changement Résistance
	Présentations sur Changement Iceberg
	Présentations sur Changement Résistance
	Plus sur Changement Iceberg
	Plus sur Changement Résistance

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