Iceberg di Gestione del Cambiamento

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Iceberg di Gestione del Cambiamento di Wilfried Krüger è una visualizzazione forte dell'essenza del cambiamento nelle organizzazioni: affrontare le barriere.

Il top dell'iceberg

Secondo Krüger molti manager del cambiamento considerano soltanto la punta dell'iceberg: Costo, Qualità e Tempo (“Gestione della Questione„).

Sotto la superficie dell'iceberg

Tuttavia, sotto la superficie dell'acqua ci sono due nuove dimensioni della Gestione del cambiamento e dell'Implementazione:

Gestione delle Percezioni e delle Credenze e
Gestione delle Politiche e del Potere

Il genere di barriere che si presenteranno e la Gestione dell'Implementazione di conseguenza necessaria, dipenderanno da:

1. il tipo di Cambiamento

- i fattori hard “solamente„ (sistemi d'informazione, processi) scalfiscono la superficie,

- i fattori soft (valori, mentalità e possibilità) sono molto più profondi

2. la strategia Applicata al Cambiamento

- cambiamento rivoluzionario e drammatico come in Business Process Reengineering

- cambiamento evolutivo e incrementale come in Kaizen

La gente addetta al cambiamento

Gli avversari hanno sia un atteggiamento generale negativo nei confronti del cambiamento CHE un comportamento negativo verso questo particolare cambiamento a livello personale. Devono essere controllati dalla Gestione delle Percezioni e delle Credenze per farli cambiare idea il prima possibile.
I promotori d'altra parte hanno sia un atteggiamento generale positivo nei confronti del cambiamento SIA sono positivi verso questo cambiamento in particolare per loro personalmente. Approfittano del cambiamento e quindi lo supporteranno.
Gli avversari nascosti hanno un atteggiamento generale negativo nei confronti del cambiamento anche se sembrano supportare il cambiamento ad un livello superficiale (“Opportunisti„). Qui la Gestione delle Percezioni e delle Credenze supportata dalle informazioni (Gestione della Questione) è necessaria per cambiare il loro atteggiamento.
I promotori potenziali hanno un atteggiamento positivo generale nei confronti del cambiamento, comunque per determinati motivi non sono convinti (ancora) su questo cambiamento in particolare. La Gestione delle Politiche e del Potere sembra essere adatta in questo caso.

Riguardo al cambiamento

Krüger dice che la direzione generale ha il compito e la sfida permanente di affrontare il cambiamento. La superficiale Gestione della Questione può raggiungere soltanto risultati ad un livello coerente con l'accettazione che è sotto la superficie. La base del Change Management è sia nella dimensione interpersonale che comportamentale e nella dimensione normativa e culturale ed è soggetta alla Gestione delle Politiche e del Potere ed alla Gestione delle Percezioni e delle Credenze.

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

Referenza Bibliografica: Michael A. Beitler - Strategic Organizational change

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

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Forum sul Gestione del Cambiamento (Iceberg).

Transparancy Needed in Change Management
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1 commenti

Is it Possible to Manage Change If the Right Approaches Are NOT Used?
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Engage the Opponents
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Types of Change and Corresponding Resistance Levels
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Avoiding Resistance to Change
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1 commenti

Good Change Management Examples
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Dealing with Toxic Employees
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Categories of People Involved in Change
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Overcoming Resistance? The Rapid Results Method by Schaffer
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1 commenti

Achieving Change at the Individual Level
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4 commenti

Human Factors in Change Management
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Why You should Embrace Change
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Communicating Change to Top Management
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3 commenti

Ethics in Change Management
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7 commenti

Change is Most of the Times Selfish
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15 commenti

Who Moved my Cheese?
The book 'WHO MOVED MY CHEESE' is a very good book for management student.
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Managing the Change Within Oneself
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4 commenti

Equilibrium of System
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2 commenti

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Reasons and Motives to Resist Change
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The ADKAR model by Prosci
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Bad Change Management Examples
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What Punishment for Unwilling Employees?
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Dealing with Change is Not Always Problematic
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Automatic Defense Mechanisms to Change
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Approfondimenti avanzati sul Change Management (Iceberg) (Inglese). Qui troverai consigli professionali di esperti.

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Varie fonti di informazioni su Gestione del Cambiamento (Iceberg). Qui troverai powerpoint, video, notizie, ecc. da utilizzare nelle tue lezioni e seminari.

	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 (...)
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	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 (...)
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	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 (...)
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	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. (...)