Iceberg di Gestione del Cambiamento

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Spiegazione di Iceberg di Gestione del Cambiamento di Wilfried Krüger.



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.

cambi l'iceberg della gestione

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 -

Iceberg di Gestione del Cambiamento Special Interest Group

Special Interest Group (16 membri)

Iceberg di Gestione del Cambiamento Forum  

Argomenti recenti

  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.
  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...

Migliori Pratiche - Iceberg di Gestione del Cambiamento
  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

I'll never use the term 'Resistance to Change' again


Addressing Concerns Against Change and their Remedies


Personal Networks of Successful Change Agents


Leadership Strategies for Change


Understanding Why Resistance Occurs


Key Success Factors when you're Designing your Change Management Program


What Change Agents Should I Use?


The Need to Communicate the REASONS for Change


Critical Leadership Skills


Role of Recruiting in Organization Culture So Hard? The ASA Model (Schneider)


Assessing the Risks of Change and the Organization’s Capacity for Change


Six Crucial Mind Shifts for Strategy Execution / Implementation


Strategic Change: Why, What, When, Who and How


The 7C Framework for Successful Personal and Professional Change


The Role of the CEO in Strategic Change Initiation


Risorse - Iceberg di Gestione del Cambiamento

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Paragonare a Iceberg di Gestione del Cambiamento: Modello di Cambiamento di Beckhard  |  Cambiare la Cultura Organizzativa  |  Dimenticare, Prendere in Prestito ed Imparare  |  Fasi del Cambiamento  |  Inchiesta Elogiativa  |  Devianza Positiva  |  DICE Framework  |  Analisi del Campo di Forza  |  Teoria del Gruppo Centrale  |  Basi del Potere Sociale  |  MSP  |  PMMM  |  Pianificazione del Comportamento  |  Business Process Reengineering  |  Kaizen  |  Dimensioni del Cambiamento  |  I Sette Pilastri del Successo  | Livelli Culturali  |  Tipi Culturali  |  RACI

Ritornare alla Disciplina di Gestione: Cambiamento & Organizzazione  |  Comunicazione & Abilità  |  Risorse Umane  |  Leadership  |  Pianificazione & Project Management

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