Iceberg di Gestione del Cambiamento

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Spiegazione di Iceberg di Gestione del Cambiamento di Wilfried Krüger.


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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.

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 Forum
  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 individual aspiring to implement change spends his energy in the form of planning, debating, deciding...
  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, when they move around across the plains, they will continuously assess the environment they are in rig...
  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 random, but part of the deep survival mechanism that humans have developed over thousands of years.
  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, guilt, threat, doubt and and all other motives fo...
  Checking Team Alignment: T4
I've recently piloted a strength-based approach to change using a free on-line tool combined with an appreciative approach. Initial output is very rich and teams are engaged.
Here’s the...
  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 Spencer Johnson which describes change in one’s work and life. Who Moved My Cheese was included in the N...
  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 Rapid Results (RR) Project, in short, is an adrenaline-charged change, fast-moving, exciting, energizing...
  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 system....
  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 their control or when external influences are compatible with those things that genuinely motivate us -...
  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 occur in phases. These can be laughing at the change, resisting it, accepting it, then taking it ...
  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 Usefulness of Iceberg to Management?
What is the usefulness of the organisational iceberg model to the managers?...
  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 that during the course of a change the following 6 Images of Managing Change (roles) are in pla...
  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 can easily ague it out with them and know where the process need to be fixed or maintained. The most...
  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 building up trust.
Especially the management group must provide a clear picture to related sta...
  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 and strategy are used, you end up creating problems which leave an organisation unable to manage chan...

Iceberg di Gestione del Cambiamento Special Interest Group

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Iceberg di Gestione del Cambiamento Corsi & Eventi

Corsi, Seminari ed Eventi

Migliori Pratiche - Iceberg di Gestione del Cambiamento Premium
  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 change... Why not create and exploit that situation? And what are the best options and approaches to ...
  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 environment, both internally and externally.
How should leaders behave so as to maximize commit...
  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' indicate that there are multiple psychological motives for showing resistance by employees or manage...
  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 reward them and if they are not then they are punched.
So in what way we punish those employees...
  Bad Change Management Examples
Who can share a live example of a company implementing change management miserably? What went wrong and why? Thanks!...
  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?...

Expert Tips (ENG) - Change Management Iceberg Premium

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

I am working as a change manager in a German IT company. Somebody advised me the other day to read an article about resistance to change by Jeffrey an...
Usage (application): Resistance to Change is a Defensive Attitude...

Addressing Concerns Against Change and their Remedies

According to Ken Blanchard in the article “Mastering the Art of Change” (Training Journal, January 2010), it is important for leaders to address the f...
Usage (application): Change Management, Organizational Change, Turnaround Management

Personal Networks of Successful Change Agents

Organizational change is often difficult to achieve because it disturbs the hierarchical structures and the way to accomplish things. For this reason ...
Usage (application): Leading Major and Minor Change Initiatives

Leadership Strategies for Change

In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through Change program, in whic...
Usage (application): Initiate, implement, develop and sustain change

Understanding Why Resistance Occurs

The concept of bases of social power is very important for organizations in the context ...
Usage (application): Why Acknowledging the Power of Employees is Important

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

In their article "Making Change Happen, and Making It Stick" (published in the online edition of strategy+business, December 20, 2010), Ashley Harshak...
Usage (application): Best Practices, Change Management, Organizational Change

What Change Agents Should I Use?

When choosing between internal or external change agents, organizations should consider following advantages and disadvantages of each o...
Usage (application): Change Management, Organizational Change, Turnaround Management

The Need to Communicate the REASONS for Change

1072 survey contributors commented on how improve their chances of thriving, by communicating in ways that build trust and engage people. For these co...
Usage (application): Change Management

Critical Leadership Skills

In order to tackle all six stages of concern mentioned by Ken Blanchard in the article “Mastering the Art of Change” (Training Journal, January 2010),...
Usage (application): Tackling the Six Stages of Concern

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

Why is changing an organization culture so difficult? Because, once it is established, a culture has the tendency to strengthen itself, become more ho...
Usage (application): Organization Culture, Culture Change, Corporate Culture, Change Management, Recruitment

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

In their book "Transforming Public and Nonprofit Organization – Stewardship for Leading Change", James Edwin Kee and Kathryn E. Newcomer argue that th...
Usage (application): Leading Change

Six Crucial Mind Shifts for Strategy Execution / Implementation

Speculand (2009) suggests six mind shifts that people should consider when they're implementing new strategies in organizations. These are outlined an...
Usage (application): Change Management, Strategic Change, Resistance to CHange, Strategy Implementation

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

If we need to change strategically, we need to think about why, what, when, who and how:
- Why do we want to change? - the constraints imp...
Usage (application): Preparing Strategic Change

The 7C Framework for Successful Personal and Professional Change

In the article 'Managing Yourself: How to Embrace Complex Change", Brimm (2015) provides a framework of seven C’s that can guide one successfully thro...
Usage (application): Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change

The Role of the CEO in Strategic Change Initiation

In management literature the role of the CEO in formulating and implementing strategic change has often been emphasized.
An interesting view to s...
Usage (application): Communicating Strategic Change

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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

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