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.

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


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Forum sul Gestione del Cambiamento (Iceberg).


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 (...)
14
 
1 commenti
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 (...)
12
 
2 commenti
Engage the Opponents
When you engage the "tough nuts" on your team and get them involved from the outset, your chance of successfully impleme (...)
9
 
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 (...)
9
 
1 commenti
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 (...)
8
 
1 commenti
Dealing with Toxic Employees
In modern society and organizations, very negative, destructive, "toxic" team members may damage an entire organization (...)
6
 
1 commenti
Good Change Management Examples
Who can share a live example of a company implementing change management effectively? What are the key reasons for this (...)
5
 
1 commenti
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 (...)
5
 
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 (...)
4
 
1 commenti
Human Factors in Change Management
An important part of change management is dealing with human factors --- reactions to implementation which for both indi (...)
4
 
2 commenti
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 (...)
3
 
Achieving Change at the Individual Level
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3
 
4 commenti
Communicating Change to Top Management
What are the different ways of communicating change to top management? (...)
3
 
3 commenti
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 (...)
3
 
7 commenti
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. (...)
3
 
15 commenti
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 199 (...)
3
 
Managing the Change Within Oneself
What about the change we manage within ourselves everyday, everytime? Can anyone please share any experience about how t (...)
3
 
4 commenti
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 (...)
0
 
2 commenti

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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 t (...)
44
 
40 commenti

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:
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What are the Reasons for Change?
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5 commenti

Hidden Resistance to Change
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3 commenti

Bad Change Management Examples
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What Punishment for Unwilling Employees?
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12
 
11 commenti

What Leadership Style Reduces Resistance?
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19 commenti

6 Images of Managing Change (Palmer, Dunford and Akin)
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1 commenti

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 (...)
10
 
5 commenti

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 (...)
9
 
3 commenti

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 (...)
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5 commenti

Automatic Defense Mechanisms to Change
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4 commenti

Managing Change is in the Essence of Management
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7
 
4 commenti

Create Involvement and Communicate the Strategic Need to Change
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14 commenti

Consigli degli Esperti

Approfondimenti avanzati sul Change Management (Iceberg) (Inglese). Qui troverai consigli professionali di esperti.


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

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

Addressing Concerns Against Change and their Remedies

Change Management, Organizational Change, Turnaround Management
According to Ken Blanchard in the article “Mastering the Art of Change” (Training Journal, January 2010), it is importan (...)

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Leading Major and Minor Change Initiatives
Organizational change is often difficult to achieve because it disturbs the hierarchical structures and the way to accom (...)

Leadership Strategies for Change

Initiate, implement, develop and sustain change
In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through (...)

Understanding Why Resistance Occurs

Why Acknowledging the Power of Employees is Important
The concept of bases of social power is very important for organizations in the context of change initiatives. The sour (...)

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

Best Practices, Change Management, Organizational Change
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Role of Recruiting in Organization Culture So Hard? The ASA Model (Schneider)

Organization Culture, Culture Change, Corporate Culture, Change Management, Recruitment
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What Change Agents Should I Use?

Change Management, Organizational Change, Turnaround Management
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The Need to Communicate the REASONS for Change

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

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Six Crucial Mind Shifts for Strategy Execution / Implementation

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The 7C Framework for Successful Personal and Professional Change

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

The Role of the CEO in Strategic Change Initiation

Communicating Strategic Change
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22 Best Practices in Change Management

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The Nature and Complexity of Organizational Change

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Presentation about organizational change. The presentation discusses and highlights the complexity and multi-dimensional (...)

Dealing with Strong Resisters

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Avoiding Resistance: Communicate Organizational Change to Affected Audiences

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Tips for Successful Change Management

Initial Understanding of How to Manage Change Successfully
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Dealing with Resistance to Change

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Resistance to Change and Its Management

Change Management, Resistance to Change, Change Resistance
This presentation focuses on a specific dimension of change management, namely the management of resistance to change of (...)

Managing Organizational Change

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Change Management in an Information Technology / IT Context

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Evaluating Organizational Change: Approaches, Reasons, Types and Processes

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The X Model of Employee Engagement

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The Importance of Adapting to Change

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Article by Krüger 1

Change Management
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Role of Leadership in Change Management

Change Management, Leadership
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Change Management Iceberg Diagram

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Article by Krüger 2

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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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