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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
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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.
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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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Gruppo di Interesse Speciale
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Gruppo di Interesse Speciale Gestione del Cambiamento (Iceberg) .
Gruppo di Interesse Speciale (18 membri)
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Forum sul Gestione del Cambiamento (Iceberg).
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How to Make Employees LOVE Change?
Most of the discussions in this particular knowledge center change iceberg focus on the RESISTANCE to change. My question is how to make people LOVE change... Why not create and exploit that situation...
 33  102 commenti |
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Dealing with Toxic Employees
In modern society and organizations, very negative, destructive, "toxic" team members may damage an entire organization or a team.
Typical examples of toxic behaviors are:
Backstabbing,...
14 2 commenti |
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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?
In one of my various change management assignm...
6 7 commenti |
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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, resisti...
4 2 commenti |
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Migliori Pratiche
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Gli argomenti più votati su Gestione del Cambiamento (Iceberg). Qui troverai le idee più preziose e suggerimenti pratici.
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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 their book 'Change management' indicate that there are multiple psychological mot...
44 41 commenti
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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 resistance to change.
2. Help employees transition through the cha...
28 6 commenti
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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 proce...
18 3 commenti
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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 with that or else the automatic defense mechanism wil...
11 4 commenti
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Consigli degli Esperti
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Approfondimenti avanzati sul Change Management (Iceberg) (Inglese). Qui troverai consigli professionali di esperti.
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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...
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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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Personal Networks of Successful Change Agents Leading Major and Minor Change Initiatives
Organizational change is often difficult to achieve because it disturbs the hierarchical structures and the way to accom...
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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 ...
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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...
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Key Success Factors when you're Designing your Change Management Program Best Practices, Change Management, Organizational Change
In their article "Making Change Happen, and Making It Stick" (published in the online edition of strategy+business, Dece...
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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
Why is changing an organization culture so difficult? Because, once it is established, a culture has the tendency to str...
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What Change Agents Should I Use? Change Management, Organizational Change, Turnaround Management
When choosing between internal or external change agents, organizations should consider following advantages and disadva...
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The Need to Communicate the REASONS for Change Change Management
1072 survey contributors commented on how improve their chances of thriving, by communicating in ways that build trust a...
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Assessing the Risks of Change and the Organization’s Capacity for Change Leading Change
In their book "Transforming Public and Nonprofit Organization – Stewardship for Leading Change", James Edwin Kee and Kat...
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Critical Leadership Skills Tackling the Six Stages of Concern
In order to tackle all six stages of concern mentioned by Ken Blanchard in the article “Mastering the Art of Change” (Tr...
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Six Crucial Mind Shifts for Strategy Execution / Implementation Change Management, Strategic Change, Resistance to CHange, Strategy Implementation
Speculand (2009) suggests six mind shifts that people should consider when they're implementing new strategies in organi...
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Strategic Change: Why, What, When, Who and How Preparing Strategic Change
If we need to change strategically, we need to think about why, what, when, who and how:
- Why do we want to change? - ...
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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...
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The Role of the CEO in Strategic Change Initiation Communicating Strategic Change
In management literature the role of the CEO in formulating and implementing strategic change has often been emphasized....
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Fonti di Informazione
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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.
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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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The Nature and Complexity of Organizational Change Change Management, Organizational Change
Presentation about organizational change. The presentation discusses and highlights the complexity and multi-dimensional...
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Dealing with Strong Resisters Dealing with Resistance to Change, Change Management, Training, Workshop
Dr. John Kotter gives remarkable advice on dealing with "No, No, People" (strong resisters in change initiatives).
Acco...
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Avoiding Resistance: Communicate Organizational Change to Affected Audiences Organizational Change, Change Management, Change Communications
This presentation elaborates on the process of communicating change towards those affected by the change. The presentati...
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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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Effective Change Leadership and Management: Principles, Frameworks and Tools Change Management, Change Leadership
Comprehensive presentation on leadership and management in a change context.
1. Introduction and Overview
2. What is t...
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What is Change Management? Initial Understanding of Change Management
In this video Elissa Farrow from About Your Transition explains the relatively new concept of Organizational Change Mana...
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Professor Evans Explains Why Fast Change Requires New Ways of Learning and Thinking Action Learning, Coping with Change, The Need of Change, The Need for New Ways of Learning
In this historic video Action Learning Professor Reg Evans shows that it is very important to understand that today's ra...
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Dealing with Resistance to Change Change Management, Resistance to Change
This presentation focuses on resistance to change and ways to overcome or prevent it. The presentation has good graphics...
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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...
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Managing Organizational Change Change Management, Leading Change, Organizational Development
This is a presentation about the ways to manage change. The presentation includes the following sections:
1. Introducti...
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Change Management in an Information Technology / IT Context Change Management, Information Systems Planning, Information Systems Architecture, Information Systems Implementation
This presentation provides information about the planning and implementation of change, focusing on a context of informa...
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Managing Organizational Change and Managing Stress Organizational Change; Change Management; Stress Management
Presentation about organizational change with a special emphasis on stress management. The presentation includes the fol...
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Evaluating Organizational Change: Approaches, Reasons, Types and Processes Change Management, Success of Organizational Change, Organizational Learning
This presentation elaborates on how to evaluate organizational change. The presentation includes the main known approach...
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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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The Importance of Adapting to Change Change Management, Need to Change, Change Management
Dave Weber reveals that Charles Darwin never said that the strongest of the species survives.
What he really said was t...
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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....
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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...
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Change Management Iceberg Diagram Resistance to Change
Download and edit the 12manage PowerPoint model for limited personal, educational and business use.
Republishing in int...
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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....
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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
Più Metodi, Modelli e Teorie di Gestione
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