Change Management Iceberg

Centro de Conhecimento





Resumo, fórum, práticas recomendadas, dicas de especialistas e recursos.


O Change Management Iceberg de Wilfried Krüger é um visualization forte de o que é arguably a essência da mudança nas organizações: tratar das barreiras.


O alto do iceberg

De acordo com Krüger muitas gerente da mudança consideram somente o alto do iceberg: Custo, qualidade e tempo (“Issue Management”).


Abaixo da superfície do iceberg

Entretanto, abaixo da superfície da água há duas mais dimensões da gerência da mudança e da execução:

  • Gerência das percepções e da opinião, e
  • Power e gerência da política

Que tipo das barreiras se levanta, e que tipo de Implementation Management é conseqüentemente needed, depende de:

1. o tipo da mudança

     - riscos justos duros das coisas “somente” (sistemas, processos de informação) a superfície,

     - as coisas macias também (valores, mindsets e potencialidades) são muito mais profundas

2. a estratégia aplicada da mudança

     - mudança revolucionária, dramática como no Business Process Reengineering

     - mudança evolucionária, incremental como em Kaizen


Povos envolvidos na mudança

  • Os oponentes têm uma atitude geral negativa para a mudança E um comportamento negativo para esta mudança pessoal particular. Necessitam ser controlados por Gerência das percepções e da opinião para mudar tão distante quanto possível suas mentes.
  • Os Promoters na uma mão têm uma atitude genérico positiva para a mudança E são positivos sobre esta mudança particular para eles pessoalmente. Fazem exame da vantagem da mudança e suportá-la-ão conseqüentemente.
  • Os oponentes escondidos têm uma atitude genérico negativa para a mudança embora pareçam suportar a mudança em um nível superficial (“Opportunists”). Aqui a gerência das percepções e da opinião suportadas pela informação (gerência da edição) é needed mudar sua atitude.
  • Os Promoters potenciais têm uma atitude positiva genérico para a mudança, porém para determinadas razões não são convencidos (ainda) sobre esta mudança particular. A gerência de Power e da política parece ser apropriada neste caso.

Tratar da mudança

Krüger diz que a gerência geral tem uma tarefa e um desafio permanentes tratar da mudança. Issue Management Superficial pode somente conseguir resultados em um nível consistente com a aceitação que está abaixo da superfície. A base de Change Management é na dimensão interpersonal e behavioral e na dimensão normativa e cultural, e é sujeita à gerência de Power e da política, e à gerência das percepções e da opinião.

mude o iceberg da gerência

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

Livro: Michael A. Beitler - Strategic Organizational change -

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


Grupo de Interesse Especial de Gerenciamento de Mudanças (Iceberg)


Grupo de Interesse Especial (12 membros)


Fórum sobre Gerenciamento de Mudanças (Iceberg)  

Discussões sobre Gerenciamento de Mudanças (Iceberg).


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 (...)
 
 
 
 
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 ho (...)
 
 
 
 
Hidden Resistance to Change
It is very important to recognize that the most powerful resistance does NOT come from those who openly disagree with yo (...)
 
 
 
 
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 misunders (...)
 
 
 
 
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 (...)
 
 
 
 
What Leadership Style Reduces Resistance?
The importance of employees being committed to change cannot be underestimated nowadays, since more and more organizatio (...)
 
 
 
 
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 (...)
 
 
 
 
Engage the Opponents
When you engage the "tough nuts" on your team and get them involved from the outset, your chance of successfully impleme (...)
 
 
 
 
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 (...)
 
 
 
 
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 (...)
 
 
 
 
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 (...)
 
 
 
 
Good Change Management Examples
Who can share a live example of a company implementing change management effectively? What are the key reasons for this (...)
 
 
 
 
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 (...)
 
 
 
 
Dealing with Toxic Employees
In modern society and organizations, very negative, destructive, "toxic" team members may damage an entire organization (...)
 
 
 
 
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 (...)
 
 
 
 
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 (...)
 
 
 
 
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 (...)
 
 
 
 
Human Factors in Change Management
An important part of change management is dealing with human factors --- reactions to implementation which for both indi (...)
 
 
 
 
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 (...)
 
 
 
 
Communicating Change to Top Management
What are the different ways of communicating change to top management? (...)
 
 
 
 
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 (...)
 
 
 
 
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. (...)
 
 
 
 
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. (...)
 
 
 
 
Managing the Change Within Oneself
What about the change we manage within ourselves everyday, everytime? Can anyone please share any experience about how t (...)
 
 
 
 
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 (...)
 
 
 
 

Melhores Práticas sobre Gerenciamento de Mudanças (Iceberg)

Aqui você encontrará as discussões mais valiosas do passado.


🥇 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 empl (...)
 
 
 
 
🥈 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? (...)
 
 
 
 
🥉 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 fa (...)
 
 
 
 
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 (...)
 
 
 
 
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 (...)
 
 
 
 
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 themsel (...)
 
 
 
 
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 rou (...)
 
 
 
 

Dicas de Especialistas sobre Change Management (Iceberg) (Inglês)

Aqui você encontrará conselhos de especialistas.


 

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

Resistance to Change is a Defensive Attitude... (...)
 
 
 

Addressing Concerns Against Change and their Remedies

Change Management, Organizational Change, Turnaround Management (...)
 
 
 

Personal Networks of Successful Change Agents

Leading Major and Minor Change Initiatives (...)
 
 
 

Leadership Strategies for Change

Initiate, implement, develop and sustain change (...)
 
 
 

Understanding Why Resistance Occurs

Why Acknowledging the Power of Employees is Important (...)
 
 
 

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

Best Practices, Change Management, Organizational Change (...)
 
 
 

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

Organization Culture, Culture Change, Corporate Culture, Change Management, Recruitment (...)
 
 
 

What Change Agents Should I Use?

Change Management, Organizational Change, Turnaround Management (...)
 
 
 

The Need to Communicate the REASONS for Change

Change Management (...)
 
 
 

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

Leading Change (...)
 
 
 

Critical Leadership Skills

Tackling the Six Stages of Concern (...)
 
 
 

Six Crucial Mind Shifts for Strategy Execution / Implementation

Change Management, Strategic Change, Resistance to CHange, Strategy Implementation (...)
 
 
 

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

Preparing Strategic Change (...)
 
 
 

The 7C Framework for Successful Personal and Professional Change

Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change (...)
 
 
 

The Role of the CEO in Strategic Change Initiation

Communicating Strategic Change (...)
 
 

Fontes de Informação sobre Gerenciamento de Mudanças (Iceberg)

Aqui você encontrará apresentações em powerpoint, vídeos de microaprendizagem e outras fontes de informação.



Compare com o Change Management Iceberg: Change Model Beckhard  |  Changing Organization Cultures  |  Forget Borrow Learn  |  Change Phases  |  Appreciative Inquiry  |  Positive Deviance  |  DICE Framework  |  Force Field Analysis  |  Core Group Theory  |  Bases of Social Power  |  MSP  |  PMMM  |  Planned Behavior  |  Business Process Reengineering  |  Kaizen  |  Dimensions of Change  |  Seven Habits  | Levels of Culture  |  Tipos da cultura  |  RACI


Retorne a o centro de a gerência: Mudança e Organização  |  Comunicações e Habilidades  |  Recursos Humanos  |  Liderança  |  Gerenciamento de Projetos e Programas


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