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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
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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.
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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
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Grupo de Interesse Especial de Gerenciamento de Mudanças (Iceberg) .
Grupo de Interesse Especial (11 membros)
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Fórum sobre Gerenciamento de Mudanças (Iceberg).
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Engage the Opponents
When you engage the "tough nuts" on your team and get them involved from the outset, your chance of successfully impleme (...)
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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 (...)
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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 (...)
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Os tópicos mais bem avaliados sobre Gerenciamento de Mudanças (Iceberg). Aqui você vai encontrar as idéias mais valiosas e sugestões práticas.
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Conhecimentos avançados sobre Change Management (Iceberg) (Inglês). Aqui você encontrará conselhos profissionais de especialistas.
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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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Várias fontes de informação sobre Gerenciamento de Mudanças (Iceberg). Aqui você encontrará powerpoints, vídeos, notícias, etc. para usar em suas próprias palestras e workshops.
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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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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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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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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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Pule automaticamente para outras fontes úteis sobre Gerenciamento de Mudanças (Iceberg).
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Notícias
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Vídeos
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Apresentações
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Livros
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Mais
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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
Mais Métodos, Modelos e Teorias de Gestão
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Grupo de Interesse Especial
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