Förändringsledningens Isberg

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Sammanfattning

Change Management Iceberg av Wilfried Krüger är en stark visualisering av vad som har framlagts som det viktigaste med förändring i organisationer: hanterandet med barriärer.


Toppen av isberget

Enligt Krüger överväger många förändringsledare endast det som finns i toppen på isberget: Kostnad Kvalitet och Tid (”Problemhantering”).


 Under ytan av isberget

Emellertid under vattenytan finns det ytterligare två dimensioner av förändring och implementeringsledning:

  • Hantering av uppfattningar och övertygelser, och
  • Ledning av Makt och Politik

Vilken typ av barriärer uppstår, och vilken typ av implementeringsledning är därför nödvändig, beror på:

1. typ av förändring

     - hårda saker ”endast” (informationssystem, processer) just bara skrapa på ytan,

     - mjuka saker (värderingar, mindsets och kapaciteter/förmågor) är mycket mer djupa

2. den tillämpade förändringstrategin

     - revolutionär, dramatisk förändring som i Business Process Reengineering

     - evolutions- inkrementell förändring som i Kaizen


Personer som är involverade vid förändring

  • Opponenter har både en negativ allmän inställning mot förändring OCH ett negativt beteende mot denna särskilt personliga förändring. De behöver kontrolleras av de som hanterar och leder Uppfattningarna, och Övertygelserna som förändrar deras sinne så långt som är möjligt.
  • Upphovsmännen har å ena sidan både en positivt allmän inställning till förändring OCH de är särskilt positiva om just denna förändring där de är personligen involverade. De tar fördel av förändringen och kommer därför att stötta den.
  • Dolda opponenter har en negativ allmän inställning till förändring, även om de verkar att understödja förändringen på en ytlig nivå (”opportunister”). Här är ledningen av uppfattningar och övertygelser som stöttats av information (problemhantering) nödvändig för att förändra deras inställning.
  • Potentiella Upphovsmän/Främjare har en allmänt positiv inställning till förändring, hur som helst av vissa bestämda skäl är de inte riktigt övertygade (ännu) om denna särskilda förändring. Ledning av Makt- och Politik verkar vara det mest lämpliga i detta fall.

Att hantera förändring

Krüger menar att generellt så har ledningen en permanent uppgift och utmaning med att ta itu med förändring. Ytlig problemhantering/ledning kan endast uppnå resultat på en nivå som just är i nivå med godtagandet som är under ytan. Grunden för Change Management/Förändringsledning finns i både den mellanmänskliga och beteendemässiga dimensionen och den normativa och kulturella dimensionen och är en del av Ledningen av Makt och Politik, och till ledningen av uppfattningar och övertygelser.

Förändringsledningens Isberg

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

Bok: Michael A. Beitler - Strategic Organizational change

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


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1 kommentarer
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Types of Change and Corresponding Resistance Levels
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Avoiding Resistance to Change
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Good Change Management Examples
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Categories of People Involved in Change
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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 (...)
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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 (...)
4
 
4 kommentarer
Human Factors in Change Management
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Why You should Embrace Change
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Communicating Change to Top Management
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3 kommentarer
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7 kommentarer
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15 kommentarer
Who Moved my Cheese?
The book 'WHO MOVED MY CHEESE' is a very good book for management student.
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4 kommentarer
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 (...)
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2 kommentarer

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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 kommentarer

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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How to Make Employees LOVE Change?
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What are the Reasons for Change?
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Hidden Resistance to Change
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Bad Change Management Examples
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31 kommentarer

What Punishment for Unwilling Employees?
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12
 
11 kommentarer

What Leadership Style Reduces Resistance?
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6 Images of Managing Change (Palmer, Dunford and Akin)
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My Way to Deal with Resistance to Change
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Dealing with Change is Not Always Problematic
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Characteristics of Organizations That are Open to Change
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Automatic Defense Mechanisms to Change
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Experttips

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Avancerad insikt om Change Management (Iceberg) (Engelsk). Här hittar du professionella råd från experter.


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

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Addressing Concerns Against Change and their Remedies

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Personal Networks of Successful Change Agents

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Leadership Strategies for Change

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

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

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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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Critical Leadership Skills

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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

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Informationskällor

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Olika informationskällor om Förändringsledningens (Isberg). Här hittar du powerpoints, videor, nyheter etc. som du kan använda i dina egna föreläsningar och workshops.


22 Best Practices in Change Management

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The Nature and Complexity of Organizational Change

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Dealing with Strong Resisters

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Dr. John Kotter gives remarkable advice on dealing with "No, No, People" (strong resisters in change initiatives). Acco (...)

Avoiding Resistance: Communicate Organizational Change to Affected Audiences

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Tips for Successful Change Management

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Dealing with Resistance to Change

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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. (...)

Role of Leadership in Change Management

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Article by Krüger 2

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