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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.

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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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 (...)

1 kommentarer

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 (...)

2 kommentarer

Engage the Opponents
When you engage the "tough nuts" on your team and get them involved from the outset, your chance of successfully impleme (...)

0 kommentarer

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 (...)

1 kommentarer

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 (...)

1 kommentarer

Good Change Management Examples
Who can share a live example of a company implementing change management effectively? What are the key reasons for this (...)

1 kommentarer

Dealing with Toxic Employees
In modern society and organizations, very negative, destructive, "toxic" team members may damage an entire organization (...)

1 kommentarer

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 (...)

0 kommentarer

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 (...)

1 kommentarer

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 kommentarer

Human Factors in Change Management
An important part of change management is dealing with human factors --- reactions to implementation which for both indi (...)

2 kommentarer

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 (...)

0 kommentarer

Communicating Change to Top Management
What are the different ways of communicating change to top management? (...)

3 kommentarer

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 (...)

7 kommentarer

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. (...)

15 kommentarer

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. (...)

0 kommentarer

Managing the Change Within Oneself
What about the change we manage within ourselves everyday, everytime? Can anyone please share any experience about how t (...)

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 (...)

2 kommentarer

Best Practices

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Topprankade ämnen om Förändringsledningens (Isberg). Här hittar du de mest värdefulla idéerna och praktiska förslagen.

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 (...)

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: 1. Diagnose empl (...)

6 kommentarer

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 (...)

90 kommentarer

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? (...)

5 kommentarer

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 (...)

3 kommentarer

Bad Change Management Examples
Who can share a live example of a company implementing change management miserably? What went wrong and why? Thanks! (...)

31 kommentarer

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 (...)

11 kommentarer

What Leadership Style Reduces Resistance?
The importance of employees being committed to change cannot be underestimated nowadays, since more and more organizatio (...)

19 kommentarer

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 (...)

1 kommentarer

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 (...)

5 kommentarer

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 (...)

3 kommentarer

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 (...)

5 kommentarer

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 (...)

4 kommentarer

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 (...)

4 kommentarer

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 (...)

14 kommentarer

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 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 (...)
	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 (...)
	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 In their article "Making Change Happen, and Making It Stick" (published in the online edition of strategy+business, Dece (...)
	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 (...)
	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 (...)
	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 (...)
	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 (...)
	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 (...)
	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 (...)
	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? - (...)
	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 In management literature the role of the CEO in formulating and implementing strategic change has often been emphasized. (...)

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