Explication of Change Management
The Change Management Iceberg by Wilfried Krüger is a firm visualization of what is plausible the core of change in organizations: handling with barriers.
The top of the iceberg
As per Krüger, many change managers merely believe the top of the iceberg: Quality, Cost and Time (Issue Management).
Under the surface of the iceberg
Even so, under the surface of the water, there are two more attributes of Change and implementation Management:
- Management of Beliefs and Perceptions and
- Politics and Power Management
What kind of obstructions originate and what kind of Implementation Management is accordingly required, relies on:
1. The Kind of Change
- Difficult things "only" (processes, information systems) just scrubs the surface.
- Gentle things also (mindsets, capabilities and values) is much more sound.
2. The Employed Change Strategy
- Revolutionary, impressive change as in Business Process Reengineering
- Evolutionary, additive change as in Kaizen
People included in Change
- Promoters have both a positive general attitude for change AND are positive regarding this specific change for them in person. They take benefit of the change and will therefore affirm it.
- Opponents on the other hand, have a negative conduct for this specific subjective change and a negative general attitude for change. They require to be assured by Management of Beliefs and Perceptions to change their minds as far as possible.
- Concealed Opponents have a negative generic attitude for change although they appear to be supporting the change on a trivial level. Here Management of Beliefs and Perceptions supported through information (Issue management ) is required to change their attitude.
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