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organizational change efforts Tagged Articles



Icebergs, Polar Bears, and Change Management
Vanishing icebergs and distressed Polar bears have come to symbolize the effects of our changing climate. The iceberg has also been used as a metaphor for change in organizations. The “Change Management Iceberg” developed by Wilfred Kruger offers an explanation of why many organizational change efforts fail. Above the waterline are the three areas of concern of most managers–doing things faster, better, or cheaper.

Challenging the Status Quo
Challenging the status quo receives its first life when there is a recognized awareness of the need to change. The individual and the organization must see itself differently and from a perspective that points to a definite need to change. This typically begins to happen when we question the premise upon which we have viewed ourselves in the past, ask thought provoking questions, and then begin to support formulating a new direction for the future.
Effecting Successful Change Management Initiatives
In too many situations the carnage of change has resulted in a significant amount of waste and anguish in organizations. Useful change tends to be associated with a multi-step process that creates power and motivation that is sufficient to overwhelm all the sources of apathy.

Effecting Successful Change Management Initiatives
In too many situations the carnage of change has resulted in a significant amount of waste and anguish in organizations. Useful change tends to be associated with a multi-step process that creates power and motivation that is sufficient to overwhelm all the sources of apathy.

Other organizational change efforts Related Articles

Understanding the Need for Radical Change
Why do organizations often turn on those within it who have their best interests at heart? Why do change efforts so frequently end in 'more of the same'? Much of it has to do with the cultural systems operative in each organization. Change is scary, and the 'poison we know' often seems preferable to the 'poison we don't know'. Even rearranging deck chairs on the Titanic can be doubly aggravating when there's someone coming along behind you, putting them all back where they were. Radical change is more than 'thinking outside the box' — it's acting outside the organizational box.
TQM Implementation Process
While Total Quality Management has proven to be an effective process for improving organizational functioning, its value can only be assured through a comprehensive and well­thought­out implementation process. We will try here to outline key aspects of implementation of large­scale organizational change which may enable a practitioner to more thoughtfully and successfully implement TQM.
Change Management and Employee Communication Strategies
The important message for any change program... when it comes to organizational change, is that employees need to be involved in the process to be truly engaged...

Accelerating Organizational Change
Accelerating organizational change saves money for businesses and schools by decreasing the time that it takes for an organization to conclude a required change process.
Icebergs, Polar Bears, and Change Management
Vanishing icebergs and distressed Polar bears have come to symbolize the effects of our changing climate. The iceberg has also been used as a metaphor for change in organizations. The “Change Management Iceberg” developed by Wilfred Kruger offers an explanation of why many organizational change efforts fail. Above the waterline are the three areas of concern of most managers–doing things faster, better, or cheaper.

Change Management Best Practices
Organizational change provides the opportunity for organizations to build more focused, disciplined, and mature businesses. This opportunity comes with significant financial risk if changes are not planned and managed proactively. Change management is primarily concerned with how to understand, engage, respond, and communicate with PEOPLE. A solid vision, senior management sponsorship, and having the right people in the right roles, are the key success factors for implementing a successful change management campaign. Use our Change Management Readiness Assessment to measure your readiness for a major organizational change.

Be a Change Management Rocket Scientist
When you get down to it, change management is a pretty “soft science” – a combination of ideas from organizational psychology, sociology, cultural anthropology (and some other things ending in “ology” that I can’t remember). This, however, does not impress our friends in the “hard sciences” (engineers, chemists, physicists and other things not ending in “ology”). These guys become suspicious if you talk to them about things you can’t put in a test tube. “Show me the empirical evidence” they say when you talk to them about the soft-side of organizational change. “I want to see the data” or “give me the formula”. This is when a change manager turns into a rocket scientist and pulls out their secret scientific weapon the CHANGE EQUATION!

Change on Purpose
More than ever before, our current economy demands of most companies the ability to achieve measurable results that are specific to profitability, growth, cost containment and operational effectiveness. Of course, none of this will be possible without leadership and organizational change. Without change your company becomes stagnant, uncompetitive and boring. A leader's major responsibility is to create change, instigate change and then manage change effectively. In spite of the fact that creating change is a key competency required to be an effective leader, most people resist change. This includes leaders themselves. However, effective leaders accept change as a positive force and they are able to convince those that follow them that change is nothing more than a road map to a new and better destination.
Creating Organizational Change, Motivation and Momentum
Change is the one constant that businesses can rely on today. Navigating such change can be a challenge to organizational leadership. Helping employees understand the need for change must be a focus of leadership. Understand the motivational needs of the employee base while clearly communicating the needs of the company will become a much-sought skill for leaders today. This article addresses some challenges faces by organizations within the ever-changing business environment and offers insight into the change process, organizational communication and motivational attributes of the employee base.
Corporate Strategy and the Elephant in the Room
Recession weary executives have a new challenge to face. Times have changed and businesses must re-evaluate their pre-recession strategies. The elephant in the room is in full view, but organizational leaders do not like to talk about it or even think about it. Yes, the elephant in the room, that no one likes to address, is outdated strategy and the need for new and improved strategic thinking. Making change to the way we have operated in the past in difficult. A starting point for change is to correct the self-inflicted organizational dysfunction that occurs during strategy development.

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