| Vanishing icebergs and distressed Polar bears have | | | | areas of resistance? 3 words COMMUNICATION, |
| come to symbolize the effects of our changing | | | | COMMUNICATION, COMMUNICATION! |
| climate. The iceberg has also been used as a | | | | Here are five key messages to give focus on: |
| metaphor for change in organizations. | | | | 1. Explain the conditions that have brought about the |
| The "Change Management Iceberg" developed by | | | | need for change |
| Wilfred Kruger offers an explanation of why many | | | | 2. Explain the detail of the change and how it will |
| organizational change efforts fail. Above the waterline | | | | affect the employee |
| are the three areas of concern of most | | | | 3. Include a practical demonstration or teach the |
| managers-doing things faster, better, or cheaper. | | | | employee how to succeed in the new environment |
| Below the waterline are the hidden areas of | | | | 4. Ask the employee how s/he feels about the |
| resistance which cause organizations fail! | | | | proposals; identify his/her major hang-ups and |
| So where are the areas of main resistance? About | | | | recognize any new problems |
| 20% of employees will go with the change. About | | | | 5. Ask for his/her suggestions for overcoming the |
| 60% sit on the fence and wait to see what happens, | | | | problems and implementing the change using a joint |
| and about 20% of employees will be resistant. | | | | problem solving approach |
| Perceptions, attitudes, beliefs, power, and politics all play | | | | Communicating these message may not do much for |
| into resistance. But this is hard to pinpoint (after all it is | | | | climate change, but it may be key in successful |
| below the water line). So how do you deal with the | | | | organizational change! |