Implementation Management

The changes that occur in an organization are visualized by Change Implementation Management. This was first explained by Wilfried Kruger. The model was named as Iceberg model.

It is important for an organization that it deals with the barriers in an efficient manner. What kind of implementation management is to be applied depends on following:

1.The type of change which is needed, i.e. if change is to be made in hard things like information system and processes or soft things like mindsets etc.

2.The strategy which is used to apply that change, i.e. revolutionary or evolutionary.

In the iceberg model the managers are concerned only with its top layer. The topmost portion of iceberg emphasizes on issue management which deals with the cost along with time and quality management.

There are two more dimensions associated with iceberg which are below its surface. They are:

1.The management of beliefs and how people view things.

2.The management of the politics and power.

Following are the people involved in this:

1.Opponents: These are the people who are against some particular change. They need to be controlled by the management of perceptions.

2.Promoters: These are the people who are in favour of the change and will support it in every possible way.

3.Hidden Opponents: These people pretend to support the change whereas actually they are against it on individual level.

4.Potential Promoters: They are not against the change. They do support it as well, but they do not find something very convincing in this change.

All these people lie below the surface of iceberg in iceberg model.

Proper Management of changes in an organization is of utmost importance. All the changes should be made in a transparent manner and with the consent of all involved.