Change management : Lewin, Beckard et Kotter...
Change management is a process of planning, implementing and managing change in an organization or business. It is often used to help companies adapt to new technologies, new processes or organizational changes. Change Management was created by business management experts including Kurt Lewin, Richard Beckhard and John Kotter.
The beginnings…
The beginnings…
Kurt Lewin (1890-1947) was a German-American psychologist and sociologist, he is one of the founders of modern social psychology, emigrated to the United States in 1933, due to the rise of the Nazi Party in Germany. Considered the founder of change management theory, in the 1940s he developed a model, which is still widely used today.
Lewin is known for his work on the theory of group dynamics, which explains how individuals interact in a group and how this can influence their behavior. His model is used in the field of business management to plan and implement organizational change.
Lewin's model includes : The phase of imbalance, the phase of change and the phase of rebalancing.
The imbalance phase involves creating a sense of disruption or crisis, to encourage individuals to consider the need for change. The change phase involves the establishment of new behaviors, attitudes or practices, while the rebalancing phase involves consolidating and stabilizing the new changes.
As Pierre Kaufmann describes, Lewin's contributions to social psychology and business management were considerable, and his work continues to be studied and applied in many fields, he describes the genesis of Kurt Lewin;
Lewin is known for his work on the theory of group dynamics, which explains how individuals interact in a group and how this can influence their behavior. His model is used in the field of business management to plan and implement organizational change.
Lewin's model includes : The phase of imbalance, the phase of change and the phase of rebalancing.
The imbalance phase involves creating a sense of disruption or crisis, to encourage individuals to consider the need for change. The change phase involves the establishment of new behaviors, attitudes or practices, while the rebalancing phase involves consolidating and stabilizing the new changes.
As Pierre Kaufmann describes, Lewin's contributions to social psychology and business management were considerable, and his work continues to be studied and applied in many fields, he describes the genesis of Kurt Lewin;
"Building your work from observable data, that is to say understanding its structure through its genesis"
Richard Beckhard (1918-1999) was an American management consultant and business professor, one of the pioneers of organizational development (OD) theory. He has developed many theories and practices of OD that have influenced business management worldwide. He began his career as an industrial psychologist and worked for several large American companies, such as General Electric and Exxon. He then joined the Massachusetts Institute of Technology (MIT), where he taught business management and directed the Center for Organizational Development Research.
Beckhard developed the Action Research method in the 1960s which is a collaborative approach to organizational change. This method involves collaboration between employees and consultants to identify problems, develop solutions and implement changes.
This approach on the active participation of all the members of an organization, makes it possible to create a more collaborative work environment, more effective, thus the change by the organizational culture, accentuates the creation of a positive corporate culture and on a long-term organizational change management.
Ice pack alert
John Kotter (b. 1947), professor of corporate leadership at Harvard Business School, is recognized as one of the world's leading experts on change management and leadership.
Kotter worked for more than 30 years at Harvard Business School, where he taught business management, change management, and leadership. He is also the author of many best-selling books, the most famous of which is "Leading Change", which has become a reference work for managers and leaders around the world.
Kotter is known for his Eight Step Model for Organizational Change, which is a structured method for planning and implementing meaningful change in organizations. The eight steps include creating a sense of urgency, building a powerful coalition of leaders, communicating a clear vision, and consolidating gains to sustain change.
In addition to his work on change management, Kotter has also developed leadership theories, including the concept of "dual leadership", which emphasizes the importance of having both strategic and operational leadership. to succeed.
John Kotter's work has had an influence on business management and leadership theory, his ideas continue to be studied and applied in business and organizations.
Change to change...
The consequences of change management can be positive or negative. If implemented correctly, it can help a business become more efficient and competitive. However, if mismanaged, it can lead to disruption, resistance, and lost productivity.
The benefits of change management can be many. It can help companies adapt to new technologies and new ways of working, improve their efficiency and competitiveness, improve collaboration between employees and encourage innovation. It can also help employees learn new skills and adapt to new roles.
However, there are also downsides to leading change. If mishandled, it can lead to resistance from employees, conflict between employees and managers, reduced productivity, and loss of trust. It can also lead to a corporate culture of constant change, which can be difficult to sustain over the long term.
Didier Gix
Richard Beckhard (1918-1999) was an American management consultant and business professor, one of the pioneers of organizational development (OD) theory. He has developed many theories and practices of OD that have influenced business management worldwide. He began his career as an industrial psychologist and worked for several large American companies, such as General Electric and Exxon. He then joined the Massachusetts Institute of Technology (MIT), where he taught business management and directed the Center for Organizational Development Research.
Beckhard developed the Action Research method in the 1960s which is a collaborative approach to organizational change. This method involves collaboration between employees and consultants to identify problems, develop solutions and implement changes.
This approach on the active participation of all the members of an organization, makes it possible to create a more collaborative work environment, more effective, thus the change by the organizational culture, accentuates the creation of a positive corporate culture and on a long-term organizational change management.
Ice pack alert
John Kotter (b. 1947), professor of corporate leadership at Harvard Business School, is recognized as one of the world's leading experts on change management and leadership.
Kotter worked for more than 30 years at Harvard Business School, where he taught business management, change management, and leadership. He is also the author of many best-selling books, the most famous of which is "Leading Change", which has become a reference work for managers and leaders around the world.
Kotter is known for his Eight Step Model for Organizational Change, which is a structured method for planning and implementing meaningful change in organizations. The eight steps include creating a sense of urgency, building a powerful coalition of leaders, communicating a clear vision, and consolidating gains to sustain change.
In addition to his work on change management, Kotter has also developed leadership theories, including the concept of "dual leadership", which emphasizes the importance of having both strategic and operational leadership. to succeed.
John Kotter's work has had an influence on business management and leadership theory, his ideas continue to be studied and applied in business and organizations.
Change to change...
The consequences of change management can be positive or negative. If implemented correctly, it can help a business become more efficient and competitive. However, if mismanaged, it can lead to disruption, resistance, and lost productivity.
The benefits of change management can be many. It can help companies adapt to new technologies and new ways of working, improve their efficiency and competitiveness, improve collaboration between employees and encourage innovation. It can also help employees learn new skills and adapt to new roles.
However, there are also downsides to leading change. If mishandled, it can lead to resistance from employees, conflict between employees and managers, reduced productivity, and loss of trust. It can also lead to a corporate culture of constant change, which can be difficult to sustain over the long term.
Didier Gix
Faucheux, Claude, L'Année psychologique – 1957 - 57-2 pp. 425-440
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