{"id":727,"date":"2007-06-13T01:27:26","date_gmt":"2007-06-13T04:27:26","guid":{"rendered":"http:\/\/actiongroup.com.ar\/?p=727"},"modified":"2016-10-01T20:07:09","modified_gmt":"2016-10-01T23:07:09","slug":"por-que-fracasan-los-programas-de-cambio","status":"publish","type":"post","link":"https:\/\/actiongroup.com.ar\/es\/por-que-fracasan-los-programas-de-cambio\/","title":{"rendered":"\u00bfPor qu\u00e9 fracasan los programas de cambio?"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignleft size-full wp-image-728\" title=\"nota1_grande\" src=\"http:\/\/actiongroup.com.ar\/wp-content\/uploads\/2011\/02\/nota1_grande2.jpg\" alt=\"\" width=\"160\" height=\"176\" \/>Qu\u00e9 tema!! Sin lugar a dudas es una cuesti\u00f3n compleja pero que preocupa a todos los que estamos vinculados con procesos de cambio, ya sea en nuestro rol de asesores o desde el rol de gerentes y l\u00edderes.<br \/>\nSi pensamos en t\u00e9rminos de las \u201c7 fases del Cambio\u201d seg\u00fan el Desarrollo Organizacional, podemos se\u00f1alar aquellos aspectos que nuestra experiencia muestra como m\u00e1s cr\u00edticos.<\/p>\n<p><strong>En la Fase 1: Necesidad de Cambiar<\/strong><\/p>\n<ul>\n<li>Las opiniones acerca de la necesidad del cambio son poco claras o conflictivas.<\/li>\n<li>La comunicaci\u00f3n que transmite el management es inconsistente y\/o no favorable al cambio.<\/li>\n<li>La comunicaci\u00f3n acerca de la necesidad del cambio es inexistente, porque el management supone que dicha necesidad resulta \u201cobvia\u201d.<\/li>\n<\/ul>\n<p><strong>En la Fase 2: Resultados Esperados<\/strong><\/p>\n<ul>\n<li>Resultados deseados incompletos o no espec\u00edficamente definidos.<\/li>\n<li>Resultados deseados que no son comunicados, aunque el proceso s\u00ed lo sea.<\/li>\n<li>Existe la creencia por parte de un departamento de que los objetivos de otro departamento est\u00e1n saboteando los suyos propios.<\/li>\n<\/ul>\n<p><strong>En la Fase 3: Impacto de Cambiar<\/strong><\/p>\n<ul>\n<li>En la consideraci\u00f3n de los impactos directos o indirectos, hay partes de la organizaci\u00f3n que son pasadas por alto.<\/li>\n<li>Demasiados \/ muy pocos detalles en el plan.<\/li>\n<li>Ausencia de un sistema o m\u00e9todo de seguimiento de las cuestiones y de identificaci\u00f3n de los problemas potenciales.<\/li>\n<li>Determinaci\u00f3n inadecuada de los recursos necesarios (Pej. costos, personal, sistemas, etc.)<\/li>\n<\/ul>\n<p><strong>En la Fase 4: Plan Maestro<\/strong><\/p>\n<ul>\n<li>Falta de atenci\u00f3n a las funciones, responsabilidades, estructuras y recursos.<\/li>\n<li>Gente requerida para instrumentar el plan que no puede liberarse de sus responsabilidades habituales.<\/li>\n<li>No asignar prioridad m\u00e1xima a los esfuerzos de cambio.<\/li>\n<li>Cronograma de instrumentaci\u00f3n poco acorde con la realidad.<\/li>\n<li>Creencia de que el cambio ser\u00e1 hecho por los asesores externos y no por la propia gente de la empresa.<\/li>\n<\/ul>\n<p><strong>En la Fase 5: Implementaci\u00f3n<\/strong><\/p>\n<ul>\n<li>Falta de sistemas efectivos de seguimiento.<\/li>\n<li>Ausencia de Planes de Emergencia para cambios imprevistos en el proceso.<\/li>\n<li>Plazo de implementaci\u00f3n demasiado prolongado; falta de continuidad.<\/li>\n<li>Los miembros del equipo para el cambio pierden inter\u00e9s o ya no desean participar.<\/li>\n<\/ul>\n<p><strong>En la Fase 6: Estabilizaci\u00f3n del Proceso<\/strong><\/p>\n<ul>\n<li>Omitir el anuncio p\u00fablico de que se ha alcanzado el resultado deseado.<\/li>\n<li>No proveer la oportunidad de reconocer el logro.<\/li>\n<li>Imponer otro cambio importante sin proporcionar antes una pausa corta.<\/li>\n<\/ul>\n<p><strong>En la Fase 7: Evaluaci\u00f3n del Proceso de Cambio<\/strong><\/p>\n<ul>\n<li>Evitar la evaluaci\u00f3n debido a falta de tiempo disponible.<\/li>\n<li>No proporcionar evaluaci\u00f3n honesta de lo que realmente ocurri\u00f3 durante el cambio.<\/li>\n<li>No utilizar los resultados como un medio de perfeccionar los futuros cambios.<\/li>\n<li>No brindar reconocimiento hacia las sugerencias de mejoras.<\/li>\n<\/ul>\n<p>Es s\u00f3lo enumerativo. La mayor\u00eda de los problemas potenciales se explican por s\u00ed mismos. Lo que est\u00e1 claro es que para que el cambio se efectivice no basta con anunciarlo. Se requiere trabajar consistente y coherentemente siguiendo cada una de las fases y recomendaciones que los asesores brindamos, con la conciencia de que el cambio real no ocurre de un d\u00eda para el otro pero, si nos tomamos el trabajo en serio, los resultados superan siempre las expectativas.<br \/>\nPara terminar, todos hemos atravesado o estamos en este momento pasando por un cambio en nuestra organizaci\u00f3n. Les proponemos entonces reflexionar:<br \/>\n\u00bfEn qu\u00e9 fase del proceso de cambio est\u00e1n?<br \/>\n\u00bfA qu\u00e9 dificultades se enfrentan?<\/p>\n<p>Los escuchamos!!!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Qu\u00e9 tema!! Sin lugar a dudas es una cuesti\u00f3n compleja&#8230; <\/p>\n","protected":false},"author":4,"featured_media":728,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_crdt_document":"","footnotes":""},"categories":[218],"tags":[],"class_list":["post-727","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diagnostico-organizacional-y-plan-de-accion"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>\u00bfPor qu\u00e9 fracasan los programas de cambio? - Action Group, Education &amp; Consulting<\/title>\n<meta name=\"description\" content=\"Qu\u00e9 tema!! 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