Change Management:

A Success Factors Models of Change Management

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• Based on Lewin’s field theory, which can be described as a classic of change

management, a model is developed with nine success factors that generally
need to be considered for change processes.
• It is based on the assumption that the people involved in the change process
always need orientation about goals and the progress of the changes.
• Furthermore, not only should sufficient motivation be ensured to tackle
change processes in the first place, but also that motivation has to be
maintained during the course of change to ensure sustainable success.
The Field
Theory of
Lewin
Lewin’s basic idea was to design a social psychology that transferred the idea of field
forces from physics to social areas. In terms of change, Lewin thus defined two forms of
forces that are diametrically opposed in their direction (see Fig. 5.1): a) forces that push
for change (driving forces or accelerating forces) and b) forces that oppose change
(restraining forces or retarding forces).
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Typical
Performance
curve
The phase
model of
change
(Lewin)
 The First
Phase :
Unfreezing
The second phase of the model in Fig. 5.3 comprises the actual change work (moving), which requires that
the “unfreezing” process ensures the active and constructive participation of the organization members.
Finally, the third step is to “freeze” the change (freezing), that is to say, to regain a new balance of retarding
and accelerating forces, which enables the use of the now increased performance potential.
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