Lewin's Change of Model

UNFREEZE - CHANGE - REFREEZE

UNFREEZE
(Preparing for the desired change)

Lewin's concept focuses on perception

management, with the purpose of
preparing impacted stakeholders for
impending organizational change.
The following tasks from the
'unfreeze' stage will help you
better embrace change:
 Conduct a requirements analysis by
surveying your organization to identify
any gaps in your business processes.
 Obtain organizational support
 Develop a strategic change vision and
strategy.
 Explain the reason change needs to
happen in a way that is convincing.
 Acknowledge employee complaints in
an honest and transparent manner.
CHANGE
(Implementing he desired change)

This stage deals with the implementation

of change once the status quo has been
upset.
Utilize into consideration the
following insights to minimize
skepticism:
 Maintain a consistent supply of
information in order to acquire the
collaboration of your team members.
 Conduct management of change
workshops and sessions for change
management tasks.
 Motivate workforce to deal with
modifications in a proactive way.
 Establish quick wins as concrete results
will motivate your employees.
REFREEZE
is vital in order to make sure that the
workforce accepts the new status quo
and that changes stick. In addition, it
ceases staff from reverting to less
efficient, conventional actions that may
be damaging for the organization as a
whole.
Organizations have the capacity to carry
out both informal and formal evaluates to
pause and continue the new
developments.
 In the final refreezing step, employees
go from the transition phase to
stabilization or acceptance.
 Regularly gather employee feedback
 Offer training and assistance to
employees as necessary.
Strategic Visions

Creating a distinct strategic vision is crucial for the

transformation process according to Lewin's
model.
Change Agents

An organization's change process is

directed and supported by change agents,
who may include whether individuals or
groups.
Defusing Changes
For organizations to effectively carry out
change initiatives, it is essential to reduce
disagreement and remove barriers. This
method is known as "defusing change."
References:

Lewin’s 3-Stage model of change theory: Overview. (2022, January 4).

The Whatfix Blog | Drive Digital Adoption.
https://whatfix.com/blog/lewins-change-model/
Lewin, K. (1947). "Frontiers in Group Dynamics: Concept, Method and
Reality in Social Science; Social Equilibria and Social Change." Human
Relations, 1(1), 5-41.
Cummings, T. G., & Worley, C. G. (2014). "Organization Development
and Change." Cengage Learning.
Beer, M., & Nohria, N. (2000). "Cracking the Code of Change."
Harvard Business Review, 78(3), 133-141.|

Robbins, S. P., & Judge, T. A. (2012). Organizational behavior, student