Posted: July 14th, 2022

Discuss the three steps of “Lewin’s Change Process.”

Discuss the three steps of “Lewin’s Change Process.”
For an organization to achieve its goals, continue growing, and remain competitive, it must undergo different levels of change. Organizations that can adapt to changes quickly have a better chance of flourishing. Several theories of organizational change have been formulated. One of these theories is Lewin’s Change Management Model. Lewin developed the change model in 1947, and in three steps, namely, unfreezing, changing, and refreezing, he demonstrates a simple and practical way to manage the change process. According to Lewin, change begins by creating awareness and influencing the perception that change is needed, then proceeding to implement the new desirable behaviors and lastly, making the new behaviors the new norm. Six decades down the line, Lewin’s model of change is still widely employed by modern organizations and served as the basis for the development of other modern models.
1. Unfreezing
The freezing stage is compared with the process of preparing a meal. Before cooking frozen food, you must ‘unfreeze” or thaw it to prepare it for the next step. The same is applied to change. Before implementing change, it must first go through the first stage of unfreezing. Because it is in human nature to resist changes, the main purpose of this stage is to remove the resistance mindset and create a state that Is more accepting and open to change. This stage seeks to prepare employees for change by creating some form of motivation, creating awareness and making the team members understand why change is necessary.
2. Changing
Once people are “unfrozen” and opened up their mind, change can begin. This stage is also referred to as transitioning or moving phase, and it entails implementing the proposed changes. The changing process is dynamic, and for it to be successful and effective, it requires time and resource input. Transitioning is viewed as an investment where team members focus on learning new skills, responsibilities and adopt a new way of thinking. This might make the change process appear slow at the beginning but proceeds swiftly once people become accustomed to the new way of doing things.
3. Refreezing
The final stage of refreezing is used to symbolize the process of solidifying or reinforcing the desired changes and ensuring that they are effectively integrated into the culture of the organization. The refreezing stage emphasizes a new sense of stability for the team members, which make them feel more confident and comfortable about the changes. Some people reason that the freezing stage is not necessary in the contemporary world owing to the constant need for change. But without the refreezing step, employees are likely to revert to the old ways, rendering the new changes ineffective.
Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), 33-60.
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.

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