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There is a notion that change is inevitable according to Kurt Lewin Model for Change. This model was developed to explain the stages of change, how its implemented, and how effective it can be to the organization, public administration, and management. Kurt Lewin model for change also called Kurt Lewin theory of change, states that change in Administration, often runs through every walk of life from the high places to the lowest places. Lewin, a physicist, and social scientist came up with a way of understanding organizational change in the 1940s.
The Kurt Lewin model for change outlines that all businesses take into consideration their size and age. It is imperative to note that even the world is undergoing change and organizations must change quickly, too. Organizations that handle change well thrive, whilst those that do not may struggle to survive. Hence, there is a need for an important reason change management model to be adopted.
Change management is a concept that is familiar in the businesses of today. But in order for businesses to manage change, the key part of this depends on how well people within it helps understand the change process. From the time this model was introduced its been an important phenomenon, believed to be one of the anchors of organizational change. He explained this with an analogy which has been known as the Unfreeze, Change, and Refreeze.
Change model was best explained using the example of changing the shape of a block of ice. He explained that if you have a large cube of ice and you find out that what you need is not a large cube but you want small ice cubes or a corn of ice.
This is a three-stage process of change in which Kurt Lewin gives an example of an ice block. In Lewin’s change management model, Kurt Lewin suggests that first, you must melt the ice to make it amenable to change which is called the (unfreeze stage). Then you must initiate the second important stage which is the process of molding the iced water into the shape you want (change). Finally, the last stage of the process includes initiating the newly formed culture, and improving communication, strategies, and systems, this is called the shape (refreeze stage).
Kurt Lewin Model For Change (3 Stages of change theory)
Kurt Lewin Model For Change is a systematic process or model for implementing change involving three stages which include: Unfreezing, Changing and Refreezing. This model of change entails creating the perception that change is inevitable in organizations, hence providing ways to attain needed results by following 3 critical stages to implement change. Its a 3 stage process of change theory that involves the following:
- Unfreeze: People can resist change hence this model explains there is a need to first unfreeze the old cultural belief systems and perceptions.
- Change: Then initiate change, which takes place to bring in new values, beliefs, and rules.
- Refreeze: Finally, you must implement refreezing. At this stage, everyone would be onboard already working for change, not against change. Refreezing molds new cultural value systems, and ways of doing things in an organization, introducing new procedures from the old ones.
UNFREEZE, CHANGE, and REFREEZE are 3 stages of change involved in the theory of change management by Kurt Lewin.
Stage 1. Unfreeze
This is the first stage of Kurt Lewin
model of change involves preparing the organization to accept that change is inevitable and necessary. This involves breaking down the existing status quo before you can build up a new way of operating. This is achieved by outlining why the current way of doing things should not continue.
Stage 2. Change
This is the stage where change is realized as a possibility, but it’s important to note that this change does not happen overnight but it’s inevitable. A change model is simple and gives a clear focus on the specific issue of personal transitions. In order to accept the change and add to making it successful, people need to understand how it will profit them.
Not everyone will fall in line just because the change is necessary and will benefit the company. This is a common assumption and a pitfall that should be avoided.
Stage 3. Refreeze
The refreezing stage is the third and final stage of Kurt Lewin`s change management model. This stage instills that when the changes are taking form and people have embraced the new ways of working, an individual and the organization are ready to refreeze. The third stage of the change management model is the change stage where people begin to resolve their insecurity and look for innovative ways to do things. This is the stage where an individual or an organization begins to believe and work in ways that support an innovative direction.
This stage is facilitated by a stable organization chart, job descriptions that are consistent, and other properties that come with stability. This stage means that the changes are used all the time and that they are combined into daily business.
With a new sense of stability, employees feel confident and comfortable with the new ways of working. Finally, for change to be enacted, it suggests forcing an individual or an organization to question its core. This can be done by effectively creating a controlled crisis, which will be used as a strong motivation to seek out a new balance.
Change is built on this motivation by an individual or an organization. As Lewin put it, “Motivation for change must be generated before change can occur.