Using Lewin's Change Management Model

Transcript

[Presenter] Welcome to our video series on historical management theories that changed the world.

This time, we're looking at one of the key theories for understanding organizational change, Kurt Lewin's Change Management Model.

Change can be painful. Going through a merger, switching to a new software system, or even starting a new job. But change is often necessary if organizations are to succeed and grow.

So what actually happens during the change process?

Just like the way a block of ice changes shape when it melts and refreezes, Lewin argues that organizations go through a similar three-step process. First, they need to unfreeze, then they need to implement the change, before refreezing again – hopefully into the shape they had first envisioned!

Let's take a look at each phase in more detail.

Unfreeze

First comes the unfreezing. At this stage, the organization needs to help people realize that change is necessary and encourage them to accept it.

To do this, it needs to create a compelling reason for the change. As Lewin puts it, motivation for change must be generated before change can occur.

Pointing to tangible facts and figures, like poor financial results or customer satisfaction surveys, can help to strengthen this message. At the same time, organizations need to stay open to people's questions and concerns and factor them into their decision making.

The change itself

Next comes the change itself. At this stage, people begin to resolve any uncertainty they may have felt during the unfreeze stage. They also begin to explore the new way of doing things, and start to believe and act in ways that supports the new direction.

Some people will adapt quickly, while others may push back. Remember that people still need to feel like they're being heard, so clear and regular communication is essential.

Continue to highlight the benefits and reasons behind the change, and dispel any rumors by dealing with questions openly and honestly.

Refreeze

Finally, it's time to refreeze. Once the change has taken shape and people have begun to embrace the new way of working, the dust will begin to settle and stability should once again return.

The refreeze stage also requires people to internalize the change. This means they feel confident to enact it every day, so make sure they have all the training and support they need to carry out the change effectively.

Let's recap.

Today, we've explored Lewin's Change Management Model. This simple tool guides us through the three key stages organizations experience when they introduce a change: Unfreeze, Change, and Refreeze.

The model can help you to manage change effectively, from creating motivation for the change, adapting to the new way of working, and, most importantly, ensuring it sticks.

If you want to discover more historical management theories that changed the world, check out our other videos in this series.