Introduction
Kurt Lewin change process
The Kurt Lewin model focuses on successfully implementing change by adjusting collective mindsets.
The Kurt Lewin model follows a 3-stage process:
- The ‘unfreeze’ phase
- The ‘change’ phase
- The ‘refreeze’ phase
Kurt Lewin ‘unfreeze’ stage
In this stage, change managers must attempt to alter current mindsets and undesirable habits within an organisation. Again, this follows a 3-step plan:
Define the current situation
Encourage those affected by the planned change to describe how they feel about the current situation. This input helps define the existing state. For example, they might all agree that the weather outside is cold and gloomy.
Create a vision
The more staff that help define the desired state, the more they will be committed to it. For example, they might all agree that the weather would be much improved if it were warm and sunny.
Identify forces
In this stage, we must identify those forces that promote change – so that we might use them to our benefit. We must also identify forces that might resist change – so we might address any issues that they might incur.
Kurt Lewin ‘change’ stage
After the ‘unfreeze stage,’ change managers must then implement change. This requires planning. Identifying a mentor for staff to learn from and emulate is useful because it keeps staff motivated and committed to the plan. In addition, you can suggest staff seek advice from change agents who can guide them through the changes.
Kurt Lewin ‘refreeze’ stage
Over time, staff will become accustomed to the changes made. New, unfamiliar practices soon become a habit because they have become embedded into their day-to-day working practices.
Here, you can reward those who made the extra efforts to embrace the change to encourage further changes.
Kurt Lewin infographic
Kurt Lewin’s change management model has been summarised on this colourful infographic.
