What is Lewin's Change Model and How Can You Apply it in the Workplace?

Lewin's Change Model is a three-stage process—unfreeze, change, refreeze—that provides a structured framework for managing organizational change effectively. Based on our assessment experience, this model is highly effective for helping employees transition to new systems, policies, or procedures by systematically addressing resistance and reinforcing new norms.

What is Lewin's Change Model?

Developed by German-American psychologist Kurt Lewin in the 1940s, Lewin's Change Model is a foundational theory in change management. Lewin proposed that successful change in organizations involves challenging the status quo and that individual behavioral changes are often a reflection of group dynamics. His model simplifies the complex process of change into three distinct, manageable stages: Unfreeze, Change, and Refreeze. This approach helps organizations move from a state of stability, through a transition, to a new, stable state.

How Does the Unfreeze Stage Prepare an Organization for Change?

The unfreeze stage is about preparing the organization and its employees for an upcoming change. This phase involves breaking down existing mindsets and behaviors to create readiness. Key steps include:

• Communicating the 'Why': Clearly explaining the limitations of the current state and the compelling reasons for change.
• Building a Case: Highlighting the benefits for both the organization and employees to create buy-in.
• Managing Reactions: Anticipating resistance and creating open channels for questions and feedback.

The goal is to make the need for change so apparent that employees become motivated to let go of old patterns. Based on our assessment experience, involving potential resistors in the early planning stages can significantly increase commitment during this phase.

What Happens During the Change Stage?

The change stage, also known as the transition stage, is when the actual implementation occurs. Employees begin to learn and adapt to new processes, systems, or behaviors. This period can be uncertain, so support is critical. Effective management during this stage involves:

• Providing Clear Communication: Offering consistent information and updates.
• Ensuring Support: Setting up training sessions, help desks, and discussion groups for emotional support.
• Measuring Progress: Using Key Performance Indicators (KPIs), which are measurable values used to track progress towards a goal, to monitor adoption and identify challenges.

This stage requires patience and flexibility from leadership as employees navigate the learning curve.

How is Change Solidified in the Refreeze Stage?

The refreeze stage aims to stabilize the organization after the change and embed the new methods as the standard. Without this crucial step, there is a high risk of employees reverting to old habits. Actions for this stage include:

• Reinforcing the Change: Implementing new training programs and updating company manuals or policies.
• Celebrating Success: Recognizing and rewarding individuals and teams who have successfully adopted the change.
• Integrating Systems: Aligning performance reviews and incentive structures with the new status quo.

This reinforcement ensures the change becomes part of the company's core culture and operations.

Why Do Employees Resist Change and How Can You Overcome It?

Resistance to change is a natural human response, often stemming from fear of the unknown, loss of competence, or distrust in the motives behind the change. To overcome this resistance, management can:

• Foster Transparent Communication: Be honest about the reasons for change and what employees can expect.
• Involve Employees: Engage staff in the planning process to give them a sense of ownership.
• Dedicate Resources: Allocate sufficient budget for training and support to demonstrate commitment.
• Utilize Change Agents: Empower influential and respected employees to champion the new direction.

By understanding the psychological underpinnings of Lewin's model—addressing the group dynamic, systematically managing the transition, and solidifying new norms—organizations can significantly increase their success rate in implementing lasting change.