This theory is his most influential theory. He theorized a three-stage model of change known as unfreezing-change-refreeze model that requires prior learning to be rejected and replaced. Lewin's definition of behavior in this model is "a dynamic balance of forces working in opposing directions. Driving forces are those that push in a direction that causes change to occur.
By Mark Connelly Last modified: Lewin's interest in groups led to research focusing on factors that influence people to change, and the three stages needed to make change successful.
It is possible to take these stages to quite complicated levels but I don't believe this is necessary to be able to work with the theory. But be aware that the theory has been criticised for being too simplistic.
The world has changed since the theory was originally presented inbut the Kurt Lewin model is still extremely relevant. Many other modern change models are actually based on the 3-stage Lewin model.
I'm going to head down a middle road and give you just enough information to make you dangerous Let's look at each of these. Unfreezing The Unfreezing stage is probably one of the more important stages to understand in the world of change we live in today.
This stage is about getting ready to change. It involves getting to a point of understanding that change is necessary, and getting ready to move away from our current comfort zone. This first stage is about preparing ourselves, or others, before the change and ideally creating a situation in which we want the change.
The more we feel that change is necessary, the more urgent it is, the more motivated we are to make the change. If you understand procrastination like I do!
With the deadline comes some sort of reward or punishment linked to the job. If there's no deadline, then the urge to change is lower than the need to change. There's much lower motivation to make a change.
If there's no urgency or motive to change most of us will do Force Field Analysis Unfreezing and getting motivated for the change is all about weighing up the 'pro's' and 'con's' and deciding if the 'pro's' outnumber the 'con's' before you take any action.
If not, then there's low motivation to change - and if we feel pushed to change we're likely to get grumpy and dig in our heels. This first 'Unfreezing' stage involves moving ourselves, or a department, or an entire business towards motivation for change.
Change - or Transition Kurt Lewin was aware that change is not an event, but rather a process. He called that process a transition.
Transition is the inner movement or journey we make in reaction to a change. This second stage occurs as we make the changes that are needed. People are 'unfrozen' and moving towards a new way of being. That said this stage is often the hardest as people are unsure or even fearful.
Imagine bungey jumping or parachuting. You may have convinced yourself that there is a great benefit for you to make the jump, but now you find yourself on the edge looking down. But when you do it you may learn a lot about yourself.Lewin’s Model & Communicating Change What are the three stages of change in the Lewin model, and what challenges do each pose to an effective leader?
The three stages of change in the Lewin model are unfreeze, change, and refreeze. 1- Unfreeze is the process that involves the whole organization to accept the necessary operation changes. toolbox is Kurt Lewin’s simple three-step change model’ (Levasseur, 71).
Many praise Lewin, the man of science, the ‘great experimentalist’ (Marrow, that groups are in a continual process of adaptation, rather than a steady or frozen state. Lewin’s second step in the process of changing behavior is movement. In this step, it is necessary to move the target system to a new level of equilibrium.
By using Lewin’s theory, we can help reduce stakeholder resistance and fear of change through the development of a well thought plan and active participation in the change process.
As Lewin put it, "Motivation for change must be generated before change can occur. One must be helped to re-examine many cherished assumptions about oneself and one's relations to others." This is the unfreezing stage from which change begins.
Lewin’s second step in the process of changing behavior is movement. In this step, it is necessary to move the target system to a new level of equilibrium.