The Lewin Change Model

The Lewin Change Model is a three-phase approach to change management developed by psychologist Kurt Lewin. The model is also known as the unfreeze/change/refreeze model and is widely used in organizational change management.

The three phases of the Lewin Change Model are:

  • Unfreeze: In this first phase, the focus is on preparing the organization for change by creating a sense of urgency and establishing a need for change. This involves breaking down the existing mindset and behaviors that have been in place, and creating a receptive environment for the change. This phase requires leaders to communicate the need for change effectively, and create a shared understanding of why change is necessary.
  • Change: The second phase involves implementing the change itself. This can involve new processes, systems, structures, or behaviors. The key to this phase is to empower people to embrace the change and to support the change with the necessary resources, training, and communication.
  • Refreeze: The final phase is focused on embedding the change into the culture and making it a permanent fixture. This involves ensuring that the new processes, systems, or behaviors are fully integrated into the organization, and that people have the necessary skills and knowledge to sustain the change. This phase is crucial to ensure that the change becomes a part of everyday life and is not just a temporary fix.

Overall, the Lewin Change Model is a simple, yet effective framework for managing change. By following the three phases, organizations can ensure that change is implemented effectively, and that it is embedded into the culture in a way that supports long-term success.

Lewin’s Change Model offers several benefits, including a practical understanding of the change process, being based on human psychology, and breaking down human behaviors in easily understandable ways. Additionally, this model can help build confidence and shape expectations for lasting change by giving frequent personal feedback to employees and visualizing the change process. The model also breaks down the change process into three main stages: unfreezing, changing, and refreezing, which can help make the process less overwhelming and easier to manage.