Change management model – Kurt Lewin - with infographic
Lewin’s model is a simple one. You can use it on change projects which have both small and large groups of stakeholders. You can learn about his and many other useful models in a Change Management course.
Break down mindsets
For change to happen, he says you need to break down collective mindsets. He suggests using a process consisting of 3 stages:
- An unfreeze stage;
- A change stage;
- A refreeze stage.
In this stage you attempt to break down the current mindsets and habits of the organisation. It is done using 3 activities:
Defining the current situation
In this activity you get the people involved in the change to describe the current situation. The final input will help define the existing state. For example, they all agree in the end that the weather outside is cold and gloomy.
Creating a vision
You will find that the more that people get involved in drawing the desired state, the more they will be committed to it. For example, they all agree that they want the weather to be warm and sunny.
Identifying the forces
Here, you can use a technique called ‘Force Field Analysis’ to identify:
- Forces that will help change – you will need to try to increase these forces;
- Forces that will resist change - you will need to try to increase these forces.
After the unfreeze stage, you can now start to implement the change. This requires you to develop a plan.
Identifying a role model for people to focus on in this stage can be useful because it will keep them motivated and more committed to the plan. You can suggest staff seek advice from change agents who can encourage them through the changes.
Over time, the staff become used to the changes. They become habits instead of new practices 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 in order to encouraged further changes.