Lewins Three Steps of Change Model
Kurt Lewin introduced the three steps of change process in the 1930s. His seminal work has been studied, refined and extended since then, but his original concept of change remains alive and well. Lewins model is popularly known as unfreezing - change - refreeze but it is also referred to as the three steps of change, or the unfreezing-change-refreeze model. The model can be applied to understand how people, groups and organisations make changes in their ideas, behavior, and emotions.
Lewins three steps of change model is a powerful tool for changing behavior in any setting from personal to organizational. It explains how to plan and implement lasting and effective change that is both practical and motivational. This model can be helpful in understanding the stages that must be addressed during the change process and it emphasizes on the importance of focusing on the person, rather than on the environment, when engaging in behavior changes.
Before engaging in the three steps of change, it is important to understand the original concept behind Lewins model. This model was derived from the theory of social change that explained the process of changing behaviors and beliefs of individuals, organizations, and societies. This theory is closely related to Lewins concept of change where he emphasized the need to understand the process of change and not just the end result. Lewin proposed that for successful change, three steps must be taken.
The first is to unfreeze, which is the process of understanding and analyzing the current situation. This involves a detailed examination of the present state of things, such as peoples individual beliefs and behaviors, the environment, and the system in which people operate. In order to move forward in the process of change, people must first recognize the need for change and want to break away from the status quo.
The second of Lewins three steps of change is to change. This is the process of planning and implementing new strategies, beliefs and behaviors that fit the new goals and objectives. During this phase, it is important to provide people with the tools, resources, information and support they need in order to make the desired change. This will help them to adjust to the new environment and adopt new behaviors and beliefs that support the change process.
The third, and final step of the change process is to refreeze. This involves assimilating the new ideas and behaviors into a new pattern and reinforcing it with rewards, systems of support, and feedback. This is crucial for ensuring long-term and lasting change. It is important to provide people with the opportunity to practice new behaviors, learn from mistakes and be rewarded for successes. This will help to reinforce the new beliefs and behaviors that are associated with the new goal or objective.
Kurt Lewins model of change is an effective tool that can be used to facilitate smooth and lasting change. It outlines the three steps of unfreeze, change, and refreeze, which can provide useful guidance when attempting to overcome resistance and adopt new and better ways of doing things. Through a detailed analysis of the current state of things, tools, resources and systems of support, one can systematically move through the process of change. By being aware of the potential roadblocks to change that can arise and following the three steps of change proposed by Lewin, one can provide a strong foundation to ensure the success of the intended change.
