What I’ve learned from Lewin’s process model of change

When we are trying to establish something new in a process, we often have to declutter the rigid old process first to get a better view of what are the very components that are crucial and work.

The process of change entails creating the perception that a change is needed to better the whole process. Then moving toward the new, desired level of behavior and finally, solidifying that new behavior as the norm. This whole process is needed to work well and be able to be accepted by all the stakeholders first before we can see the result, this is because many people will naturally resist change.

There are three steps, unfreeze, change and refreeze.

Unfreeze: during this initial step, we need to:

1. Recognize the need for change
2. Determine what needs to be change
3. Encourage the replacement of old behaviors and attitudes
4. Ensure there is strong support from management
5. Manage and understand the doubts and concerns

Change: This is the step to build a foundation such as:

1. Plan the change
2. Implement the changes
3. Help employees to learn new concept or points of view

Refreeze: Real actions are done here like:

1. Changes are reinforced and stabilized
2. Integrate changes into the normal way of doing things
3. Develop ways to sustain the change
4. Celebrate success

Change management is never easy but eventually as a great leader you will need to implement it.