Exploring Lewin's Change Model

  1. Organizational Change Theory
  2. Organizational Change Models
  3. Lewin's Change Model

Change is a constant in life, and organizations are no exception. To make sense of the changes they face, organizations turn to change models such as Lewin's Change Model. This model was developed by Kurt Lewin, a German-American psychologist, in the 1940s and has since become one of the most influential change management theories in use today. In this article, we'll explore what makes Lewin's Change Model so successful and how it can be used by organizations to effectively manage change.

Lewin's Change Model

is divided into three stages: Unfreezing, Moving, and Refreezing.

Unfreezing involves challenging existing beliefs and behaviors. This can be done by creating a sense of urgency, communicating the need for change, and providing incentives. Moving involves actually making the change happen. This can involve training, forming new teams, changing processes or systems, and developing new skills.

Refreezing involves reinforcing the changes that have been made. This can involve praising positive change efforts, rewarding success, and reinforcing new behaviors. The goal of Lewin's Change Model is to make sure that any changes made in an organization are sustained in the long-term. It is a useful tool for organizations looking to make significant changes in their operations and culture.

Lewin's Change Model

can be applied to many different types of organizational change.

For example, it can be used to introduce a new product or service, make changes in organization structure, or develop new strategies. It can also be used to help with organizational development initiatives such as succession planning or employee engagement initiatives. The key to making Lewin's Change Model work is having a clear plan of action. Organizations should identify the necessary steps for each stage of the model, assign responsibilities for each step, and track progress throughout the process.

It is also important to make sure that everyone involved in the change process is aware of their roles and responsibilities. Finally, it is important to remember that change is not always easy. Organizations should be prepared for resistance to change from both employees and external stakeholders. They should be prepared to address any concerns or objections that may arise during the process.


The final stage of Kurt Lewin's Change Model is Refreezing. This stage involves reinforcing the changes that have been made.

This is done by establishing new norms, rules, and procedures that will stabilize the changes and help ensure that they remain in place. At this stage, the organization must also provide support for individuals affected by the change. This can include offering training and development opportunities, as well as providing incentives to employees who are adapting to the change. It is important to recognize and reward employees who have successfully implemented the change. In addition, it is important to identify any potential problems that may arise from the change and create strategies to address them. This can include developing contingency plans or having systems in place to monitor the progress of the change.

This will help ensure that any potential issues are dealt with quickly and effectively. Finally, it is important to communicate with stakeholders throughout the process of Refreezing. It is important to keep everyone informed of the progress of the change, and to provide feedback on how it is being implemented.


The Moving stage of Kurt Lewin's Change Model is the phase where the actual change takes place. This phase requires thoughtful planning and implementation to ensure the change occurs in an efficient and effective manner. It involves implementing the changes that were discussed in the Unfreezing phase, and requires managers to provide support to those affected by the change.

During this phase, it is important to monitor the progress of the change and identify any potential problems or issues that could arise. Once any issues have been addressed, the change can be reinforced and celebrated. In order to ensure successful implementation of the change, managers need to have a clear vision of what they want to achieve and how they will achieve it. They should also have an effective plan in place that outlines the steps that need to be taken and the resources required to complete them. Additionally, managers should provide ongoing support and guidance to employees throughout the transition process.

This will help them understand why the change is necessary and how they can contribute to its success. It is also important to monitor the progress of the change process and identify any areas that need to be improved upon. This helps ensure that the changes are implemented effectively and that all stakeholders are on board with the new direction. Additionally, it provides an opportunity to celebrate successes and recognize those who have contributed to making the change a success.


Unfreezing, the first stage of Kurt Lewin's Change Model, is a crucial step in preparing an organization for a successful change. It involves recognizing the need for change and challenging existing beliefs and behaviors that might be preventing change.

The goal of this stage is to reduce resistance to change and create an environment that allows for transformation. The concept of Unfreezing was first proposed by Lewin in 1951, and it has since become a cornerstone of organizational change theory. It is based on the idea that existing norms and behaviors must be identified and evaluated before any successful change can be achieved. To achieve this, Lewin proposed a three-step process: unfreezing, changing, and refreezing.

During the Unfreezing stage, it is important to recognize and address any underlying issues that may be preventing change. This could include identifying and addressing any misalignment between the organization’s goals and its current strategies, or identifying any areas where there may be a lack of motivation or engagement from staff. It is also important to communicate the need for change to all stakeholders, so that everyone understands why the organization needs to move away from its current state. The Unfreezing stage also involves exploring alternative approaches to achieving the desired outcome, as well as identifying any potential barriers or challenges that may arise during the change process.

This helps ensure that the organization is prepared for the changes ahead and can mitigate any potential risks. Overall, Unfreezing is a critical component of Kurt Lewin's Change Model and is essential for successful organizational change. By recognizing the need for change and developing strategies to address any underlying issues, organizations can create an environment that encourages transformation. Lewin's Change Model is an important part of Organizational Change Theory. It provides a structured approach to making organizational changes that are sustainable in the long-term.

By following this model, organizations can ensure that they are prepared for any potential resistance to change and ensure that their changes are successful. The three stages of Lewin's Change Model - unfreezing, moving, and refreezing - are essential for successful organizational change and should be applied in any organizational change process.

Ryan Mcwhinnie
Ryan Mcwhinnie

Incurable pop cultureaholic. Subtly charming twitter nerd. Subtly charming pop culture ninja. Typical pop culture buff. Professional music guru.

Leave Reply

Required fields are marked *