ACCA SBL Syllabus H. Innovation, Performance Excellence & Change Management - Lewin’s Three Stage Model - Notes ^{10 / 11}

Lewin's three-stage model

This looks at the key stages in successfully implementing organisational change- Unfreeze, change and refreeze

Organisational change involves 're-learning': not merely learning something new, but trying to unlearn what is already known.

Unfreeze

This creates the motivation to change.
It involves making people within an organisation ready to change
Make the workforce aware of the need (trigger) for change, and creating a readiness to change

• Remove individuals from routines, social relationships so that old behaviours and attitudes are not ‘reinforced ‘

• Confront perceptions and emotions among workers about change

• Consult individuals obout proposed changes - reducing feelings of insecurity

• Reinforce a willingness to change: validate efforts and suggestions with praise and responsibility for the change

Effective communication of the need for change is essential

'Unfreezing' may sound simple but, in practice, it can be very difficult because it involves making people ready to change.

Rational argument will not necessarily be sufficient, particularly if they stand to lose from the change

The change (or 'move') stage involves learning new ways of working. 
Participation of staff is vital here so as not to feel alienated

New, desirable behaviours or norms are identified, communicated positively and "buy in" encouraged

This is the refreezing the new state of affairs, by setting policies to embed new behaviours, and establishing new standards.

Ensure staff do not lapse back into old behaviour.

New behaviours are reinforced, so they become habits