Change is one of the key concepts in today’s business world. The companies who couldn’t pace up with the changes are no longer in existence. Therefore organisations need to stride with changes to continue its existence.
Although we are familiar with the need to change, but many couldn’t manage to change with time. The key part of change depends on how flexible the planning is! The complex procedures can make changes difficult for the organisation.
Kurt Lewin created the most easy-peasy method to help organisation change easily. The plan was brought into action in 1940 and is still the most effective method for organisational change.
What is Lewin's Change Management Model?
Lewin’s Change Management Model is a three stage change model which can be adopted by every business organisation. The model works on three stages of change: Unfreeze, Change and Refreeze. It is one of the easiest pie methods to make organisation quickly change in challenging environments.
This change model involves making the organisation environment ready to make a change, making the required changes, and then making organisation stable after the change. All these three stages together make the easiest change method without disrupting the business workflow.
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How this model works?
Suppose if you have a cube of ice and you wanted to transform it into a cone. What will be the first step you’ll do?
You cannot transform the cubical ice directly into a cone.
So first you need to bring the ice into this liquid form. Then you will use an ice cream cone shaper to turn its shape into cone. At last, you will freeze the liquid to make the solid ice in cone shape.
Kurt Lewin used the same philosophy of an ice to explain his Change Management Model. The first step was to make the ice into ready to change form.
It was turned into liquid form from solidity (unfreeze). The second step was implementing the change which he explained by turning its shape into cone form (change). And the last step was freezing the liquid again to turn into ice (refreeze).
Let’s make you understand the changes separately so that you can successfully implement this change process:
The first stage before making a change is to make the employees get ready to change. The employees must be aware of the upcoming changes and the necessity to change.
Lewin concept behind the process was that the employees become motivated to change if they understand the need to change. Therefore, employees must be communicated the need of bringing the change inside organisation.
The second stage involves making the required changes inside the organisation. It is the most crucial step which gives the real shapes to the change. In this stage, the organisation develops new ideas and strategies to implement the changes.
If the organisation is not well prepared for the change, then it may create lots of problems for changes to take place. So there must be a stronger pre-planning to implement new changes easily.
The last refreezing stage is performed to make sure that the system is working according to the new changes. In this stage, the organisation is made used to the new changes made. The organisation once again becomes stable and the business comes back on track.
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Advantages of Lewin's Change Management Model
The Lewin’s Change Management Theory is easy to understand and implement in business organisation. Unlike the other methods, the change management model is easier to implement. It requires few steps which can be performed within a short span of time.
The Change Management Theory follows efficient method which doesn’t impact the business continuity. Any on-going business can easily perform this model and make required changes.
Disadvantages of Lewin's Change Management Model
The major disadvantage of Change Management Theory was the insecurity among the employees. The employees get worried about their performance when they hear about a new change. This makes them fearful that if they will be able to effectively perform their job roles or not.
Another major disadvantage was the refreezing stage. It requires a lot of time to freeze and settle down the new changes. As the changes will continue to take place in challenging environment so the organisation will have no time to get used to the changes.