As described, Change Management is an approach that is structured to make a change in an individual, a team, society and in an organization that will enable the transition from its current state to a desired state in the future. Change is a broad topic, from an individual’s point of view to the changes in the perspective of a business. The context of this article will focus on the models of Change Management as theorized by Kurt Lewin. Change Management evolution in the business was derived from the views about development of an organization.
 The early model for Change Management developed by Lewin was described as a process consists of three stages. The first stage is the “unfreezing” stage which involves the overcoming of any inaction and the dismantling of the mind set that existed in an organization. This is where the defense mechanisms are avoided. The second stage is where the change occurs. This is the stage where there is uncertainty and transition. The organization at this point is aware that the older methods are being challenged but they do not have a clear idea on how to replace the methods with a better one. The third stage is what Lewin called “freezing”. This is where the new mindset is solidifying and the comfort level of the organization is back to its previous state. This stage is also referred to as “refreezing” in other contexts. 
 The theory of Kurt Lewin has a power not in a propositional way but in its ability to make different models of processes that gives a way to the correct variables that needs conceptualization.

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