Lewin’s 3-Stage Model

Kurt Lewin is a psychologist who recognized three stages of change. They are Unfreeze,
Change, and Refreeze.

Stage 1: Unfreeze
This stage is an important one that involves reaching to a position of knowing that
change is essential. In this stage, creating ideal environment is an important thing for
the change to take place. Generally, people get used to the way they are working and
they try to resist the change even the change is beneficial one, as it will initially cause
discomfort. Therefore, the main theme of this stage is to shift people from this ‘frozen’
state to an ‘unfrozen’ state. (Change-management-coach.com/kurt_lewin, London
Management Centre, 2008)

Stage 2: Change – or Transition

This stage is central to Lewin’s model and is a confusion period at the psychological
level. In the transition stage, the changes are made that are essential. Employees will be
unfrozen and will be heading in the direction of new way of being. Therefore, people are
not clear about new ways that are going to replace the older ways. This clearly shows
that this is the hardest stage as employees are not sure or fearful. The main goal of this
transition stage is to move employees to the unfrozen state and keep them there.
(change-management-coach.com/kurt_lewin, London Management Centre, 2008)

Stage 3: Refreeze
This phase concentrates on elevating the comfort levels and bringing back the stability.
It brings people to a stable and productive state from a low productive state. Refreeze is
to establish stability after the changes occur. Finally people form new relations start to
become comfortable with new changes. (Change-management-coach.com/kurt_lewin,
London Management Centre, 2008)

Find out how UKEssays.com can help you!

Our academic experts are ready and waiting to assist with any writing project you may
have. From simple essay plans, through to full dissertations, you can guarantee we have
a service perfectly matched to your needs.

View our services

Strengths and Weaknesses
The strength of Lewin’s model is that it is simple and easy to understand. This model
concentrates on the fear of employees who oppose the change to happen. This is the
main factor, which should be worked out by every organization to bring out change.

However, on the other side, this model does not concentrate on each aspect. For the
change to happen all the aspects should be considered such like the aspects covered in
Kotters change model.