Lewin 3 Step Change Model

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This Slideshare presentation is a partial preview of the full business document. To view and download the full document, please go here https://flevy.com/browse/flevypro/lewin-3-step-change-model-3703 DOCUMENT DESCRIPTION The rapidly evolving world necessitates organizations to change quickly to keep pace. Organizations that are able to manage change well flourish, whereas those that don't decline or go through closure. Change Management varies greatly based on the nature of business and the people involved. It also depends on how well people understand the change process. Various frameworks and models have been formulated to manage change. This presentation talks about Kurt Lewin's Change Management Model, specifically. Lewin's Change Management Model is one such framework for understanding and managing organizational change in a simple and easy to understand way. The deck highlights the 3 stages of the model that are essential to make change successful. Recognition of these distinct stages of change enable the leaders effectively plan the execution of desired change:

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This is an exclusive document to the FlevyPro community - http://flevy.com/pro Framework Primer Lewin 3 Step Change Model Presentation created by UNFREEZE UNFREEZE CHANGE OR TRANSITION CHANGE OR TRANSITION FREEZE OR REFREEZE FREEZE OR REFREEZE

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2 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Contents Overview Step 1. Unfreeze Step 2. Change Step 3. Freeze Templates The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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3 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro This presentation discusses on a simple yet effective framework to manage Change known as the Lewin 3 Step Model Presentation Overview Lewin’s Change Management Model is a useful framework to delineate the process of change in an easy-to-understand manner. The rapidly evolving world necessitates organizations to change quickly to keep pace. Organizations that are able to manage change well flourish whereas those that don’t decline or go through closure. Change Management varies greatly based on the nature of business and the people involved. It also depends on how well people understand the change process. Various frameworks and models have been formulated to manage change. This presentation talks about Kurt Lewin’s Change Management Model specifically. Lewin’s Change Management Model is one such framework for understanding and managing organizational change in a simple and easy to understand way. The deck highlights the 3 stages of the model that are essential to make change successful. Recognition of these distinct stages of change enable the leaders effectively plan the execution of desired change: • Unfreeze • Change or Transition • Freeze or Refreeze The document also provides a detailed overview of the Force Field Analysis and the approach to implement it at the organizational and personal level. The slide deck also includes some slide templates for you to use in your own business presentations. The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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4 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Kurt Lewin’ Change Management Model—originally presented in 1947— is still widely used by organizations to institute change Kurt Lewin’s Change Management model is quite relevant to this day—other modern change models are derived from this model. Lewin 3 Step Change Model – Overview The rapidly evolving world necessitates organizations to change quickly to keep pace. Organizations that are able to manage change well flourish whereas those that don’t decline or go through closure. Source: Frontier in Group Dynamics Lewin 1947 Lewin explained organizational change using the analogy of changing the shape of a block of ice. From a large cube of ice if someone needs a cone of ice the ice must be melted first to change it unfreeze. The melted icy water then needs to be molded into the desired shape change. Finally the new shape must be solidified refreeze to make the change permanent. UNFREEZE UNFREEZE CHANGE OR TRANSITION CHANGE OR TRANSITION FREEZE OR REFREEZE FREEZE OR REFREEZE According to Lewin 3 steps are essential to make change successful: Change Management varies greatly based on the nature of business and the people involved. It also depends on how well people understand the change process. Various frameworks and models have been formulated to manage change. Lewin’s Change Management Model is one such framework for understanding and managing organizational change in a simple and easy to understand method. The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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5 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Contents Overview Step 1. Unfreeze Step 2. Change Step 3. Freeze Templates The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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6 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro The most stressful part of the Unfreeze stage involves revisiting processes and introducing new methods and procedures to do business People need to be motivated for change before the actual change instigates. Unfreeze – Overview The Unfreeze step encompasses ensuring readiness of change by preparing the organization to understand and accept the criticality of the need for change. The Unfreeze stage entails: Breaking down the existing status quo and moving people away from their comfort zones. Challenging the current mindsets beliefs and values. Analyzing and preparing to change the existing foundations to avoid the risk of collapse for the entire organization. Revising policies and procedures and creating new ways of doing business. This puts everybody and everything off balance and induces strong sentiments across the board. But this is essential for change to be successful. Compelling the organization to revisit its fundamentals creating an organized state of emergency ultimately creating a strong urge to try to find a new equilibrium. Obtaining employees’ agreement with the change process. The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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7 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro An important element of the unfreeze phase warrants developing a compelling message for the people across the organization Leaders need to effectively depict the reasons why the existing way of doing things cannot continue to enable people embrace the need for change. Unfreeze – Steps The key steps and actions involved in the Unfreeze stage of the Lewin Change Management Model include: Ascertain the need for change Gather support Develop the strategy and plan to communicate the need for change Appreciate and manage any reservations and uncertainties • Utilize the organizational vision and strategy to substantiate it. • Develop a persuasive message that clearly emphasize the reason and need for change. • Share the vision for Transformation and the need for change across the board. • Pay heed to and address employee apprehensions towards the need to change. • Draw support from key people in the management and across the organization through Stakeholder Analysis and Stakeholder Management. • Outline the endeavor as one of foremost priority of the organization. • Conduct the current state assessment of the entire organization. • Identify what needs to change and why. 4 3 2 1 The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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8 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Change takes place either by adding conditions favorable to change or by curbing the resisting forces The Unfreeze stage involves moving people or a department or an entire business towards motivation for change. Unfreeze – Force Field Analysis As per Kurt Lewin an organizational culture is a living process encompassing numerous social interactions maintained in a state of equilibrium by balancing counteracting forces. These counteracting forces are different factors that drive or resist change. The analysis of these counteracting forces is defined as the “Force Field Analysis”. Source: Resolving Social Conflicts Lewin 1948 Force Field Analysis necessitates: • A thorough evaluation of the pros and cons of change. Before change the force field is in equilibrium between forces favorable to change and those resisting it. • For change to take place the status quo or equilibrium must be disturbed. ̶ If the forces favoring change outweigh the factors resisting change the change will effect otherwise there will be low motivation to change and the change agenda may fail. Present State OR Desired State Driving forces Positive forces for change Restraining forces Obstacles to change The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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9 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro There are driving forces that make change attractive to people—likewise there are restraining forces that work to maintain the status quo Successful change is achieved by either bolstering the driving forces or diluting the restraining forces. Unfreeze – Approach to Force Field Analysis Force Field Analysis is helpful in discerning the factors that drive a person towards or away from a desired state and those that oppose the driving forces. Outline the desired change 1 The following steps can guide organizations in utilizing the force field analysis: Assume the driving forces 2 Mind map the restricting forces 3 Gauge the driving and restricting forces 4 Analyze the forces 5 Devise strategy 6 Develop an action plan • Understand the current status quo or equilibrium and put the goals and vision of a desired state in writing. • Brainstorm the forces that are favorable to change and note them on a force field diagram. • Contemplate the forces that resist change and document those on the force field diagram. • Rate the 2 forces on a scale of 1 weak to 5 strong and realistically calculate the total impact each force carries. • Determine the 2 forces’ flexibility for Change. • Develop a strategy to consolidate the driving forces or undermine the restraining forces or both. • Prioritize key steps to help you achieve the greatest impact distinguish the resources required and think of the ways to implement the action plan. 7 The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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10 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Contents Overview Step 1. Unfreeze Step 2. Change Step 3. Freeze Templates The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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11 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Once people are “unfrozen” and ready to move towards the desired state the next stage of the model sets in where we make the required changes Sharing and clearly communicating the desired change and the associated benefits is of immense help for the people to stay focused during the transition phase. Change – Overview Kurt Lewin considered change as not an event but rather a process which he called a transition. He described transition as the journey taken in response to a change. The transition phase is often difficult for the people as they are uncertain or even scary about the future. This transition has no concrete yardstick in terms of time as each individual is unique new to the changes and needs time to grasp and adjust to them. The steps that are critical and beneficial during the transition change stage include: Providing support to people through training sessions and individual coaching. Expecting mistakes to occur as part of the process. Role modeling the desired behaviors activities and mindsets. Granting people the time to shift and allowing them to develop their own solutions. The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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12 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Outlining a clear-cut communication strategy engaging and empowering people strengthens the transformation agenda Senior leadership should diligently work on planning and executing the delivery of quick wins to keep people motivated and maintain a steady momentum. Change – Steps The implementation of the second stage of the Lewin Change Management Model involves taking the following practical steps: Communicate methodically and consistently Dismiss hearsays Encourage action Engage people • Empower people to get involved and come up with ideas and solutions. • Let the line managers decide and direct routine matters. • Talk to external stakeholders e.g. employee organizations if required. • Hold corner meetings and sessions to answer employees’ queries honestly and convey the need for change as an operational necessity. • Sort out any issues straightaway. • Throughout the planning and implementation of the changes clearly communicate the influence and effects of Transformation on every person outline the benefits of change and prepare everyone for the future. 4 3 2 1 The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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13 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Contents Overview Step 1. Unfreeze Step 2. Change Step 3. Freeze Templates The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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14 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro By freezing Kurt Lewin means supporting the desired change to make sure it continues and is not lost The freeze or refreeze stage is all about reinforcing change and ensuring that the desired change is accepted and maintained into the future. Freeze – Overview The last phase of the model is referred to as “freezing” or “refreezing”. The freeze step is also referred to as the “lock-in effect” which means locking into place the new changes to achieve a sense of stability necessary for creating the confidence from which to embark on the next inevitable change. The freeze or refreeze stage needs to help people and the organization institutionalize change. This entails: Ensuring that the changes are widely accepted utilized all the time and incorporated into everyday business. • With a new sense of stability employees feel confident form new relationships and become comfortable with the new ways of working. • A sign of a successful refreeze includes a stable organization chart and consistent job descriptions. The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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15 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro The successful implementation of the unfreeze stage rests on anchoring change in the firm’s culture and getting the reinforcement systems ready Celebrate successful transformation by thanking people for enduring a difficult time and making them believe that future change will be successful. Freeze – Steps The following practical steps are absolutely critical for the implementation of the “Freeze” stage of the Lewin Change Management Model: Embed change Plan to sustain change Provide support Celebrate success • Impart trainings and coaching for the employees to keep everyone informed and supported during Change. • Take time out to celebrate achievement of milestones and near-term quick wins to boost employee morale motivation and the Change momentum. • Gather organization-wide as well as top management’s support for the Transformation initiative. • This step also involves modulating the organizational structure if necessary establishing a reward and recognition system and creating feedback mechanisms. • Recognize the drivers that support the Change and identify any barriers to sustaining Change. • The Change leadership should strive to secure the changes into the organizational culture. 4 3 2 1 The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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16 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Contents Overview Step 1. Unfreeze Step 2. Change Step 3. Freeze Templates The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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17 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Insert headline Insert bumper. Lewin 3 Step Change Model – TEMPLATE Source: Frontier in Group Dynamics Lewin 1947 Unfreeze Unfreeze Change or Transition Change or Transition Freeze or Refreeze Freeze or Refreeze • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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18 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Insert headline Insert bumper. Lewin 3 Step Change Model – TEMPLATE ALTERNATE Source: Frontier in Group Dynamics Lewin 1947 UNFREEZE CHANGE OR TRANSITION FREEZE OR REFREEZE The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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19 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Insert headline Insert bumper. Lewin 3 Step Change Model – TEMPLATE ALTERNATE Source: Frontier in Group Dynamics Lewin 1947 Unfreeze Change or Transition Freeze or Refreeze • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. • Insert filler text filler text filler text filler text. The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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20 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Download 100s of similar frameworks from the FlevyPro Library: https://flevy.com/pro/library/frameworks The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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22 This document is an exclusive document available to FlevyPro members - http://flevy.com/pro Flevy www.flevy.com is the marketplace for premium documents. These documents can range from Business Frameworks to Financial Models to PowerPoint Templates. Flevy was founded under the principle that companies waste a lot of time and money recreating the same foundational business documents. Our vision is for Flevy to become a comprehensive knowledge base of business documents. All organizations from startups to large enterprises can use Flevy— whether its to jumpstart projects to find reference or comparison materials or just to learn. Contact Us Please contact us with any questions you may have about our company. • General Inquiries supportflevy.com • Media/PR pressflevy.com • Billing billingflevy.com The content on this page has been partially hidden. FlevyPro members can download the full document here: http://flevy.com/browse/flevypro/lewin-3-step-change-model-3703

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1 Flevy www.flevy.com is the marketplace for premium documents. These documents can range from Business Frameworks to Financial Models to PowerPoint Templates. Flevy was founded under the principle that companies waste a lot of time and money recreating the same foundational business documents. Our vision is for Flevy to become a comprehensive knowledge base of business documents. All organizations from startups to large enterprises can use Flevy— whether its to jumpstart projects to find reference or comparison materials or just to learn. Contact Us Please contact us with any questions you may have about our company. • General Inquiries supportflevy.com • Media/PR pressflevy.com • Billing billingflevy.com

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