Change is inevitable in any organization, but managing it effectively is what sets successful companies apart. One of the most widely recognized frameworks for understanding and implementing change is Lewin’s Change Model. Developed by social psychologist Kurt Lewin in the 1940s, this model simplifies the complex process of change into three distinct stages: Unfreeze, Change, and Refreeze. By applying this model, project managers can better guide their teams through transitions, ensuring smoother implementation and long-term success.
Stage 1: Unfreeze – Preparing for Change
The first stage, Unfreeze, involves preparing the organization for change by breaking down existing structures, habits, and mindsets. Resistance to change is natural, but without addressing it upfront, any transformation effort is likely to struggle.
Project managers can take several steps to facilitate this stage:
- Communicate the need for change – Clearly articulate why the change is necessary and the risks of maintaining the status quo. Transparency fosters trust and reduces uncertainty.
- Engage key stakeholders – Involving decision-makers and team members early in the process helps build momentum and ensures alignment with organizational goals.
- Address concerns proactively – Encourage open discussions to surface resistance and mitigate fears. This can be done through workshops, surveys, or one-on-one meetings.
Similar to the ADKAR model, which we discussed in a previous blog post, Unfreezing aligns with the Awareness and Desire stages, emphasizing the importance of preparing employees for upcoming shifts.
Stage 2: Change – Implementing the Transition
Once the organization is primed for change, the next stage is Change, where new processes, behaviors, and structures are introduced. This is the most challenging phase, as it requires people to move out of their comfort zones and adopt new ways of working.
Effective strategies during this stage include:
- Providing clear direction – Set expectations, outline actionable steps, and establish measurable milestones to keep the transition on track.
- Offering training and support – Equip employees with the skills and knowledge needed to succeed in the new environment. This could involve workshops, mentorship programs, or access to online learning resources.
- Encouraging adaptability – Reinforce a culture of flexibility and continuous improvement, reminding teams that adjustments may be necessary as new challenges emerge.
This stage closely mirrors the Knowledge and Ability components of ADKAR, as employees need both information and hands-on experience to embrace the change fully.
Stage 3: Refreeze – Solidifying the New Normal
The final stage, Refreeze, focuses on stabilizing the organization after the change has been implemented. Without reinforcement, there’s a risk that employees may revert to old habits, undermining the long-term success of the transformation.
To solidify change, project managers should:
- Embed changes into company culture – Ensure new processes become standard practice by updating policies, procedures, and job descriptions.
- Recognize and reward adoption – Celebrate team members who embrace change and showcase success stories to reinforce positive behaviors.
- Monitor progress and iterate – Continuously assess the effectiveness of the change and make necessary refinements to improve outcomes.
Refreezing aligns with the Reinforcement stage in ADKAR, highlighting the importance of sustaining change through ongoing engagement and reinforcement.
Applying Lewin’s Model to Project Management
For project managers, Lewin’s Change Model provides a structured approach to managing transitions, whether implementing a new software system, restructuring a team, or adapting to industry shifts. By recognizing the human side of change, this model helps mitigate resistance, foster collaboration, and drive long-term success.
As we’ve explored in previous articles like “The Psychology of Change Management in Process Improvement”, a well-managed transition can significantly impact project outcomes. Whether you’re leading a small internal shift or a large-scale transformation, applying Lewin’s principles can make all the difference.
We help businesses manage projects to significantly impact their success and growth. When you’re ready to put your project in the hands of a trusted professional organization, contact us to learn more about working together.