![]() ![]() However, we might equally argue that his thinking is in rude health. This is probably the reason why this excellent model has suffered a degree of neglect. However, his use of the term ‘phases’ has led to some false interpretations that he was referring to three static stages. When he first described his Freeze Phases model, Lewin was clear that the phases represent parts of a journey a continuous process. ![]() Note that Lewin’s use of the term ‘phases’ doesn’t mean he was referring to three static stages. This is the stage where your team needs to offer practical help and support. Alternatively, they make a decision to opt out of the change and move on. They start to find ways to take advantage of the opportunities it offers. During this phase, people adapt to the changed reality. Lewin’s third phase is freezing (sometimes refreezing) the new ways of being into place, to establish a new mindset. Freezing (or Refreezing)Įventually, a new understanding will emerge. Failing to do so will leave a gap that the rumor mill will work hard to fill. This means your change team needs to provide a constant stream of accurate and reliable information. Hence our susceptibility to gossip and rumor in times of change. The alternative is that people will follow whatever weak leadership they can find. The plasticity of response means that good leadership is essential. It is a time of uncertainty and even confusion, as they struggle to create a clear idea of the new thinking that will replace the old. In this phase, we lead people through the transition. Recognise that this is a necessary part of the process. Encourage people to share their concerns and deal with them positively. The secret is to remain open, frank, and respectful. rational responses – coherent arguments that expose (supposed and real) flaws in your thinking.emotional responses – which can be uncomfortable and even unpleasant, and.Resistance can be powerful, and people may express their resistance in a less that respectful manner.Īs a change leader, you have to be prepared to deal with both: As a result, people to start to relax from their restraining forces, ready for change. We do this by challenging current attitudes and beliefs – even values – and offering alternatives. Lewin therefore identified the first phase of change as unfreezing established patterns and structures. ![]()
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