Lewin’s Change Model is one of the simplest and most widely known approaches to managing change. Developed by Kurt Lewin, it breaks change down into three clear stages: Unfreeze, Change, and Refreeze. Despite its simplicity, it remains highly relevant because it focuses on both the process of change and the importance of stability.
The first stage, Unfreeze, is about preparing the organisation for change. This involves creating awareness, challenging the current way of working, and helping people understand why change is necessary. Without this step, people are likely to resist or ignore the change. The goal is to shift mindset and make people open to doing things differently.
The second stage, Change, is where the actual transition happens. New processes, systems, or behaviours are introduced, and people begin to adapt. This stage often comes with uncertainty, so clear communication, training, and support are essential. It is also the point where leadership visibility and encouragement make a big difference.
The final stage, Refreeze, focuses on embedding the change into everyday work. This means reinforcing new behaviours, updating processes, and ensuring consistency over time. Without refreezing, there is a high risk that people revert back to old habits once the initial push is over.
One of the strengths of Lewin’s model is its clarity. It highlights that change is not just about introducing something new, but also about letting go of the old and making the new way stick. When applied properly, it provides a simple but effective structure for managing change from start to finish.
Unfreeze –> Change –> Refreeze