Change is known as the foundation of organisational development which is the main reason that a greater number of employees are perfectly preferring the concept of status quo in comparison to transformational changes. The change management models are perfectly designed with the motive of navigating through the transitional phase and further help in ensuring that everyone will be able to enjoy the perfect level of guidance in the whole process at the time of adopting the new changes. Ultimately this particular process is very much successful in terms of maximising the return on investment on the behalf of companies. One of the most important change models which have been proposed by the change leader KURT LEWIN is the option that is capable of balancing and driving the restraining forces in terms of managing the organisational changes in the form of implementation of software, improvement of the business process and transformation of the Digital systems in the whole process.
What are the very basic things that you need to know about Lewin’s change model?
As per this particular theory and model, restraining forces influence the behaviour of both groups and individuals and ultimately it is capable of deciding the fate of the change in the organisation without any kind of doubt. Driving forces in this particular case include the motivation and the steering of the employees towards the new state and the restraining forces Are very much successful in terms of highlighting the potential resistance to change which is capable of acting as the prime barrier to words the initiatives of the changes. Lewin very well suggests that organisations must balance the forces because of the effective change communication and involvement of the employees at every step so that overall goals are very easily achieved without any kind of doubt. This concept is also very much vital in terms of providing the best possible type of training in terms of breaching the skill gaps so that change agents can be implemented very successfully without any kind of issue in the whole process.
The major three stages of the change management model the Lewin’s have been explained as follows:
- Stage one-unfreeze: This particular stage will be dealing with perception management and will be perfectly aim to prepare the effective stakeholders for the upcoming organisational change. Every change leader in this particular case needs to improve the procedure of the companies very successfully and further help in creating a sense of urgency similar to the other associated change models.
- Step two-change: Once the status quo will be disrupted this particular state will be dealing with the implementation of the changes and in this particular state, people need to consider the agile and iterative approach of incorporating the employee feedback in terms of smoothening the transition process and in this particular case people need to be very much clear about the actionable items in the whole process. Ensuring the continuous flow of information, in this case, is important so that organisation of the change management workshops can be carried out very well which will ultimately help in providing people with proper empowering systems without any kind of doubt.
- Stage three-refreeze: Employees in this particular case are also very much successful in terms of moving away from the transition phase to words the stabilisation of acceptance in the whole process. However, if the change leaders are feeling to strengthen the change by reinforcing it into the culture of the organisation the employees might revert to the previous behaviour of the whole process. Hence, in this particular case paying proper attention to the identification and rewarding the early adopters is a good idea so that the change champion can be implemented very successfully and they will be no chance of any kind of issue in the whole process.
Apart from all the above-mentioned points exploring different kinds of models of change management in this particular case is very much advisable for the organisation is to ensure success in the long run and further, depending upon the implementation of Lewin’s change model is need of the hour to ensure that everything will be carried out very smoothly, efficiently and ethically