“People do not like change”.  

This statement is so often repeated that it has almost become a truism. However, as business leaders, we must challenge this notion. It's our duty to lead change, inspire our teams to embrace it, and drive continuous improvement.

When we take a closer look at what actually happens within companies, we hear conversations about “improvement,” “efficiency,” and “innovation.” Employees discuss growing sales, introducing new products, and leveraging new technologies like social media. These are all conversations about change, even if the word itself isn’t used. The question is, are these voices being heard by senior management?

 If you're ready to lead change effectively, download our free Leading Change e-book here

As leaders, our role is to prepare our organizations for change ("unfreeze"), guide our teams through the transition ("move"), and solidify the new ways of working ("refreeze"). This approach is rooted in Lewin’s Change Management model, which provides a clear, actionable framework for managing change. Lewin was a physicist who explained the process of change by using the analogy of a block of ice which needs to change from a cube into a new shape. 

Understanding Lewin's Change Management Model

1. Unfreeze: Just as an ice cube must be melted before it can be reshaped, we must first prepare our teams for change. This involves communicating the need for change clearly and simply, as people tend to absorb only the first few sentences when faced with the unexpected.

2. Move: Once the initial shock has passed, engage your team in meaningful discussions to create a shared understanding of the change. Be available to answer questions and provide the necessary support. This phase is about turning fear into a collective commitment to the change.

3. Refreeze: After the changes have been implemented, it's essential to embed them into the fabric of the organization. This ensures that new behaviors become the norm, preventing regression to old habits. Celebrate successes and share knowledge to reinforce the change.

Applying Lewin’s Model to Your Organization

Unfreeze

Start by clearly communicating why change is necessary. Use simple, straightforward language to ensure the message is understood despite any initial resistance.

Move

Once you have helped people to move past the initial shock / denial stage, support your team as they transition. Meet and discuss with them to create a shared understanding on what the change means to them and to their roles. Be available to answer the many questions. 

Provide training, coaching, and allow time for adaptation. Expect mistakes as part of the learning process, and encourage quick recovery from them.

Turn the fear of change and any perceived threat the staff members have that they will not be able to cope with the change into a shared agreement on what requires changing and what they need to do. 

Refreeze 

Now that the changes are accepted, you want to ensure that they become the new norm and ensure that people don’t go back to their old ways. Solidify the change by making it part of the daily routine. At this stage, people have now started to become comfortable with their new routines.   

Show the rest of the organisation that the change is embedded. Share knowledge and celebrate success. 

 Change is a constant in today’s fast-paced world, and organizations that manage it well are the ones that thrive. By using Lewin's model, you can lead change more effectively and ensure your business remains competitive and resilient.

Start leading change today. Download our Leading Change e-book to learn more.

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