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The 3 phases of change Tutorial

Discover the transformative power of change in "the 3 phases of change"! This engaging video explores Kurt Lewin's model, illustrating the essential steps: unfreeze, change, and refreeze. Understand how collective motivation fosters adaptability and how to stabilize new practices effectively. Empower your organization to embrace change with clarity and confidence!

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the model of Kurt Lewin,

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a researcher in social psychology,

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offers an interesting framework for leading change.

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Imagine a block of cubed ice that you want to turn into a cone.

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The best way to do so will be to unfreeze the block of ice,

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form it into a cone

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and then freeze it again to stabilize its shape.

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This is the model.

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Unfreeze,

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change,

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refreeze.

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In this video we will detail these three phases.

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The unfreeze phase.

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The first phase called unfreeze or decrystallization,

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consists of making employees aware that change is inevitable.

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According to Lewin,

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the group changes more easily than the individual.

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It is therefore at a collective level that we must motivate change,

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make a diagnosis of the current situation.

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Use figures,

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reports,

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studies,

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and.

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To show that it is no longer possible to continue as it is.

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According to Lewin,

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it is better to first decrease the resistance to change of

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the teams rather than convincing them of the merits of change.

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Let the employees themselves

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come to the conclusion that there is no other solution than to change and quickly

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in this stage,

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employees' concerns and worries will begin to surface.

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It will be important to listen to them

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and.

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The first resistance that appears.

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Group discussions will help create motivation to change.

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Employees will understand

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that it is urgent to abandon habits,

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processes,

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values and norms that no longer serve the company,

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that no longer serve them.

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When employees have integrated the why we need to change the current situation,

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the ice will have melted,

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and they will be ready for the movement.

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The change phase,

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the second phase,

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also called action or displacement.

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The spirits are ready for a movement,

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a change of form.

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The certainties of the past have melted away,

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and the collaborators are ready to experiment with new practices.

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This is the time to draw the vision

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as much as possible in consultation with the collective,

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which will.

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Reduce resistance.

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What will the organization look like tomorrow?

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A cone or a sphere?

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Draw a road map of the change step by step.

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Explain to the teams the phases of change.

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Present the benefits.

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Train and reassure.

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Make sure that the discourse is clear and coherent.

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Make sure that the steering committee and the hierarchy speak with one voice.

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Cut the elephant into pieces and put the change into practice step by step,

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keeping as a target the vision of the final desired shape,

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your cone.

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For Lewin,

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this phase is a transitional phase in which

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new practices are experimented step by step.

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The group has come out of its stationary dynamic.

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It seeks to be different,

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to do differently.

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The ancient cube has disappeared and a cone is taking shape.

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The refreeze phase,

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otherwise known as refreezing or recrystallization.

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This is the phase of integration of new habits.

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Together you shaped your cone through action.

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This conical shape needs to be stabilized

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by anchoring the form through refreezing.

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In this stage of consolidation,

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the teams will be able to state we're doing things differently now,

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encourage and continue to motivate teams to replicate and improve new practices.

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Congratulate,

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celebrate successful transitions,

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make everyone know the positive impacts of change.

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Embed the change in habits,

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charts on the new organization,

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communication on values,

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formulation of new processes.

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Freeze,

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change,

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refreeze.

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Each step must be built on the previous one.

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If you're looking to remodel your cube into a

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cone without having taken the time to unfreeze it,

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it will be done with a lot of effort and struggle.

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Can you imagine carving a block of ice?

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If you are looking to refreeze a shape that has not been completed,

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you will end up with a shapeless mass instead of a cone.

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If you neglect the refreezing time,

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your organization will quickly refreeze into its initial cube shape.

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The weight of habits will have had the upper hand.

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Each of these phases requires a lot of time.

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Lewin's advice is to leave no stone unturned

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because you risk derailing your change project.

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