Framework 133 The Change Cycle

Introduction

"...change as a process consists of three phases
i) unfreezing - it is a phase in which the company realises that there is a need for change and to prepare to leave the current state of comfort for future benefits
ii) moving - at this stage they move forward to adopt the new change set up and feel reluctant to change as they have to leave their comfort zone
iii) consolidating -  at last, change is accepted as the new norm and change is now part of the organisation..."
Z. Mohmood et al, 2013

One of the first frameworks developed for understanding organisational change by Kurt Lewin, ie unfreezing to changing to refreezing, ie

- Unfreezing (creating the right environment, ie
"...you are preparing the organisation to accept that change is necessary, which involves breaking down the existing status quo before you can build up a new way of doing things. This stage often involves strong emotions as people may try to resist the disintegration of the current reality. Although these emotions can be difficult to work through, they are necessary so that people can come to an understanding - and eventual acceptance - of the need to change..."
Elizabeth Scott et al, 2017)

- Changing (supporting change to the desired state, ie
"...people are beginning to resolve their uncertainty and seek new ways of doing things. This stage involves two distinct parts: first people intellectually accept the change. Then they show their support by participating in the change management process. Their behaviours begin show evidence that they support the new direction..."
Elizabeth Scott et al, 2017)

- Re-freezing (re-enforcing to anchor change, ie
"...only when you see evidence of a lasting change in this final stage in effect. Some signs of sustainable change include a new organisational chart, providing job descriptions, and new staff on payroll. It is important to establish a new normal, although another change will inevitably come along. People must feel some sense of stability so that they understand how things get done and are able to perform at full capacity..."
Elizabeth Scott et al, 2017

(source: Jessie Strongitharm, 2022)

(source: Jessie Strongitharm, 2022)

A variation of Lewin's model

Grant Van Ulbrich, 2023

Action steps