Kurt Lewin's model of planned change is a simple and widely accepted model of change that still forms the basis of many organizational change programs. The model is based on the concept that change involves a move from one static state via a progressional shift, to another static state. This model is known as "Unfreeze – Change – Refreeze" and is described below:

1. Unfreeze: This is the first stage of the process of change according to Lewin’s model. In this stage, the organization must recognize the need for change and discard the old patterns or processes. This stage involves challenging the existing status quo before building up the momentum to change. It's about getting ready to change.

2. Change: Once the unfreeze stage has been completed, the change stage can begin. This stage is often time-consuming as people take time to embrace new directions and participate proactively in the change process. This stage involves a process of change in thoughts, feeling, behavior, or all three, that is in some way more liberating or more productive.

3. Refreeze: The final stage of Lewin’s change model is the refreeze stage. At this stage, the changes are accepted and become the new norm. People form new relationships and become comfortable with their routines. This refreezing stage ensures that the new behaviors are relatively safe from regression.

It's important to note that this model emphasizes that change is not an event, but rather a process. It also acknowledges that while the process may be planned, it is not necessarily linear and can be cyclical in nature.

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Kurt Lewin's model of planned change is a simple and widely accepted model of change that still forms the basis of many organizational change programs. The model is based on the concept that change involves a move from one static state via a progressional shift, to another static state. This model is known as "Unfreeze – Change – Refreeze" and is described below:

1. Unfreeze: This is the first stage of the process of change according to Lewin’s model. In this stage, the organization must recognize the need for change and discard the old patterns or processes. This stage involves challenging the existing status quo before building up the momentum to change. It's about getting ready to change.

2. Change: Once the unfreeze stage has been completed, the change stage can begin. This stage is often time-consuming as people take time to embrace new directions and participate proactively in the change process. This stage involves a process of change in thoughts, feeling, behavior, or all three, that is in some way more liberating or more productive.

3. Refreeze: The final stage of Lewin’s change model is the refreeze stage. At this stage, the changes are accepted and become the new norm. People form new relationships and become comfortable with their routines. This refreezing stage ensures that the new behaviors are relatively safe from regression.

It's important to note that this model emphasizes that change is not an event, but rather a process. It also acknowledges that while the process may be planned, it is not necessarily linear and can be cyclical in nature.

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Kurt Lewin's model of planned change is a simple and widely accepted model of change that still forms the basis of many organizational change programs. The model is based on the concept that change involves a move from one static state via a progressional shift, to another static state. This model is known as "Unfreeze – Change – Refreeze" and is described below:

1. Unfreeze: This is the first stage of the process of change according to Lewin’s model. In this stage, the organization must recognize the need for change and discard the old patterns or processes. This stage involves challenging the existing status quo before building up the momentum to change. It's about getting ready to change.

2. Change: Once the unfreeze stage has been completed, the change stage can begin. This stage is often time-consuming as people take time to embrace new directions and participate proactively in the change process. This stage involves a process of change in thoughts, feeling, behavior, or all three, that is in some way more liberating or more productive.

3. Refreeze: The final stage of Lewin’s change model is the refreeze stage. At this stage, the changes are accepted and become the new norm. People form new relationships and become comfortable with their routines. This refreezing stage ensures that the new behaviors are relatively safe from regression.

It's important to note that this model emphasizes that change is not an event, but rather a process. It also acknowledges that while the process may be planned, it is not necessarily linear and can be cyclical in nature.

Kurt Lewin's model of planned change

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