Identify the 7 stages from the Model of Organisational Change

The Model of Organisational Change, also known as Lewin's Change Management Model, consists of the following seven stages:

1. Unfreeze: This is the initial stage where the need for change is recognized. The organization must prepare to move away from its current state.

2. Change: In this stage, the actual implementation of change occurs. This is a transition period where employees are often uncertain and fearful.

3. Refreeze: This is the final stage where the change is accepted and becomes the new norm. The organization is now stable again.

4. Communication: Throughout the change process, communication is key. It's important to keep everyone informed about what's happening, why it's happening, and how it will affect them.

5. Participation: It's also important to involve employees in the change process. This can help to reduce resistance and increase acceptance of the change.

6. Learning: During the change process, there will be a lot of learning. This could be new skills, new processes, or new ways of working.

7. Integration: Finally, the change needs to be integrated into the organization. This means it becomes part of the standard operating procedures, policies, and culture.

The Model of Organisational Change, also known as Lewin's Change Management Model, consists of the following seven stages:

1. Unfreeze: This is the first stage where the need for change is recognized. The organization must prepare to move away from its current state.

2. Communication: Once the need for change is understood, it is important to communicate this need throughout the organization. This helps to reduce fear and resistance to change.

3. Formation of a Powerful Coalition: To drive the change, a group of influential people are formed who use their power to support the change. This group might include managers and leaders within the organization.

4. Vision for Change: A clear vision is created which helps everyone understand why they are being asked to change and the benefits of this change.

5. Removal of Obstacles: Any barriers to change are identified and removed. This could be anything from restrictive policies to individuals who are resistant to the change.

6. Short-term Wins: To motivate people and gain more support for the change, short-term wins are created. These are areas where the change can be implemented quickly and benefits can be seen.

7. Refreeze: The final stage is to ensure that the change becomes permanent. This is done by reinforcing the change through mechanisms such as policies, procedures, and culture.

Please note that different models may have different stages or use different terminology, but the general process is similar.