Kurt Lewin's Change Management Model

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In Ac 1, 1.1 the three most popular change management models were outlined and discussed i.e. Lewin’s Change Management Model, McKinsey 7- S Model and Kotters 8 Step Change Model. Almost any model, once understood and applied properly can yield some amount of results however, for the use of this case surrounding The S&M Life Insurance Company; Kurt Lewin’s Change Management Model will be used to develop a model for change in the organization. Lewin’s model, established by Kurt Lewin during the 1950’s, is seen as foundation for understanding organizational change and still holds strong in the 21st century, today. The model consists of three (3) stages consisting of unfreezing, change, and refreezing using the analogy of a block of ice (Thompson, Mind Tools n.d):
The analogy explained:
You may have huge block of ice but realize that you want it in a particular shape. What do you do? Carve it into the shape you want? No, melt the ice back into water (unfreeze) then you perfectly mold the ice water into the shape you want the ice to be (change), then you put to freezer to be hardened (freeze) See diagram below.
Figure 3: Adopted diagram illustrated by Rachel Thompson and the Mind Tools Team
The Lewin’s
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The big block of cube or in context of the S&M Life Insurance Company, the current outdated process of life insurance application, is considered the comfort zone or the status quo which employees need to get away from. The Executives of the company must see to it that employees view the status quo as a threat, feeling uneasy about the main competition (Glory Life) and their devices to constantly making new developments to their mode of operation which often times result in them wearing the “competitive advantage” crown. Additionally, at this stage, employees should find security in innovation. Preparation at the S & M Life Insurance company is as

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