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Lewin's Three Stages

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Lewin created three stages for changes, the unfreezing stage has management informing individuals what the current situation is and how making changing will benefit the company when these recommendations are implemented. The changing phase is when individuals start to resist the change and should be reminded why the changes are occurring and the benefits that will be seen when fully implemented, one of these benefits could be training that will be given for new equipment, software upgrades and refresher training for others. The final phase is refreezing reminding employees of the changes and informing individuals that the new changes are going to be the normal procedures for the company, and preventing employees from trying to go back to the …show more content…

Building on the goals achieve will put the end goal in reach while these goals are accomplished management need to evaluate each phase and make changes as needed the last phase is to anchor the and anchoring the changes wins to build on the change. The anchor change provides training to all involved in the project and replacing members as they get promoted or leave the company should ensure that those hired are seeing the same vision, hiring those that do not see this vision could just put a halt to all the progress made up until that point (Mind Tools Editorial Team, …show more content…

Talking with customers that gave more input on their workers than on the products being offered. Nayar company had employees that had the negative barriers that Kotter referenced the desire to resist change starts with employees and could go up through management to the stakeholder which will make recommending new changes will be harder to have people see the goal if they know that mana higher management does not want the change even if they believe these changes will benefit the company (Kreitner & Kinicki, 2013).

While these stages do give management the capabilities to make changes, the disadvantages of the steps should also look at Lewin disadvantages are employees are worried about the changes will affect them in the refreezing stages and in the refreeze phase there is not the time for workers to get into a comfortable routine. Kotter’s disadvantages are no steps in the process can be skipped this could result in disappointment for the company and all worker will not want the change and this top-down theory might not work (Hoogendoorm,

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