Kurt Lewin’s Change Theory

In the 1940s, social scientist Kurt Lewin created a famous change theory that outlines how people react, resist, and adapt to changes over time. It is a three-step model represented by a block of ice: unfreeze, change, and refreeze.

Stage 1: Unfreeze

The first step of the change theory involves Force Field Analysis, where Lewin defines behavior as “a dynamic balance of forces working in opposing directions” and identifies three major concepts: driving forces, restraining forces, and equilibrium. Driving forces are those that push in a direction to cause changes to occur, while restraining forces are those that push in the opposite direction to resist changes. Between the two is the equilibrium or a state of balance (organizations’ current status quo) that needs to be disrupted or “unfrozen” by increasing the driving forces or decreasing the restraining forces (or the combination of the two).

Here is what to do in the unfreezing stage to identify the need for change and establish readiness for change:

- Outline the change you want to make.

Examine potential improvements in current operations with time-saving technologies and better communication channels, among other factors. This analysis will facilitate the identification of the change that could yield long-term benefits for your organization.