Introduction
Sometimes the oldest frameworks are the most enduring. In the 1940s, psychologist Kurt Lewin proposed a deceptively simple model for organizational change that remains influential 80 years later.
Lewin's model uses the metaphor of changing a block of ice. You must first unfreeze it (make it receptive to change), change its shape, then refreeze it to make the new shape permanent. This simple analogy captures fundamental truths about how humans and organizations change.
What is it?
Lewin's model consists of three sequential stages. Each stage requires specific leadership actions and focus:
Key Points
- Unfreeze: Prepare the organization for change by creating awareness of the need and reducing resistance. Challenge existing beliefs, create dissatisfaction with the status quo.
- Change (Transition): Implement the actual change. This stage involves uncertainty and requires strong support, communication, and involvement from leadership.
- Refreeze: Solidify and stabilize the new state. Anchor changes through policies, procedures, culture, and ongoing support to prevent reverting to old patterns.
Lewin also introduced force field analysis as a diagnostic tool - identifying driving forces (factors pushing for change) and restraining forces (factors resisting change). Successful change requires either strengthening driving forces or weakening restraining forces.
Why it matters
Despite its age, Lewin's model remains relevant because it addresses core human and organizational dynamics:
Acknowledges Resistance is Normal
The unfreeze stage explicitly recognizes that people and organizations naturally resist change. They're 'frozen' in current patterns. Rather than ignoring resistance, the model says dealing with it is step one. This validation helps leaders approach resistance constructively.
Prevents Premature Implementation
Many change efforts fail by jumping straight to change without unfreezing. People aren't ready, don't see the need, and resist. Lewin's model prevents this mistake by making preparation an explicit, required first stage.
Emphasizes Stabilization
The refreeze stage addresses a common failure mode: changes that never stick. Without deliberate reinforcement, people drift back to old habits. Refreezing ensures changes become 'the way we do things' rather than temporary disruptions.
Provides Simplicity
In a world of complex change frameworks, Lewin's three stages offer elegant simplicity. Leaders can easily remember and communicate the model. Sometimes simple frameworks are more likely to be used than sophisticated ones.
Foundation for Modern Models
Many contemporary change models build on Lewin's foundation. Kotter's 8 Steps, ADKAR, and others essentially elaborate on unfreeze-change-refreeze. Understanding Lewin provides insight into why these later models work.
For AI transformation, unfreezing means creating awareness of AI's potential and addressing fears about job displacement. Change involves implementing AI tools and new workflows. Refreezing embeds AI-first thinking into culture, processes, and expectations. AI-powered platforms like NODE can support all three stages through awareness-building scenarios, safe practice environments, and reinforcement mechanisms.
Frequently Asked Questions
Isn't 'refreeze' outdated in our fast-changing world?
This is a common criticism. Some prefer 'consolidate' or 'integrate' rather than refreeze. The core insight remains valid: changes need stabilization or they evaporate. In fast-changing environments, you might refreeze less rigidly, but you still need to anchor changes before moving to the next transformation.
How long should each stage take?
It varies by change scope and organizational readiness. Small changes might unfreeze in weeks; major transformations might take months. Don't rush - inadequate unfreezing means resistance during change. Inadequate refreezing means changes don't stick. Take the time each stage needs.
What if leadership wants to skip the unfreeze stage?
Help them understand the risks. Share examples of changes that failed due to inadequate preparation. Use Lewin's force field analysis to show restraining forces that will derail change if not addressed. Sometimes leaders need to experience resistance during change to appreciate why unfreezing matters.
Can I use Lewin's model with other change frameworks?
Absolutely. Lewin provides a high-level structure; other models provide detail. You might map Kotter's first 4 steps to unfreeze, steps 5-7 to change, and step 8 to refreeze. ADKAR elements can be applied at each Lewin stage. Use Lewin as an overarching framework.
How can AI help with implementing Lewin's model?
AI platforms can create scenarios that help unfreeze thinking by showing consequences of not changing, support the change stage through safe practice and immediate feedback, and reinforce new behaviors through repeated application. Tools like NODE can accelerate all three stages of Lewin's model.