Who is credited with the three-phase planned change model?

The three-phase planned change model is credited to Kurt Lewin, a pivotal figure in social psychology. His model consists of three main phases: unfreezing, change, and refreezing.

In the unfreezing phase, there is a recognition that change is necessary, which involves preparing an organization to accept that change is needed. This often requires gathering information related to the current state, acknowledging the need for a shift, and creating a motivation among individuals to move away from the current state.

The change phase follows, where the actual transition happens. This includes implementing new processes, behaviors, or mindsets that are intended to improve the organization’s effectiveness.

Finally, in the refreezing phase, the new changes are solidified into the culture of the organization. This is the process of stabilizing the new situation, ensuring that the new changes are accepted and integrated, thus preventing regression to old behaviors.

Kurt Lewin’s contributions have been foundational in understanding organizational change, making his three-phase model particularly influential in both theory and practice. Understanding this model is key for anyone looking to manage or lead change initiatives effectively.