Kurt Lewin's Three Step Change Model

Internal and External Causes

In KIBs case, its definitely an internal cause, because its dealing with behavior and the role of leaders to find a proper solution. Applying organizational psychologists’ seminars twice a month amongst the industry will come in very handy for the employees, especially with act of behavior and how to communicate, investigate and enhance work. For example; the act of rotation might not be accepted by all employees however when a professional organizational psychologists or consultant enlightens their vision they might give it a go and try different positions that might even suit them better than their prior, plus rotation will also give employees an opportunity to learn something new. Another example that arises

It is a simplified and practical model for adjusting and understanding the change process. Lewin established it by the process of change necessitates, then moving toward the updated new desired balance of behavior and finally, solidifying the new behavior to normality. Until today the model is extensively used and serves as a base to many modern change models and organizations. At KIB we definitely use Lewins short model for the instant switch/shift method.

1) Unfreezing

“Before you can cook a meal that has been frozen, you need to defrost or thaw it out.” ((Martha Stewart, and many other chefs). And the same phase can be said about change. Before a change can be implemented, it must go through the step of unfreezing, it is done because naturally employees will resist change, the targeted goal during the unfreezing stage is to create an awareness. People and organizational structures must be carefully monitored to show employees how very necessary change is for the organization to create and maintain a competitive pro in the marketplace. Communication is a maven and base which composes an important responsibility during the unfreezing phase so that employees can be informed about the forthcoming change, the reasoning behind it and how it will benefit each employee. “The idea is that the more we know about a change and the

This changing step, also referred to as 'transitioning' or 'moving. Reality kicks in as they say. It's also, the phase when most people struggle with the new reality. Overcoming the truthful fear, which results change in behavior, process and way of thinking. Nevertheless, the more prepared they are for this step, the easier it is to comprehend and continue. The importance motive of this is by KIB prearranged training courses, education, communication, support and time are critical for employees as they become suited and familiar with the change. The process of change must be properly planned and executed beforehand. Throughout this process, employees should be aware and reminded of the reasons of change and how it will benefit them once they fully implement