What are the three steps of organizational change?

The correct response involves understanding Kurt Lewin's model of organizational change, which describes a three-step process. The first step, unfreezing, involves creating awareness about the need for change, helping individuals within the organization to recognize the necessity of transitioning from current practices or behaviors. This step is crucial as it prepares the organization for the move towards transformation by addressing any resistance and fostering a readiness for change.

The second step, changing, represents the actual process of transition where new methods, behaviors, or practices are implemented. During this phase, employees adopt the new ways that have been introduced, and it often requires support and guidance from leadership to ensure that these changes are understood and integrated into daily operations.

Finally, the third step, refreezing, focuses on stabilizing the organization at a new state of equilibrium. This involves reinforcing the changes that have been made and ensuring that the new ways become the established norm. Sustaining these changes is essential for long-term success and for preventing regression to old behaviors.

By incorporating these three sequential steps—unfreezing, changing, and refreezing—an organization can effectively manage change processes and ensure that transitions are cohesive and lasting.