What are the Advantages and Disadvantages of Kurt Lewin鈥檚 Change Model? Everything You Need to Know, including Pros and Cons.
The Kurt Lewin model of change management includes a 3-stage process that many companies find simple to understand and implement. It鈥檚 one of several change management frameworks that organizations can use as a roadmap for change.
But, how do you know if Kurt Lewin鈥檚 model is the best change methodology for your change project? What are the cons and pros of the Kurt Lewin change model? Why choose the Lewin change model? Will it really provide you with all the steps you need for change management successes?
Advantages and Disadvantages of Lewin鈥檚 Change Model
One of the constants in any business is the need to regularly evolve 鈥� to change. This may be due to advances in technology, the growth of a company, or the changing demands of consumers.聽In order to successfully change from the 鈥渃urrent state鈥� to the 鈥渄esired state,鈥� it鈥檚 helpful to apply a change management methodology, such as the Kurt Lewin theory.
But alongside Lewin鈥檚 change management model, you鈥檒l also find other methodologies like the Prosci ADKAR model, Kotter鈥檚 theory, The McKinsey 7-S model, and others.
In this article, we鈥檒l explain what you really should know about the Kurt Lewin theory and discuss the pros and cons of Lewin鈥檚 change model methodology. You鈥檒l also find answers to frequently asked questions about Lewin鈥檚 three-step model, such as:
- What is the Kurt Lewin change model really about?
- What are the three steps for Lewin鈥檚 model for change?
- What is the most difficult stage of the change process?
- What is Lewin鈥檚 Force Field Analysis?
- What does the Kurt Lewin theory involve?聽
- What are the pros and cons of Lewin鈥檚 change model?
- Should I apply the Kurt Lewin theory on my project?
- How does Lewin鈥檚 3 step model compare to other change models?
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What You鈥檒l Accomplish
This article on the pros and cons of Kurt Lewin model of change will give you an understanding of the Kurt Lewin change management theory and Lewin鈥檚 3 step change model.
You鈥檒l also find a comparison between the Kurt Lewin three-step model and the Kotter Model, as well as between ADKAR and Lewin鈥檚 3 stage model. By the end, you should have a pretty good understanding of the Kurt Lewin change theory and whether or not it鈥檚 a good fit for your change project needs.
Contact us if you have any questions or feedback about this Kurt Lewin change model review article or the Kurt Lewin theory.
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What is Kurt Lewin Change Model? Should You Choose the Lewin Change Model?
Kurt Lewin is often recognized as one of the pioneers of social psychology. He emigrated to the U.S. in the 1930s from Germany and is the person behind Lewin鈥檚 three-stage model for change management.聽Kurt Lewin鈥檚 3 stage model of change focuses on the transitions needed by people that are impacted by the change, comparing them to the freezing and unfreezing of water.
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The Kurt Lewin change model theorizes that to begin a successful change project, people need to be jolted out of their current equilibrium so they can transition to the new state of being, which is the post-change state or desired state. Kurt described the behavior in his Kurt Lewin theory as 鈥�a dynamic balance of forces working in opposing directions.鈥�
While this may initially cause people to push back against change and show resistance to moving from the current status quo, the Kurt Lewin 3 step model is designed to move an organization鈥檚 team past that initial resistance.
Part of the Kurt Lewin change management model includes the use of Lewin鈥檚 Force Field Analysis, which is designed to gauge the force against change and the force for the change. The various Kurt Lewin change model stages help organizations understand how to create a larger force for change, which will then eventually move everyone to the new change successfully.
The Kurt Lewin change management model includes three stages, which we鈥檒l get into shortly. Each of those stages includes steps to move each person through the stage.
When Was Kurt Lewin鈥檚 Change Theory Developed?
Kurt Lewin鈥檚 change theory was published in 1947. His work in psychology and how it relates to businesses is often cited in a variety of areas.
For example, the term 鈥済roup dynamics鈥� was coined by Lewin as a way to describe how individuals in groups react to changing environments. He also created a psychological equation that states that behavior is a function of the person in their environment. This work in behavior and environmental dynamics is reflected in Lewin鈥檚 change management model.
What Are the Three Steps of Kurt Lewin Change Model for Change?
Now that you have some background on where Kurt Lewin’s change model originated and the key theories behind it, let鈥檚 get into the three steps at the heart of Lewin鈥檚 stages of change.
You鈥檒l see that these are taken from two states of matter, liquid and solid. In Kurt Lewin鈥檚 model, he uses the states of water to illustrate his change management philosophy.聽In part, this is because of the way that water can be both solid and immovable and also fluid and malleable. Water can both wear away at mountains over time to shape them, and also have its path changed by force using dams or pipes.
In Lewin鈥檚 3 step model, this is similar to how people can be a restraining force for change, keeping change from happening, and they can also be moved in a positive direction towards the change by a driving force.
As we delve further into Kurt Lewin鈥檚 change theory, you鈥檒l see that force plays a large part in how he envisioned what was needed to change behaviors for successful change adoption.
Many businesses that choose to use Lewin鈥檚 three-step model do so because it鈥檚 easily visualized by this representation of three stages.
What are the 3 Stages of Change for Kurt Lewin’s Change Model?
Kurt Lewin鈥檚 3 step change model is referred to as: Unfreeze, Change, Freeze.聽Some people will refer to the last stage in Lewin鈥檚 3 stage model as Refreeze, but the concept is the same.
Kurt Lewin鈥檚 3 step change model
To get into a mindset that will help us explore the Kurt Lewin change model examples further, let鈥檚 do a visualization:
Say you had a large block of ice that needed to be changed from one solid block into several round ice spheres.
To get the ice through that change, you would first need to unfreeze it; then you would need to go through the process of pouring the melted ice into several molds to change it into spheres. Finally, you would need to freeze the water into ice once again to get it to stay in the new shape.
Kurt Lewin’s change management theories of change take people in an organization through that same process of unmolding old behaviors, training new behaviors, and finally, reinforcing those new behaviors so they鈥檒l become the new equilibrium.
Stage 1 of Kurt Lewin Theory鈥檚 Change Model: Unfreeze
Let鈥檚 go a bit deeper into the Kurt Lewin three-step model; we鈥檒l start with the first stage.
In the Unfreeze stage of Lewin鈥檚 three-stage model, you鈥檒l address existing behaviors and why they need to be changed. This will involve moving people from the status quo to your desired future state.
This first stage, in the Kurt Lewin theory model, can be the most difficult because it will involve changing things people are doing, and they may not want to change or understand why it鈥檚 necessary.
Lewin鈥檚 3 stage model of change includes various activities that you undertake in each of the three stages to move you through. Following, are the steps typically done in the Unfreeze stage of the Kurt Lewin 3 step model.
Determine the Need for Change
In this step, you detail out why change is happening. What is the reason everyone is going to change from the status quo? What is the benefit to the organization? To each individual?
You need to identify these answers because they鈥檙e going to be the tools you use to help 鈥渦nfreeze鈥� people from their current behaviors and convince them to move to the new ones.
Gather Leadership Support
As part of the first stage of the Kurt Lewin theory, the Kurt Lewin change management model emphasizes the need to get leadership on board with a change because they鈥檙e going to be the ones to address staff concerns and help drive the change down through the organization.
This step can involve activities like doing leadership coaching and creating a change champions network.
Develop Change Strategy & Communication Plan
You鈥檒l do your planning and strategizing in the Unfreeze stage, so you can move successfully through the next part of Lewin鈥檚 change model, which is the Change stage.
Planning should include a detailed change roadmap of activities that the change management team will undertake to move everyone from the current state to the future state. This step is one of the most important in the Kurt Lewin Change model.
Some of the activities in this step will be things like creating a communications plan, putting together employee training, and doing an organizational readiness assessment.
Manage Employee Resistance & Reservations
The key part of the 鈥渦nfreezing鈥� happens in this stage of Lewin鈥檚 change management model because it鈥檚 about addressing staff resistance to the change.
There are many different reasons that people will resist change, and they鈥檙e all very personal. In order to successfully move through the Kurt Lewin model for change management, you need to be receptive to change resistance and have the right 鈥渇orces鈥� to move people past resistance to an acceptance state.
It鈥檚 in this step that you鈥檒l use Lewin鈥檚 Force Field Analysis. We鈥檒l get into this in more detail after we go through each stage in Lewin鈥檚 three-step model. Briefly, it鈥檚 a method you鈥檒l use to identify restraining forces (obstacles) and balance them with driving forces (positive movement).
Stage 2 of Lewin鈥檚 Change Model: Change
Next, we move into the transition, or Change stage, of Kurt Lewin鈥檚 model for change management. By this stage, everyone should be 鈥渦nfrozen,鈥� meaning they鈥檙e receptive to the idea change and understand why it鈥檚 happening.
This is where all your planning and preparation from stage 1 goes into action. Here are the various steps that will take you through this stage.
Communicate Consistently
Communication, as you go through the Change stage, is critical if you want to successfully implement the Kurt Lewin change theory.
When people are left in the dark, they can start to assume the worst. e.g., 鈥淲hy am I not hearing about training? Am I being left out or demoted?鈥�
Things can also easily go off the rails if you鈥檙e not communicating with your leadership supporters or change champions because they won鈥檛 know what鈥檚 expected of them.
Address Misinformation
Just because you鈥檝e passed the Unfreeze stage in Kurt Lewin鈥檚 change theory model, doesn鈥檛 mean everyone is completely unfrozen. You may still face resistance, and it can take the form of misinformation, such as, 鈥淭his change is going to make things worse!鈥� or 鈥淲e鈥檙e only changing because the boss鈥檚 son wanted to.鈥�
Address misinformation quickly and clearly to keep your project on track.
Encourage & Inform Leadership
Having leadership onboard and helping drive the change is a positive force you need to successfully transition. In this step within the Change stage of Lewin鈥檚 3 step model, you鈥檒l want to ensure you鈥檙e continually encouraging leadership through both engagement and regular status updates.
Engage Employees in Your Change Plan
Stay engaged with the employees going through your change plan because they can make or break the success of the project. This can include getting feedback to see how training is going or asking change champions to let you know if anyone in their department is struggling with the change.
Kurt Lewin model of change examples that are successful incorporate engagement throughout the change process so everyone feels heard and concerns are addressed.
Stage 3 of Lewin鈥檚 Change Model: Freeze
When you鈥檙e studying Kurt Lewin change management models, you鈥檒l see that the third stage, Freeze, is just as important as the first two. If you don鈥檛 reinforce the new state of behavior, there鈥檚 a good chance that users may go back to the 鈥渙ld way鈥� of doing things.
Just imagine that ice visualization again that we discussed earlier in our article on Lewin鈥檚 3 step change model. If you 鈥渦nfreeze鈥� the ice and then pour it into molds, it can鈥檛 keep that shape once the mold is taken off unless you 鈥渇reeze鈥� it once again.
What the Freeze stage of Lewin鈥檚 3 stage model does is make the new behaviors (post change) the new status quo for your organization and employees.
Here are the steps you鈥檒l take in the Freeze stage.
Offer Training & Support
If users hit a road bump a few weeks after your change 鈥済o-live鈥� date, they need someone they can go to for help. Otherwise, they could fall back into old behaviors because they don鈥檛 know what else to do.
The Kurt Lewin three-step model is only successful if users get the reinforcement that they need to Freeze the new behaviors and become as familiar with them as they were their old ones.
Promote Ways to Sustain the Change
If everyone gets on board with the success of a change, then sustaining that change will be much easier.
Some of the things you can do in this step of Lewin鈥檚 three-stage model are:
- Ensure leaders are modeling the new behaviors for employees
- Create a feedback process so any kinks can be worked out
- Create a rewards system for successful users/departments
Celebrate Success
Invite everyone to celebrate the win and their contribution to the organization鈥檚 success.
What is Lewin鈥檚 Force Field Analysis?
One of the major steps that you鈥檒l undertake in the first stage of Lewin鈥檚 three-stage model is to go through a Force Field Analysis.
Lewin once stated in the publication, Resolving Social Conflicts and Field Theory in Social Science, 鈥淭o bring about any change, the balance between the forces which maintain the social self-regulation at a given level has to be upset.鈥�
This is a basic tenant of Lewin鈥檚 3 stage model of change, that the force to resist change needs to be broken up in order for the positive force driving change to win the day.
Prior to the change, you can imagine the force field 鈥� or balance of the two forces 鈥� to be at equilibrium. Everyone is doing what they always do because the change hasn鈥檛 been introduced yet.
The two types of forces described in the Kurt Lewin 3 step model are:
- Restraining Forces (resistance to the change)
- Driving Forces (positive forces for the change)
When you initially introduce the idea that you want to change the organization from the present state (equilibrium) to a desired state (post change), the equilibrium will be broken. But in which direction?
The direction you want to go is toward the change, so you want to ensure your Driving forces are stronger than the Restraining forces against change.
You use the Ken Lewin change management Force Field Analysis as a guide to help you identify the different forces that are impacting user behavior either for or against the change.
For example, some Restraining Forces for employees might be:
- Worry that they鈥檒l be asked to do more after the change for the same pay
- Not knowing why things are changing
- Being afraid they won鈥檛 have the skills to adopt the new process
Driving forces that you would use to oppose those could be:
- Clarity on how new tools will mean tasks won鈥檛 take as long
- Explanations of the reasons for the change as well as telling employees how it will benefit them
- Reassuring employees with a comprehensive training program
Is Lewin鈥檚 Change Management Model Still Valid? Why Choose Lewin’s Change Model?
Since Lewin鈥檚 stages of change were created, other newer change management models have come along that take different approaches to organizational change.
This has led some to believe that the Kurt Lewin change management model is no longer valid. They feel that Lewin鈥檚 change theory too rigid and doesn鈥檛 reflect the fast pace of business today, where it鈥檚 almost always in a constant state of change.
However, the basics of the Kurt Lewin change model are still very much valid. This is because it focuses on human behavior and psychology, which tends to stay the same, even as the world evolves around us.
Additionally, the psychological equation that is very much a part of Lewin鈥檚 change management model still bears true today, which is that behavior is a function of the person in their environment. Behaviors can be changed to reflect a new working environment.
What is the Most Difficult Stage in Kurt Lewin’s Change Model Process?
The most difficult stage of the change process in the Kurt Lewin Model, and really for any change methodology you use, is the initial stage.
The initial stage of change management is when you鈥檙e first introducing the change to impacted individuals and when you鈥檒l generally receive the most resistance.
This is also when plans are beginning to take shape, so it may be hard for stakeholders to get a full picture of how the organization will be better off after the change.
When you鈥檙e working with Kurt Lewin鈥檚 model of change management, the Unfreeze stage would be considered the most difficult one out of the three.
How Do You Use Lewin鈥檚 Change Theory?
The Kurt Lewin change theory is one of the least complicated, which can be both a positive and a negative.
Since Lewin鈥檚 three-step model is fairly straight forward, it鈥檚 pretty easy for anyone to follow and use for their change management program. However, you may have to fill in some of the steps with your own planning and strategizing.
You can use Kurt Lewin鈥檚 change theory by following the three stages of change 鈥� Unfreeze, Change, and Freeze 鈥� along with the steps within each of those stages to guide your organization through change.
Pros: What is the Advantage of Using Lewin鈥檚 Three-Phase Model for Organizational Change?
Should you use Lewin鈥檚 3 step model over another newer change management framework? What are the pros and cons of Lewin change model?
As with any methodology, there are positives and negatives to consider, and this one is no different. There are both advantages and disadvantages of Kurt Lewin鈥檚 change model.
Pros & Cons of Lewin鈥檚 Change Model
Here are some of the pros of using Lewin鈥檚 change model.
It鈥檚 Easy to Understand
Some change frameworks can take a lot of training to learn, and people can easily get lost within a sea of acronyms. Lewin鈥檚 change theory is pretty straight forward, with three main stages to follow and a few steps within each one.
The Force Field Analysis in Lewin鈥檚 change model is also a simple concept that people can catch onto easily and begin using right away.
It Focuses on Behaviors
The behavioral psychology used in the Kurt Lewin change model gets to the heart of what causes people to either resist or support change. This focus on people is actually in agreement with many other change models out there that also focus on the human element of change.
The Model Makes Sense
When going through the Kurt Lewin change model, the Unfreeze, Change, Freeze logic makes sense to many people. Its simplicity helps people get a better understanding of change management as a whole without getting lost in a lot of industry jargon or complicated steps.
Why is Lewin鈥檚 Model Good?
The Kurt Lewin change model is good and still used all these years later because it鈥檚 based upon sound behavioral psychology that is designed to understand why people resist change and put the forces in place to drive people to change acceptance and support.
One of the biggest reasons that Lewin鈥檚 change management model is good is that it uses clear concepts and illustrations that make change management easy for many to understand.
Cons: What is Lacking from the Kurt Lewin Change Model?
Before you decide to adopt the Kurt Lewin model, you鈥檒l also want to consider the disadvantages, because not everyone thinks this is the best change model out there.
Here are some of the cons of Lewin鈥檚 change theory.
Kurt Lewin’s Change Model is Not Detailed Enough
Some think that Lewin鈥檚 change management model is a little too simple. The steps within each phase can be interpreted in different ways, and it鈥檚 often necessary to 鈥渇ill in the blanks鈥� using another change management model.
Kurt Lewin’s Change Model is Too Rigid & Doesn鈥檛 Reflect Modern Times
The Freeze stage of Kurt Lewin鈥檚 model sometimes comes under scrutiny by those that say it鈥檚 too rigid because it 鈥渇reezes鈥� behaviors that will only need to be unfrozen again in the near future due to how fast technology advances and causes companies to constantly change to keep up. They feel the last stage should be more flexible.
It can be argued that the Kurt Lewin change theory may be somewhat outdated since it was developed in 1947 well before technology became such a central part of today鈥檚 workplaces.
Kurt Lewin’s Change Model can be Seen as Combative, Rather Than Nurturing
With the emphasis on breaking up the equilibrium during the Unfreezing process, and basically 鈥渟haking things up,鈥� Lewin鈥檚 three-step model can be seen as combative. Instead of fostering a nurturing change environment, some say it puts too much focus on the two opposing forces fighting to gain the advantage.
What is the Difference Between Lewin鈥檚 Model and Kotter鈥檚 Model?
There are some key differences between the Kotter model of change management and the Kurt Lewin model.
The Kotter model focuses heavily on getting stakeholder 鈥渂uy-in鈥� to a change and enlisting a volunteer army, where Kurt Lewin鈥檚 model is focused on the forces that guide behavior and reducing the restraining force while increasing the driving force.
Another major difference is in the complexity. Kurt Lewin鈥檚 change theory has three stages. Kotter鈥檚 model has eight steps that change managers must go through to complete the change.
Creating a sense of urgency about the change is also a difference in Kotter鈥檚 model, where Lewin鈥檚 three-step model is more about understanding why the organization is changing so that it can be communicated to employees to gain support.
What is the Difference Between Lewin鈥檚 Change Model and the Prosci ADKAR Model?
ADKAR is a newer model, being created in 2003; thus it came just as technology was being used widely and becoming a major part of the business.
The ADKAR model has five main stages that users must go through to accept change. In this way, both ADKAR and Kurt Lewin鈥檚 change theory share a focus on employee behavior as a driver (or barrier) for change.
They differ in that ADKAR is more of a nurturing change model than Lewin鈥檚 change theory, which is more focused on using force to move users where you need them to go.
ADKAR is also more complicated and has more concepts to learn than Lewin鈥檚 change model. With ADKAR there are five phases for users to pass through as well as a 3-phase process that acts as a roadmap to change planning.
Conclusion 鈥� This Year鈥檚 Pros and Cons of Lewin鈥檚 Change Model
If you鈥檙e looking for a change management model that has a low learning curve and is easy to comprehend, then Lewin鈥檚 change theory is going to be one of your best options.
The Kurt Lewin change model forgoes the jargon and uses easy to understand concepts, which is one of the reasons it has stood the test of time and is still in widespread use today.
However, with that simplicity can come a few drawbacks. One is that some of the detail that鈥檚 lacking in Lewin鈥檚 change management model could leave you with holes in your strategy, meaning you may miss something important that could derail the success of your project.
You may also find all the language about 鈥渇orces鈥� and 鈥渂reaking equilibrium鈥� in the Kurt Lewin model to be a bit too negative, especially when working with an entirely different generation of employees than Kurt Lewin was studying back in the 1940s.
Whether the pros of Kurt Lewin鈥檚 model outweigh the cons will depend upon your organization鈥檚 needs. It remains one of the top change management models that鈥檚 being used by businesses every day to guide their transitional change projects.
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