In Kurt Lewin's Change Model, which stage involves preparing the organization to accept change by breaking down the current status quo?

In Kurt Lewin's Change Model, which stage involves preparing the organization to accept change by breaking down the current status quo?

• A. Plan
• B. Unfreeze
• C. Change
• D. Refreeze

Answer: (B)

The idea being tested is recognizing which stage of Lewin’s Change Model focuses on preparing people to accept change by breaking away from the current ways. In this model, unfreezing is all about creating readiness for change. It involves challenging the comfort of the status quo, helping people see why current methods aren’t working, and reducing resistance so the organization is open to new directions. This stage sets the tone and motivation for what comes next, laying the groundwork so the actual transition can occur more smoothly. Leaders often achieve this by communicating a compelling case for change, highlighting risks of staying the same, involving key stakeholders, and providing support to ease concerns and fear. In contrast, the change stage is where new processes, structures, or behaviors are introduced and piloted, and refreezing is about stabilizing the organization around the new state so it sticks. Plan is not a named stage in Lewin’s model, though planning activities can support unfreezing. Because unfreezing explicitly targets breaking down the current status quo to prepare for change, it is the best fit.

The idea being tested is recognizing which stage of Lewin’s Change Model focuses on preparing people to accept change by breaking away from the current ways. In this model, unfreezing is all about creating readiness for change. It involves challenging the comfort of the status quo, helping people see why current methods aren’t working, and reducing resistance so the organization is open to new directions. This stage sets the tone and motivation for what comes next, laying the groundwork so the actual transition can occur more smoothly. Leaders often achieve this by communicating a compelling case for change, highlighting risks of staying the same, involving key stakeholders, and providing support to ease concerns and fear.

In contrast, the change stage is where new processes, structures, or behaviors are introduced and piloted, and refreezing is about stabilizing the organization around the new state so it sticks. Plan is not a named stage in Lewin’s model, though planning activities can support unfreezing. Because unfreezing explicitly targets breaking down the current status quo to prepare for change, it is the best fit.