Which change-management model describes change as a three-stage process of unfreezing, changing, and refreezing?

Which change-management model describes change as a three-stage process of unfreezing, changing, and refreezing?

• A. Kurt Lewin's Change Model (Unfreeze-Change-Refreeze)
• B. ADKAR Model
• C. Bridges Transition Model
• D. Kotter's 8-Step Change Model

Answer: (A)

A three-stage change-management framework that uses unfreeze, change, and refreeze. The idea is to prepare people for change, implement the new way, and then stabilize it so it sticks. Unfreezing starts by creating motivation to change and reducing resistance, so the system is ready to move. The change phase brings in the new processes, behaviors, or structures. Refreezing solidifies the new approach with supports like training, policies, and culture so the change becomes the norm rather than a temporary shift. This approach is Kurt Lewin's Change Model, which also comes from the idea of driving and restraining forces that keep the status quo. Other models describe change in different ways: the ADKAR model centers on individual elements (awareness, desire, knowledge, ability, reinforcement) rather than a three-step cycle; the Bridges Transition Model focuses on the human experience of transitions (endings, the neutral zone, new beginnings) rather than a formal three-stage process; Kotter's 8-Step Change Model outlines a broader sequence of steps for leading change, not just three phases.

A three-stage change-management framework that uses unfreeze, change, and refreeze. The idea is to prepare people for change, implement the new way, and then stabilize it so it sticks. Unfreezing starts by creating motivation to change and reducing resistance, so the system is ready to move. The change phase brings in the new processes, behaviors, or structures. Refreezing solidifies the new approach with supports like training, policies, and culture so the change becomes the norm rather than a temporary shift. This approach is Kurt Lewin's Change Model, which also comes from the idea of driving and restraining forces that keep the status quo. Other models describe change in different ways: the ADKAR model centers on individual elements (awareness, desire, knowledge, ability, reinforcement) rather than a three-step cycle; the Bridges Transition Model focuses on the human experience of transitions (endings, the neutral zone, new beginnings) rather than a formal three-stage process; Kotter's 8-Step Change Model outlines a broader sequence of steps for leading change, not just three phases.