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Questions and Answers
What are the two main aspects of institutionalizing new approaches?
Articulating connections and ensuring leadership development
What is the phase in the change process that involves denial and refusal to accept the need for change?
Denial and Refusal
What is the phase in the change process where people realize the need for change and their perceived competence decreases?
Rational Understanding
Which phase in the change process is considered the 'crisis' point and involves a willingness to change values, beliefs, and behaviors?
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What is the key outcome of the phase of Exercising and Learning in the change process?
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What realization occurs during the Shock and Surprise phase of change?
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What is the main focus of the Rational Understanding phase in the change process?
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Why is Emotional Acceptance considered the most important phase in the change process?
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What is the significance of the phase of Exercising and Learning in the change process?
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What does institutionalizing new approaches involve?
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Study Notes
Change as a Process Based on K. Lewin
- Change process involves three phases: Unfreezing, Transition, and Refreezing
- Unfreezing phase: making the need for change obvious, often involving "pain" for those involved
- Transition phase: disengagement from status quo, development of new attitudes or behaviors
- Refreezing phase: locking the new behavior pattern into place, making it the new norm/routine
8 Steps of Change as a Process
- Unfreezing Phase:
- Establishing a Sense of Urgency: examining the environment, identifying and discussing crises or opportunities
- Forming a Powerful Guiding Coalition: assembling a group with enough power to lead the change effort
- Creating a Vision: creating a vision to direct the change effort, developing strategies for achieving it
- Communicating the Vision: communicating the new vision and strategies, teaching new behaviors by example
- Transition Phase:
- Empowering others to Act on the Vision: getting rid of obstacles, changing systems or structures that undermine the vision
- Planning for and creating Short-Term Wins: planning for visible performance improvements, creating and recognizing those improvements
- Consolidating Improvements and Producing Still More Change: using increased credibility to change systems, structures, and policies
- Refreezing Phase:
- Institutionalizing New Approaches: articulating the connections between new behaviors and organizational success, developing leadership development and succession
Changing Attitude, Involvement, and Energy of People Affected by Change
- Shock and Surprise: confronting unexpected situations, realizing traditional patterns are not suitable, and perceived competence decreases
- Denial and Refusal: energizing conviction that change is not necessary, and perceived competence rises
- Rational Understanding: realizing the need for change, perceived competence decreases, focusing on short-term solutions
- Emotional Acceptance: turning point, willingness to change values, beliefs, and behaviors
- Exercising and Learning: new acceptance of change, new willingness for learning, and increase in perceived own competence
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Description
Explore different models describing phases of a change process within an organization based on K.Lewin's theory. Learn about unfreezing, transitioning, and refreezing states, alongside major obstacles to change and strategies to overcome them.
