{"id":17258,"date":"2024-06-12T11:41:40","date_gmt":"2024-06-12T11:41:40","guid":{"rendered":"https:\/\/www.walkme.com\/blog\/?p=17258"},"modified":"2024-06-12T11:41:40","modified_gmt":"2024-06-12T11:41:40","slug":"lewin-change-management-model","status":"publish","type":"post","link":"https:\/\/www.walkme.com\/blog\/lewin-change-management-model\/","title":{"rendered":"Battle of the Change Theories: Lewin Change Management Model vs. Kotter 8 Step Process"},"content":{"rendered":"\n<p>If <a href=\"https:\/\/www.walkme.com\/blog\/change-management-guide\/\" target=\"_blank\" rel=\"noreferrer noopener\">you\u2019re a change management geek<\/a> like me, you\u2019ve probably asked yourself: who would win in a fight, Kotter or Lewin?<\/p>\n\n\n\n<p>The Lewin change management model and Kotter\u2019s 8-step process are two of the most well known and respected theories in change management. But side by side, how do they measure up against one another?<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Lewin change management model in a nutshell<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"452\" width=\"1024\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/06\/The-Lewin-change-management-model-in-a-nutshell_01666988.jpg?w=1024&#038;h=452&#038;crop=1\" alt=\"The Lewin change management model in a nutshell\" class=\"wp-image-17261\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/06\/The-Lewin-change-management-model-in-a-nutshell_01666988.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/06\/The-Lewin-change-management-model-in-a-nutshell_01666988.jpg?resize=300,133 300w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/06\/The-Lewin-change-management-model-in-a-nutshell_01666988.jpg?resize=1024,452 1024w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>The Lewin change management model is a three stage process.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Unfreeze<\/li>\n\n\n\n<li>Change<\/li>\n\n\n\n<li>Refreeze<\/li>\n<\/ul>\n\n\n\n<p>In the first stage, the organization must \u201cunfreeze\u201d to allow the behavior, systems, and process changes to happen.<\/p>\n\n\n\n<p><em>\u201cDuring this phase, the motivation for change needs to be understood and explained to the organization and the staff.\u201d<\/em> msnshareblog<\/p>\n\n\n\n<p>According to Borkowski, the key for leadership during this phase is to develop a compelling message. It must explain why the old ways of doing things cannot be sustained and provide a vision for the future.<\/p>\n\n\n\n<p>Communication is therefore especially important during the unfreezing stage.<\/p>\n\n\n\n<p>The second stage is \u201cchange\u201d. During this stage the organization accepts the change plan and is transitioning to the new way of doing things.<\/p>\n\n\n\n<p>It\u2019s especially important at this stage that employees and leaders take an active role in the changes.<\/p>\n\n\n\n<p>The final stage is \u201crefreeze\u201d.<\/p>\n\n\n\n<p><em>\u201cAt this stage, it is important to manage for consistency so that the changes are internalized by staff, monitored for reinforcement and adjusted if needed.\u201d<\/em> msnshareblog<\/p>\n\n\n\n<p>According to <a href=\"https:\/\/nwhjournal.org\/article\/S1751-4851(15)30562-6\/pdf\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Stichler<\/a>:<\/p>\n\n\n\n<p><em>\u201cif the change is to be sustained or \u2018stick\u2019 over time, the leader must play a pivotal role\u2026by reinforcing the new behaviors with positive feedback, encouragement, recognition and rewards\u2026\u201d<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Kotter change management model in a nutshell<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"800\" width=\"1024\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/06\/The-Kotter-change-management-model-in-a-nutshell_4666988b.jpg?w=1024&#038;h=800&#038;crop=1\" alt=\"The Kotter change management model in a nutshell\" class=\"wp-image-17260\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/06\/The-Kotter-change-management-model-in-a-nutshell_4666988b.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/06\/The-Kotter-change-management-model-in-a-nutshell_4666988b.jpg?resize=300,234 300w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/06\/The-Kotter-change-management-model-in-a-nutshell_4666988b.jpg?resize=1024,800 1024w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Unlike the Lewin change management model, <a href=\"https:\/\/www.walkme.com\/blog\/kotter-change-model\/\" target=\"_blank\" rel=\"noreferrer noopener\">Kotter\u2019s model<\/a> has eight steps. That\u2019s five more stages than Lewin\u2019s, so what has he added?<\/p>\n\n\n\n<p>The eight steps are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Establish a sense of urgency (for change)<\/li>\n\n\n\n<li>Create the guiding coalition<\/li>\n\n\n\n<li>Establish a vision and strategy<\/li>\n\n\n\n<li>Enlist a volunteer army<\/li>\n\n\n\n<li>Empower (or enable) broad-based action<\/li>\n\n\n\n<li>Create short-term wins<\/li>\n\n\n\n<li>Sustain acceleration<\/li>\n\n\n\n<li>Anchor new approaches in culture<\/li>\n<\/ul>\n\n\n\n<p>It\u2019s immediately evident that Kotter\u2019s 8-step process has been designed with <a href=\"https:\/\/www.walkme.com\/blog\/5-types-of-organizational-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">organizational change<\/a> in mind. Lewin\u2019s model, by contrast, was created with reference to change more generally.<\/p>\n\n\n\n<p>So it\u2019s true that these two theories have their differences. But are there similarities between them?<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Battle of the change theories: Lewin and Kotter checklist<\/strong><\/h2>\n\n\n\n<p>Below is a checklist of common <a href=\"https:\/\/www.walkme.com\/blog\/change-management-tools\/\" target=\"_blank\" rel=\"noreferrer noopener\">change management tools<\/a> and concepts.<\/p>\n\n\n\n<p>Reviewing the Lewin <a href=\"https:\/\/www.walkme.com\/blog\/3-change-management-models\/\" target=\"_blank\" rel=\"noreferrer noopener\">change management model<\/a> alongside Kotter\u2019s 8 step process, we can now see which theory covers what principle. We can also see how each concept is referenced and incorporated into both change theories.<\/p>\n\n\n\n<p>Search:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><br><strong>Tool \/ Concept \/ Challenge<\/strong><\/td><td><strong>Lewin<\/strong><\/td><td><strong>Kotter<\/strong><\/td><\/tr><tr><td>Awareness of the need<\/td><td>Lewin advised conducting Force Field Analysis to weigh up the pro\u2019s and con\u2019s of the change. Commenting on Lewin\u2019s model, Edgar Schein asserts that &#8220;diagnostic&#8221; activities, such as interviews and questionnaires, are already powerful interventions. In essence, awareness of the need to change can prompt change itself.<\/td><td>Step 1 is all about creating \u201curgency\u201d for change. There can be no urgency without awareness.<\/td><\/tr><tr><td>Communications plan<\/td><td>With reference to Lewin\u2019s unfreeze stage, <a href=\"https:\/\/www.toolshero.com\/change-management\/lewin-change-model\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Tools Hero<\/a> writes: \u201cIt is essential for a business to fully disclose the state of affairs and to explain why a change process is put into force. As a result of clear communication employees are more willing to accept to the new change of direction and they can let go of old customs.\u201d<\/td><td>Communication is mentioned by Kotter as one of the guiding coalition\u2019s responsibilities. Large-scale change can only occur when massive numbers of people rally around a common opportunity (step 4). This cannot take place without a communications plan.<\/td><\/tr><tr><td>Desire to change<\/td><td>Edgar Schein states that this comes about through the right balance of \u201cdisconfirmation\u201d, \u201csurvival anxiety\u201d and \u201cpsychological safety\u201d during Lewin\u2019s unfreeze stage.<\/td><td>Kotter refers to \u201cthe big opportunity\u201d. It\u2019s not just a vision (step 3). It\u2019s also a \u201ccompelling, aspirational catalyst. It aligns your team around who they want to become together, and prompts others to raise their hands to help make it happen.\u201d<\/td><\/tr><tr><td>Resistance management<\/td><td><a href=\"https:\/\/change.walkme.com\/great-video-overcoming-resistance-to-change-isnt-it-obvious\/\" target=\"_blank\" rel=\"noreferrer noopener\">Resistance to change<\/a> is addressed in the unfreeze stage. It is replaced by motivation to change.<\/td><td>Kotter flips resistance on its head and talks about \u201cbuy-in\u201d. Instead of presenting an idea, you have to create a movement. This is where the volunteer army (step 4) comes in.<\/td><\/tr><tr><td>Sponsorship<\/td><td>Lewin emphasized the importance of preparing individuals for change (unfreezing) and reinforcing the need for change (freezing). Sponsorship would certainly play a part in this.<\/td><td>The guiding coalition and volunteer army are important steps in Kotter\u2019s process. They both play crucial sponsorship roles.<\/td><\/tr><tr><td>Knowledge and training<\/td><td>Support is a really important part of the change stage. It is usually in the form of <a href=\"https:\/\/change.walkme.com\/7-fun-and-engaging-change-management-exercises\/\" target=\"_blank\" rel=\"noreferrer noopener\">training exercises<\/a>, coaching, and e-learning tools.<\/td><td>Kotter assumes that knowledge and training will be given as part of the change initiative.<\/td><\/tr><tr><td>Reinforcement<\/td><td>This is the main focus of the final refreeze stage, which he labelled as the most important.<\/td><td>This is specifically addressed in step 8.<\/td><\/tr><tr><td>Corrective action<\/td><td>This is certainly part of the process of moving from change to refreeze. Without corrective action, old habits can return and the final stage will be unsuccessful.<\/td><td>Corrective action will occur if necessary in order to create short-term wins (step 6).<\/td><\/tr><tr><td>Measurement<\/td><td>In order to take any corrective action, measurement is needed. This is all part of the refreeze stage.<\/td><td>In order to create short-term wins (step 6), progress must be monitored.<\/td><\/tr><tr><td>Celebration of success<\/td><td>This would be part of stage 2, the change phase.<\/td><td>Specifically addressed in <a href=\"https:\/\/www.kotterinc.com\/work-with-us\/tailored-leadership-development\/#content-5\" target=\"_blank\" rel=\"noreferrer noopener\">step 6<\/a>. \u201cSome wins are big, some are small \u2013 all wins are motivators.\u201d<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Conclusion<\/strong><\/h2>\n\n\n\n<p>It looks to me as though a fight between Kotter and Lewin would be a pretty even one. Rather than being at odds with one another, they actually align incredibly well. Lewin has been criticized by scholars for over-simplifying the change process and has been defended by others. I would suggest that Kotter\u2019s 8-step process actually fits <em>within<\/em> Lewin\u2019s foundational model for change. Use both to give your change initiatives the best chance at success.<\/p>\n","protected":false},"excerpt":{"rendered":"If you\u2019re a change management geek like me, you\u2019ve probably asked yourself: who would win in a fight, Kotter or<span class=\"moretag\">&#8230;<\/span>","protected":false},"author":246,"featured_media":17259,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":true,"mobile_image_id":0,"tablet_image_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[359],"tags":[],"class_list":["post-17258","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-change-management"],"acf":{"__coauthors":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Lewin Change Management Model vs. Kotter 8 Step Process<\/title>\n<meta name=\"description\" content=\"Who would win in a fight, Kotter or Lewin? 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