Lewin's change model (Kurt Lewin, 1940s) describes change in three stages: unfreeze (prepare people by challenging the current way), change (move to the new way) and refreeze (embed the new way so it sticks). It is often paired with Lewin's force field analysis of driving and restraining forces.
The three stages
| Stage | Aim | Typical actions |
|---|---|---|
| Unfreeze | Break down the existing mindset and create readiness for change | Explain why change is needed with evidence, involve people early, address fears, use force field analysis |
| Change (also called move or transition) | Make the change while supporting people through uncertainty | Clear communication, training, new processes and structures, quick feedback |
| Refreeze | Stabilise the new way so it becomes normal | Update policies, rewards and job descriptions; celebrate success; measure and reinforce |
Force field analysis
Lewin also gave us force field analysis. List the driving forces for a change (for example falling income, new technology, customer demand) and the restraining forces against it (cost, fear of job loss, habits, culture). Change succeeds when you strengthen the drivers or, often more effectively, reduce the restraints. It is a quick, high-value addition to an SBL answer on change.
Lewin vs Kotter
Lewin is the broad framework; Kotter's 8 steps are a more detailed leadership checklist. Kotter steps 1 to 4 unfreeze, 5 to 7 change, and 8 refreezes. In the exam, Lewin is often quicker to apply in a short task, while Kotter suits a longer change plan.
How to use Lewin in the SBL exam
- Identify the change in the case and where the organisation is in the process.
- Explain what has to happen at each stage for this organisation, using names and facts from the case.
- Use force field analysis to show the main drivers and restraints.
- Recommend specific actions, especially for refreezing, which candidates often forget.
Worked example
For Historic Places (March 2025 pre-seen) moving towards digital fundraising: unfreeze by sharing data on falling donations and showing volunteers how digital channels support the mission; change by piloting online giving and virtual tours with training and support; refreeze by building digital targets into site managers' objectives and volunteer roles, and celebrating early results.
Advantages and criticisms
Advantages
- Simple and easy to explain
- Highlights preparation and embedding, not just the change
- Pairs well with force field analysis
Criticisms
- Assumes a stable end state; many organisations change continuously
- Too simple for complex transformations
- Refreezing can create rigidity
- Gives little practical detail on how to lead each stage
FAQs
What are the three stages of Lewin's change model?
Unfreeze (prepare people and the organisation for change by challenging the current state), change (move to the new ways of working) and refreeze (stabilise and embed the new state so it lasts).
Who created the unfreeze, change, refreeze model?
Kurt Lewin, a social psychologist, in the 1940s. It is usually dated to his 1947 work on group dynamics.
What is force field analysis?
Another Lewin tool. It lists the driving forces pushing for change and the restraining forces resisting it. Change happens when driving forces are strengthened or restraining forces weakened.
What is the difference between Lewin and Kotter?
Lewin gives three broad stages; Kotter gives eight practical leadership steps that fit within them. Kotter's first four steps unfreeze, steps 5 to 7 change, and step 8 refreezes.