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We learned that in order to get to the stages of unfreezing, change and refreezing model of change by Lewin, we need to learn how to reject and replace our prior learning or knowledge in order to fully implement change. It requires a full driving force to overcome the strains of resistance and conformity to fully establish new habit or it will be so easy to fall back to the old ways.

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Change can definitely be scary, especially if it is sudden. However, that is why it is important for managers and companies to try and implement the change as slowly as possible. This will allow the staff to adapt to it and give them plenty of time to learn about the change. As nurses, we go through change all the time and sometimes do not realize it. Of course, we realize if we change something large like the charting program we use. Lewin's Change model helps give us a guideline to gradually accept change so it is not a big shock for us. I believe change is essential for any business because it allows them to grow and also allow the team to grow together because they are adapting as a team.

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Change can be challenging, especially if you are used to doing the same thing all the time, but sometimes change can be good. Kurt Lewin created the Change Model involves three steps such as; unfreezing, changing and refreezing. The model represents a practical model for understanding the change process. For Lewis, he created this process of change that a perception of change is needed, and moving towards the new changes. Then when it becomes successful, it confirms that the new change was effective and that it will become the normal.

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The Change Model by Lewin’s consist of three parts, unfreeze, change, and freeze. Leadership must discuss with the staff why change is necessary, the benefits that will occur, and address doubts. There should be adequate time for staff to adjust to the change, and finally making this change apart of the culture.

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Lewin’s Change Model provides a framework to effectively implement change. In order for change to be successful, the change agent needs to effectively communicate the benefits of change to everyone that will be affected by the change, address those with doubts and concerns, and make sure to celebrate those who help make the change successful along the way to solidify the process.

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Implementing change may be difficult as many people resist it.  Kurt Lewin's Change Model has three steps, Unfreeze, Change, and Refreeze. This can help increase the effectiveness of the change by promoting an understanding among employees through clear communication, listening to the concerns of each team member and reminding them of the reason for change.

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Change is difficult for most people in any organization due to their fear of losing control. Effective means of change is the understanding of the change process and encouragement of each member’s role in progression. Change is successful until it has been accepted into the organization’s culture.

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One of the key points from Kurt Lewin's Change Model, "Unfreeze, Change, Refreeze" is that communication is key. During the Unfreeze process, it is important to discuss questions and concerns people may have. In the change process, it is important to continue to communicate the benefits of the change. Lastly, during refreeze, it is important to communicate with others and find out if the tools and education provided are being effective.

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Getting on board with change can be a difficult and challenging when staff are not willing to put forth effort; especially when the work culture is already established. A part of using Lewin's Change Model is continuing to communicate with staff that change is necessary and beneficial.

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A key point I got from Kurt Lewin’s Change Model - “Unfreeze, Change, Refreeze” is that change does take time for everyone to adjust to it. Change can be successful if it’s taken step by step and that everyone involved with the change have their questions and concerns be answered.

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There are multiple challenges that come with change, and the "unfreeze, change, refreeze" theory is a simple way of implementing, managing and maintaining change. Lewin's change theory gives us a foundation for how change should be implemented and reminds us the steps that should be taken before making that change.

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Change is not accommodating to many due to people wanting to be the leader's for their own change. Change continues to be a challenging subject that can not make everyone satisfied.