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These are two equally useful change models.
The change theory of Lewin is about how change can be implemented effectively by following three steps within this change process named: 1) Unfreeze: Here it has to be communicated the necessity of change. People usually by nature are resistent in front of changes this is why is important t to make the employee understand the change process. 2) Change: here people have to get used to the idea that things will be different and therefore is necessary to keep on communicating how the change will benefit the current/future situation.  (give time to adjust) 3) Freeze: here the change is set in place and become part of the organisation's culture. It is proper to implement the change with some trainings for employees to stay on track and check that people are using the new process implemented. The role of communication in the Lewin Model is to communicate why internal changes are necessary and how these changes are going to be implemented.
The change theory of Kotter, (8 steps) is one of the most outstanding plans either for small or large organisations. This change theory is about three key effects that are needed to create and implement changes. The first three steps are crucial to change the climate of the organisation. The fourth, fifth and sixth steps are crucial to enable and engage the whole organisation towards bringing about change. The last two steps, the seventh and eighth, are crucial to ensure the implementing and sustaining of the change.

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How to use those models in our project ?

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How to use those models in our project ?

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- Select relevant steps
- Adapt them to the needs of the HeaLIQs
- Explain how the collaboration should follow those steps

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