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https://4.bp.blogspot.com/-s6X-PVh1E4k/WHuhKYGYqzI/AAAAAAACC9w/f1dcn37-S8Qrf4MX_OZy-SswscCkwbGdACLcB/s1600/Stages%2Bof%2BChange%2Bgraphic.PNG

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You start by creating the motivation to change (unfreeze). You move through the change process by promoting effective communications and empowering people to embrace new ways of working (change). And the process ends when you return the organisation to a sense of stability (refreeze), which is so necessary for creating the confidence from which to embark on the next, inevitable change.
https://www.mindtools.com/pages/article/newPPM_94.htm

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This model of change was developed to consider intentional behavioural changes through five stages of change: Pre-contemplation, Contemplation, Preparation, Action and Maintenance (Pro-change, 2017).

Reference:
Pro-change (2017) The trans-theoretical model. Available at: https://www.prochange.com/transtheoretical-model-of-behavior-change (Accessed: 11 December 2017).

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NHS North West (2017) Lewin's change management model: understanding the three stages of change

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Believed that change is inevitable and can run through business of any size.  The way the change is implemented is down the the way the business handles it.

By looking at change in different stages helps whoever is affected by the change become more equipped to deal with it.

https://www.mindtools.com/pages/article/newPPM_94.htm

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(kotter1996)

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Unfreezing - Change - Refreezing
Unfreezing - When you prepare to implement a change. Communicating with others concerned with the change allows people to understand and support the change before it is implemented.
Change- Effective communication is continued alongside motivation to encourage people to embrace the new change. At this stage people will learn and adapt to new ways of working. Any problems will be identified so that action plans can be developed before going on to the next stage.
Re-freeze- The benefits of the change will be recognized and staff may need praise and reinforcement to encourage continuation of effective performance. When the change becomes the new normal it is then classed as frozen.
Reference
NHS North West (2017) Lewin's change management model: understanding the three stages of change. Available at: http://www.nwacademy.nhs.uk/sites/default/files/86_1722011_lewin_s_change_management_model.pdf (Accessed: 11 December 2017).

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Kotter (1996)

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( John Kotter and Lewin's Framework )

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http://stepupprogram.org/docs/handouts/STEPUP_Stages_of_Change.pdf

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Component 1: COURSEWORK (2000 words)
An essay uses a critically reflective approach to examine the implementation and management of change with reference to academic theory.
(50% weighting)

Component 2: COURSEWORK (1500 words)
A reflective report critically evaluates the implementation of a change cycle in the work place/setting and the practitioners’ role within this change.
(50% weighting)

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Understanding Lewin's Change Management Model                  If you have a large cube of ice but realize that what you want is a cone of ice, what do you do? First you must melt the ice to make it amenable to change (unfreeze). Then you must mold the iced water into the shape you want (change). Finally, you must solidify the new shape (refreeze).

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Understanding Lewin's Change Management Model                  If you have a large cube of ice but realize that what you want is a cone of ice, what do you do? First you must melt the ice to make it amenable to change (unfreeze). Then you must mold the iced water into the shape you want (change). Finally, you must solidify the new shape (refreeze).

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https://www.mindtools.com/pages/article/newPPM_94.htm

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internal- room re-arrange
- staff changes (pregnancy)
-change of delivery method in teaching
-change in children/pupils, having children with SEND in classroom

external- Play ground
-government legislation

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Transition is psychological and is a 3 phase process where people gradually accept the details of the new situation and the changes that come with it. Change is fast yet transition is slow.
Bridges (2013, p.4)
Bridges, W. (2013) Managing Transitions. Available at: http://moravian.org/wp-content/uploads/2013/06/Bridges_Transition_Model.pdf (Accessed: 11 December 2017)

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the stages of change prochaska and diclemete

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Staffing changes
Introducing new technologies
Creating a new product or service

PMCDE (No Date) Understanding Types of Change. Available at: http://pmcdeltd.com/shaping-organisations/understanding-change.html (Accessed: 11 December 2017)

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Transtheoretical model; uses the stages of change to integrae principles.
the principles are developed from 35 yrs of research .
this model is used by professional around the world

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improves on previously established procedures which can mean result in a lower level of resistance within an organisation ( Marshak, 1993,p.8.).

Capacity to stimulate on-going improvement (Davies,2009).

who to include:
-parents - staff - students
-volunteers  community

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John Kotter’s Eight-Step Change ModelDr. John Kotter, a Harvard Business School professor,is a leading thinker and author on organizational changemanagement. Kotter’s eight-step change model ishighly regarded and considered by many to be thedefinitive change model. His model includes the followingeight steps:1. Create sense of urgency. Help explain why changeis necessary now. This includes the problem of thestatus quo and the desirability of a better future.President Ronald Reagan once quipped, “Statusquo, you know, is Latin for ‘the mess we’re in.’”2. Build the guiding team. Find effective changeleaders. Get the right people in place with the rightemotional commitment and the right mix of skills.3. Create a vision for change. Explain the “why” forthe change in detail. Then develop an understandablevision and strategy to achieve the vision.4. Communicate the vision. Communicate the visionfrequently and powerfully. Address people’sconcerns and anxieties openly and honestly.5. Remove obstacles. Take action to quickly removebarriers. Recognize and reward those who aremaking change happen, and identify resisters, helpthem see what’s needed for success.6. Create short-term wins. Nothing motivatesmore than success, so celebrate positive achievements.One of my key principles is that “successbreeds success.”7. Keep change going. Embrace and promote thephilosophy of continuous improvement. Set goalsto build on the momentum achieved.8. Make change stick. Reinforce the value of thesuccessful change. Make sure relevant policies,procedures and practices are being followed.

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John Kotter’s Eight-Step Change ModelDr. John Kotter, a Harvard Business School professor,is a leading thinker and author on organizational changemanagement. Kotter’s eight-step change model ishighly regarded and considered by many to be thedefinitive change model. His model includes the followingeight steps:1. Create sense of urgency. Help explain why changeis necessary now. This includes the problem of thestatus quo and the desirability of a better future.President Ronald Reagan once quipped, “Statusquo, you know, is Latin for ‘the mess we’re in.’”2. Build the guiding team. Find effective changeleaders. Get the right people in place with the rightemotional commitment and the right mix of skills.3. Create a vision for change. Explain the “why” forthe change in detail. Then develop an understandablevision and strategy to achieve the vision.4. Communicate the vision. Communicate the visionfrequently and powerfully. Address people’sconcerns and anxieties openly and honestly.5. Remove obstacles. Take action to quickly removebarriers. Recognize and reward those who aremaking change happen, and identify resisters, helpthem see what’s needed for success.6. Create short-term wins. Nothing motivatesmore than success, so celebrate positive achievements.One of my key principles is that “successbreeds success.”7. Keep change going. Embrace and promote thephilosophy of continuous improvement. Set goalsto build on the momentum achieved.8. Make change stick. Reinforce the value of thesuccessful change. Make sure relevant policies,procedures and practices are being followed.

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Reference: Friesen, W. (2016) Change Management: A key to a successful future. Available at: http://eds.b.ebscohost.com.ezproxy.derby.ac.uk/eds/pdfviewer/pdfviewer?vid=5&sid=5147724d-4d7c-4b3d-8d5c-8b34523e1c49%40sessionmgr102
(Accessed: 11 December 2017)

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Cole, G.A. and Kelly, P. (2011) Management Theory And Practice. 7th edn Hampshire, South-Western. p270

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The essentials of school leadership. 2nd edition. B Davis. 2009

Researching educational leadership and managements. M Brundrett & C. Rhodes. 2014

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2+2=4

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Janet you are the best! We love you!