Lewins Change Management Theory is a standard theory used by nu.docx

Lewin's Change Management Theory is a standard theory used by nurses across specialty areas for various quality improvement plans to modify care at the bedside (Wojciechowski et al., 2016). According to new research, Lewin's Change Management Model consists of three key phases: unfreeze, change, refreeze. These steps refer to the three-stage process of change that he describes. The first phase, unfreezing, involves preparing the team or unit to accept that change is necessary, which involves breaking down (melting) the existing status quo before introducing a new way of operating. Developing a compelling message to exhibit why there must be a change is critical. The second phase of change occurs when people begin exploring new ways of accomplishing tasks or improving the old ways. Refreezing, the third step of the model, is when the new changes have taken shape and those who are practicing the advancements are embracing the updated policies (
Lewin's Change Management Model: Understanding the Three Stages of Change
, n.d.).

Healthcare systems must be adaptive to maintain equilibrium and survive as change is a constant (Wojciechowski et al., 2016). Using Lewin's Change Model is an excellent approach to introduce best practices to guarantee willing participation and understanding from those involved. Change, in general, can be scary or unpredictable to some. People need time to understand the how and why of changes, and they also need to feel deeply connected to the group throughout the transition period (
Lewin's Change Management Model: Understanding the Three Stages of Change
, n.d.). Giving time and support through a hands-on approach would ensure a smooth transition to new practices. According to Wojciechowski et al. (2016), Lewin's change theory has a few criticisms. Lack of accountability for the cooperation of individuals or groups involved and a failure to address the complex processes of change are among the critiques. As evidenced by this study, Lewin's model should be used in conjunction with other models to ensure a comprehensive strategy to introduce and implement change. Additional models would compensate for these shortcomings.
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1. Lewin's Change Management Theory is a standard theory used
by nurses across specialty areas for various quality
improvement plans to modify care at the bedside
(Wojciechowski et al., 2016). According to new research,
Lewin's Change Management Model consists of three key
phases: unfreeze, change, refreeze. These steps refer to the
three-stage process of change that he describes. The first phase,
unfreezing, involves preparing the team or unit to accept that
change is necessary, which involves breaking down (melting)
the existing status quo before introducing a new way of
operating. Developing a compelling message to exhibit why
there must be a change is critical. The second phase of change
occurs when people begin exploring new ways of accomplishing
tasks or improving the old ways. Refreezing, the third step of
the model, is when the new changes have taken shape and those
who are practicing the advancements are embracing the updated
policies (
Lewin's Change Management Model: Understanding the Three
Stages of Change
, n.d.).

Healthcare systems must be adaptive to maintain equilibrium
and survive as change is a constant (Wojciechowski et al.,
2016). Using Lewin's Change Model is an excellent approach to
introduce best practices to guarantee willing participation and
understanding from those involved. Change, in general, can be
scary or unpredictable to some. People need time to understand
the how and why of changes, and they also need to feel deeply
connected to the group throughout the transition period (
Lewin's Change Management Model: Understanding the Three
Stages of Change
, n.d.). Giving time and support through a hands-on approach
would ensure a smooth transition to new practices. According to

2. Wojciechowski et al. (2016), Lewin's change theory has a few
criticisms. Lack of accountability for the cooperation of
individuals or groups involved and a failure to address the
complex processes of change are among the critiques. As
evidenced by this study, Lewin's model should be used in
conjunction with other models to ensure a comprehensive
strategy to introduce and implement change. Additional models
would compensate for these shortcomings.