K URT L EWIN ’ S C HANGE T HEORY In the Field or in the Classroom By Edgar Schein

K URT L EWIN ’ S C HANGE T HEORY Change vs. learning Unfreezing/changing/refreezing Group norms & organizational culture Learning and change start with dissatisfaction Dissatisfaction occurs when expectations are not met Motivation for change needs to connect with something we care about

K URT L EWIN ’ S C HANGE T HEORY Dissatisfaction raises survival anxiety In order to accept dissatisfying information or data it must be relevant We must be able to admit that things are not always perfect Most humans assume they are doing everything right If not it creates learning anxiety

K URT L EWIN ’ S C HANGE T HEORY We must overcome learning anxiety by developing a safety net There are various tactics change agents use to create psychological safety Working in groups Work relief Embracing mistakes Positive visions Coaching & mentoring

K URT L EWIN ’ S C HANGE T HEORY Policies are not enough when dealing with feelings, values & attitudes. Teamwork, although highly touted, is not good enough We need to re-define teamwork to include individualism and the individuals need recognition We need to change the reward system to include both the individuals and the team

K URT L EWIN ’ S C HANGE T HEORY Understanding and awareness occurs when the learner becomes unfrozen Scanning the environment for new ideas is imperative If the learner is captive in a hostile environment it is difficult to change Seed company story (corporate culture)

K URT L EWIN ’ S C HANGE T HEORY When the learner feels safe they will help create their own solutions Creating a safe learning environment leads to individuals solving their own problems which leads to success For change to remain stable it must be refrozen Lewin’s model of change leads to a range of insights that make change more manageable

K URT L EWIN ’ S C HANGE T HEORY You can not understand a system or culture until you try to change it Bridges’ example (case against Sat. classes) Health care (Obama care) This is called process consultation Once we ask a question we make an intervention and start the change cycle (Appreciative Inquiry) Inquiry) The pre interview is crucial in process consultation