The Kurt Lewin Change Management Model
The three-stage model is known as unfreeze, change, and freeze model. The unfreezing stage pertains to preparing for change, and staff members are expected to understand the need for change and be willing to move from their comfort zone (Connelly, 2020). The second stage, which is change, acknowledges that change is a process rather than an event. Finally, an organization establishes stability upon the implementation of the changes. In nursing, change occurs often, and the theory can facilitate transitions as it identifies areas of strengths and resistance before undertaking change.
The rapid adaption of technology and computerization in nursing can be complicated. It is common for nurses to experience anxiety or fear of failure in using the new tools resulting in resistance. The Kurt Lewin model can be applied to understand how technological adaption affects the organization, detect hindrances or barriers to successful implementation, and identify opposing forces that influence behavior during transformations (Burnes, 2019). It can then assist in overcoming resistance to change and ensuring nurses embrace the technology. For example, wireless nurse call systems (WNCS) are better than traditional wired systems since they enable detecting unintended events and dangerous situations, minimizing injury and harm, and allowing prevention and timely intervention (Dugstad et al., 2020). The nursing staff is responsible for handling the technology, and they may experience interruptions to their work, and their relationships with patients may be compromised.
The transformative implementation is likely to attract resistance given the complex nature of implementation, radical innovation, and time consumption. A Lewin’s Change model can enhance the chances of a successful WNCS implementation. The first step will involve communicating with stakeholders and involving them in creating empowerment and reducing resistance. The second stage of actual implementation will include planning an effective rollout with the participation of staff. The final step entails evaluation and stability as nurses are given all the necessary continuous support until completion of the project.
Burnes, B. (2019). The Origins of Lewin’s Three-Step Model of Change. The Journal of Applied Behavioral Science, 56(1), 32-59. https://doi.org/10.1177/0021886319892685
Connelly, M. (2020). The Kurt Lewin Model of Change. https://www.change-management-coach.com/kurt_lewin.html
Dugstad, J., Sundling, V., Nilsen, E. R., & Eide, H. (2020). Nursing staff’s evaluation of facilitators and barriers during implementation of wireless nurse call systems in residential care facilities. A cross-sectional study. BMC Health Services Research, 20(1), 163. https://doi.org/10.1186/s12913-020-4998-9
Change Management Models In research from Connelly (2019) a change model is a framework that helps in identifying the areas that an individual has resistance to and design strategies that can be implemented to reduce or eliminate the resistance before the change commences. The most significant importance of the change model is creating an effective communication strategy between the change facilitator and the victim of resistant behavior. Kurt Lewin identified three stages in the change theory that can be used in changing behaviors; unfreeze, change, and refreeze. Lewin defines behavior as a dynamic balance of forces that work in opposite directions. In this regard, Lewin’s change theory involves three significant concepts: driving forces, restraining forces, and equilibrium (Lockhart, 2015). Driving forces are some of the factors that contribute to a change of behavior. These forces play a role in facilitating change in an individual. The forces can be personal, environmental, social, or health-related forces.For this reason, these driving forces cause a change that, in return, result in a shift in the equilibrium. Research by Lockhart (2015) supported that the restraining forces are the factors that try to counter the magnitude of the driving forces. In most cases, these forces hinder change as they push the individual in the opposite direction of the driving forces. Therefore, they can result in a change in equilibrium that goes against change. However, equilibrium is the state where the motivating and opposing forces are at the same level. In this regard, Connelly (2019) argued that the equilibrium can be made to shift either the upper or the lower side depending on, the stronger force between driving and restraining forces. Lewin, therefore, uses the three concepts to explain the unfreeze, change, and refreeze aspects of the change model.In nursing, Lewin’s model of change can be used to change the behavior of patients for better outcomes of their conditions. Lockhart (2015) found that unfreezing is the process that a nurse or a health practitioner can use to ensure that the patient lets go of the old behaviors that can be seen as interfering with their wellbeing. For instance, a patient can present with cigarette smoking behavior that hinders them from having a healthy life. In such a case, unfreeze stage can be used on the patient to help them overcome the urge to smoke. In this phase, a nurse can educate the patients on the dangers of cigarette smoking and equip them with some strategies they can use to help them quit smoking. The unfreezing stage in Lewin’s change model is to help a client overcome the resistant behavior.Another stage of Lewin’s model is changing. The change includes abandoning the resistant behavior and moving to a new level involving changed thoughts, feeling, and behaviors. According to Lockhart (2015), a nurse can help a patient change by changing their environment to ensure that they develop new thoughts and feelings that result in new healthy behaviors and habits. During the change stage, a patient can be more productive since the driving forces are eliminated. The last stage is the refreezing stage that involves establishing the change and make it a habit that can help the patient be productive. In this case, a nurse can ensure that the patient does not get the urge to go back to the environment that drives them into the old habits (Connelly, 2019). Therefore, Lewin’s change model is applicable in nursing to help patient forgo their old habits that result in an unhealthy lifestyle.
References Connelly, M. (2019). Change Management Models: A Guide to Best Practices. Change Management Coach. https://www.change-management-coach.com/change-management-models.html. (Links to an external site.)Lockhart, L. (2015). The art of team building. Nursing Made Incredibly Easy!, 13(3), 51–52. https://doi.org/10.1097/01.nme.0000462648.19515.8a (Links to an external site.).