During Lewin's Changing Stage Managers Should

The change management landscape, as shaped by Kurt Lewin's groundbreaking model, offers a structured approach to navigating organizational transformations. Within Lewin's framework, the "Changing" stage is where the real work of implementing change happens. It's a period of uncertainty, adjustment, and potential resistance. Managers play a critical role in successfully guiding their teams through this turbulent phase. To navigate Lewin's Changing stage effectively, managers must adopt a multi-faceted approach encompassing communication, empowerment, support, and continuous monitoring.

Understanding Lewin's Three-Stage Model

Before diving into the specifics of a manager's role during the Changing stage, it's essential to understand the broader context of Lewin's Three-Stage Model:

• Unfreezing: This initial stage involves preparing the organization for change. It requires identifying the forces driving change, creating a sense of urgency, and communicating the need for a new way of doing things. Unfreezing essentially breaks down the status quo, making individuals more receptive to new ideas.
• Changing: The second stage, and the focus of this article, is where the actual implementation of change takes place. This involves adopting new processes, technologies, or behaviors. It's a dynamic phase characterized by learning, adaptation, and potential resistance.
• Refreezing: The final stage aims to solidify the changes and make them a permanent part of the organization's culture. This involves reinforcing new behaviors, providing ongoing support, and celebrating successes. Refreezing ensures that the organization doesn't revert to its old ways.

The Manager's Role During the Changing Stage: A Deep Dive

The Changing stage is often the most challenging part of Lewin's model. It requires managers to be proactive, adaptable, and highly attuned to the needs of their team members. Here are key responsibilities for managers during this critical phase:

1. Championing Communication and Transparency

• Reinforce the "Why": Consistently communicate the rationale behind the change. Remind employees of the benefits, addressing their concerns and anxieties. Transparency is crucial; be open about the challenges and potential setbacks.
• Establish Clear Communication Channels: Create multiple channels for employees to ask questions, share feedback, and voice their concerns. This could include regular team meetings, one-on-one conversations, online forums, or anonymous feedback boxes.
• Active Listening: Encourage open dialogue and actively listen to employee concerns. Demonstrate empathy and acknowledge the difficulties associated with change. Responding to feedback promptly and thoughtfully shows that their voices are valued.
• Tailor Communication: Recognize that different individuals and teams may require different communication styles. Adapt your approach to meet their specific needs and learning preferences.

2. Empowering Employees Through Participation

• Involve Employees in the Process: Actively involve employees in the implementation of change. Seek their input on how to best implement new processes, technologies, or behaviors. This fosters a sense of ownership and reduces resistance.
• Delegate Responsibilities: Empower employees by delegating responsibilities related to the change initiative. This allows them to contribute directly to the success of the project and develop new skills.
• Provide Training and Development: Equip employees with the necessary skills and knowledge to adapt to the changes. Offer comprehensive training programs, workshops, and mentoring opportunities.
• Encourage Experimentation: Create a safe environment where employees feel comfortable experimenting with new approaches and taking risks. Encourage them to share their learnings and best practices with the team.

3. Providing Support and Resources

• Offer Individualized Support: Recognize that individuals adapt to change at different paces. Provide personalized support and guidance to employees who are struggling. This could involve one-on-one coaching, mentoring, or access to counseling services.
• Address Resistance: Anticipate and address potential resistance to change. Understand the underlying reasons for resistance and work collaboratively to find solutions. Focus on addressing concerns and alleviating anxieties.
• Provide Necessary Resources: Ensure that employees have the necessary resources to implement the changes effectively. This could include access to new technologies, equipment, or information.
• Celebrate Small Wins: Acknowledge and celebrate small wins along the way. This helps to maintain momentum and reinforces positive behavior. Publicly recognize individuals and teams who are making significant contributions.

4. Monitoring Progress and Adapting Strategies

• Establish Key Performance Indicators (KPIs): Define specific, measurable, achievable, relevant, and time-bound (SMART) KPIs to track the progress of the change initiative.
• Regularly Monitor Progress: Track KPIs and monitor progress against established goals. Identify any deviations from the plan and take corrective action as needed.
• Seek Feedback Continuously: Regularly solicit feedback from employees on the effectiveness of the change initiative. Use this feedback to identify areas for improvement and adapt strategies accordingly.
• Be Flexible and Adaptable: The Changing stage is often unpredictable. Be prepared to adjust your strategies and approaches as needed based on feedback and evolving circumstances.

5. Leading by Example

• Embrace the Change Yourself: As a manager, you must demonstrate your own commitment to the change. Embrace the new processes and technologies and actively participate in the implementation process.
• Be a Role Model: Set a positive example for your team by demonstrating the desired behaviors and attitudes. Show enthusiasm for the change and encourage others to do the same.
• Be Visible and Accessible: Make yourself visible and accessible to your team. Be available to answer questions, provide support, and address concerns.
• Maintain a Positive Attitude: Your attitude will influence the attitude of your team. Maintain a positive and optimistic outlook, even when faced with challenges.

Specific Actions for Managers During the Changing Stage

To further illustrate the manager's role, here are some specific actions they can take during the Changing stage:

• Conduct Regular Team Meetings: Use team meetings to provide updates on the progress of the change initiative, address questions and concerns, and solicit feedback.
• Hold One-on-One Conversations: Meet individually with team members to discuss their progress, address any challenges they are facing, and provide personalized support.
• Create a Change Management Plan: Develop a detailed change management plan that outlines the specific steps that will be taken to implement the change, including timelines, responsibilities, and communication strategies.
• Identify Change Champions: Identify individuals within the team who are enthusiastic about the change and can serve as champions to promote it to their colleagues.
• Address Resistance Proactively: Anticipate potential sources of resistance and develop strategies to address them proactively. This could involve providing additional training, offering incentives, or addressing concerns directly.
• Provide Regular Feedback: Provide regular feedback to team members on their progress and performance. This helps them to stay on track and make necessary adjustments.
• Recognize and Reward Successes: Recognize and reward individuals and teams who are making significant contributions to the success of the change initiative. This helps to maintain motivation and reinforce positive behavior.
• Monitor Employee Morale: Pay attention to employee morale and address any concerns that may arise. Change can be stressful, so it's important to provide support and encouragement to help employees cope.
• Celebrate Milestones: Celebrate milestones to recognize progress and maintain momentum. This helps to keep employees engaged and motivated.
• Document Lessons Learned: Document lessons learned throughout the change process. This will help the organization to improve its change management capabilities in the future.

Potential Challenges During the Changing Stage

Managers must also be aware of potential challenges that may arise during the Changing stage:

• Resistance to Change: Resistance is a natural reaction to change. It can stem from fear of the unknown, concerns about job security, or simply a preference for the status quo.
• Communication Breakdowns: Ineffective communication can lead to misunderstandings, rumors, and anxiety. It's crucial to maintain open and transparent communication channels.
• Lack of Resources: Insufficient resources, such as training, equipment, or funding, can hinder the implementation of change.
• Employee Burnout: The constant pressure of change can lead to employee burnout. It's important to provide support and encourage employees to take breaks and prioritize their well-being.
• Unrealistic Expectations: Setting unrealistic expectations can lead to disappointment and frustration. It's important to set achievable goals and celebrate small wins along the way.
• Lack of Leadership Support: If senior leaders are not fully committed to the change, it's likely to fail. It's crucial to have strong leadership support at all levels of the organization.

Overcoming Resistance to Change

Resistance is a common challenge during the Changing stage. Here are some strategies managers can use to overcome it:

• Empathy: Understand and acknowledge the concerns of those who are resisting the change. Show empathy and let them know that their feelings are valid.
• Education: Provide clear and concise information about the reasons for the change and the benefits it will bring. Address any misconceptions or rumors.
• Participation: Involve employees in the planning and implementation of the change. This gives them a sense of ownership and reduces resistance.
• Negotiation: Be willing to negotiate and compromise to address concerns and find solutions that work for everyone.
• Coercion (Use Sparingly): In some cases, it may be necessary to use coercion to enforce the change. However, this should be a last resort, as it can damage morale and lead to resentment.
• Patience: Be patient and persistent. Change takes time, and it's important to remain calm and supportive throughout the process.

The Importance of Continuous Improvement

The Changing stage is not a one-time event. It's an ongoing process of continuous improvement. Managers should constantly be seeking ways to refine their strategies, improve their communication, and provide better support to their teams. By embracing a culture of continuous improvement, organizations can become more adaptable and resilient in the face of change.

Lewin's Model and Other Change Management Approaches

While Lewin's model provides a foundational framework, it's important to recognize that other change management methodologies exist, each with its own strengths and weaknesses. Some popular alternatives include:

• Kotter's 8-Step Change Model: This model emphasizes creating a sense of urgency, building a guiding coalition, and anchoring changes in the culture.
• ADKAR Model: This model focuses on individual change, outlining five key elements: Awareness, Desire, Knowledge, Ability, and Reinforcement.
• Prosci's ADKAR Model: A structured approach that focuses on awareness, desire, knowledge, ability, and reinforcement to facilitate individual change.
• McKinsey 7-S Framework: This model considers seven interconnected elements – Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff – to ensure alignment during change.

Managers can benefit from understanding these different models and adapting them to fit their specific organizational context.

Conclusion

The Changing stage of Lewin's model is a critical period for implementing organizational transformations. Managers play a vital role in guiding their teams through this turbulent phase by championing communication, empowering employees, providing support, monitoring progress, and leading by example. By adopting a multi-faceted approach and being attuned to the needs of their team members, managers can successfully navigate the Changing stage and ensure that the organization achieves its desired outcomes. Remember that change is a continuous process, and a commitment to continuous improvement is essential for long-term success. Successfully navigating the "Changing" stage is not just about implementing new processes; it's about fostering a culture of adaptability and resilience within the organization. Managers who prioritize these elements will be well-equipped to lead their teams through any transformation, ensuring a smoother transition and a more successful outcome. The ultimate goal is to create an environment where change is not feared but embraced as an opportunity for growth and improvement.