Lewin's Model
Lewin's Model is a popular framework for managing organizational changes, created by psychologist Kurt Lewin. It's like a recipe for making changes in companies, broken down into three simple steps: "unfreeze" (preparing for change), "change" (making the actual changes), and "refreeze" (making those changes stick). Change managers and business consultants use this model to help companies transition from old ways of doing things to new ones. It's similar to other change management approaches like ADKAR or Kotter's 8-Step Model, but it's known for being simpler and easier to understand.
Examples in Resumes
Successfully led department restructuring using Lewin's Model of change management
Applied Lewin's Change Model to implement new company-wide software system
Trained managers in change management techniques including Lewin's 3-Step Model
Typical job title: "Change Management Consultants"
Also try searching for:
Where to Find Change Management Consultants
Professional Associations
Online Communities
Learning Resources
Example Interview Questions
Senior Level Questions
Q: Can you describe a complex organizational change you managed using Lewin's Model?
Expected Answer: A senior change manager should describe a specific example showing how they used unfreezing to prepare the organization, managed resistance during the change phase, and successfully reinforced new behaviors in the refreeze phase. They should mention metrics of success and how they handled challenges.
Q: How do you modify Lewin's Model for different organizational cultures?
Expected Answer: They should explain how they adapt the model's three phases based on company size, culture, and industry, giving specific examples of modifications they've made while keeping the core principles intact.
Mid Level Questions
Q: What strategies do you use in the 'unfreeze' phase to prepare people for change?
Expected Answer: Should discuss communication strategies, stakeholder engagement, and methods for creating urgency around change. Should mention tools like surveys and focus groups to assess readiness.
Q: How do you know when it's time to move from 'change' to 'refreeze'?
Expected Answer: Should explain indicators of successful change adoption, measurement methods, and how to ensure changes are stable before solidifying them as new normal practices.
Junior Level Questions
Q: Explain the three stages of Lewin's Model.
Expected Answer: Should clearly explain unfreeze (preparing for change), change (implementing new ways), and refreeze (stabilizing new practices) in simple terms with basic examples.
Q: What kind of resistance might you expect during the change phase?
Expected Answer: Should identify common types of employee resistance like fear of unknown, comfort with status quo, and lack of understanding, along with basic strategies to address them.
Experience Level Indicators
Junior (0-2 years)
- Basic understanding of change management principles
- Stakeholder communication
- Change impact assessment
- Basic project management
Mid (2-5 years)
- Change resistance management
- Training program development
- Stakeholder analysis
- Change readiness assessment
Senior (5+ years)
- Large-scale transformation management
- Strategic change planning
- Executive stakeholder management
- Complex change program leadership
Red Flags to Watch For
- No practical experience applying change management models
- Poor communication skills or inability to explain concepts simply
- Lack of experience measuring change success
- No understanding of change resistance management
Related Terms
Need more hiring wisdom? Check these out...
Unlocking Team Potential: Personality Mapping for Dynamic Management
How Collaborative Goal Setting Transforms Team Culture
From Farewells to Future Allies: Transforming Exit Interviews into Lifelong Connections
