Discussion Instructions: Select two change models in Chapter Two. Compare and contrast the models and, referencing this week’s lecture, discuss resistance, or how change could be embraced. Respond to two classmates’ posts. Response Instructions: Respond to your peers in a minimum of 125 words. Utilize the reading material to support your claims. Instructor follow up question: Change is expected, how we prepare and act (or not) to change dictates our success. For our organizations and ourselves. In the way, that we look at our challenges what would you say would be the best way to move forward with change using Schein's Modified 3 step model or AI's philosophical principles? Which would enable you as a change leader to accomplish the most? Student 1: The two models I will be discussing is Lewin’s three step model and Lippitt, Watson, and Westley’s change model. The first immediate difference between the two models is Lewin’s has three steps – unfreezing, moving, and refreezing stage. The other model has five phases – developing a need for change, establishing a change relationship, working toward change, generalizing and stabilizing change, and achieving a terminal relationship. Lewin’s three step change model is basically a summary of Lippit’s, Watson’s, and Westley’s change model, since they expanded on Lewins three steps to five steps and shifted the terminology from steps to phases (Bierema, 2014). They both have the same flow of developing a need for change, initiating change, and sustaining change. However, change is not usually widely accepted in an organization, there are many reasons why people may resist change. Some of the reasons are, dislike of change, people not recognizing a need for change, and no time to change. A way to help ease transition is having good leadership. If you have leadership that agrees with a change, and gets the entire organization involved in change, change is more likely to be accepted and successful. Student 2: Change can be resisted or embraced at any given moment. However, how change is introduced can determine which way it will affect those that have to endure it. To compare two, I chose to look at Lewin’s 3-step model and Bridges’s transition model. Bridges’s transition model “describes why people and organizations tend to get stuck during change and how to help people successfully navigate the stages of endings, the neutral zone, and beginnings” (Bierema, 2014 chapter 2.4). He explains that in order for change to effectively take plan one needs to let go of the old and then, after the old has been released, pick up the new. The transition model has three stages: ending, neutral, and beginning. The ending is described as “breaking up the old cue-system” where people can become disoriented, feel confused, and feel disengaged. Neutral zone, or the empty time period, where transitioning from the ending to the beginning is not a clear path. Bridges’s suggest those that are in the neutral zone to find time to reflect, use the time to decide what they really want, amongst other ideas on how to move out of this phase. Last is the beginning where Bridges’s suggest you “take action to embrace the new change, identify with the change, and tune out fears of the new” (Bierema, 2014, chapter 2.4). Lewin’s 3-step model is the first model that breaks down change and how to make it successful. He first uses unfreezing, which tells or shows you the need for change. His unfreezing phase puts more emphasis on the negative aspect of why a change is needed such as a crisis or disaster. His next phase is moving or start moving towards or making steps in order for the change to happen. After committing to the necessary change and the steps needed, we move on the refreezing. Refreezing involves practicing and reinforcing the change. Change can be embraced or resisted based on something as simple as the deliverer or delivery of the change itself. Being that a crisis is happening at my job, I no longer have the urge to keep my drive or passion for my position. This leads to resistance and resistance can be contagious. My current job is undergoing a massive change and has caused the structure of the company itself to tremble. Although management tried to inform us of the changes as quickly and efficiently as possible, it was not enough. The team resisted the change due to lack of clarity, no preparation, and no employment security. As previously stated, resistance can be contagious. After employees quit after being employed for years, then management started leaving, the morale of the company itself plummeted.
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