Read Again: Managing Change: Lewin’s Three-Stage Change Model

Introducing change in a practice setting means balancing patient care, compliance and team engagement – all at once

CREDIT: This is an edited version of an article that originally appeared in Indeed

Managing change is rarely straightforward. People often resist unfamiliar approaches, and even among those who support change, opinions can differ on how best to implement it. There’s no universal solution – what works in one situation may not suit another. The nature of the change, the people involved and the context all play a role in shaping the right approach. In this series, we take a closer look at some of the most widely used change management models in the business world and explore how you can apply them effectively within your own team.

Lewin’s Three-Stage Change Model

Lewin’s classic model simplifies complex transformations into three intuitive stages – Unfreeze, Change and Refreeze.

What Does This Mean?

Kurt Lewin’s Three-Stage Change Model is widely regarded as one of the foundational frameworks in change management. It breaks down the process of change into three main phases: Unfreeze, Change and Refreeze. In the Unfreeze stage, an organisation recognises the need for change and begins to challenge existing beliefs, behaviours and processes. This stage involves creating awareness of issues and preparing the organisation psychologically for transformation.

During the Change phase, new ideas, processes, or technologies are introduced. Employees begin to adopt new behaviours and ways of working, supported by training and communication. This phase can be challenging as people adapt to new systems and expectations.

Finally, the Refreeze stage solidifies the changes. This means embedding new practices into company culture, policies and procedures so they become the standard moving forward. Reinforcement mechanisms such as recognition and performance management are key to maintaining these changes.

Three-Stage Change in Practice

As a practice begins offering both in-person and virtual consultations, the Unfreeze stage could focus on discussing patient accessibility, appointment efficiency and clinician preferences. In the Change phase, the team might trial new booking systems, video platforms and adjust roles to support the shift. Finally, the Refreeze phase involves standardising these changes through documented procedures, training and adjustments to how performance and patient feedback are managed.

Finding The Right Model

For practice managers, Lewin’s model is a valuable guide because it provides a step-by-step process that respects both operational needs and team dynamics. It helps ensure that changes in service delivery are sustainable and fully integrated into everyday practice.

While Lewin’s model helps practice managers guide their teams through structured change, our next article will introduce the McKinsey 7-S Model. This holistic framework considers how seven internal elements – like systems, skills and leadership style – must work in harmony to support successful transformation in patient care, administration and beyond.