Unfreezing the Mind
Change is a powerful thing. Accepting change is hard for certain individuals because they do not like to start over. They prefer doing the same thing over and over hoping the problem will go away or fix itself. Companies struggle with change. Mr. Vineet Nayar used Kurt Lewin and John Kotter’s process change model. Both models are similar in steps as well as the outcome. John Kotter’s model has eight steps vs. three stages. Mr. Nayar incorporated Lewin’s process model: the unfreeze stage; informing staff of the problems, accepting the change, and refreeze the change with new information. The objective in freezing something is to retain or preserve. People tend to retain information for later use. Our brain is a personal …show more content…
The truth is hard to swallow. Until the human mind can embrace the change, it will not have a significant effect. This phase is a state of confusion. The perplexity settles in individuals minds because it is marked by the what’s next and the difficulty in letting go of the old habits. Mr. Nayar had to make manager accept change and involve employees in the innovation of the company. Again it is no different than the doctor telling the patient that if they continue to eat foods high in salt intact the risk of getting high blood pressure is greater than those individuals that do not. The habit has to change in replacing bad things with good things. The final phase of Lewin’s change process theory is re-freezing. This aspect allows for new information to be stored in the brain and re-freezing it in individual’s wits. This is when the new paradigm is taking shape, and a tipping point of comfort with new change is taking hold (Willer & Truesdell, 2015). Mr. Nayar implemented several new practices in his company that was unheard of. He was able to re-freeze new information and ideas within employees. Ultimately, Mr. Nayar used all three phases of the Kurt Lewin model. He gave precise information on the present future of the company. He began to put change in motion by implementing new processes in doing things. Finally, he refreezes the new an improved vision of HCL Technologies.
Change is a powerful thing. Accepting change is hard for certain individuals because they do not like to start over. They prefer doing the same thing over and over hoping the problem will go away or fix itself. Companies struggle with change. Mr. Vineet Nayar used Kurt Lewin and John Kotter’s process change model. Both models are similar in steps as well as the outcome. John Kotter’s model has eight steps vs. three stages. Mr. Nayar incorporated Lewin’s process model: the unfreeze stage; informing staff of the problems, accepting the change, and refreeze the change with new information. The objective in freezing something is to retain or preserve. People tend to retain information for later use. Our brain is a personal …show more content…
The truth is hard to swallow. Until the human mind can embrace the change, it will not have a significant effect. This phase is a state of confusion. The perplexity settles in individuals minds because it is marked by the what’s next and the difficulty in letting go of the old habits. Mr. Nayar had to make manager accept change and involve employees in the innovation of the company. Again it is no different than the doctor telling the patient that if they continue to eat foods high in salt intact the risk of getting high blood pressure is greater than those individuals that do not. The habit has to change in replacing bad things with good things. The final phase of Lewin’s change process theory is re-freezing. This aspect allows for new information to be stored in the brain and re-freezing it in individual’s wits. This is when the new paradigm is taking shape, and a tipping point of comfort with new change is taking hold (Willer & Truesdell, 2015). Mr. Nayar implemented several new practices in his company that was unheard of. He was able to re-freeze new information and ideas within employees. Ultimately, Mr. Nayar used all three phases of the Kurt Lewin model. He gave precise information on the present future of the company. He began to put change in motion by implementing new processes in doing things. Finally, he refreezes the new an improved vision of HCL Technologies.