Which model is utilized for guiding organizational change based on constructive feedback?

The chosen answer focuses on Lewin’s three-step model, which is highly regarded for its simplicity and effectiveness in guiding organizational change. This model consists of three phases: unfreezing, change, and refreezing. The first phase, unfreezing, involves preparing the organization to accept that change is necessary, which often includes gathering and utilizing constructive feedback from various stakeholders. This feedback helps identify areas in need of improvement and sets the stage for change.

In the second phase, which is the change phase, the actual transformation takes place. It is during this phase that leaders encourage the adoption of new behaviors and processes, again relying on feedback to assess how well the change is being implemented and to address any resistance that may arise.

Finally, during the refreezing phase, the changes are solidified within the organization, ensuring that new practices are integrated into the culture. Feedback is essential throughout this phase as well, as it helps to reinforce the changes and make necessary adjustments.

The other models mentioned serve different purposes. For example, Kotter’s Eight Steps provide a more detailed framework for implementing change, focusing on steps like creating urgency and building a coalition. The Adkar Change Management Model emphasizes individual transitions and employee readiness rather than organizational processes as a whole