The steps to be taken for carrying out the desired change should be planned considering all aspects: tasks, technology, structure and human resources. Because any organisation is composed of these four inter-related and interdependent elements, the impact of the changes should be anticipated and examined. New responses should be developed through giving new information.
The change interventions begin making the desired impact in due course of time and required to be stabilised. Refreezing stabilises a change intervention through balancing the forces that have created the desired changes (driving forces) and those, that are inhibiting the changes (restraining forces). For rapid and deep change, the forces applied should be strong, the direction should be clear and the force should be applied in the right direction. This stage helps in stabilising and integrating the changes. This is attained through integrating the new responses into persons and into important ongoing relationships by reconfirmation.