Reference no: EM132253809

Newstrom suggests that there are three stages in change, which are unfreezing, changing, and refreezing and that change is an ongoing evolution (387). Although there is no clear delineation in this process, each stage does is dependent upon completion of the first stage in order to be successful, otherwise the remaining portions of the previous stage will remain as detractors and inhibit true achievement within the current stage.

For instance, within the unfreezing stage, the goal is to rid oneself of old ideas and practices in order to be able to learn new ones. If one is too focused on learning the new ones, but not focused on or committed to ridding oneself of the old ones, then true commitment to learning and adoption will not occur. A good example of this would be when switching from a PC to a MAC OS, in which there are few functional similarities between the two operating systems. In order to effectively learn the Mac functionality, you really have to let go of what you know about the PC and allow yourself to basically start over and learn all of the differences and intricacies, treating the experience as a new learning experience, rather than trying to learn the Mac functionality via one’s PC tribal knowledge.

Within the changing stage, the goal is learn the new ideas and practices. Newstrom explains that “this process involves helping an employee think, reason, and perform in new ways. Initially, it can be a time of confusion, disorientation, overload, self-doubt, and even excitement” (387). Once the employee surpasses the unfreezes stage, they can then begin to truly learn the new ideas and processes and fully engage in the changing stage as described above. An example would be when starting a new job. It’s fine to leverage your applicable skillset and capabilities, however to learn the new environment, politics, expectations, etc., one must let go of how things worked in their previous environment and fully engage in and learn the dynamics and processes of the new environment. Although sometimes different and scary at first, once the individual lets go of the past and begins to learn the new environment, they will feel more engaged and comfortable.

The third stage is refreezing, which Newstrom describes as “what has been learned is integrated into actual practice. In addition to being intellectually accepted, the new practices become emotionally embraced and incorporated into the employee’s routine behavior” (387). Most of us have heard the cliché that practice makes perfect and this is the essence of this stage, as the more someone leverages and practices the new idea and/or process, the better they will become and the more comfortable they will feel. If they have not mastered the previous stage of learning the new idea/process, then their attempt at implementation/practicing this new skill will not be fruitful, as you must first master the learning in order to attain successful implementation and integration. An example is in my new job, the tools and processes in which we approached project management were much different at the fortune 100 large corporate culture than they are at the start up. I had to first let go of how I did this at my previous employer, I then had to learn the process and/or gaps at my new place of employment, and finally I had to refreeze the new learnings, but implementing into my daily proceedings. I do agree with Newstrom in that although it is important to master each concept before moving on, that there are no true boundaries and these are overlapping, as we all strive for continuous improvement and ongoing learning, hence this is somewhat cyclical in nature as well.

In responding to the above post, respectfully comment on the examples of change they have provided. Do you agree with their assessment of the examples provided? Why or why not Encourage further elaboration by asking questions, offering alternative viewpoints, and/or including additional research that you have obtained from internet.

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