Phelp LPNtoRN 6e

70 Unit I • The Transition Process

UNFREEZING The first stage that Lewin (1951) identified is referred to as the unfreezing stage, in which a person, group, or organization is motivated to bring about change. There is a need to learn new behaviors. This stage is one of imbalance and disequilibrium; it is very unsettling. During this stage, two types of forces are present: those against and those in support of the change. Restraining Forces Restraining forces are those that inhibit change. For example, as you have become motivated to return to school, you undoubtedly have encountered some restraining forces. Some of the restraining forces may have been related to family concerns, loss of income while in school, lack of confidence in your ability to succeed, or coworkers who fear you will be leaving. Driving Forces Opposing such restraining forces are driving forces . These are the forces that encourage and sustain change. For example, your motivation to return to school may have been supported by such forces as your desire for more decision-making, increased clinical skills, more recognition, or the encouragement and support of a family member, men tor, or friend. MOVING The second stage that Lewin identified is called moving. During this stage, plans are detailed and initiated. It is important to collect data and supplemental information from as many sources as possible. In addition, it is helpful when most, if not all, people involved in the change are in agreement that change is desirable. For example, you entered the moving stage after you began making plans to return to school. At this time, you formulated plans for child care or alternative work schedules. You may also have obtained information about financial aid and scholarships. You gathered as much information as possible to assist you in your plans. You may have enlisted the advice of a colleague who had been through this process. It may have been necessary for you to persuade those around you that this was an important move for you and that you needed their support and understanding. Use of “win/win agreements” as discussed in Chapter 1 can be helpful during this stage. It is during this second stage of change that transitions occur, as described in Chapter 2. Letting go of the past (i.e., accomplishing endings) becomes essential to make Lewin’s Stages of Planned Change Unfreezing: An individual, group, or organization identifies the need for change and the need to change behaviors. It is necessary to identify restraining and driving forces for the planned change. Moving: Strategies for the planned change are developed. The individual, group, or organization gathers data, formulates plans, and enlists the support of all those involved with the change. Refreezing: The process of change is completed. The individual, group, or organization internalizes the behavior changes and attitudes that were identified as necessary for the change process. Source: Lewin, K. (1951). Field theory in social science. Harper & Row. BOX 3.2

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