Question

Describe how Transport for London (TFL) could have applied Lewin’s three stage model of change in implementing the project? What would be the benefits of doing so? Is there any one stage you would emphasize for the project? Provide a rationale for your response.

Answer 1

Lewin's three stage model

It was devloped by Kurt Lewin way back in 1940s to understand the organizational changes. It gives an idea of implementing what actually change means when dealing with people.
It represents a very simple and practical model for understanding the process of changes. It states that the process of change entails creating the perception that a change is needed, instead of moving towards the new, desired level of behavior and finally, concreting that new behavior as the norm. The change model involves three steps: unfreezing, changing and refreezing.

Transport for London (TFL) could have applied Lewin’s three stage model of change

Transport for London (TFL) is a local government body which holds the responsbility for the transport system in London, England.
TFL handles the network of principal road routes, for various rail networks including the London Underground, Overground, Docklands Light Railway, TFL Rail, London's trams, buses and taxis, for cycling provision, and for river services.

Hence, accordingly by following all three major stages one by one TFL firstly would have examined the mindset, behaviour and thinking process of people and then tried to change the mindset of people by introducing them with the new concept and the giving them a brief review of whole project, which would have created a sense of security and stability for future benefits.

Now that the people are 'unfrozen' they must have accepted the changes of new transportation system being installed in the city. This is when the change becomes real. Now its a time marked with uncertainty and fear, making it the hardest step to overcome. During the changing step people begin to learn the new behaviors, processes and ways of thinking.

Now changes made to organizational processes, goals, structure, offerings or people are accepted and refrozen as the new norm or status quo. They will no more revert back to their old ways of thinking or doing prior to the implementation of the change. Efforts must have done to guarantee the change is not lost. Individualized efforts will play a crucial role here to maintain the stability for this new change accepted by the people.

Yes, the last stage " Refreezing" is one of the most important, among the three as all efforts made to bring the change will just get lost in dark if it doesn't get solidified in the minds of people. Refreezing plays a crucial role when it comes to take action on changes done. If NOT FOLLOWED properly people will again opt the old behaviour and will not accept the change completely.