This important force field model forms the foundation of Lewin’s three-stage theory on change. Unfreezing is the first stage, which involves the process of finding a method to assist individuals in letting go of an old pattern of behaviour and facilitating individuals in overcoming resistance and group conformity . In this stage, disequilibrium occurs to disrupt the system, making it possible to identify the driving forces for the change and the likely restraining forces against it. A successful change ultimately involves strengthening the driving forces and weakening the restraining forces. This can be achieved by the use of three methods: (1) increase the driving forces that direct the behaviour away from the existing situation or equilibrium; (2) decrease the restraining forces that negatively affect the movement away from the current equilibrium; or (3) combine the first two methods. Lewin’s change theory

The second stage, moving or change, involves the process of a change in thoughts, feelings, and/or behaviours. Lewin describes three actions that can assist in movement: (1) persuading others that the status quo is not beneficial and encouraging others to view a problem with a fresh perspective; (2) working with others to find new, relevant information that can help effect the desired change; and (3) connecting with powerful leaders who also support the change. This second stage is often the most difficult due to the fact that there is a level of uncertainty and fear associated with change. Therefore, it is important to have a supportive team and clear communication in order to achieve the desired change. Lewin’s change theory

Lastly, stage three, which Lewin called refreezing, involves establishing the change as a new habit. The third stage is necessary to ensure that the change implemented (in the second stage) will “stick” over time. Success at this stage will create a new equilibrium state known to be the new norm or higher level of performance expectation. Lewin’s change theory. APA