Provide additional thoughts on the success or the failure of the change. At my previous job, we used a login system that needed to be updated, writing down any changes in our daily tasks by hand. The supervisors and floor leads would say that there was a change in our system coming soon, and they tried explaining how beneficial it would be, but we didn't know when it would happen. The need for change was due to internal triggers, as it was due to outdated technologies that slowed the company's logging processes and overall operations. The company completely switched the logging system for iPads with smart technology to just scan and input information when logging changes. This process of change and adaptation was a success; all the employees were adequately trained, and before the time limit, everyone was using the new technology for logging information daily. In my opinion, Lewin's Force-Field Model of Change was effectively used and very efficient in this case scenario; as the change went well, it helped the company with results and employees with a more effective and easier way of logging daily information