The best$-$known basic change model is the Lewin's Change Management Model, developed by psychologist Kurt Lewin in the $1940$s$.$ It is a three$-$stage model that describes the process of implementing change within an organization. The three stages are unfreezing, changing, and refreezing.

Unfreezing: This stage involves preparing the organization to accept that change is necessary. It requires breaking down the existing mindset and overcoming any resistance to change. This can be achieved through communication, education, and involvement.

Example: Imagine a company that has been using traditional paper$-$based processes for years. The unfreezing stage may involve educating employees about the benefits of switching to a digital system, addressing their concerns about learning new technology, and involving them in the decision$-$making process.

Changing: This stage involves implementing the actual change. It requires identifying new ways of doing things, communicating these changes clearly, and providing support to employees as they adapt to the new processes.

Example: In our company, the changing stage would involve training employees on how to use the new digital system, updating procedures and workflows to incorporate the new technology, and providing ongoing support to address any issues that arise during the transition.

Refreezing: This stage involves anchoring the change into the organization's culture to ensure that it becomes the new norm. It requires reinforcing the new behaviors, systems, and practices through rewards, recognition, and feedback.

Example: Once the new digital system is fully implemented, the refreezing stage would involve recognizing and rewarding employees who have successfully adapted to the change, reinforcing the importance of using the new system, and integrating it into the organization's performance management processes.

Overall, Lewin's Change Management Model emphasizes the importance of preparing for change, implementing it effectively, and anchoring it into the organization's culture to ensure long$-$term success. It is a simple yet powerful model that can be applied to a wide range of change initiatives, from technology implementations to organizational restructuring.