People Skills: Change Management Tools—Lewin's Change Model

Building a Leadership Culture for Environmental Health in a Nurse-Led Clinic

“…According to Kuipers, Higgs, Kickert, and colleagues (2014); Levasseur (2001);and Pascal, Sternin, and Sternin (2010), successful change rarely comes from the top down, and employees are more likely to be engaged and willing to sustain a project if they claim ownership. Throughout the project, the group held bi-monthly face-to-face meetings with at least one staff member on site, and there were nearly weekly email communications with the entire staff.…”

“…Additionally, the entire clinic comprised female staff members, which decreased diversity. Overall, efforts to minimize and adjust for limitations such as bias and imprecision in design included best practices for interventions such as Climate Conversations (ecoAmerica et al, 2015;Levasseur, 2001;Marshall, 2011;MNIPL, 2010), and educational material (ecoAmerica et al, 2015;Schenk, 2013). It was not possible to control for the confounding variable of knowledge gained externally.…”

People Skills: Developing Soft Skills—A Change Management Perspective

“…Although many models of leadership exist, one is particularly appropriate in the challenging environment modern leaders face, as described in Levasseur (2004). Based on Lewin's three-stage change model (Levasseur 2001), this modern leadership model involves creating a shared vision of an ideal future state, working collaboratively to achieve the desired state, and sustaining the ideal state by continuing to develop the people, groups, and the organization itself to that end. Developing this level of sophisticated soft skill also requires coaching, which an expert in OD and (or) change management frequently provides, as previously mentioned.…”

“…We have examined the importance of Lewin's work in the area of change management many times in previous articles in this series (e.g., Levasseur 2001 and2010). Underlying Lewin's three-stage change model-unfreezing, moving, and refreezing-is the basic field theory formulation shown earlier in Equation (1) (Lewin 1951), which suggests that an individual's response to change is a function of the interaction of his or her personality and environmental factors (e.g., pressure to change, effectiveness of communication about the change and its potential impact).…”

Making the Most of IT Governance Software: Understanding Implementation Processes

“…• UIN mandates the participative configuration or customization of the selected software and rollout approach. Levasseur [35] points out that the "active participation by the affected parties in the change process is the most important element of effective change". A lack of effective communication and involvement creates barriers which cannot be scaled in later stages.…”