Culture and organization
Culture is the first reason transformations fail. Axibra keeps the organizational side of a decision in view instead of leaving it to chance.
See how it worksLewin's Change Model describes a three-phase process for implementing change – Unfreeze, Change, and Refreeze – that helps organizations implement necessary changes despite our usual reluctance to abandon the status quo.
The package
The case
Change is among a business's greatest challenges: on the one hand, change is necessary and inevitable in order to thrive and respond to shifting conditions, and on the other hand, many of our people – and even ourselves – can be very resistant to change. Through Lewin's Change Model, change agents prepare the members of an organization for impending change, implement the change, and then lock-in the results. Thus, organizations remove the stress inherent in change while still making the necessary fixes in order to secure success.
The mechanics
Lewin's Change Model leans on envisioning change in three phases. First, we "Unfreeze" the organization to prepare it for change, generally using good communication strategies and sharing the overall vision to gain organizational buy-in. Second, we begin "Change" through implementation, being sure to empower our teams to face challenges and continuing to provide steady communication throughout the process. Third, we "Refreeze," locking-in the change by acknowledging early adopters and champions, and offering continued training and support that ensures everyone can succeed within the new reality. As always, communication remains vital during this ongoing process.
The purpose
What is the goal of the model?
By following Lewin's Change Model, we address the fear of change in order to more-smoothly implement change within our organization.
Beyond the download
The PDF is yours to keep. But a model changes something only when it touches the work — and that is what Axibra does with it. The model becomes the structure your decisions are made in, and every outcome stays traceable back to the input it came from.
In practice
For years we applied this model by hand, in client engagements. It now runs inside Axibra.
Culture is the first reason transformations fail. Axibra keeps the organizational side of a decision in view instead of leaving it to chance.
See how it worksThousands of organizations leverage the UNITE models — these are some of them …
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From here on
Axibra is where these models run. It carries a decision through to the work that follows it, and keeps every result traceable back to the input it came from. If you would rather start with a conversation, we are one call away.
Strategy does not fail in the thinking. It fails in the handover.
Stefan F. DieffenbacherFounder & Managing Director of Digital Leadership
