What is the final phase of the classical model for a change process?

The final phase of the classical model for a change process is refreezing. This phase is essential as it involves stabilizing the organization at a new state of equilibrium after a change has been initiated and implemented. After the change is made (the movement phase), it is crucial to reinforce the new behaviors, processes, and structures to ensure that they are embraced and integrated into the organization’s culture.

Refreezing helps to solidify the new way of working and prevent regression to the previous state. It is about establishing policies, practices, and rewards that support the change, allowing employees to feel secure and confident in the new processes. By doing so, the organization can sustain the changes over the long term and continue to reap the benefits of the improvements made.

While the other phases, such as unfreezing and movement, are critical for preparing for and implementing change, it is the refreezing phase that ultimately ensures that the change is lasting and effective. Transition, while relevant in some change frameworks, does not represent a specific phase in Kurt Lewin's classical model.