DNP 820 Explain why the change model you selected for the DPI Project is best for implementing your proposed intervention Kurt Lewin’s change theory is the choice of change model for my DPI project. 

DNP 820 Explain why the change model you selected for the DPI Project is best for implementing your proposed intervention

Kurt Lewin’s change theory is the choice of change model for my DPI project. As the DPI is about implementing a new idea or protocol that would result in improvement from what is already in practice. It will involve a series of steps and all hands must be on deck for a successful implementation.  Foreseeing resistance with any change process when trying to undo what people are accustomed to following the steps as established in Lewin’s change theory will pave the way for and guide toward a successful implementation of changeover.

To overcome the inner resistance to change, it is necessary to apply an additional force that is sufficient to break the habit or “unfreeze” the custom (Burnes & Bargal, 2017). Lewin’s three stages of the change process consist of the first stage which is “unfreezing” of the present level of habits to emotionally prepare for the process of change. The second stage in this process is “moving” when the change occurs; and the  “freezing” which is also referred to as refreezing is the third stage when the new habit or norm is adopted and institutionalized (Burnes & Bargal, 2017). The teamwork that will be involved in this process aligns with Lewin’s belief that group encounter is the best and most effective means of bringing about change in individuals.  Kurt Lewin’s three steps’ which include unfreezing, changing and refreezing are regarded by many as the classic or fundamental approach to managing change (Cummings et al. 2016).

References

Burnes, B., & Bargal, D. (2017). Kurt Lewin: 70 Years on. Journal of Change Management, 17(2), 91–100. https://doi-org.lopes.idm.oclc.org/10.1080/14697017.2017.1299371

Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), 33-60.