What does the "unfrozen stage" emphasize in the change process?

The correct emphasis of the "unfrozen stage" in the change process is primarily focused on increasing motivation to change. This initial stage, as outlined by Kurt Lewin’s model of change management, is intended to prepare an organization for the new direction by addressing existing behaviors and mindsets.

In this phase, leaders work to reduce resistance to change by creating a compelling rationale for the change and demonstrating its necessity. This may involve communicating the benefits of the upcoming changes, helping team members understand the risks of not changing, and fostering an environment that encourages readiness for transformation. The goal is to "unfreeze" current behaviors so that individuals feel motivated to embrace the new processes or practices that will be introduced.

While identifying needed changes and providing training for new behaviors are crucial aspects of the change process, they typically occur in later stages after the motivation to change has been established. Similarly, establishing consistency in practices becomes important once the change has been implemented and individuals are adapting to the new way of doing things. Therefore, the emphasis during the "unfrozen stage" is fundamentally about generating a desire to change before any actual modifications are put into action.