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Many consider Kurt Lewin’s ‘changing in three steps’ (unfreezing, changing, and refreezing) to be the classic or fundamental method to change management. Scholars have criticized Lewin for oversimplifying the change process, while others have defended him against such accusations. The model’s foundational significance, on the other hand, has remained uncontested. Kurt Lewin is commonly regarded as the “founding father” of change management, with his unfreeze–change–refreeze (CATS) strategy seen as the “basic” or “classic” approach to, or classic “paradigm” for, change management (Cummings et al., 2015). In the healthcare industry, change is unavoidable. Almost two-thirds of all change programs fail in health care for a variety of reasons, including poor planning, unmotivated employees, inadequate communication, or excessively frequent changes. From the bedside to the boardroom, all healthcare professionals have a responsibility to play in achieving effective change. Using best practices developed from change theories can assist increase the likelihood of success and subsequent development in practice.
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