During the 'Change' phase of Lewin's model, what is essential for success?

In the 'Change' phase of Lewin's model, effective communication and stakeholder involvement are crucial for success. This phase is about implementing the changes that have been planned and ensuring that all parties involved understand what is happening, why it is necessary, and how it impacts them. Clear communication helps alleviate uncertainties and resistance, allowing for smoother transitions.

Furthermore, involving stakeholders in the change process encourages buy-in and collaboration, increasing the likelihood of successful implementation. When stakeholders feel they have a voice in the change, they are more likely to support and actively engage with the new initiatives. This participative approach fosters a sense of ownership and responsibility, which are critical for sustaining changes in an organization.

The other options illustrate approaches that are less effective in facilitating change. Keeping the change a secret can lead to misinformation, distrust, and resistance among employees. Focusing solely on individual tasks can result in a lack of coordination and a fragmented implementation that doesn't align with the overall goals. Deferring all decision-making to upper management overlooks the importance of involving those who are directly affected by the change. In contrast, engaging and communicating with stakeholders enhances the chances of achieving successful outcomes during this critical phase.