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Quinn on the connection between changing a system and understanding it: “Kurt Lewin argued that we cannot really begin to understand a system until we try to change it. He understood that individual as well as collective scripts would stay hidden until the normal way that the organization operates is challenged.
Talk openly about the change vision and apply it to all aspects of operation. Some have even theorized that Kotter’s eight-stages build upon the three-stages developed by Lewin by providing instructions for leaders to follow while unfreezing, changing and refreezing. Lewin would be flattered. Create a vision for change.
Talk openly about the change vision and apply it to all aspects of operation. Some have even theorized that Kotter’s eight-stages build upon the three-stages developed by Lewin by providing instructions for leaders to follow while unfreezing, changing and refreezing. Lewin would be flattered. Create a vision for change.
Rooted in a change model popularized by German American psychologist Kurt Lewin in the 1950s, this approach involves three stages: “unfreeze, change, and refreeze.” Traditionally, transformation efforts are organized as programs with a defined beginning and end.
First I found Kurt Lewin’s Unfreeze – Change – Refreeze model. To reach this highly elevated position he has worked for numerous organisations; from supermarkets to tax collectors and has had lots of jobs, including running the night shift in a frozen pea packing plant and doing operational research for a credit card company.
Technical founders Tom Leighton and Danny Lewin built the original prototype at their lab at MIT starting in late 1996 before raising capital, so in a sense Akamai's Minimum Viable Product (MVP) was a prototype with the basic architecture and traffic mapping in place that validated algorithms for the founders and investors alike.
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