ABSTRACT
Even though change is now more frequent than in the 1950s and the idea of re-freezing can be questioned, the model still proves useful for looking at change situations.
To start the process, first try to form a mental picture of what it will be like to work in the future state of the organisation. This vision will then provide both a rationale for why the organisation should change and a means of communicating that need to everyone. In order to communicate the vision, it must be memorable and the use of examples, metaphors or analogies can be useful.
