Kurt Lewin - Psychology, Leadership and Change
Kurt Lewin (1890-1947)
German-born American psychologist (pictured right).
Founder of modern social psychology that explains how our behaviour is affected by other
people.
A big influence on our understanding of change
management .
His most famous book
is…
Field Theory in Social Science (1951).
What did he say about psychology, leadership and
change?
1. Leadership
In a research study with Ronald Lippitt (pictured right) and Ralph
White, he identified three leadership styles whose effectiveness depended on people’s
situation (see also point 2):
a) authoritarian
(telling people what to do)
This is best when:
- there is little time for consultation, or
- the leader has the most knowledge.
b) democratic
(people participate in decision making)
This:
- improves motivation, decision making and creativity.
- is normally the most effective leadership style.
c) laissez-faire
(people are allowed to make decisions with little or no guidance from the leader).
This is most effective when people are highly knowledgeable.
But laissez-faire often leads to:
2. Social psychology
This says that people are affected by:
- their situation (including interactions with organizations and
other people).
- society’s values and beliefs.
Lewin explained this in what is now known as Lewin’s Equation.
So he emphasized the importance of:
a) groups
How people interact in them (e.g. pressure to conform)
This later became known as group dynamics - see point 4 below.
b) conflict
People's situation can only be improved by:
- resolving conflict between them.
- changing people's views (of each other and the world around them).
3. Change management
Lewin’s “force field analysis” says that:
For any change to occur, “driving forces” (factors driving change) must exceed
“restraining forces” (factors supporting the no change position or status quo).
Lewin believed change happens in three stages:
a) unfreezing
Overcoming resistance to change through:
- dissatisfaction with the present situation.
- questioning attitudes and prejudices.
- participation by people affected by the change.
b) moving
Changing what needs to be changed based on:
- learning from past successes, failures and problems.
- an evaluation of all relevant factors
c) freezing
Making the change permanent in people’s minds through:
- effective interpersonal relationships (making the change easier to
implement).
- positive attitudes towards the change (because it's beneficial and consistent with
people's beliefs).
4. Group dynamics
Lewin coined this term to describe the importance of groups in change and resolving conflict.
Key quote on
relationships
We all need each other.
Key quote on
learning
Learning is more effective when it is an active rather than a passive
process.
There is nothing so practical as a good theory.
Key quote on
success
A successful individual typically sets his next goal somewhat, but not too much, above his last achievement.
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