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As formulated by Kurt Lewin developmental activity of all kinds, describes development as a succession of three phases: “unfreezing”, “moving” and “refreezing”. This sequence is applicable to both individual and organizational learning.
Participants arrive for training in a frozen state. Unfreezing is necessary because participants, and behind them their organizations, families and localities, come to training with habits of feeling, thought, and routinized action, all of which reinforce each other. To influence them through training, their normal habits have to be questioned and disturbed, or "unfrozen," early.
Training can do this by focusing attention on needs that participants cannot satisfy by habitual behavior. Into this disturbed state trainers then introduce other events which allow participants to try new ways of behaving, that is, "moving."
If they find new behavior more useful to meet the new needs, participants can then be helped to make it habitual in time. Individuals thus gain new 'identities and personal continuity, which then, "freezes."
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Participants