What might be a limitation of Lewin's change management model?

The identification of simplicity as a limitation in Lewin's change management model highlights a key consideration when applying this framework to organizational change. Lewin's model is structured around three main stages: unfreezing, changing, and refreezing. While this simplicity can provide clarity and ease of understanding, it may not adequately address the complexities involved in more multifaceted or transformative changes within organizations.

In cases where changes are deeply rooted in organizational culture, involve multiple stakeholders, or require significant shifts in behavior and processes, the straightforward nature of Lewin's model may lead to oversimplification. It might not encompass the range of dynamics that necessitate a more nuanced approach, such as employee resistance, the intricacies of organizational structures, or the need for continuous adaptation beyond the refreezing stage. As a result, reliance on this model for complex changes could lead to inadequately addressing the challenges and nuances involved, thereby hindering effective change implementation.