Essential Business English for Organizational Success
Mastering the vocabulary for managing organizational transitions.
Match the key term to its correct definition. **Words** are highlighted in **blue**; **Definitions** are highlighted in **indigo**.
💡 Tap or click the bolded words in the text below to reveal definitions.
Change management is a structured approach for ensuring that changes are implemented smoothly and successfully within an organization. A classic model for understanding change is Kurt Lewin's Three-Step Model: **Unfreeze**, **Change**, and **Refreeze**.
The **Unfreeze** stage involves preparing people for change by communicating why the change is necessary and dissolving old habits or ways of thinking. This often requires addressing employee resistance and building a strong business case for the transition.
The **Change** stage is the implementation phase itself, where the new processes, systems, or structures are introduced. Effective communication and stakeholder engagement are crucial here. Training and support systems must be robust to mitigate disruption.
The **Refreeze** stage solidifies the change into the organizational culture. This includes reinforcing the new behaviors through positive reinforcement and celebrating small wins, ensuring the change is sustainable.
According to the reading, what is the primary goal of the **Refreeze** stage?
True or False: Addressing employee resistance and mitigating disruption are the main priorities during the **Change** stage.
Match these common idioms and phrases used when discussing change to their meanings. (7 Pairs)
Select the best idiom or phrase to fill the gaps in the following conversation. (7 Gaps, 7 Words)
Mary: To get full from the team, we need to show them the new system is an actual improvement.
Sarah: I agree. We need to make sure everyone is before we and launch the new software.
Mary: Also, let's focus on a first—a small, visible success to build momentum.
Sarah: Good idea. But what if the client tries to again after we start?
Mary: We have to manage this carefully. Our biggest challenge is doing —the core structural changes.
Sarah: Well, if we succeed, this will represent a in how we operate.
You have completed the lesson on **Change Management**. Understanding how to handle the human side of change—especially **resistance**—is key to successful organizational evolution.