Which activity is least likely to form part of the 'unfreezing' phase of a change process?

The 'unfreezing' phase of a change process focuses on preparing an organization for change by breaking down the existing status quo before moving on to new practices. This stage involves creating awareness and a sense of urgency among stakeholders regarding the need for change.

In this context, ensuring that restraining forces do not regain their former influences is more closely aligned with the 'refreezing' phase rather than 'unfreezing.' In the 'refreezing' phase, efforts are concentrated on stabilizing the organization after the change and preventing regression to old behaviors. Therefore, this activity does not contribute directly to the unfreezing process itself, where the emphasis is on fostering acceptance and readiness for change rather than managing post-change influences.

On the other hand, involving staff in planning and preparation, identifying and addressing resistance, and developing communication strategies are all integral to effectively unfreezing the status quo and preparing individuals and teams for the forthcoming changes. These activities promote engagement and buy-in, which are crucial for a successful transition.