William L. answered • 06/25/21
MA in Psychology with electives in Cross-Cultual Psychology
I'm assuming you're talking about Lewin's change model which consists of three stages: unfreeze, change, refreeze.
In the first stage, you recognize what steps need to be taken to bring your organization from its current state into your new ideal state (don't worry you don't have to nail it all in one go). Create a plan for rolling out your new org culture. Your question hasn't stated what Google culture looks like or how you want to bring that into your current org.
In your second stage you're going to implement the plan. Make sure to dispel myths and provide clear guidance about new expectations. Change is hard for people and there may be resistance even to the best plans.
In the final stage your goal is to reinforce the changes you've made to ensure that they are lasting changes. It's easy for people to backslide to what they're comfortable with when nobody is watching. You're job in stage three is to reduce the backsliding and male this the new status quo.
Finally, it's important to remember that Lewin's model is cyclic not linear. So after you cement the change in the refreeze stage, you're right back to unfreezing and looking for how to continuously improve until your goal is met.
