Lewin’s Change Management Model will be used to incorporate the new method into practice. Designed by Kurt Lewin in the 1950’s (Anastasia, 2015), this model consists of three main stages; unfreeze, change, and refreeze. The first stage, unfreeze, involves preparing the organization for change. Because many people are naturally resistant to change, this phase is crucial because it addresses the break in status quo, the need to change existing practice, and prepares individuals for the process alteration. The middle stage, change, is where the real transition occurs in this model. Important factors during this stage include strong leadership and supportive reassurance to guide the practice in the right direction and ensure a smooth transition (Anastasia, 2015). Communication and time are key to the success of this stage. The third and final stage of the model, refreeze, involves the time when the change has finally been accepted, embraced, and implemented throughout the organization. This stage requires the help of the clinicians utilizing the new method to ensure that all colleagues are following the new practice and ensure the new practice remains the standard of care. The renewed sense of stability found during this stage restores individuals’ sense of comfort and confidence in the acquired change (Anastasia, 2015).