Kurt Lewin, a pioneer in the field of social psychology, developed one of the most influential models of change management which is widely used in organizational and management studies. His model, known as the “Three-Stage Change Process,” explains how individuals and organizations can successfully implement changes by moving systematically through specific phases. Lewin believed that change is a process rather than a single event and that it requires careful planning, communication, and reinforcement to become effective and sustainable. His approach provides managers with a clear framework to understand, guide, and implement change within their organizations. The first stage of Lewin’s model is called Unfreezing. This stage emphasizes preparing the organization or individuals for change. In most organizations, people are accustomed to a set way of doing things, which creates a status quo. Employees may resist change due to fear of the unknown, uncertainty, or comfort with existing processes. Therefore, unfreezing involves breaking down these existing mindsets and creating awareness about why change is necessary. Managers often use data, communication, and dialogue to highlight existing problems and the need for new approaches. By creating dissatisfaction with the current state and building motivation for change, the organization begins to reduce resistance. This step is essential because without