Change is a continuous process through which an organization moves from its present state to a desired future state in response to internal and external pressures. In the context of Organisational Development (OD), change is a planned, systematic, and collaborative effort to improve organizational effectiveness, adaptability, and employee well-being. It involves modifying organizational structures, technologies, processes, strategies, culture, or human behavior to achieve long-term goals. While change may occur naturally due to environmental shifts, OD primarily focuses on planned change that is guided by behavioural science principles and active participation of organizational members. Organizations experience change because of globalization, technological advancements, changing customer expectations, market competition, government regulations, workforce diversity, mergers and acquisitions, and evolving organizational goals. Internal factors such as leadership changes, declining productivity, employee dissatisfaction, and the need for innovation also necessitate change. Effective change management ensures that organizations remain competitive while minimizing employee resistance and operational disruptions. Kurt Lewin's Three-Step Model is one of the earliest and most influential models of organizational change. According to Lewin, successful change occurs in three stages: Unfreezing, Changing, and Refreezing. Unfreezing involves creating awareness about the need for change and reducing resistance by challenging existing beliefs and practices. The Changing stage introduces new behaviors, structures, or processes through training, communication, and participation. Refreezing stabilizes the new changes by reinforcing desired behaviors through policies, rewards, and organizational culture. This model emphasizes that lasting change requires both preparation and institutionalization. John Kotter's Eight-Step Change Model expands upon Lewin's ideas by providing a comprehensive framework for managing large-scale organizational change. The first step is creating a sense of urgency regarding the need for change. The