Lewin’s model identifies three stages within a change process. Identify and define the three stages.

Lewin's model, also known as Lewin's Change Management Model, identifies three stages within a change process. These stages are:

1. Unfreezing: This is the first stage of the process where the status quo is challenged, or the existing mindset is 'unfrozen'. During this stage, the need for change is recognized and the current ways of doing things are questioned. This stage involves breaking down the existing norms and creating an environment that is open to change.

2. Change/Transition: This is the second stage where the actual change takes place. This stage is often marked by uncertainty and fear as people are taken out of their comfort zones. During this stage, communication and support are crucial to alleviate fears and resistance. It's a transition phase where people gradually accept the new ways of doing things.

3. Refreezing: This is the final stage where the new mindset is 'refrozen'. During this stage, the new changes are established as the new norm. This involves reinforcing the new behaviors and changes so that they stick and become part of the regular ways of doing things. This stage ensures that people do not revert back to their old ways of doing things after the change initiative is over.

Lewin's model, also known as Lewin's Change Management Model, identifies three stages within a change process. These stages are:

1. Unfreezing: This is the first stage of the process where the status quo is challenged, or the existing mindset is 'unfrozen'. During this stage, the need for change is recognized and efforts are made to move away from the current state. This may involve breaking down the existing norms and challenging the existing beliefs to pave the way for change.

2. Change/Transition: This is the stage where the actual change takes place. Once the 'unfreezing' stage has prepared individuals or organizations for change, new methods, ideas, and processes are introduced. This stage can be challenging and uncomfortable as people are naturally resistant to change. It requires effective leadership and reassurance to navigate through this stage successfully.

3. Refreezing: This is the final stage where the new changes are solidified and become the new norm. The changes are accepted and integrated into the routine, and the 'new' ways become the 'standard' ways. This stage is crucial to ensure that people do not revert back to the old ways of doing things. It involves reinforcement and support to make the changes part of the system.

In summary, Lewin's model suggests that change involves a move from one static state via a progressional shift, to another static state.