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Lewin, a social scientist as well as physicist, deeply explained organizational change with the help of a simple example of changing the shape of a block of ice. Now you come to know that change is a process with distinct stages, an organization can prepare itself for coming changes and make a plan to manage the transition (looking before you leap). Lewin unfreezing stage of change process and it involves preparing the particular organization to accept that change is necessary and it should adopt the change for successful survival. These things will make the message more forceful and show that things have to change in a way that everyone can understand.
When an organization re-examine its core, it effectively create a (controlled) crisis, which build a strong motivation and inspiration to seek out a new equilibrium. When the changes are taking shape and employees of the organization have embraced the new ways of working, now it’s time to refreeze. If there will be no frozen state, it will be very difficult for organizational management to tackle the next change initiative effectively. Must use Stakeholder Analysis   & Management   to identify and win the support of key people within the organization. Communicate with employee the vision statement of the organization in terms of the change required. Organization should remain open to employee concerns and address in terms of the need to change.
If possible then organization should relate the need for change back to operational necessities. But, how different organizations manage change, what strategies they adopts and how successful they are in managing the risk, these all varies enormously depending on the nature of the particular organization, its industry , nature of the change and the people involved. This often happen that companies go into change blindly, this cause much unnecessary turmoil and chaos, so companies should foresee change and then they can handle with it.

In this stage organization need to break down the existing status quo before it can build up a new way of operating.
To successfully prepare the whole organization for change, management need to start at its core –management need to challenge the beliefs, attitudes, values, and behaviors that currently define it. Without this required motivation, management won't get the buy-in and participation necessary to effect any meaningful change. After the uncertainty created and communicated in organization in the unfreeze stage, now in change stage senior management or employees begin to resolve uncertainty and look for new ways to do things.
When the employees will come to know that the change is necessary and will benefit whole organization then they will involve in it and will do their best.
The obvious signs of the refreeze stage are a stable organization chart and consistent job descriptions.
How will organization convince the employees that something needs changing if it hasn’t allowed the most recent changes to sink in? Pulling it all together I would say that, Kurt Lewin's change model is a trouble-free and easy-to-understand framework for managing change. To begin any successful change process, organization should first need to understand why the change must take place and what will be benefits from change.
The main thing of unfreeze stage is that organization should develop a compelling message showing why the existing way of doing things cannot continue, and then communicate it throughout the organization. Staff of organization needs time to understand the changes and they also need to feel highly connected to the organization throughout the transition period. Here it needs to help employees and management of the organization to internalize or institutionalize the changes. Change will be recognized as change for change's sake, so the encouragement, motivation and inspiration are always required to implement new changes. Those organization which not recognize the change and avail it, cannot survive in long term. One of the most famous models for understanding organizational change was developed by Kurt Lewin back in the 1950s.

Then you need to mold the iced water into your desired cone shape (change) and finally, you need to solidify the new desired shape (refreeze). According to Lewin’s point of view, "organization must motivate its employees for change before change actually occurs. Management may say that we must examine and be prepared to change the existing foundations as this might not support to add more storeys. Employees of the organizations always take some time to embrace the new direction and participate proactively in the change. This means management should make it sure that the changes are used all the time as well as they are incorporated by employees into everyday business.
When an organization is managing change, the management of organization should keep in mind that it requires a great deal of time and effort. With a new sense of stability and belonging, employees of the organization will feel confident and comfortable with the new ways of working. So, appropriate leadership and reassurance is required for successful management of this stage of Lewin's Change management model.
Because without it the employees of the organization get caught in a transition trap where they aren't sure about how things should be done, due to this nothing will ever gets done to full capacity.
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