Final answer:
True, Kurt Lewin did identify the changing phase as a critical period where leaders must create a sense of need for change. This forms part of his broader Change Management Model and serves as a pivotal moment for leaders to drive employee movement toward new behaviors.
Step-by-step explanation:
True. Kurt Lewin identified the changing phase, whereby the change leader's task is to create a feeling for a real need for change. This statement is concerning Lewin's Change Management Model, which includes three stages: unfreezing, changing, and refreezing. In the changing or transition phase, Lewin emphasized the importance of recognizing and implementing new ways of doing things, motivating a move away from the established comfort zone. The goal of this phase is to create an understanding of the need for change and to drive the movement towards a new, improved state of behavior or practices.
Leadership style, group dynamics, and organizational psychology are among the areas where Lewin made significant contributions, notably involving concepts like group interactions, cooperation, and communication. These factors are especially pertinent when considering the change process within organizations. The effectiveness of change leadership involves fostering a positive leader-follower relationship, cultivating a shared identity, and ensuring that followers' individual growth needs are addressed, as suggested by subsequent studies beyond Lewin's initial findings.
Given the complexity of organizational dynamics and the challenges inherent in fostering and managing change, understanding Lewin's model and the psychological underpinnings of leadership and followership remains crucial for those seeking to lead effective organizational transformations.