The article re-appraises the work of Kurt Lewin, a pioneering psychologist and social scientist, who dominated the theory and practice of change management for over 40 years. Despite major criticisms over the past 20 years, particularly regarding his 3-Step model, the article argues that Lewin's approach remains relevant in today's world. Lewin's work is rooted in his commitment to resolving social conflict and his belief in the importance of democratic values. His Planned approach to change, which includes Field Theory, Group Dynamics, Action Research, and the 3-Step model, is examined in detail. The article also discusses the developments in organizational change since Lewin's death and evaluates the criticisms levelled at his work. It concludes that Lewin's approach, despite being seen as outdated by some, is still applicable and effective in addressing modern organizational challenges.The article re-appraises the work of Kurt Lewin, a pioneering psychologist and social scientist, who dominated the theory and practice of change management for over 40 years. Despite major criticisms over the past 20 years, particularly regarding his 3-Step model, the article argues that Lewin's approach remains relevant in today's world. Lewin's work is rooted in his commitment to resolving social conflict and his belief in the importance of democratic values. His Planned approach to change, which includes Field Theory, Group Dynamics, Action Research, and the 3-Step model, is examined in detail. The article also discusses the developments in organizational change since Lewin's death and evaluates the criticisms levelled at his work. It concludes that Lewin's approach, despite being seen as outdated by some, is still applicable and effective in addressing modern organizational challenges.