"Gil Crosby has accomplished what most of us in the world of applied behavioral science, in general, and OD and T-Group training, in particular, have not―making the theoretical father of our work accessible. Thus, this book is a gift and with it we can understand more deeply and teach others more accurately what Lewin actually stated and meant. Moreover, the book is reader-friendly, visually appealing, and humorous rather than academically boring. Thank you, Gil!" Dr. W. Warner Burke E.L. Thorndike Professor of Psychology and Education Teachers College, Columbia University This book provides a powerful approach to leadership and change in organizations and in society. The author, writing from the perspective of experience, has applied these methods since 1984, and his father before him since 1953. The result is a fresh and unique look at Kurt Lewin (1890-1947), a visionary psychologist and social scientist who used rigorous research methods to establish an approach to change that is both practical and reliable. Lewin mentored and inspired most of the early professionals who came to identify themselves as practitioners of organization development (OD).  Lewin's methods, though little known, continue to this day to yield consistent business results such as increased performance and improved morale. His approaches have the rare impact of not just changing behavior, but changing the beliefs that underlie behavior. Sadly, most OD professionals, business and organizational leaders, community organizers, and people in general, if they have heard of him at all, think of him as a history and have never read any of his actual writing beyond a quote or two. This book is very different than any previous Lewin material in that the author has organized his immense body of work into topics such as democracy, change, leadership, social justice, and T-groups, so that readers can easily explore the source material and apply it to their own endeavors.  This book then is aimed at introducing Lewin in a new way, both simplified yet substantial enough to guide anyone who is trying to plan change, whether at the individual, group/team, organizational, or societal levels. Lewin was not trying to create methods for OD professionals alone (or for social scientists as he regarded himself). In his interventions, he taught anyone involved how to do their own version of planned change. He believed social science might be the light that helps create a brighter future for humanity. The author believes the same, practices what he preaches, and is on a quest to spread Lewin's methods as far and wide as possible. Gilmore Crosby is the president of Crosby & Associates. He has expertise in Leadership, Learning, and Organization Development. He has over three decades of experience, including management postions in five organizations. He has deep experience in facilitating performance improvement through initiatives such as coaching and team development (from upper management to the floor), process improvement, assessment methodologies (organizational, team, and individual), conflict resolution, and other OD and change management solutions. Responsible for design, development, and delivery of innovative learning solutions, ranging from individual coaching to accredited leadership development programs.