Below is a screen grab from Lewin's original article. He was just describing the results from a group he was working with in an experiment on participative approaches to change. He intended it to be a label for group behavior, not an entire theory of change as it has grown into.
Speaking of models not intended for organizations, the death and dying model has stood the test of time, in part because of it's parallel to a team model listed below.
Katzenbach's team model caught on in the 90s. Several people create hybrids of this model combined with Kubler-Ross.