The Burke-Litwin Change Model

Unraveling the Dynamics of Organizational Change

Burke-Litwin Change Model

© iStockphoto/borchee

Change is the only constant – or so the adage goes. Change is often a complex and arduous process, and not something you want to attempt without a solid plan. When organizations need to change, that planning process is often complicated by the need to change many elements in unison.

This interrelatedness of organizational parts can contribute to the failure of change programs. When one variable is missed, bypassed, or underestimated the whole system fails to change, leaving managers and employees with the unenviable task of putting things back to the status quo. The really brave will attempt the change process over again; others will accept defeat and resign themselves to doing what they've always done.

When what people have always done already isn't working however, the results of failed change can be devastating. Whether it's revamping an accounting process, implementing a new IT system, or embarking on a new competitive strategy, positive change is revitalizing and productive. That's why it is so important to understand what needs to be addressed during any change process and why.

When you understand the dynamics of organizational change, you can apply the principles to any type of change initiative that comes your way. That's an exciting and valuable skill to have and one that will make you a hot commodity in today's workplace.

An useful model for understanding the organizational change process is the Burke-Litwin Change Model published by George H Litwin and W Warner Burke in 1992. This model shows the causal effects of change between 12 key areas of organizational design. Using the model, you can learn which organizational variables to change and why. You can then use this understanding to analyze, diagnose and even predict the effects of change throughout an organization.

Understanding the Model

The Burke-Litwin model is used as a guide for identifying and linking factors that are critical to a successful change initiative. According to the model there are 12 of these critical factors.

Access the Full Article

This resource is only available in full within the Mind Tools Club.

Learn More and Join Today

Already a Club member? Log in to finish this article.
Add this article to My Learning Plan

Where to go from here:

Join the Mind Tools Club

Click to join Mind Tools
Printer-friendly version
Return to the top of the page

Your Score
Create a Login to Save Your Learning Plan

This ensures that you don’t lose your plan.

Connect with…

Or create a Mind Tools login. Existing user? Log in here.
Log in with your existing Mind Tools details
Lost Username or Password
You are now logged in…

Lost username or password?

Please enter your username or email address and we'll send you a reminder.

Thank You!

Your log in details have been sent to the email account you registered with. Please check your email to reset your login details.

Create a Mind Tools Login
Your plan has been created.

While you're here, subscribe to our FREE newsletter?

Learn a new career skill every week, and get our Personal Development Plan workbook (worth $19.99) when you subscribe.

Thank You!

Please check your Inbox, and click on the link in the email from us. We can then send you the newsletter.