Burke-Litwin Change Model – PowerPoint PPT Template

CHANGE MANAGEMENT PPT TEMPLATE DESCRIPTION

Editor Summary 26-slide PowerPoint presentation (PPT) titled "Burke-Litwin Change Model" by LearnPPT Consulting that explains the Burke-Litwin conceptual framework and its 12 critical drivers: External Environment; Mission and Strategy; Leadership; Organizational Culture; Structure; Systems; Management Practices; Work Climate; Task and Individual Skills; Individual Needs and Values; Motivation; Individual and Organizational Performance. Read more Includes slide templates for business presentations. Used by HR leaders, change managers, and organizational development consultants for diagnostic and planning work. Available on Flevy with immediate digital download.

Use this presentation when external shifts (changing demographics, globalization, or technology) or internal performance gaps require a structured organizational diagnosis and planned change approach.

  HR business partners mapping gaps in motivation, individual needs, and work climate across employee groups using the model's 12 drivers.
  Change managers tracing cause-and-effect between leadership, culture, systems, and performance to plan interventions.
  Strategy or transformation leads aligning mission and strategy with structure and systems during redesign efforts.
  Organizational development consultants building executive-ready diagnostic slides using the included templates.

The model applies a systems perspective and multidimensional diagnosis consistent with consulting practice for diagnosing and planning change.

Explore Slides inside the Deck:

Framework for Successful Change Initiatives Understanding Transactional Factors in Organizational Performance Assessing Organizational Readiness for Change

Organizations are continually searching for innovative ways of enhancing competitiveness. This is brought about by evolving external factors such as changing demographics, globalization, and technology. Because of changing dynamics, it has required managers to rapidly rethink and retool their organizational management strategies.

Coming up with the appropriate strategies calls for increasing need for organizational diagnosis in developing and maintaining a Competitive Advantage. Researchers believe that in conducting organizational diagnosis, organizational effectiveness must be viewed from a systems perspective using a multidimensional approach in assessing the factors affecting an organization's performance and overall effectiveness.

The Burke-Litwin Change Model is seen as a conceptual framework that can best describe the relationships between different features of the organization, as well as its context and effectiveness. According to Burke and Litwin (1992), Change models are not meant to be prescriptive. They are meant to provide a means to diagnose, plan, and manage Change. Using the Burke-Litwin Change Model will provide organizations an effective diagnostic tool to improve overall organizational performance. In fact, the Burke-Litwin Change Model is the best known and most influential model for looking at the role of organizational climate in business performance.

This presentation provides a comprehensive discussion on the Burke-Litwin Change Model and the 12 critical drivers or dimensions of Change.

1. External Environment
2. Mission and Strategy
3. Leadership
4. Organizational Culture
5. Structure
6. Systems
7. Management Practices
8. Work Climate
9. Task and Individual Skills
10. Individual Needs and Values
11. Motivation
12. Individual and Organizational Performance

The Burke-Litwin Change Model plays a significant role in thinking about planned Change. Having a good understanding of the Change Model will enhance the efficacy of an organizational diagnosis needed to achieve Change.

This deck also includes slide templates for you to use in your own business presentations.

The Burke-Litwin Change Model is a powerful tool for understanding the cause-and-effect relationships within an organization. It provides a structured approach to diagnose and predict the impact of Change across various organizational dimensions.

Explore Slides inside the Deck: