How to use the Burke-Litwin model?

Neglecting certain factors in the change process can hinder a successful transition. The Burke-Litwin model, emphasizes this concept, and offers a comprehensive approach to understanding the interactions between elements necessary for effective change. By leveraging this model, you can better navigate the change process within your organization. Discover how to apply the Burke-Litwin approach in your company for more effective change management.

Understanding the Burke-Litwin model

Also known as the causal model of organizational performance and change, the Burke-Litwin approach is a business management tool developed by change management consultants W. Warner Burke and George H. Litwin. This model helps business leaders understand the dynamics of transformation, particularly the elements essential for successful execution. The Burke-Litwin change management method is structured around 12 major components, grouped into three main categories:

These components are grouped into 3 main groups, namely:

• transformational factors
• transactional factors 
• performance factors

Transformational factors pertain to the organizational processes and characteristics of the company. Changing an element within this group can have significant repercussions for the entire organization.

Transactional factors deal with the day-to-day activities of the business. These factors reflect the company’s management and risk management methods, including the working environment, departmental interactions, and communication among teams.

Performance factors define the company’s profitability. These elements concretely demonstrate the organization’s efficiency and effectiveness.

By understanding and applying the Burke-Litwin model, leaders can navigate organizational changes more effectively, ensuring that all critical elements are considered and addressed.

Application of the Burke-Litwin model to drive change

To adopt the approach in the management of your business, you must clearly understand its components. These are as follows:

• the external environment 
• mission and strategy
• the leadership
• corporate culture
• the structure
• managerial practices 
• company systems or policies
• the environment and working conditions
• The individual tasks and skills of employees
• the values ​​and requirements of team members
• the motivation of the company’s employees 
• the overall performance of the group (individual and collective)

For successful transformation, the elements present in each factor must be listed to avoid unwanted or unpleasant surprises. At the end of this step, information (factual or concrete) must be collected on each component of the model.

You must refer to the company’s decision makers to be sure you find reliable data. Once the collection is complete, it’s time for synthesis. The result you obtain will serve as a basis for determining the managers and the elements to which they are linked. Each interlocutor will thus be able to better understand their role. This allows the manager to adopt a good organization with a view to more effective change management and performance. The implementation of the project can still seem complex. You will have to demonstrate a perfect mastery of the keys to your business while remaining pragmatic.

Recommendations and good practices

The model serves as a guide to manage change in your business. It allows you to understand the main elements of transformation and have an overview of their impacts and interactions. Like any approach, the success of its implementation depends entirely on the way you act. After analyzing all the key elements of the model, it’s necessary to develop an action plan for effective implementation. Define specific objectives by adapting the components of the approach to the realities of your business. Focus on training your team members. Get them to understand the components and how the approach works.

Plan steps for implementing the project. Involve all employees (partners, employees, managers, etc.) in your change process. Excellent communication is necessary! Note the reaction of your employees at each level and make decisions accordingly. Create a “dream team” by calling on transformation experts if possible. Plan for trials to avoid making mistakes. Innovation is the key to the success of any transition project. Always stay attentive to the needs of the business for a personalized adoption of the approach.

The causal model of organizational performance and change provides a framework for identifying practical solutions to guide your transition. However, achieving effective results hinges on using the right tools.