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Change management model – Peter Senge – with infographic

By Simon Buehring on 20 Mar 2020

Change management model – Peter Senge – with infographic


Peter Senge’s change management model is commonly used during organisational change initiatives. It’s one of the many useful change management models covered in a Change Management course.

Peter Senge’s systems thinking model

Peter Senge wrote a book called “The Fifth Discipline”. He talks about profound change in organisations using biological and ecological metaphors. He explains why different tree seeds grow to different shapes and sizes. It’s because growth processes that embrace change will help the tree survive.

Senge talks a lot about the challenges and risks you will face during the change process:

Challenges while initiating change

These challenges often have similar causes in many organisations. That’s because some individuals:

  • May not have the time to work on the change;
  • May not have the support to implement the change;
  • May not understand the change.

Challenges while sustaining the transformation

Whilst sustaining the change, some examples of disturbances to the stability of change are:

  • Job security for individuals;
  • Trust issues between staff;
  • Loss of control.

Challenges while redesigning and rethinking the change process

It is very challenging to spread new practices effectively. As a result, “self-reinforcing processes” are created. They could be either positive or negative feedback loops:

Positive feedback loops (virtuous circles) can include:

  • New business practices;
  • New learning capabilities;
  • Involvement of people;
  • Investment in change initiatives;
  • Credibility;
  • Enthusiasm;
  • The will to commit.

Negative feedback loops (vicious circles) can include:

  • Bad business results;
  • Low performance;
  • Complaints;
  • Personal issues.

Other change management models

If you’re interested to find out more about other change management models here you can read and view infographics for Kurt Lewin or John Kotter.


Change management model: Peter Senge.

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