Equilibrium models of organizational change are contrasted with a new model derived from nonequilibrium, nonlinear and dynamical system research. Kurt Lewin’s force-field theory is used as an example of the traditional equilibrium-seeking model. The characteristics of the new model are: nonlinearity; change in attractors; environmental gradience and nonequilibrium constraints; internal gradience; bifurcation; and self-organization. Advantages of the new model are described.