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• Force Field Analysis for Problem Solving and Decision Making

Learn all about Force Field Analysis, a problem solving and decision making technique, and how to use it to make informed decisions.

Force field analysis is a powerful tool for problem solving and decision making, enabling individuals and organizations to make informed choices. By providing a structured approach to identifying the forces that are driving or preventing change, it can help you to identify the levers that will help you to reach your goal. In this article, we will explore how force field analysis works and how it can be used to help you make the right decisions. Force field analysis was first proposed by Kurt Lewin, a German-American psychologist and management consultant who developed the field of social psychology. Lewin argued that, in order to make progress, it is necessary to identify and understand the forces that are driving or restraining change.

It can help identify the areas of effort that need to be addressed to move a project forward or make an informed decision. Force field analysis is a very useful tool for problem solving and decision making because it provides a systematic way to analyze a situation, identify the forces that influence it, and determine how best to move forward. Force field analysis has four main components: objectives, forces, options, and actions. First, objectives are identified.

These objectives should be specific, measurable, and achievable. Next, all of the forces that can affect the achievement of these objectives are identified. These can include external forces such as economic trends or competition, as well as internal forces such as organizational culture or individual attitudes. Once all of the forces have been identified, options for how to address them are developed.

Finally, specific actions are identified that need to be taken in order to achieve the desired objectives. Force field analysis can be applied to a variety of contexts, such as business, education, organizational planning, and more. For example, in business, force field analysis can help identify the driving and opposing forces in a new product launch or market entry. In education, it can be used to analyze a new curriculum or program.

In organizational planning, it can help identify the forces that will influence a new strategic plan. The advantages of using force field analysis include its systematic approach and its ability to identify both driving and opposing forces. It is also relatively easy to use and requires minimal resources. The disadvantages include its reliance on subjective interpretations of the data and its inability to take into account long-term effects.

It also does not provide concrete solutions; instead it provides guidance on how best to move forward. Force field analysis is similar to other problem solving and decision making techniques such as SWOT analysis or Six Sigma in that they all focus on identifying potential obstacles and developing strategies to address them. However, force field analysis is unique in that it focuses on identifying both driving and opposing forces, which can provide a more comprehensive view of the situation. There has been some research into the effectiveness of force field analysis for problem solving and decision making.

Advantages and Disadvantages of Force Field Analysis

Advantages of force field analysis, disadvantages of force field analysis, components of force field analysis.

It consists of two components - driving forces and restraining forces - which can be used to identify areas of effort that need to be addressed in order to move a project forward or make an informed decision. Driving forces are the positive influences that propel a change forward. They are the factors that support the desired change and include resources, skills, knowledge, and commitment. Restraining forces are the negative influences that impede progress.

These are the factors that create resistance to the proposed change such as lack of resources, fear of failure, and lack of support. Power relationships between stakeholders also play an important role in identifying driving and restraining forces. For example, if a stakeholder has a lot of influence over the decision-making process, then their opinion may be weighted more heavily than other stakeholders’ opinions. Force field analysis can be a useful tool for problem solving and decision making by helping identify areas of effort that need to be addressed in order to move a project forward or make an informed decision.

Comparing Force Field Analysis to Other Techniques

It is useful in understanding the current context and identifying potential areas of improvement or risk. Unlike force field analysis, SWOT does not focus on the forces that drive or oppose a change. Instead, it looks at the internal strengths and weaknesses and external opportunities and threats. Brainstorming is an idea generation technique that is used to generate creative solutions to a problem. Unlike force field analysis, it does not analyze the forces of a particular situation.

Instead, it encourages team members to generate ideas by quickly jotting down any thoughts they have related to a problem. It is also important to note that brainstorming does not analyze the viability of any given idea. The five-whys technique is a problem solving tool that can be used to identify the root cause of a particular issue. It involves asking five “why” questions in order to get to the root of a problem. Unlike force field analysis, which focuses on the forces driving or opposing change, five-whys looks at the causes of an issue by probing deeper into the underlying causes. Force field analysis is a powerful tool for problem solving and decision making.

Examples of Force Field Analysis

In each case, force field analysis involves assessing the driving forces that support a change or decision, as well as the restraining forces that oppose it. By weighing the pros and cons of each factor, it becomes easier to determine which actions need to be taken to push forward with the project or make an informed decision. One example of force field analysis in practice is when a company evaluates whether to launch a new product. In this case, the driving forces might include customer demand, competitive pressure, and potential financial gains.

The restraining forces could include the cost of development, the risk of failure, and the time needed to bring the product to market. By examining and analyzing each of these forces, the company can then make an informed decision on whether to go ahead with the project or not. If there are more driving forces than restraining ones, then this could be an indication that launching the product is the right choice. Another example of force field analysis is when an organization looks at making an organizational change.

In this case, the driving forces might include increased efficiency, improved morale, and cost savings. The restraining forces could include employee resistance to change, disruption to current processes and systems, and potential risks associated with the change. By weighing up these different factors, the organization can then decide whether or not to go ahead with the proposed change. If there are more driving forces than restraining ones, then this could be an indication that implementing the change is the right choice. Force field analysis is a useful problem solving and decision making technique that can help identify factors driving or opposing a change.

It involves mapping out the factors driving and opposing a change in order to help identify areas of effort that need to be addressed to move a project forward or make an informed decision. Force field analysis can be applied in different contexts, and can be used in combination with other problem solving and decision making techniques. It provides an effective way to visualize the forces affecting a situation, and helps identify strategies for overcoming obstacles and achieving desired outcomes. The advantages of using this technique include its ability to quickly identify key issues and areas of focus, as well as its ability to provide an objective view of the forces affecting a situation. In comparison to other problem solving and decision making techniques, force field analysis can provide a more thorough understanding of the forces affecting a situation.

It can help to identify both positive and negative forces in order to determine the most effective course of action. Additionally, it can provide insight into how one factor may be influencing another, which can be useful when considering different solutions or decisions. Overall, force field analysis is an effective tool for problem solving and decision making, and can be used in a variety of contexts.

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The Ultimate Guide to Understanding the Force Field Analysis

Updated on: 5 January 2023

This guide will help you understand what a force field analysis is and how to conduct it in 6 simple steps. 

You’ll find 

If you are looking for a tool that will help you make business-related decisions faster and better, you will find the force field analysis useful. 

Let’s get started.

What is Force Field Analysis

The force field analysis is a widely-used change management model ; it works as a diagnostic tool and a powerful decision-making tool during change planning. 

You can use it to identify – by visually mapping – the driving forces and restraining forces for and against the initiative and thus work on leveraging the factors in favor while reducing the unfavorable ones to ensure the successful implementation of the change plan.  

The force field analysis tool was developed as a change management model in 1951 by the German-American psychologist, Kurt Lewin who is also known for being a founder of modern psychology. Today, the tool is even widely used to inform business decision-making.

The basis of the tool 

The basic idea behind the force field analysis is that a certain given situation remains the way it is because of counterbalancing forces, or because of the state of equilibrium between forces that drive change and oppose change.

In order to promote change, either the driving forces should be strengthened or the resisting forces should be weakened.

And it integrates with Lewin’s 3-stage theory of change .

When to use the tool 

The force field analysis is ideally used for diagnosing a problem. You can use it to 

• Analyze the balance of power
• Identify the key roles involved in decision-making 
• Identify who supports and opposes change within the organization
• Explore ways to influence those who are against change  
• Decide whether to go ahead with a proposed change or not 

How to Conduct a Force Field Analysis 

The analysis is best carried out in small groups of 5 to 9 people who are directly involved in the change implementation process. 

It’s important that everyone else who is also likely to be affected by the change is kept in the loop. To gain their commitment and support for the deployment of the project, they should be kept informed about and involved in planning, development and decision-making from the very beginning.

For a more productive discussion, have a force field analysis worksheet ready at the beginning of the meeting. 

The worksheet can be paper-based, or you can use the following Creately template to start right away. Simply add the email addresses of the other group members to the document to give them edit/ review access. This way everyone can collaborate on populating the worksheet. 

Step 1: Assess the current situation

You need to start the session by discussing the current situation of the organization in terms of the issue at hand with the key stakeholders.

This may include determining where you are at, the challenges you are facing due to the issue you are trying to solve, the reaction of the employees, etc. 

It’s also important to clarify where you want to go or the desired state you want to achieve with the initiative. At the same time, consider what will take place if you fail to take action to change the current situation. 

Here you can do a quick SWOT analysis to understand what strengths you can use to overcome the existing threats and see how you can work on overcoming weaknesses and take advantage of the presented opportunities. 

Step 2: Define the objective 

The next step is to identify the expected outcome of the change initiative. Once you have clearly defined the goal(s), write them inside the box in the middle of the template provided above. 

Step 3: Identify the driving forces

Driving forces are the factors that are in favor of the proposed change or the ones that support the achievement of the defined goal.

These are considered positive and usually includes factors like advancing technology, changing industry trends, increasing competition, opinions of customers or shareholders, incentives, etc. 

In this step, your task is to brainstorm as many driving forces as possible with the team and list them in the relevant field of the worksheet.

Of course, you can turn to people outside the team (interview them), people who are specialized in the subject area to find the information you need during this step. 

Step 4: Identify the restraining forces

These are the factors that will block your path to achieving your goal. They tend to restrict the impact of the driving forces. For example, these may include the fear of the individuals, organizational structures and negative attitudes of employees, etc. 

The list of forces that are against change should be listed on the right-hand field of the worksheet. 

One thing you need to keep in mind is not to be subjective when deciding which forces to add to the force field analysis and which ones to leave out. 

Step 5: Evaluate the forces

You can evaluate the influence of each force by assigning them scores. 

Using a numerical scale (10 being extremely strong and 1 being extremely weak), assign each force a score based on the impact they have on the change initiative.

You can also assess the forces by focusing on the impact each of them may have. This way you can ditch assigning each force a score. 

Based on the effect they have, you can decide whether the proposed change is viable. Accordingly, you can discuss how you can influence the forces in favor of change: you can weaken the restricting forces by strengthening the driving forces.

Step 6: Create an action plan 

Based on how you want to go about strengthening driving forces and weakening restraining forces, you can create a quick action plan.

This can help you clarify what needs to be done, who is responsible, the resources needed, and the due dates you need to be concerned about, etc. 

What’s Your Opinion? 

The force field analysis is a great tool to evaluate if the proposed change is practical or not and identifying the blockers against change. Its outcome will help you identify possible solutions to remove these obstacles and effectively work on achieving your change management goals. 

How do you go about decision-making and problem-solving? Do you currently use any other tool other than the force field analysis? Share your thoughts in the comments section below.

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Your article was super helpful for me. I love the way you laid out the topic and the templates are a lifesaver. I’ve struggled to understand one point of the force field analysis, and I was wondering if you could help explain it to me. Since I am currently doing a force field analysis – I want to know the best way to support the restraining/driving forces when it comes to evaluation. Is it best with a numerical scale? Or does a qualitative take on the effects, like you said, show a more holistic approach?

I would really appreciate your response!

Sincerely, Gabrielle

Hi Gabirelle,

Thank you and glad that you found the article helpful. And yes you can evaluate the factors by assigning each factor a score, or you can consider the impact they may have on the initiative. It really depends on which method you would find effective and easy; however, both help out just the same.

Cheers, Amanda

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Step-by-Step Guide to Understanding and Using Force Field Analysis

Updated: March 14, 2023 by Ken Feldman

Some changes in your organization go smoother than others. Sometimes there is resistance to the changes which must be overcome for the change to occur. Force field analysis identifies and analyzes those forces which help drive change and those which restrain or inhibit change. Let’s learn more about those forces and how to manage them to assure your organization can implement needed change without disruption and delays. 

Overview: What is a force field analysis? 

In simple terms, force field analysis is a framework for understanding the factors which can influence and impact a potential change. This change can be associated with an individual, organizational, or improvement project. For change to happen, the driving (helping) forces must be strengthened, or the resisting (hindering) forces weakened.

The model was originally developed by social psychologist Kurt Lewin , who described the individual change process as a balance between two types of forces – those that are driving movement toward a goal (helping forces) or are blocking movement toward a goal (hindering forces). His theory was expanded by John R. P. French who applied it to organizational and industrial settings.

Here are the steps for completing a force field analysis:

1. describe and clarify the proposed change and write it in a box in the center of the page., 2. brainstorm and identify the driving or helping forces for change..

These may include such internal or external things such as:

• Outdated machinery or product lines.
• Declining organizational morale
• A need to increase profitability
• Uncertain operating environment
• Engaged organizational leadership
• Changing demographic and competitive trends

3. Brainstorm and identify the blocking (resisting or hindering) forces to change. 

These may include such things as:

• Fear of the unknown
• Existing organizational structures
• An attitude of That’s not how we do things around here
• Current commitments to other organizations
• Government regulations
• Existing customer obligations
• Uncommitted or uninvolved leadership
• Too busy to do it
• Negative outcomes from prior attempts at change
• No champion for the change

4. Score and weight each factor. 

You can score each factor from one (weak) to five (strong), based on the degree of influence each one has on the change. Add the scores up for the driving and resisting forces. For a simple visual presentation, you can use the length of arrows to show the relative strength of each factor. The figure below is an example of what your force field analysis might look like at this point.

Example of force field analysis

5. Analyze and implement your action plan for change. 

Decide which of the forces have some flexibility for change or which can be influenced. Create a strategy to strengthen the driving forces or weaken the restraining forces, or both. If you’ve rated each force, how can you raise the scores of the driving forces or reduce the scores of the restraining forces, or do both? 

What action steps can you take that will achieve the greatest impact? Identify the resources you will need and decide how to implement the action steps. Sometimes it’s easier to reduce the impact of restraining forces than to strengthen driving forces.

3 benefits of a force field analysis 

Here are a few of the benefits of using a force field analysis to improve your probability of a successful change in your organization. 

1. Reduces barriers to change 

Understanding the forces driving or hindering your desired change can help identify what forces are preventing forward movement and what is needed to overcome those barriers.

2. Creates effective communication 

Attitudes and mindsets are common restraining forces in many organizations. Having an open and honest discussion of why certain things are considered restraining forces, will help your management understand the nature of those emotions and help create more effective communication of the proposed changes.

3. Reduces resistance to change  

Employee resistance is a common obstacle to change, and often appears as one of the restraining forces in a force field analysis. Understanding the reasons for that resistance can help you develop appropriate strategies for reducing it.  

Why is a force field analysis important to understand? 

Understanding the importance and purpose of a force field analysis will help you utilize this powerful tool to optimize your implementation of change in your organization.

The existence of specific forces which will help or hinder change

Organizations are often aware of the negatives which may impact a desired change. But there are also positives which will help facilitate and drive your change. These must be identified and used.

Provide insight into why people may resist your change 

While resistance to change is a well-known factor impacting any change process, you need to understand what the underlying reasons for this resistance are.  

Flexibility of the force field analysis 

This tool can be used to assess a macro change affecting a group of people as well as at the individual level.

An industry example of a force field analysis

As a result of some marketing research, the Vice President of Sales and Marketing formed a Six Sigma improvement team to explore changing the sales process to reduce the time sales-people spend with their customers. Before implementing the recommendations, the team’s Black Belt suggested they do a force field analysis to better understand the possible barriers to a successful implementation of the changes. Below is their analysis.

As you can see, the value of the restraining forces is greater than the driving forces. This change will fail unless the driving forces are strengthened and/or the restraining forces are weakened.

3 best practices when thinking about a force field analysis

Doing a force field analysis is a relatively straightforward process. Use the following tips to help you keep things simple yet constructive.

1. Formalized brainstorming 

Conduct formal, structured brainstorming to identify the driving and restraining forces which will impact how well your desired change will work.

2. Be realistic 

When analyzing your driving and restraining forces, be realistic as to your options for strengthening your driving forces while weakening your restraining forces.

3. Do your force field analysis early in the Improve phase of DMAIC  

Developing your force field analysis, possibly along with an FMEA , will let you mitigate resistance prior to implementation of your proposed changes.

Frequently Asked Questions (FAQ) about a force field analysis

What are the components of a force field analysis.

According to Lewin, there are four components of force field analysis: driving forces, restraining forces, forces for change, and the forces resisting change. 

When would you use a force field analysis? 

Force field analysis is used to identify which factors, when attempting to make a change, drive a person or organization towards or away from a desired state. It is also used to identify the forces which cause people or the organization to resist or restrain the desired change.

How would you describe how to do a force field analysis in simple terms?

• Describe the desired change project or desired state
• Identify driving or helping forces
• Identify restraining or hindering forces
• Analyze the two opposite types of forces
• Develop actions to strengthen driving forces while weakening hindering forces

Quick review of a force field analysis

Force field analysis, as developed by Kurt Lewin, helps you consider the forces for and against a decision or a change. 

To do a force field analysis, you first need to describe and clarify your proposed change. You can write that in a box in the center of your form. Then, list all of the driving forces for change in a column on the left-side, and all of the restraining or blocking forces against change in a column on the right-side.

Develop a scoring scheme for each factor, and add up the scores for each column. You can then decide whether you want to move forward with the change or to change the balance of your forces to get a positive outcome for your desired change. You can use your analysis to develop a strategy and action plan so you can strengthen the forces that support the change and weaken the forces opposing it.

About the Author

Ken Feldman

• Guide: Force Field Analysis

Daniel Croft

Daniel Croft is an experienced continuous improvement manager with a Lean Six Sigma Black Belt and a Bachelor's degree in Business Management. With more than ten years of experience applying his skills across various industries, Daniel specializes in optimizing processes and improving efficiency. His approach combines practical experience with a deep understanding of business fundamentals to drive meaningful change.

• Last Updated: January 28, 2024
• Learn Lean Sigma

Force Field Analysis, developed in the 1940s by Kurt Lewin, stands as a cornerstone in understanding and managing change both organizationally and personally. This strategic tool delves into the dynamics of change, identifying driving and restraining forces that impact change initiatives.

Its core function is to serve as a diagnostic instrument, enabling the development of strategies to bolster driving forces or mitigate restraining ones, thus facilitating efficient and effective change implementation. Notably, its ability to bring structure and clarity to the complexities of change processes marks its significance in diverse change management scenarios.

Table of Contents

What is force field analysis.

Force Field Analysis is a strategic tool that plays a pivotal role in change management, both within organizations and on a personal level. This technique was developed in the 1940s by Kurt Lewin, a prominent psychologist and a founding figure in social psychology. Lewin’s contribution to this field was substantial, with Force Field Analysis being one of his most influential concepts.

The aim of Force Field Analysis is to facilitate the process of understanding the dynamics of change in various situations. It serves as a diagnostic tool that helps in identifying the different forces that may affect a change initiative. These forces can either be in support of the change (driving forces) or against it (restraining forces). By understanding these forces, an individual or organization can develop strategies to either strengthen the driving forces or weaken the restraining forces, leading to a more efficient and effective implementation of change.

One of the key reasons why Force Field Analysis is so valued is its ability to bring clarity and structure to the often chaotic process of change. Change, by its very nature, can be complex and fraught with challenges. This tool provides a systematic way to approach this complexity, making it easier to manage and navigate.

How to Do a Force Field Analysis

Conducting a Force Field Analysis involves a structured process that allows individuals and organizations to visually map out and understand the forces affecting a change initiative. Here’s a detailed look at each step involved:

Step 1: Identify the Current Situation

The first step in Force Field Analysis is to establish a clear understanding of the current situation. This involves a comprehensive assessment of the status quo – what is happening now, what are the key characteristics of the current state, and why does it need to change. This step sets the stage for the entire analysis and requires a deep and objective understanding of the present circumstances.

Alongside understanding the current situation, it’s also important to define the desired end state or goal. This goal should be specific, measurable, achievable, relevant, and time-bound ( SMART ). Having a clear vision of the desired outcome helps in identifying which forces will support or hinder this goal.

Step 2: Determining the Driving Forces

Once the current situation and desired state are clearly defined, the next step is to identify the driving forces. These are the forces that are pushing or pulling the situation towards the desired change. They can be internal or external to the organization or individual.

Internal driving forces might include factors like employee motivation, recognition of inefficiencies within existing processes, or a desire for improvement. External driving forces can encompass technological advancements, changes in market trends, competitive pressures, or regulatory changes. Identifying these forces requires looking at both the internal dynamics and the external environment.

Step 3: Identifying the Restraining Forces

Concurrently, it’s essential to identify the forces that are resisting the change – the restraining forces. These forces work against the desired change and can arise from various sources.

Restraining forces might include organizational culture and traditions that are resistant to change, resource limitations (like budget or time constraints), lack of necessary skills or knowledge among staff, market stability, or even psychological factors such as fear of the unknown or resistance to change among employees. Understanding these restraining forces is crucial for developing strategies to overcome or mitigate them.

Step 4: Analyzing and Prioritizing Forces

With all forces identified, the next step is to analyze and prioritize them. This involves assessing each force in terms of its strength and impact on the change initiative. Some forces will have a greater influence on the current situation than others.

This step is critical because it helps in understanding which forces need more attention. It might be found that some restraining forces are too strong and need significant effort to overcome, or some driving forces are so powerful that they can be leveraged more effectively.

Step 5: Developing Strategies

The final step in Force Field Analysis is developing strategies that aim to strengthen the driving forces and weaken or eliminate the restraining forces. This is where the actual planning for change takes place.

For strengthening driving forces, strategies might include enhancing employee engagement, investing in new technologies, or capitalizing on market opportunities. To weaken restraining forces, strategies could involve organizational restructuring, training and development programs, addressing cultural issues, or reallocating resources.

In developing these strategies, it’s important to maintain a balance. Overemphasizing on driving forces without adequately addressing restraining forces can lead to resistance and conflict, while focusing too much on restraining forces can dampen motivation and slow the pace of change.

Applications of Force Field Analysis

Force Field Analysis, with its foundational principle of identifying and assessing forces that affect change, finds application in a variety of areas. Here’s a detailed exploration of its primary applications:

Organizational Change Management

In the context of organizational change, Force Field Analysis is used extensively to understand and manage the dynamics of change within a business. It helps leaders and managers to identify forces that could drive or hinder organizational change, including internal factors like employee attitudes and external factors like market trends. This understanding is crucial for successfully implementing new strategies, processes, or cultural shifts within an organization.

Personal Development and Self-Improvement

On a personal level, Force Field Analysis can be a powerful tool for self-improvement. Individuals can use it to identify personal driving forces (like motivation, goals, aspirations) and restraining forces (such as fear, lack of skills, or external obstacles) that impact their ability to achieve personal goals. By understanding these forces, individuals can develop strategies to enhance positive forces and mitigate negative ones, leading to more effective personal growth and development.

Project Management and Decision-Making

In project management, Force Field Analysis aids in making informed decisions by identifying all the forces affecting a project. Project managers can use this tool to foresee potential risks and obstacles (restraining forces) and harness positive influences (driving forces) like team strengths or resource availability. This holistic view enables more strategic planning and decision-making throughout the project lifecycle.

Problem-Solving in Team and Individual Settings

Force Field Analysis is also an effective tool for problem-solving, both in teams and individual settings. By visually mapping out the forces influencing a particular problem, teams can gain a better understanding of the factors at play. This process not only aids in finding more comprehensive solutions but also fosters a collaborative environment where team members can contribute their perspectives on potential driving and restraining forces.

Advantages and Limitations

Structured Approach: Force Field Analysis offers a clear and systematic way to analyze the factors involved in decision-making, ensuring that all relevant forces are considered.

Comprehensive Analysis: It encourages an in-depth examination of the current situation, taking into account both positive and negative factors, which leads to a more rounded understanding.

Effective Change Management: By identifying and understanding the various forces at play, it becomes easier to develop strategies to manage and implement change effectively.

Limitations

Subjectivity: The process of identifying and assessing forces can be subjective, leading to biases in the analysis. Personal perceptions and experiences can influence how forces are viewed and prioritized.

Lacks Direct Solutions: Force Field Analysis provides a framework for analysis rather than direct solutions. It identifies what needs to be addressed but doesn’t always offer specific answers.

Risk of Oversimplification: There’s a risk of oversimplifying complex situations, especially when multiple forces interact in complicated ways.

Force Field Analysis offers a structured approach to dissecting and understanding the multifaceted nature of change. Its application spans across organizational change management, personal development, project management, and problem-solving, providing valuable insights for strategic decision-making.

While it excels in offering a systematic way to evaluate factors affecting decisions and change, it also contends with limitations like subjectivity and the potential for oversimplification. Nonetheless, its comprehensive perspective in assessing both positive and negative elements makes it an indispensable tool in the realm of effective change management, underlining its enduring relevance and utility.

• Baulcomb, J.S., 2003. Management of change through force field analysis .  Journal of nursing management ,  11 (4), pp.275-280.
• Swanson, D.J. and Creed, A.S., 2014. Sharpening the focus of force field analysis.  Journal of change management ,  14 (1), pp.28-47.

Q: What is Force Field Analysis?

A: Force Field Analysis is a strategic tool developed by Kurt Lewin in the 1940s. It’s used to identify and understand the forces that influence a particular situation or change initiative. The analysis involves identifying both driving forces that promote change and restraining forces that hinder it, allowing for the development of strategies to enhance or mitigate these forces, thereby facilitating more effective change management.

Q: How is Force Field Analysis used in organizational change?

A: In organizational change, Force Field Analysis helps leaders and managers to understand the factors that support or resist a change initiative. By identifying these forces, organizations can develop targeted strategies to strengthen positive drivers of change (like employee engagement or market opportunities) and address or reduce barriers (such as resistance to change or resource limitations). This process aids in smoother and more successful implementation of organizational changes.

Q: Can Force Field Analysis be applied to personal development?

A: Yes, Force Field Analysis can be effectively applied to personal development. Individuals can use it to identify personal driving forces (like motivation and aspirations) and restraining forces (such as fear and skill gaps) that impact their personal growth and goal achievement. Understanding these forces enables individuals to devise strategies to enhance positive influences and overcome personal barriers, leading to more effective personal development.

Q: What are the main steps involved in conducting a Force Field Analysis?

A: The main steps in conducting a Force Field Analysis include: 1) Identifying the current situation and desired outcome, 2) Determining the driving forces that support the change, 3) Identifying the restraining forces that oppose the change, 4) Analyzing and prioritizing these forces based on their impact, and 5) Developing strategies to strengthen driving forces and weaken or eliminate restraining forces, thus facilitating the desired change.

Q: What are some limitations of Force Field Analysis?

A: Some limitations of Force Field Analysis include its subjective nature, as the identification and assessment of forces can be influenced by personal biases and perceptions. Additionally, while it provides a framework for analysis, it doesn’t offer direct solutions to problems. There’s also a risk of oversimplifying complex situations, particularly when multiple interacting forces are involved. Despite these limitations, it remains a valuable tool for understanding and managing change.

Daniel Croft is a seasoned continuous improvement manager with a Black Belt in Lean Six Sigma. With over 10 years of real-world application experience across diverse sectors, Daniel has a passion for optimizing processes and fostering a culture of efficiency. He's not just a practitioner but also an avid learner, constantly seeking to expand his knowledge. Outside of his professional life, Daniel has a keen Investing, statistics and knowledge-sharing, which led him to create the website learnleansigma.com, a platform dedicated to Lean Six Sigma and process improvement insights.

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Force Field Analysis: A Simple Yet Powerful Decision-Making Tool

We all face difficult decisions in life. Choosing between two job offers. Deciding whether to move to a new city. Picking out a new car. These types of complex choices can leave us feeling stressed and paralyzed, unable to determine the best path forward.

That’s why having a structured approach to assess the pros and cons of a decision can be so helpful. Force field analysis is one such versatile framework that can help guide you toward the right decision by mapping out the driving and restraining forces.

Developed by psychologist Kurt Lewin in the 1940s, force field analysis allows you to break down the factors influencing any decision or situation. Understanding these forces for and against change can help identify where you need to focus your energy to overcome obstacles and tip the scales in your favor.

In this post, we’ll explore what force field analysis is, and its key benefits, and walk through steps on how to conduct one. We’ll also look at an example to see how it works in practice.

What Is Force Field Analysis?

Force field analysis is a decision-making technique that looks at the forces for and against a proposed change to help you determine which path to take.

It involves identifying the pros and cons of an issue and assessing whether the factors driving change outweigh the factors resisting it. The driving forces that are pushing for change are the pros, while the restraining forces that act as barriers against change are the cons.

This analysis leads to one of three outcomes:

• The driving forces outweigh the restraining forces, so the change should be implemented
• The restraining forces are stronger than the driving forces, so the change should be avoided
• The forces are relatively balanced, so more information is needed before deciding

Force field analysis is versatile – it can be applied to personal decisions like moving or changing jobs, or organizational decisions like implementing new software or processes.

It allows you to visually map out all the influencing factors and gain an objective overview of the forces at play. This helps evaluate whether a potential change or decision is worth pursuing given the current circumstances.

The Benefits of Force Field Analysis

There are several key advantages to using a force field analysis:

Provides a Balanced Perspective

The main benefit of this technique is that it pushes you to look at both the positives and negatives of a decision, not just focus on one side. Considering the driving and restraining forces gives a balanced perspective on all factors at play.

Visual Format

Creating a visual force field diagram makes it easy to see at a glance the relative strength of the different forces for and against. This can help overcome analysis paralysis. The visual also makes communicating the decision analysis easier.

Fosters Objectivity

By formally assessing the influencing forces, you’re less likely to make a decision based on emotions. Force field analysis encourages objectivity through an evidence-based approach.

Identifies Barriers Upfront

Understanding the potential obstacles and risks can help you proactively address them. Brainstorming solutions to overcome restraining forces is built into the analysis.

Applicable Across Situations

The simplicity of force field analysis means it can flexibly be used for both business settings and personal choices. Any complex decision can benefit from mapping out the pros and cons.

Facilitates Collaboration

Force field analysis can be completed individually or as a group, allowing multiple stakeholders to share their perspectives. This provides a collaborative approach to problem-solving.

How to Conduct a Force Field Analysis in 6 Steps

Here are six key steps to follow when carrying out a thorough force field analysis:

Step 1: Define the Proposed Change or Decision to Analyze

Start by clearly articulating the change, decision, or issue you want to make a choice on. This could be:

• Implementing new software
• Moving to a new city
• Taking a new job
• Launching a new product or feature

Any complex situation with multiple factors to weigh will benefit from structuring the analysis. Be specific in defining the scope of the decision.

Step 2: Identify the Driving Forces

Next, brainstorm all the factors, realities, trends, or influences that support making the change. These are the driving forces pushing you towards a “yes” decision.

For example, if analyzing a job change, driving forces could include:

• Higher salary
• Career progression opportunities
• More flexibility to work remotely
• Better work culture
• New challenges to learn from

Come up with as comprehensive a list as possible. Think broadly about all the upsides that would come from this change.

Step 3: Identify the Restraining Forces

Then, list out all the restraining forces acting as barriers or reasons not to make the change. These cons could include:

• High costs to change
• Loss of job security
• Hassle of relocation
• Leaving co-workers
• Potential culture clash

The restraining forces are the risks, disadvantages, and downsides that make you hesitant about change. Aim for an exhaustive list of opposing forces.

Step 4: Prioritize the Forces

With your full lists of driving and restraining forces mapped out, now prioritize which ones have the biggest influence or impact.

Rank them from high to low priority. This helps assess which forces are exerting the most pressure for and against.

You can also note which forces are short vs. long-term factors. Time horizon is an important context.

Step 5: Visualize the Analysis

Next, represent the analysis visually in a force field diagram. This allows you to see the relative strength of forces on each side.

To create the diagram:

• Draw a line down the middle of a page
• Note the proposed change at the top
• List driving forces on the left side pushing toward change
• List restraining forces on the right side hindering change
• Note the higher priority forces closer to the top

Here’s a simple example:

This visual representation makes it easy to communicate the analysis and simplify a complex decision.

Step 6: Assess Whether to Proceed With the Change

Finally, assess whether the driving forces outweigh the restraining forces overall based on your diagram. This will guide your decision on how to proceed.

If the driving forces are stronger, it signals the change is worth pursuing given the pros outweigh the cons. If the restraining forces dominate, it’s better to maintain the status quo.

Where the forces are roughly equal, more data is likely needed to pick a clear winner. You may also brainstorm ways to strengthen the driving forces or reduce the impact of restraints.

Re-assess the balance of forces as new information emerges over time. The decision may become clearer as uncertainties are addressed.

Force Field Analysis: Launching New Product Line

Jen is an entrepreneur debating whether to expand her clothing business by launching a new line of activewear. Here is a force field analysis to evaluate this potential change:

Key Takeaways

• The driving forces such as market demand and leveraging existing strengths make a compelling case to launch the new activewear line.
• However, Jen needs to plan for the high initial costs and resource requirements to develop and promote the new products.
• By highlighting the restraining forces upfront, she can proactively address risks like tight cash flow.
• Prioritizing the forces helps identify the largest barriers to overcome.
• Further market testing may help size the revenue potential and refine launch timelines. With preparation, the driving forces seem to make this change favorable.

Using a visual force field analysis table makes it easy to map out all factors influencing this major business decision. By understanding the pros and cons, Jen is better equipped to determine the best path forward.

Tips for Effective Force Field Analysis

Follow these tips when conducting a force field analysis to get the most value:

• Clearly define the scope and decision criteria upfront
• Involve key stakeholders early for wider inputs
• Set timeboxes for brainstorming driving and restraining forces
• Regularly revisit your analysis as new data emerges
• Weigh short-term vs. long-term factors appropriately
• Visualize the analysis for clearer insights
• Don’t avoid listing difficult restraining forces
• Track your key assumptions and validity over time
• Consider if any forces can be modified or reduced
• Use force field analysis for both business and personal decisions

Powerful Yet Simple Decision-Making

Force field analysis offers an intuitive yet structured approach to evaluating any complex decision. Visually mapping the forces for and against change leads to better-informed choices.

While simple in concept, consistently applying this technique prevents you from overlooking key factors and makes your assumptions explicit. Testing decisions from multiple angles leads to the strongest outcome.

So next time you’re stuck evaluating a major change or dilemma, try constructing a force field diagram. Looking at the full picture is the first step towards progress.

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Partha Chakraborty

Partha Chakraborty is a venture capitalist turned entrepreneur with 17 years of experience. He has worked across India, China & Singapore. He is the founder of Tactyqal.com, a startup that guides other startup founders to find success. He loves to brainstorm new business ideas, and talk about growth hacking, and venture capital. In his spare time, he mentors young entrepreneurs to build successful startups.

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Force Field Analysis by Kurt Lewin explained

Force Field Analysis: this article explains the Force Field Analysis by Kurt Lewin in a practical way. Next to what it is, this article also highlights the change process, the Force Field Analysis, an example template overview to start yourself, the possible obstacles and preconditions. After reading you will understand the basics of this powerful decision making tool. Enjoy reading

What is change? Kurt lewin’s Theory

In the last century, Kurt Lewin was best known for being the founder of social psychology. He proved that individuals not only have to deal with inner urges such as desires, motives, and expectations but also with pressure from their environment.

In his Change Management Model , he indicated that it is possible for individuals to be flexible and that they can change their behaviour. This does not happen overnight. Kurt Lewin identified three basic stages: the unfreezing stage, the change stage and the refreezing stage.

Change process

The first stage is about people becoming aware of their own behaviour and that they have to get rid of unwanted habits. Efforts should be made to transition from ‘unconscious wrong’ behaviour to ‘conscious wrong’ behaviour.

Only when individuals are aware of their ‘wrong ’behaviour it is possible to move to the second stage. In the move stage it is important for individuals to acquire the required appropriate knowledge, attitudes and skills. Efforts should be made to transition from ‘conscious wrong’ to ‘conscious right’ activities.

In the third and final stage the desired (new) behaviour cannot be a once-only occurrence but the aim is that this will become(and remain) a fixed part and pattern of their daily routine. The ideal is a continuous transition from ‘conscious good’ to ‘unconscious good’.

Force Field Analysis

Change is very difficult to accept for people and they would much rather see that everything remains ‘the same’ . This also applies to companies and organizations where it is important to implement changes.

After all, inertia is tantamount to decline and in order to generate as little resistance as possible, Kurt Lewin developed the Force Field Analysis (FFA). This is a method in which a team or an organization can predict in advance what the expected resistance will be to the proposed change.

Change within an organization can be effected in different ways. For example a reorganization, the introduction of a new technology, introduction of new machines, adjustment of production or changes in work processes . Using FFA, it becomes clear what forces could possibly influence the change.

These might include resistant people, inoperative processes and structures, negative attitudes, habits, insufficient knowledge and skills. All these force may have an impact on the individual employee, a department or the entire organization.

Figure 1 – an example template of a Force Field Analysis

Force Field Analysis and possible obstacles

FFA is a powerful strategic instrument that is used to understand what is needed for change to take place in both a business and a personal environment. FFA makes clear what the possible obstacles are that could hinder change.

It enables an organization to become aware of the difficulties that may be involved in the envisaged change. By consulting thoroughly with each other, FFA ensures that teams will feel responsible. They will be better able to implement the change and to identify and eliminate any obstacles prematurely.

Driving and restraining forces

FFA distinguishes driving forces and restraining forces. The restraining forces are obstacles that get in the way of change. They have an impact on the change and they will try to restrain this. The driving forces support change and encourage positive effects.

FFA can be used as a tool to understand why, for example, the introduction of a new working method does not work which makes it possible to draw up an improvement plan. The FFA also contributes to the improvement of internal communication.

Preconditions Force Field Anaylsis

It is important that a Force Field Analysis group is composed of people in the organization that are involved in change in different ways. Preferably, this should be a differentiated group that includes manager, employees, internal clients and technicians.

Now It’s Your Turn

What do you think? What is your experience with decision making and managing organizational change? Do you recognize the brief explanation on the Force Field Analysis or do you have any additions to this post? What are your success factors on decision making in relation to organizational change?

More information

• Baulcomb, J. S. (2003). Management of change through force field analysis . Journal of nursing management , 11(4), 275-280.
• Bozak, M. G. (2003). Using Lewin’s force field analysis in implementing a nursing information system . CIN: Computers, Informatics, Nursing, 21(2), 80-85.
• Lewin, K. (1946). Force field analysis . The 1973 Annual Handbook for Group Facilitators, 111-13.
• Schein, E. H. (1996). Kurt Lewin’s change theory in the field and in the classroom: Notes toward a model of managed learning . Systemic Practice and Action Research , 9(1), 27-47.
• Thomas, J. (1985). Force field analysis: A new way to evaluate your strategy . Long range planning, 18(6), 54-59.

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Patty Mulder

Patty Mulder is an Dutch expert on Management Skills, Personal Effectiveness and Business Communication. She is also a Content writer, Business Coach and Company Trainer and lives in the Netherlands (Europe). Note: all her articles are written in Dutch and we translated her articles to English!

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Force Field Analysis: The Ultimate How-to Guide

The Force Field Analysis is a tool that enables a change practitioner to visually map and analyze the driving and resisting forces behind a project or initiative.

The model portrays driving forces (those that are working in the direction of the change) and resisting and/or restraining forces (those that tend to support the status quo). These are arranged as a field of opposing forces, or as a “force field.”

In this article I’ll cover what the Force Field Analysis tool is, why you should use it, but how to use it as well as a real-life case study of where I used this exact tool on a project.

Force Field Analysis is a powerful decision-making tool widely used in  organizational change management , originally developed by  Kurt Lewin  as a  change management model  in 1951. It’s used to understand problem-based, situations in social science to effect planned change.

Today, Force Field Theory is still used to understand most organizational change processes.

Known as one of the modern pioneers in social, organizational and applied psychology , Kurt Lewin, a German-American psychologist (born in Poland in 1890), was a professor at the University of Berlin between 1926 and 1932 before moving to the United States in 1933.

Lewin worked as a professor in a number of US universities before eventually becoming director of the Centre for Group Dynamics at Massachusetts Institute of Technology (MIT).

For more on Kurt Lewin, check out this in-depth training guide on  Kurt Lewin’s Change Model .

What is Force Field Analysis

In other words, the two sets of forces will work together to keep an equilibrium or status quo.

  Figure 1:  Force Field Analysis  – Towards a Desired State

So, if an organization strives to keep equilibrium, it will work to maintain the balance. If on the other hand, an organization wants to create change, then it needs to unbalance and disrupt the equilibrium.

Generally, this is achieved by strengthening Driving forces (one of the balancing forces) so they are stronger than the Restraining forces (the other balancing force).

What are Driving Forces?

Driving forces push to influence a situation in a particular direction.  Driving forces work to  support  a stated goal or objective . They are usually seen as ‘positive’ forces that facilitate change.  Examples of some Driving forces include:

• new personnel
• changing markets
• new technology
• competition
• pressure from management

Others may include:

• legislation
• shareholders
• public opinion

What are Restraining Forces?

Restraining forces work to block or counter progress towards a goal or objective.  They tend to limit or decrease the Driving forces. Examples of Restraining forces include:

• an individual’s fear of failure
• organizational inertia or apathy

Changing the Equilibrium

As a  change management tool , Lewin’s Force Field Analysis is used to evaluate the forces FOR (Driving forces) and AGAINST (Restraining forces) a change. Before they are evaluated, though, they need to be identified.  This can be done through these types of analyses:

• SWOT (Strengths, Weaknesses, Opportunities, and Threats)
• PRIMO-F (People, Resources,  Innovation , Marketing, Operations, Finance)
• PESTLE (Political, Economic, Social, Technology, Legal, Environmental)

For change to be successful (i.e. shifting the equilibrium to a new desired state), you need to:

• Strengthen the Driving forces
• Weaken the Restraining forces

You can represent this in a diagram.  It will help you understand where an imbalance can be created in the quasi-equilibrium (current state) to effect the change.

Using the diagram, you plot the forces.  Doing this helps you in your understanding of a complex environment.  You can then use this visual to facilitate discussion with key decision-makers before an action plan is devised.

Figure 2:  Force Field Analysis Model for Manufacturing

According to  Lewin , three steps are needed to achieve change towards a vision or goal in an organizational change context. These are to:

• Unfreeze  – the organization has to unfreeze the Driving and Restraining forces that hold it in a state of quasi-equilibrium
• Change  – an imbalance is introduced to the forces so change can take place (increase the Drivers, reduce the Restraints or do both)

Why use Force Field Analysis?

A key benefit of Lewin’s Force Field Analysis is that it is really useful to help us understand:

• how to move people through change
• why people resist change
• how we can analyze the pressures ‘for’ and ‘against’ change (the pros and cons)
• how we can apply a better decision-making technique
• how we can communicate go/no-go decisions

Lewin’s Force-Field Analysis has us focus on the critical components to create change.  It does this by:

• Analyzing  the Driving and Restraining forces that affect a transition from the current state to the future state. Restraining forces may include reactions from those who see change as ‘unnecessary’ or constituting a ‘threat’
• Assessing  Driving and Restraining forces.  Which ones are critical?
• Taking steps  to increase critical Driving forces and decrease critical Restraining forces

Source:  Lewin, K. (1951) Field Theory in Social Science, Harper & Row, New York

Other benefits Force Field Analysis provide are that it helps to:

• align a group on the change
• galvanize the group to take action – change is often harder than first thought
• develop robust plans to fully address the issues that are holding back the change
• identify stakeholders (never miss a stakeholder!)
• enable everyone to develop and realize a future that aims to fulfil interest or importance for relevant parties

So how does Force Field Analysis work in practice?

Case Study:   5 Steps to Fast and Dramatic Change using   Force Field Analysis

Here’s a real application of this tool I used on a financial operation project:

Working on a process re-engineering project in the collections department of a bank, I’d spent five months with the team to develop an automated ‘skip’ tracing system (called ‘skips’).  These are used to find debtors that no longer have contact details.

I didn’t want to leave implementation to chance.  So instead, I aimed for a collaborative, well-considered implementation.

I got the stakeholders (ranging from senior managers to frontline staff) together in a room.  We walked through the change using Force Field Analysis as the tool of choice to plan it.

Results speak for themselves:

And this led to … reduced “write-offs” (total of $25.02m per year) for:

• the bank’s personal loan book – $9.54m per year
• their credit card’s portfolio – $15.48m per year

Those results are nice but what about the change implementation?

Well, it was embraced better than I could have imagined. Here’s why I believe it worked extremely well …

What I did (and you can too):

Step 1:   I kicked things off by having the frontline teamwork on the solution. By having the people impacted part of the solution, they’re more likely to be engaged and less likely to resist.

They were a part of it.

Step 2:   I got the frontline team into a room and placed two pieces of butcher’s paper on the wall.  One was labeled  ‘Driving Forces (Aids)’  and the other was labeled  ‘Restraining Forces (Barriers)’ .

Step 3:   Together, we brainstormed a list for each category.

Here’s what we came up with:

Aids and Barriers Analysis

Figure 3:  Aids and Barriers Analysis

Step 4:   Next, we converted this analysis into a plan.

  High-Level Action Plan

Step 5:   Finally, we implemented the plan!

Now, it’s your turn …

How you can do a Force-Field Analysis?

Easy.  In these steps:

• Describe (in a few words) your issue or proposal for change
• Identify the forces ‘FOR’ change
• Identify the forces ‘AGAINST’ change
• Rate the remaining items
• Implement the plan!

Step 1.    Describe your change

Get your team members and organizational subject matter experts involved to harness their expertise.

Put a sheet of butcher’s paper up on a wall.  In the center of the sheet, draw a box and write in your goal or vision for the change.

Step 2.     Identify the forces ‘for’ change

Now, think about the forces that are driving the change.  These can be internal or external factors.

As a group, brainstorm and identify as many factors as you can.  Ask these questions to help identify the forces:

• What business benefits will this change deliver?
• Who is ‘for’ the change? Why?
• Who is ‘against’ it?  Why?
• Do we have the resources to make the change work?
• What costs and risks are involved?
• What business processes will be impacted?

List these forces driving change on  the left-hand side  of the box.

Step 3.    Identify the forces ‘against’ change

Now, brainstorm internal and external forces that restrain or are unfavorable to the change.

A common internal example that many organizations cite is,  “that’s not how we do things around here”  (inflexible attitudes).  Similarly, an external example may be government legislation changes.

List these Restraining forces on the  right-hand side  of the box.  You can group similar items together to get the main theme.

Next, look at your main themes.  Remove any items that you have no control over.

Step 4.    Rate the remaining items

Now, the fun begins!

Rate each remaining force with say,  one  (lowest impact) to  five  (highest impact).  The goal here is to determine how much influence each force has on the plan.

Add up the ‘for’ and ‘against’ scores.

This should now give you a clear picture of influence that each force has on the change.  This picture should also allow you to decide to move forward with the decision or change it.

Step 5.    Implement the plan!

If you are to move forward, the next step is to create an action plan.  This plan needs to weaken or remove Restraining forces and strengthen Driving forces and so increasing the ‘net’ force for the change.

Some analysis may suggest changes you might like to make to the initial plan to give some flexibility.  This will help to ensure its success.  For example, if your project is going to introduce some new technology pivotal to business survival in the digital economy,  you will need to ensure staff are on board with the change.

So, what needs to be done?

Staff need to be trained.  Training incurs a ‘cost’ to the organization.  Let’s say one of your main themes is ‘Costs’ and let’s say they are already at a ‘3’.

You’ll need to add ‘1’ to ‘Costs’ because your training costs are to increase.

So, ‘Costs’ = 4 (i.e. 3 + 1 = 4).

However, if your staff fear technology, then training might take longer as people learn to manage their fear as they learn new ways of doing things.  Therefore, technophobia reduces overall benefits so we need to subtract ‘2’ from ‘4’.  Training, however, supports the change. So, ‘Costs’ are now at ‘2’.

You will need to prioritize your action steps.

Which ones will enable you the greatest impact?

What resources will you need and how will you implement these steps?

Finally, you will need to assess your progress to determine the success of actions you have decided.

Further Reading: Lewin, K. (1951) ‘Field Theory in Social Science’, Harper and Row, New York. Maslen R. and Platts K.W. (1994) ‘Force Field Analysis:  A Technique to Help SMEs Realize Their Intended Manufacturing Strategy’, in Operations Strategy and Performance, 1st European Operations Management Association Conference, University of Cambridge, June, pp. 587-588. Thomas, J. (1985) ‘‘Force Field Analysis:  A New Way to Evaluate Your Strategy’, Long Range Planning, Vol. 18, No. 6, pp. 54-59.

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Force-Field Analysis

• First Online: 02 January 2023

Cite this chapter

• Keith D. Walker 4  

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Force-field Analysis was introduced by Kurt (Field theory in social science, Harper and Row, 1951), based on his earlier Field Theory developments, as a framework for studying the forces that influence individuals and their situations. Lewin described the ‘field’ as the individual’s mental construct that contained their motives, values, needs, goals, anxieties, and ideals. He theorized that an individual’s interaction (experience) with an external stimulus was important in their development or regression. Lewin applied these principles to the analysis of societal group behaviour in several areas in order to determine whether there would be forward movement or retreat from progress. (Thomas in Long Range Planning 18:54–59, 1985) explained that, although Force-field Analysis had been used in various contexts, it was rarely applied to strategy; but he suggested that the method could provide new insights into the evaluation and implementation of change. Maslen and Platts (Maslen and Platts in Force field analysis: a technique to help SMEs realize their intended manufacturing strategy. In: Proceedings of Operations strategy and performance, first European Operations Management Association Conference, University of Cambridge, pp 587–588, 1994) introduced the direct application of Force-field Analysis to manufacturing strategy and organisational change. Today, Force-field Analysis is widely used to inform decision making, particularly in managing and planning change in organisations. Force-field Analysis is a powerful method of gaining a comprehensive overview of the different forces acting on a potential change issue, and for assessing the source and strength of these impinging influences. Force-field Analysis can also now be approached through imputing quantitative and qualitative data into computer software.

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Lewin, K. (1951). Field theory in social science . Harper and Row.

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Maslen, R., & Platts, K. W. (1994, June). Force field analysis: A technique to help SMEs realize their intended manufacturing strategy. In Proceedings of Operations Strategy and Performance, first European Operations Management Association Conference (pp. 587–588). University of Cambridge.

Ramalingam, B. (2006). Tools for knowledge and learning: A guide for development and humanitarian organizations (pp. 32–33). https://www.odi.org/sites/odi.org.uk/files/odi-assets/publications-opinion-files/188.pdf

Thomas, J. (1985). Force field analysis: A new way to evaluate your strategy. Long Range Planning, 18 (6), 54–59.

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1. What is force-field analysis Youtube (2:27 minutes): https://www.youtube.com/watch?v=MjuGmhYhxgA

2. Force-field analysis Youtube (4:49 minutes): https://www.youtube.com/watch?v=pKR4uf74WWA

3. Lewin’s force-field analysis Youtube (8:31 minutes): https://www.youtube.com/watch?v=X9ujAtYAfqU

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Walker, K.D. (2023). Force-Field Analysis. In: Okoko, J.M., Tunison, S., Walker, K.D. (eds) Varieties of Qualitative Research Methods. Springer Texts in Education. Springer, Cham. https://doi.org/10.1007/978-3-031-04394-9_32

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Lewin’s Force Field Analysis in Change Management. What, Why, and How

April 2nd, 2024

Modern-day organizations face multifaceted challenges of varying complexities. The management, oftentimes, finds themselves stuck in situations, divided between the driving/restraining forces of transformation.

Lewin’s Force Field Analysis is a powerful framework that resolves these ‘tricky’ situations by enabling companies to understand the dynamics of change .

The framework achieves this by identifying and evaluating diverse factors influencing the success or failure of a change via a systematic approach.

By getting a hold and understanding of these driving forces, organizations gain the insights to build strategies that are targeted to drive positive changes and diminish negative ones. Empowering them to lead successful implementations and drive holistic growth.

Key Highlights

• Understand the core concepts of Lewin’s Force Field Analysis, a widely used change management framework
• Explore the key components of force field analysis, including driving forces and restraining forces
• Learn how to apply Lewin’s force field analysis to identify and address barriers to organizational change
• Discover the benefits and limitations of Lewin’s force field analysis compared to other change management tools
• Gain practical tips and best practices for conducting effective force field analysis

What is Lewin’s Force Field Analysis?

Lewin’s force field analysis is a popular change management model developed by the renowned psychologist Kurt Lewin. It helps individuals and organizations decode and chart the dynamics of change.

At the core level, force field analysis focuses on visualization and evaluation of the varying forces that influence a decision via a structured approach.

After identification of these “forces”, assessments of relative strengths, leaders, and change agents take place which powers the development of informed and highly effective strategies to initiate and sustain organizational transformation.

Kurt Lewin’s change management approach is built on the statement – “Change occurs when the driving forces for change outweigh the restraining forces against it”.

Here, driving forces account for the factors that drive an organization to a desired result or outcome like new technologies, customer satisfaction, competitive edge, higher performance, etc.

Whereas the restraining or negative forces are the hurdles, obstacles, challenges, etc. that hinder the momentum to achieve the desired outcome and require work to maintain the status quo, like organizational culture, employee resistance, or resource constraints.

After through examination of these forces, organizations gain actionable intelligence to develop strategies to achieve the desired goals. This holistic approach enables organizations to drive changes that are well-informed, thoroughly calculated, implemented, and sustainable.

Components of Lewin’s Force Field Analysis

The core of Lewin’s force field analysis is identifying and evaluating the driving and restraining forces that impact a proposed change.

By carefully examining these forces, organizations can develop a more comprehensive understanding of the dynamics at play and make more informed decisions.

Identifying Driving Forces for Change

Driving forces are factors that push an organization or individual toward a desired change. These can include external pressures like market demands, new technologies, or regulatory changes.

Internal driving forces may involve improving efficiency, boosting morale, or gaining a competitive advantage. It’s important to thoroughly brainstorm and list all the potential driving forces that could facilitate the proposed change.

Identifying Restraining Forces Against Change

Restraining forces are factors that hinder or resist the proposed change. These can be organizational barriers like entrenched policies, siloed departments, or lack of resources.

Individual restraining forces may involve employee skepticism, fear of the unknown, or concerns about job security. Identifying and understanding these restraining forces is crucial, as they can undermine even the best-intentioned change efforts.

Scoring and Weighting the Forces

Once the driving and restraining forces have been identified, the next step is to score and weight their relative importance. This is typically done on a scale of 1-5, with 1 representing a weak force and 5 representing a strong force.

The scores assigned to each force should be based on objective assessments of their potential impact and likelihood of occurrence.

Analyzing the Balance of Forces

With the driving and restraining forces scored and weighted, the final step is to analyze the overall balance of power between the two. If the total score of the driving forces outweighs the total score of the restraining forces, the change is more likely to succeed.

Conversely, if the restraining forces are stronger, the change will face significant headwinds. This analysis provides valuable insights into the feasibility and potential challenges of the proposed change.

By thoroughly examining the components of Lewin’s force field analysis, organizations can gain a deeper understanding of the complex dynamics at play and make more informed decisions about the change process.

Step-by-Step Guide to Conducting a Force Field Analysis

Conducting a force field analysis involves several key steps to identify and evaluate the driving and restraining forces for a particular change or initiative. Here is a step-by-step guide:

• Define the change or goal : Start by clearly defining the specific change or goal you want to achieve. This will be the focal point of your force field analysis.
• Identify driving forces : Brainstorm and list all the factors that are pushing or driving the desired change. These could include market demands, new technologies, competitive pressures, management directives, or employee motivations.
• Identify restraining forces : Similarly, identify all the factors that are resisting or restraining the change. These could include organizational inertia , resource constraints, employee resistance , regulatory barriers, or cultural norms.
• Evaluate and score the forces : For each driving and restraining force, assign a score based on its strength or impact. Typically, a scale of 1-5 or 1-10 is used, with 1 being the weakest and 5 or 10 being the strongest.
• Analyze the balance of forces : Compare the total strength of the driving forces against the total strength of the restraining forces. Ideally, the driving forces should outweigh the restraining forces for the change to be successful.
• Develop strategies : Based on the analysis, identify strategies to strengthen the driving forces and weaken the restraining forces. This could involve resource allocation, communication plans, training programs, or organizational restructuring .
• Implement and monitor : Implement the strategies and continuously monitor the force field to adjust as needed. Reevaluate the forces over time as the situation evolves.

Force Field Analysis Examples

Lewin’s Force field analysis can be applied in a variety of contexts, including:

• Business : Evaluating the forces behind a new product launch, a merger or acquisition, or a process improvement initiative .
• Healthcare : Assessing the factors influencing the adoption of a new medical technology or the implementation of a quality improvement program.
• Education : Analyzing the forces behind the implementation of a new curriculum, the integration of technology in classrooms, or the development of a student support program.
• Nonprofit : Examining the driving and restraining forces for a fundraising campaign, a community outreach program, or a policy advocacy effort.

Strategies for Strengthening Driving Forces and Weakening Restraining Forces

Based on the force field analysis, you can develop targeted strategies to enhance the driving forces and mitigate the restraining forces. Some common strategies include:

Strengthening Driving Forces

• Allocating additional resources (financial, human, or technological) to support the change
• Enhancing communication and stakeholder engagement to build momentum and buy-in
• Providing training and development opportunities to build necessary skills and capabilities
• Leveraging external factors, such as market trends or regulatory changes, to create a sense of urgency

Weakening Restraining Forces

• Addressing employee concerns and resistance through open dialogue and change management initiatives
• Removing or reducing organizational barriers, such as outdated policies, rigid hierarchies, or siloed structures
• Securing buy-in and support from key decision-makers and influential stakeholders
• Implementing pilot programs or incremental changes to build confidence and reduce risk perceptions
• Providing additional resources or incentives to overcome resource constraints or competing priorities

By strategically strengthening the driving forces and weakening the restraining forces, you can increase the likelihood of successful change implementation and achieve your desired goals.

Advantages of using Lewin’s Force Field Analysis

Force field analysis is a powerful tool in the change management arsenal due to several key advantages it offers:

• Comprehensive assessment of change drivers : By identifying both the driving and restraining forces, force field analysis provides a holistic view of the factors influencing a proposed change. This allows for a more thorough and balanced evaluation.
• Visualizing the changing landscape : The visual nature of a force field diagram makes it easy to quickly grasp the relative strengths of the driving and restraining forces. This visual representation aids in communication and buy-in from stakeholders.
• Targeted change strategies : Once the forces are mapped out, organizations can develop targeted strategies to strengthen the driving forces and weaken the restraining forces. This focused approach increases the chances of successful change implementation .
• Adaptability across contexts : Force field analysis can be applied to a wide range of change initiatives, from organizational restructuring to process improvements to new product launches. Its versatility makes it a valuable tool in diverse business settings.
• Simplicity and ease of use : Compared to more complex change management frameworks, force field analysis is relatively straightforward to understand and apply. This accessibility makes it a practical choice for teams looking to quickly assess and address change dynamics.

Disadvantages and Limitations of Lewin’s Force Field Analysis

While force field analysis offers many benefits, it also has some limitations that should be considered:

• Subjectivity in force identification and scoring : Identifying and weighting the driving and restraining forces can be subjective, leading to potential biases and inconsistencies. Ensuring objectivity is crucial for accurate analysis.
• Oversimplification of complex change dynamics : By focusing on a limited set of forces, force field analysis may overlook the nuances and interdependencies of the changing environment. Real-world change is often more multifaceted.
• Static nature of the analysis : Lewin’s Force field analysis provides a snapshot in time, but change factors can evolve rapidly. The analysis must be regularly revisited and updated to maintain relevance.
• Lack of implementation details : While Lewin’s force field analysis helps identify the key forces at play, it does not provide specific guidance on implementing the strategies to manage those forces. Additional planning and execution steps are required.
• Potential resistance to change : The act of conducting a force field analysis may, in some cases, highlight the significant restraining forces, which could inadvertently discourage stakeholders and hinder change momentum.

Comparison to other change management tools

Lewin’s Force field analysis can be effectively combined with other change management tools to provide a more comprehensive approach. For example:

• SWOT analysis : While Lewin’s force field analysis focuses on the driving and restraining forces, SWOT analysis examines the broader strengths, weaknesses, opportunities, and threats related to the change.
• Stakeholder analysis : Identifying and managing key stakeholders is a critical complement to the force field analysis, as stakeholders can be both driving and restraining forces.
• Root cause analysis : Delving deeper into the underlying causes of the restraining forces can help develop more targeted strategies for overcoming them.

By leveraging multiple change management tools, organizations can gain a more holistic understanding of the changing landscape and increase the chances of successful implementation.

Best Practices and Tips for Effective Force Field Analysis

Conducting effective brainstorming sessions.

Successful force field analysis starts with a thorough brainstorming session to identify all the relevant driving and restraining forces at play.

To facilitate an effective brainstorming session, it’s important to gather a diverse group of stakeholders who can provide different perspectives.

Encourage open and honest discussion, and use techniques like the nominal group method or affinity diagrams to capture all the ideas. Make sure to document the forces clearly and avoid vague or ambiguous phrasing.

Ensuring Realistic and Objective Analysis

When scoring and weighting the driving and restraining forces, it’s critical to remain as objective and realistic as possible. Avoid letting personal biases or assumptions skew the analysis.

Gather data and evidence to support the ratings assigned to each force. Consider seeking input from outside experts or neutral parties to provide an unbiased assessment. Regularly review the force field analysis to ensure the ratings still accurately reflect the current situation.

Integrating Force Field Analysis into the DMAIC Process

For organizations using the Six Sigma DMAIC (Define, Measure, Analyze, Improve, Control) framework, force field analysis can be a valuable tool at multiple stages.

In the Analyze phase, force field analysis helps identify the key forces behind a problem or opportunity. In the Improve phase, it can guide the development of strategies to strengthen driving forces and weaken restraining forces.

Finally, in the Control phase, force field analysis can monitor the long-term balance of forces to sustain the desired change.

Overcoming Common Challenges in Lewin’s Force Field Analysis

Lewin’s Force field analysis is not without its challenges. One common issue is the tendency for participants to focus too narrowly on the forces they can directly control, rather than considering the full scope of influencing factors.

Another challenge is the difficulty in accurately quantifying and weighting the forces, which can lead to oversimplification. Finally, resistance to change or lack of buy-in from key stakeholders can undermine the effectiveness of the analysis.

To overcome these challenges, facilitate open dialogue, encourage a systems-thinking approach , and ensure the analysis is embedded in the organization’s change management processes.

By following these best practices, organizations can leverage Lewin’s force field analysis as a powerful tool to navigate complex change initiatives and increase the chances of successful implementation.

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Force field analysis is an important problem-solving technique that helps identify and analyze the forces that drive and resist change. It is a useful tool for problem-solving, process optimization, and decision-making. In this article, we will provide a comprehensive overview of force field analysis, including its purpose, process, and applications. Force field analysis is a powerful tool for understanding the dynamics of any situation. It helps identify the factors that are driving or resisting change, allowing you to make better decisions and optimize processes.

Benefits of Force Field Analysis

Using Force Field Analysis can help teams identify competing forces at play in any given situation, such as those that may be driving or preventing change. By understanding these forces, teams can develop strategies for overcoming obstacles, or for amplifying the effects of those forces that are driving successful change. Force Field Analysis can also help teams identify potential areas for improvement, as well as potential risks associated with making changes. This helps teams make more informed decisions about their process optimization initiatives, allowing them to avoid costly missteps.

Steps Involved in Conducting a Force Field Analysis

2.brainstorm possible driving forces and restraining forces, 3.identify each force’s level of influence on the issue, 4.evaluate the driving forces and restraining forces, 5.identify potential solutions or strategies for overcoming obstacles, 6.implement your chosen solution or strategy, 7.monitor progress and adjust your approach as needed.

By identifying the competing forces at play and the potential areas of improvement, teams can gain insight into their environment and make more informed decisions. With its easy-to-understand approach, Force Field Analysis is a valuable tool for any team looking to optimize their processes and solve problems.

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A little-known but powerful visual approach to solving your biggest challenges

By Chuck Frey

A “force field analysis” is a little-known but powerful creative problem-solving technique that can help you to deconstruct your current challenge into its strengths and weaknesses in – and to focus on those that will help you ensure a successful outcome.

Most challenges are composed of a set of conditions or circumstances. Each one has a dynamic, a positive or negative momentum that can carry us toward a best or worst case scenario, respectively. Force field analysis gives us a visual way to better understand our challenges and visualize these forces at work, so we can brainstorm ways to minimize our weaknesses, build upon our strengths – or add new positive skills or conditions to better counterbalance our weaknesses.

In this new Mind Mapping Insider report, we will look at a technique for performing a force field analysis – also known as “tug of war” – which is described in Michael Michalko’s excellent creativity book, Thinkertoys: A Handbook of Creative Thinking Techniques . Insider members get a free set of SmartDraw and PDF templates to use to create your own analyses, plus an example of a completed diagram.

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But Michalko’s tabular diagram wasn’t good enough for me. In my opinion, it had a number of shortcomings, which I describe in this report. I created my own version of it that works even harder, and will help you decide which parts of your challenge to focus upon first. That diagram is also available to Insiders in SmartDraw and PDF formats.

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Video • 1 min read

How to Use Force Field Analysis

Considering pros and cons.

By the Mind Tools Content Team

When we have a tough decision to make, many of us write a list of the pros and cons. Then, if we have more pluses than minuses, we should surely just go ahead with it?

Well, not necessarily. If you've ever made one of these lists, you’ll already know the problem.

Most of the time, the pros and cons aren't equally important. For instance, you might have just three cons on your list, but one of them might be particularly significant. More so, even, than all of the pros you've listed. So, it's hard to make a balanced decision with a simple list.

One way around this is to use Force Field Analysis. This technique helps you weigh up the forces for and against change, and represents them in a visually clear way. Once you've done this, you'll have a more accurate assessment of your decision.

Conducting a Force Field Analysis is easy. Take a piece of paper, and think about the decision you're making. On the left-hand side, list the forces for change. That is, the pros of the decision. On the right-hand, list the forces against change, or the cons of the decision.

Next, go through and assign a score of between one and five for each of the pros and cons. A score of one means that this element isn't that important. A five means it is very important.

When you score the pros and cons on the diagram, you can represent the importance of each force by drawing arrows round them. Use bigger arrows for the forces that have a greater influence on the change, and smaller ones for those that have less. Once you've done this, add each column up.

You now know whether it's worth going ahead with the decision.

You can find out more about using Force Field Analysis in the article that accompanies this video.

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