Force field analysis

Force-field analysis maps the factors that support or resist a proposed change. By making those forces explicit, a team can test assumptions, involve affected people and choose interventions that strengthen enabling conditions or reduce barriers.

When to use it

Use the model when planning a consequential change at team, department or organisation level, especially when stakeholders disagree about what will help or hinder implementation.

Origins

Social psychologist Kurt Lewin developed the idea from field theory, which understood behaviour as the result of interacting forces within a person’s environment. Lewin, who lived from 1890–1947, described change as movement within a dynamic field rather than the effect of one isolated cause. Organisation-development practitioners later turned that theoretical idea into the familiar workshop method of listing and weighting driving and restraining forces.

What it is

A force is a condition, interest, belief, resource or relationship that affects movement toward the proposed state. Driving forces increase momentum; restraining forces oppose, redirect or slow it. The current situation reflects their interaction, not a simple arithmetic balance.

The method can help a team:

• understand the pressures surrounding a change;
• identify affected stakeholders and decision makers;
• surface support, concern and practical constraints;
• choose where influence, redesign or additional evidence is needed.

A restraining force is not necessarily irrational resistance. It may reveal a legitimate safety, workload, fairness or feasibility problem.

How to use it

1. State the proposed change and intended outcome in neutral, testable language. Draw columns for “helpers” and “blockers,” with the change between them.
2. Invite affected people to identify forces from their own experience. Ask for evidence, who experiences each force and how it operates. Separate causes from symptoms and avoid merging contradictory views too early.
3. Group related forces and examine relationships. A single policy may create several blockers, while removing one bottleneck may weaken others.
4. Estimate influence and confidence. A scale from 1 to 10 or arrows of different lengths can make priorities visible, but record the evidence and uncertainty behind each rating. Select interventions that reduce important restraints or reinforce enabling conditions without causing disproportionate harm.

A teleworking example might include:

Teleworking

computers

Better work-life balance

Staff feel isolated

Reduced absenteeism for

Force-field analysis

The raw phrases in a workshop should be examined rather than accepted at face value. For example, “danger of skiving” may reflect an output-measurement problem or distrust; “staff feel isolated” may vary by role and working pattern. Reframing makes the response more specific.

Involving affected people improves the analysis because they see operational effects that a central implementation team may miss. Participation must be genuine: people should be able to challenge the change itself, identify conditions under which it would be acceptable and see how their input affects the plan.