How to conduct a force field analysis + examples

Businesses must adapt to stay competitive, whether through new digital tools or processes. But, making change last is often difficult. New business transformation strategies, whether big or small, can face resistance.

Force field analysis helps companies manage change. It identifies factors that push progress forward and those that create obstacles. Leaders can use this tool to understand what supports or slows change. This insight helps them plan better change management activities.

This article explains the key elements of force field analysis. It provides step-by-step guidance and real-world examples to help you apply it well.

What is force field analysis? 

Force field analysis is a strategic framework that helps identify factors that affect change. Some forces push for change, while others resist it. Organizations can use this tool to strengthen supportive forces and reduce employee resistance.

Kurt Lewin created this method for social psychology in the 1940s. Today, businesses use it to guide decisions, solve problems, and manage change.

Core components of force field analysis

The main elements of force field analysis are:

Driving forces that push change forward

Driving forces push a person or organization toward change. External forces include market demands, new technology, or rules. Internal forces focus on efficiency, morale, or staying competitive.

Restraining forces that create resistance

Restraining forces are factors that block or slow progress toward a goal. They act as obstacles to the driving forces that push for change. These forces can limit or stop new ideas or plans from moving forward.

Scoring and weighting the forces

After identifying the driving and restraining forces, score them based on their importance. Use a scale from 1 to 5, where 1 is weak, and 5 is strong. Score each force based on its likelihood and impact.

Balancing forces to make informed decisions

After scoring the forces, compare the driving and restraining forces. If the driving forces are stronger, move forward with the change.

If the restraining forces are stronger, find ways to strengthen the drivers or weaken the restraints. If that isn’t possible, postpone or stop the change and look for other solutions.

How to conduct a force field analysis step-by-step 

Conducting a force field analysis before making an organizational change involves the following steps:

Step 1: Define the change initiative

First, define the type of organizational change you need. Write a clear problem statement that explains the issue your organization needs to solve.

Gather your team for a brainstorming session. Work together to identify the main challenge. Turn it into a simple problem or change statement. For example, if you plan to replace your project management software, explain why the change is needed.

List the expected benefits, such as better efficiency and improved teamwork. Identify the challenges, like training time and costs.

Step 2: Identify driving forces

Once you understand the change you want to achieve, take a piece of paper and write the expected change in the middle. This will be your starting point.

Next, identify the driving forces for the change and list them on the left side. These forces support the change and push it forward.

Involve your team in the process. Ask them to share their ideas about the driving forces they see. This will give you different viewpoints and help you catch important factors.

Examples of driving forces include gaining a competitive advantage or improving employee productivity. New technologies, internal team requests, trade rules, or funding opportunities can also drive change. Recognizing these forces helps you understand what motivates the change and how to use them to succeed.

Step 3: Consider restraining forces

These are the factors that will stop you from reaching your goal. They limit the impact of the driving forces. For example, fear, rigid organizational structures, and negative attitudes from employees can all create barriers. These obstacles can cause resistance and slow down progress.

List the forces against change on the right side of the expected change. This will make it easier to see the challenges you face and plan ways to address them.

Avoid being subjective when choosing which forces to include. Look at all relevant factors and their actual impact. This will help you create a more accurate and complete analysis, which will lead to better strategies for overcoming barriers.

Step 4: Assign scores to each force

In this step, score each force from weak to strong based on how much it impacts your plan. A higher score means the force has a stronger influence, while a lower score means less impact. After scoring each force, add up the scores for the driving forces and the restraining forces. This will show the overall balance between the positive and negative factors.

To make the influence clearer, draw arrows around each force. The size of the arrow should match the strength of the force. Use larger arrows for stronger forces and smaller arrows for weaker ones. This visual helps you see which forces will have the biggest effect on the change. It also lets you focus on the key driving forces and the biggest barriers that need attention.

Step 5: Develop an action plan based on findings

The final step when using the force field analysis tool is creating a change plan. Strengthen the driving forces and reduce the restraining forces.

Focus on strategies that create momentum to boost driving forces. Increase employee engagement through clear communication and involvement. Invest in technology to improve efficiency and support new work models. Use market opportunities to attract customers and stay competitive. Encourage leadership to promote the changes and build confidence among employees.

Reducing barriers is just as important. Restructure teams to improve collaboration. Offer training programs to help employees adapt to new systems. Solve cultural issues by creating an open and inclusive work environment. Shift resources to areas that need extra support.

Maintain balance throughout the process. Ignoring obstacles creates frustration and resistance. Focusing too much on challenges slows progress and lowers motivation. A strong strategy keeps positive forces moving while addressing concerns. Regularly review progress, gather feedback, and adjust strategies to stay on track.

Examples of how you can use force field analysis for your organization 

Delve into some scenarios that you could adopt force field analysis for:

Rolling out a hybrid work model

Before starting a new hybrid work model, use the force field analysis to create a clear implementation plan.

First, identify the driving forces. Flexible work increases employee retention. Lower office costs help reduce expenses. Shorter commutes boost productivity. A hybrid workforce also allows hiring from a global talent pool.

Next, consider the restraining forces. Team collaboration can become harder, cybersecurity risks may increase, and some employees might feel isolated or burned out. Monitoring productivity consistently can also be a challenge.

Give each factor a score based on its impact. Focus on reducing the strongest restraining forces and strengthening the most important driving forces. For example, with higher productivity, test a four-day workweek for those interested. Then, explore cybersecurity measures to protect company data when employees work away from the office.

Driving digital adoption of a learning management system (LMS)

To improve the digital adoption of a new learning management tool, use the force field analysis tool.

Begin by identifying the driving forces. The tool tracks progress and enhances performance management. Personalized learning paths keep employees engaged. Lower training costs make learning more affordable. Additionally, the system connects with existing tools.

Next, consider the restraining forces. A complex interface creates usability challenges. Some employees may not receive enough training. Limited schedules reduce the time available for courses. Concerns about data privacy could also slow adoption.

Evaluate each factor by assigning a score based on its impact. Prioritize the strongest restraining forces and the most influential driving forces. Create targeted strategies to address them. For example, planned, structured training sessions help make learning more effective. Gamification adds fun and increases engagement.

Regularly review and update the analysis. This approach ensures a smoother adoption process.

Planning an office move

You may need to move to a new office to improve business efficiency. Before deciding, use force field analysis to weigh the pros and cons.

First, look at the driving forces. The move could save money on the current lease. A modern office design might improve collaboration. Better technology at this site could boost productivity. More space could support a growing team. The location might offer easier access to public transportation.

Next, consider the restraining forces. Moving expenses can be high, and packing and transport may cause logistical challenges. The move could disrupt client relationships and daily operations, and some employees might resist the change.

Give each factor a score—low, medium, or high—based on its impact. Disrupting client relationships might have a low impact, while employee resistance could be high.

Create a plan to strengthen the positive forces and reduce the negative ones. This will help make the transition smoother. If the new office has better transport links, offer perks like monthly breakfasts or pizza Fridays. This could encourage employees to enjoy their new workspace.

Using it before a mergers & acquisitions (M&A) deal

Before a merger or acquisition, use force field analysis to identify factors that could affect its success. These factors can be driving forces (positive) or restraining forces (negative). 

Strong leadership teams, favorable market trends, or access to new technologies might be driving forces. Other factors could include product expansion, synergies in operations, and cost savings. 

Restraining forces may include potential job losses, regulatory challenges, and negative public perception. But, you could also consider disruption to operations, cultural clashes, and integration complexities.

Identify each factor and assign a score based on its impact. For example, job losses and positive market trends might score higher due to their larger impact. Next, compare the strength of driving and restraining forces to assess the merger’s success potential. 

Use the analysis to strengthen the positive forces and reduce the negative ones. For example, address job losses by clearly communicating layoffs and offering generous severance packages.

Utilize force field analysis to streamline decision-making 

Force field analysis follows Lewin’s change management model. First, unfreeze the current state by preparing for change. Next, move toward the desired change by making necessary adjustments. Finally, freeze the new state to create stability and prevent further change.

In this way, you can achieve change by strengthening the driving forces or reducing the restraining forces.

Use this method for organizational change, strategic planning, or process improvement. But, while force field analysis helps you see the impact of different factors, it can be subjective. Combine it with other tools like a SWOT analysis or a fishbone diagram for better decision-making.