Force field analysis

Force field analysis is a widely used tool in change management and consulting, particularly when guiding organizations through transitions. Developed by Kurt Lewin in the 1940s, this model helps explore the dynamics around situations where change is proposed. Any current situation or status quo is maintained by a balance between forces driving change and those resisting it. By identifying and influencing these forces, leaders can better manage change and improve the chances of success across various settings. Within any organization, driving forces push towards change such as external pressures like competition or regulation or internal factors like new leadership, innovation or a clear strategic vision. In contrast, resisting forces work against change. These might include fear of the unknown, entrenched habits, lack of trust, or perceived threats to job security or values. When these forces are evenly matched, no change occurs. Leaders need to strengthen driving forces or reduce resistance, often finding it more effective to lessen resistance for genuine alignment. When using force field analysis, the first step is to define the specific change being considered. Then a team or consultant identifies all relevant forces for and against the change often involving those affected to ensure a complete picture. Each force is assessed sometimes by assigning a relative score. This process highlights barriers to overcome and can generate new ideas for support.