Force Field Analysis
Developed by Kurt Lewin, Force Field Analysis is a decision-making tool that helps teams visually identify and evaluate the driving and restraining forces affecting a particular change or decision. By clearly mapping out these forces, teams can better understand the landscape and develop actionable strategies to enhance drivers and reduce resistance.
Force Field Analysis
Force Field Analysis workshop facilitation instructions
Objective:
The aim of this workshop is to help business leaders identify and analyze the forces that drive or restrain a particular change or decision within their organization. By understanding these forces, participants can strategize on how to strengthen the drivers and mitigate the resistors to achieve desired outcomes.
Duration:
2-3 hours (depending on the depth of analysis and number of participants)
Workshop materials:
Flipcharts or whiteboards
Markers (different colors)
Sticky notes (two colors: one for driving forces and another for restraining forces)
Handouts with a brief explanation of Force Field Analysis
Projector (if using digital tools)
Digital collaboration tools (like Miro, Mural, or Google Jamboard) for virtual sessions
Pre-workshop preparation:
Define the change or decision topic:
Select a specific change or decision that needs analysis. This could be a strategic decision, a process change, or a new initiative within the organisation.Invite participants:
Ensure you have a diverse group of business leaders who have insights or stakes in the change or decision. Ideally, 6-12 participants for optimal engagement.Set up the room:
Arrange seating in a U-shape or a round table setting to facilitate discussion. Place the flipchart or whiteboard at the front.
Workshop agenda and instructions
1. Introduction (15 minutes)
Welcome and objectives:
Briefly introduce the purpose of the workshop and what Force Field Analysis entails.Overview of Force Field Analysis:
Explain that this method helps identify forces that either drive or restrain a change. A visual representation allows participants to see the balance or imbalance between driving and restraining forces.
2. Define the change or decision (15 minutes)
Clarify the change or decision:
Present the specific change or decision that will be analyzed. Provide context and background so that all participants have a common understanding.Agree on the objective:
Make sure all participants are clear about what success looks like for this change or decision.
3. Identify driving and restraining forces (30 minutes)
Divide into Small Groups:
If the group is large, divide participants into smaller groups to brainstorm driving forces (factors that support the change) and restraining forces (factors that oppose the change).Brainstorming session:
Ask each group to use sticky notes to write down their ideas — one idea per sticky note.Driving forces: Use one color of sticky notes for forces that promote or drive the change.
Restraining forces: Use another color for forces that hinder or resist the change.
Encourage open discussion:
Remind participants to think about internal and external factors, including people, resources, processes, market conditions, regulations, etc.
4. Present and categorize forces (30 minutes)
Group presentations:
Have each group present their driving and restraining forces and place their sticky notes on the flipchart or whiteboard in two columns (left for driving forces, right for restraining forces).Facilitator's role:
As the facilitator, guide the discussion to ensure all forces are understood. Ask probing questions if clarification is needed.Categorize forces:
Work with participants to group similar forces together. Create clusters or themes where multiple sticky notes represent similar or related forces.
5. Analyze and prioritize forces (30 minutes)
Force evaluation:
Introduce a scoring system (e.g., 1 to 5, where 1 is weak and 5 is strong) to evaluate the impact of each force. Ask participants to rate each force based on its strength and influence on the change.Plot forces on a Force Field Analysis chart:
Use the scores to visually represent the forces on the chart. Driving forces go on one side and restraining forces on the opposite.Prioritisation discussion:
Discuss which forces are the most impactful and which should be prioritized for action. This should lead to identifying the most significant forces driving and restraining the change.
6. Develop strategies for change (45 minutes)
Brainstorm actions:
Ask participants to brainstorm strategies for:Strengthening driving forces.
Weakening or eliminating restraining forces.
Assign actions to forces:
Write down specific actions next to each force on the chart.Discuss feasibility:
Encourage a discussion about the feasibility, resources required, and potential impact of each proposed action.
7. Action planning (30 minutes)
Create an action plan:
Work with participants to develop an action plan that includes:Specific actions to take
Who is responsible
Timeline for implementation
Key performance indicators (KPIs) to measure success
Document actions:
Use a flipchart or digital tool to document the action plan clearly.
8. Conclusion and next steps (15 minutes)
Recap key findings:
Summarise the main forces identified, key strategies developed, and the agreed-upon action plan.Assign follow-up:
Assign a team or individual to follow up on the action plan and report back on progress.Closing remarks:
Thank participants for their engagement and reiterate the importance of their input in achieving successful change.
Post-workshop follow-up
Distribute workshop summary:
Send a summary of the Force Field Analysis chart, key strategies, and the action plan to all participants.Monitor progress:
Schedule follow-up meetings to review the implementation of the action plan and make adjustments as needed.Evaluate outcomes:
After a set period, evaluate the outcomes of the actions taken to assess whether the desired change has been successfully achieved.
