Background

• To effectively implement change, it is important to understand the forces both for and against a decision or change. Force field analysis (FFA) is a tool for accomplishing this, adapted by Kurt Lewin from the field of social psychology. The goal of FFA is to visually depict these forces and their effects, so steps can be taken to strengthen forces for change and weaken or eliminate those against it.
  
  

Forces for Change

• The first step is to create a list of the forces that drive the planned change. Consider factors such as cost savings, time savings, increased employee satisfaction, increased shareholder satisfaction, increased customer satisfaction, and shortened learning curve. Use brainstorming techniques and interviews and include a cross-section of stakeholders to create this list.
  
  

Forces Against Change

• Next create a list of the forces in resistance to the planned change. Consider factors such as limited funding, limited time and human resources, employee opposition, management opposition, technology limitations, shareholder opposition, customer opposition, and increased learning curve. Again, it is important to include a variety of participants to generate the list.
  
  

Force Strength

• All forces are not created equal, so your project team will want to estimate the strength of each driving and resisting force. It is best to use a simple numerical scale and not to worry about being precise. Assessing relative strengths for the various forces is the main goal.
  
  

The FFA Diagram

• The visual depiction of the force field can take any of several forms. The reference section below includes links to some examples. The basic concept is that the intended change is depicted in the center, with forces for change listed on one side and forces against change on the other. Arrows or numbers are used to indicate the strength of each force.
  
  

Acting on the FFA

• Once the FFA has been completed, it can be used to assess the situation and determine next steps. It is analyzed to evaluate whether the climate is right for implementing change, based on the balance of forces for and against change. If the forces against change are too strong, it will be necessary to create an action plan to weaken those forces and/or strengthen the forces for change. The remedies will vary based on the types of forces that are involved, but may include budget reallocations, improved communication, or even modification of the change plan. Once these remedies are in place, the FFA should be revisited to confirm that the proper change climate exists.