6.3 Analysing tension

A way of analysing the tension between opposing forces (those that drive a change forward – driving forces – and those that offer resistance to change – restraining forces) was devised by Lewin in 1951 (Senior, Swailes, & Carnall, 2020, pp. 259-261). A simple example of an output of a force field analysis exercise can be seen in Figure 12 below.

Maximise

Figure 12 Force field analysis

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Figure shows force field analysis, a way of analysing the tension between opposing forces (those that drive a change forward – driving forces – and those that offer resistance to change – restraining forces). Change initiative is in the middle; on either side arrows point to the change to represent the forces that drive change one side and those that resist on the other. The ‘forces’ in the arrow are based on the drives or resistance based on the change initiative

Figure 12 Force field analysis

Driving forces – are those forces affecting a situation that are pushing in a particular direction; they tend to initiate a change and keep it going – such as pressure from a leader, incentive earnings or a compelling vision.

Restraining forces – are forces acting to restrain or decrease the driving forces. Apathy, hostility and poor communication may be examples of restraining forces against change. Equilibrium is reached when the sum of the driving forces equals the sum of the restraining forces.

This model is usually used as follows:

• Step 1 – take some time to consider what status quo will change and write this in the middle column.
• Step 2 – now think about what is forcing the change and what will block it; write these things in the columns either side of the status quo.
• Step 3 – consider the strength of these forces and give each reason or restraint a score out of 5.

Some of the forces will be out of your control, so using a stakeholder analysis in conjunction with this mode can help you understand how you can work with influential stakeholders to move the forces.

Sometimes it’s easier to reduce the strength of one force rather than strengthening another.

In the next section we explore managing change and its connection with project management.