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Force Field Analysis Page 2

Introduction

Force field analysis is a valuable change-management tool. This management technique was

developed by Kurt Lewin, an expert in experiential learning, group dynamics and action

research. Although Kurt Lewin contributed greatly to the field of social science, he is best-

known for his development of the Force field analysis model in 1947.

Lewin’s force field analysis is evaluates the net impact of all forces that influence change. These

forces can be divided into two groups: driving forces and restraining forces. Driving forces are

all forces that push for and promote change. These change drivers promote and encourage the

change process. Some examples of driving forces are executive mandate, customer demands, and

increased efficiency. Restraining forces are forces that make change more difficult. These forces

counteract driving forces and lead to the avoidance or resistance of change. Some examples of

restraining forces are fear, lack of training, and the lack of incentives. When these two sets of

forces are equal change is in a static state of equilibrium meaning that no movement towards or

away from change is happening.

To better understand the connection between driving and restraining forces and how they impact

change; a simple metaphor is of use (see illustration below). Suppose a group of helium-filled

balloons are attached to a set of weights. The helium in the balloons creates an upward lift of five

pounds. The weight of the attached weights is also five pounds. Because both the driving forces

(balloons) and the restraining forces (weights) are equal, the balloons are unable to lift off the

ground towards change. However, the addition of a single balloon or the removal of a single

once of weight would change the balance and would start the system rising towards the

envisioned change.

Figure 1.1

Change

Force Field Analysis Page 2