problem solving force field analysis

The Ultimate Guide to Understanding the Force Field Analysis

Updated on: 5 January 2023

This guide will help you understand what a force field analysis is and how to conduct it in 6 simple steps. 

You’ll find 

If you are looking for a tool that will help you make business-related decisions faster and better, you will find the force field analysis useful. 

Let’s get started.

What is Force Field Analysis

The force field analysis is a widely-used change management model ; it works as a diagnostic tool and a powerful decision-making tool during change planning. 

You can use it to identify – by visually mapping – the driving forces and restraining forces for and against the initiative and thus work on leveraging the factors in favor while reducing the unfavorable ones to ensure the successful implementation of the change plan.  

The force field analysis tool was developed as a change management model in 1951 by the German-American psychologist, Kurt Lewin who is also known for being a founder of modern psychology. Today, the tool is even widely used to inform business decision-making.

The basis of the tool 

The basic idea behind the force field analysis is that a certain given situation remains the way it is because of counterbalancing forces, or because of the state of equilibrium between forces that drive change and oppose change.

In order to promote change, either the driving forces should be strengthened or the resisting forces should be weakened.

And it integrates with Lewin’s 3-stage theory of change .

When to use the tool 

The force field analysis is ideally used for diagnosing a problem. You can use it to 

• Analyze the balance of power
• Identify the key roles involved in decision-making 
• Identify who supports and opposes change within the organization
• Explore ways to influence those who are against change  
• Decide whether to go ahead with a proposed change or not 

How to Conduct a Force Field Analysis 

The analysis is best carried out in small groups of 5 to 9 people who are directly involved in the change implementation process. 

It’s important that everyone else who is also likely to be affected by the change is kept in the loop. To gain their commitment and support for the deployment of the project, they should be kept informed about and involved in planning, development and decision-making from the very beginning.

For a more productive discussion, have a force field analysis worksheet ready at the beginning of the meeting. 

The worksheet can be paper-based, or you can use the following Creately template to start right away. Simply add the email addresses of the other group members to the document to give them edit/ review access. This way everyone can collaborate on populating the worksheet. 

Step 1: Assess the current situation

You need to start the session by discussing the current situation of the organization in terms of the issue at hand with the key stakeholders.

This may include determining where you are at, the challenges you are facing due to the issue you are trying to solve, the reaction of the employees, etc. 

It’s also important to clarify where you want to go or the desired state you want to achieve with the initiative. At the same time, consider what will take place if you fail to take action to change the current situation. 

Here you can do a quick SWOT analysis to understand what strengths you can use to overcome the existing threats and see how you can work on overcoming weaknesses and take advantage of the presented opportunities. 

Step 2: Define the objective 

The next step is to identify the expected outcome of the change initiative. Once you have clearly defined the goal(s), write them inside the box in the middle of the template provided above. 

Step 3: Identify the driving forces

Driving forces are the factors that are in favor of the proposed change or the ones that support the achievement of the defined goal.

These are considered positive and usually includes factors like advancing technology, changing industry trends, increasing competition, opinions of customers or shareholders, incentives, etc. 

In this step, your task is to brainstorm as many driving forces as possible with the team and list them in the relevant field of the worksheet.

Of course, you can turn to people outside the team (interview them), people who are specialized in the subject area to find the information you need during this step. 

Step 4: Identify the restraining forces

These are the factors that will block your path to achieving your goal. They tend to restrict the impact of the driving forces. For example, these may include the fear of the individuals, organizational structures and negative attitudes of employees, etc. 

The list of forces that are against change should be listed on the right-hand field of the worksheet. 

One thing you need to keep in mind is not to be subjective when deciding which forces to add to the force field analysis and which ones to leave out. 

Step 5: Evaluate the forces

You can evaluate the influence of each force by assigning them scores. 

Using a numerical scale (10 being extremely strong and 1 being extremely weak), assign each force a score based on the impact they have on the change initiative.

You can also assess the forces by focusing on the impact each of them may have. This way you can ditch assigning each force a score. 

Based on the effect they have, you can decide whether the proposed change is viable. Accordingly, you can discuss how you can influence the forces in favor of change: you can weaken the restricting forces by strengthening the driving forces.

Step 6: Create an action plan 

Based on how you want to go about strengthening driving forces and weakening restraining forces, you can create a quick action plan.

This can help you clarify what needs to be done, who is responsible, the resources needed, and the due dates you need to be concerned about, etc. 

What’s Your Opinion? 

The force field analysis is a great tool to evaluate if the proposed change is practical or not and identifying the blockers against change. Its outcome will help you identify possible solutions to remove these obstacles and effectively work on achieving your change management goals. 

How do you go about decision-making and problem-solving? Do you currently use any other tool other than the force field analysis? Share your thoughts in the comments section below.

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Your article was super helpful for me. I love the way you laid out the topic and the templates are a lifesaver. I’ve struggled to understand one point of the force field analysis, and I was wondering if you could help explain it to me. Since I am currently doing a force field analysis – I want to know the best way to support the restraining/driving forces when it comes to evaluation. Is it best with a numerical scale? Or does a qualitative take on the effects, like you said, show a more holistic approach?

I would really appreciate your response!

Sincerely, Gabrielle

Hi Gabirelle,

Thank you and glad that you found the article helpful. And yes you can evaluate the factors by assigning each factor a score, or you can consider the impact they may have on the initiative. It really depends on which method you would find effective and easy; however, both help out just the same.

Cheers, Amanda

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• Force Field Analysis for Problem Solving and Decision Making

Learn all about Force Field Analysis, a problem solving and decision making technique, and how to use it to make informed decisions.

Force field analysis is a powerful tool for problem solving and decision making, enabling individuals and organizations to make informed choices. By providing a structured approach to identifying the forces that are driving or preventing change, it can help you to identify the levers that will help you to reach your goal. In this article, we will explore how force field analysis works and how it can be used to help you make the right decisions. Force field analysis was first proposed by Kurt Lewin, a German-American psychologist and management consultant who developed the field of social psychology. Lewin argued that, in order to make progress, it is necessary to identify and understand the forces that are driving or restraining change.

It can help identify the areas of effort that need to be addressed to move a project forward or make an informed decision. Force field analysis is a very useful tool for problem solving and decision making because it provides a systematic way to analyze a situation, identify the forces that influence it, and determine how best to move forward. Force field analysis has four main components: objectives, forces, options, and actions. First, objectives are identified.

These objectives should be specific, measurable, and achievable. Next, all of the forces that can affect the achievement of these objectives are identified. These can include external forces such as economic trends or competition, as well as internal forces such as organizational culture or individual attitudes. Once all of the forces have been identified, options for how to address them are developed.

Finally, specific actions are identified that need to be taken in order to achieve the desired objectives. Force field analysis can be applied to a variety of contexts, such as business, education, organizational planning, and more. For example, in business, force field analysis can help identify the driving and opposing forces in a new product launch or market entry. In education, it can be used to analyze a new curriculum or program.

In organizational planning, it can help identify the forces that will influence a new strategic plan. The advantages of using force field analysis include its systematic approach and its ability to identify both driving and opposing forces. It is also relatively easy to use and requires minimal resources. The disadvantages include its reliance on subjective interpretations of the data and its inability to take into account long-term effects.

It also does not provide concrete solutions; instead it provides guidance on how best to move forward. Force field analysis is similar to other problem solving and decision making techniques such as SWOT analysis or Six Sigma in that they all focus on identifying potential obstacles and developing strategies to address them. However, force field analysis is unique in that it focuses on identifying both driving and opposing forces, which can provide a more comprehensive view of the situation. There has been some research into the effectiveness of force field analysis for problem solving and decision making.

Advantages and Disadvantages of Force Field Analysis

Advantages of force field analysis, disadvantages of force field analysis, components of force field analysis.

It consists of two components - driving forces and restraining forces - which can be used to identify areas of effort that need to be addressed in order to move a project forward or make an informed decision. Driving forces are the positive influences that propel a change forward. They are the factors that support the desired change and include resources, skills, knowledge, and commitment. Restraining forces are the negative influences that impede progress.

These are the factors that create resistance to the proposed change such as lack of resources, fear of failure, and lack of support. Power relationships between stakeholders also play an important role in identifying driving and restraining forces. For example, if a stakeholder has a lot of influence over the decision-making process, then their opinion may be weighted more heavily than other stakeholders’ opinions. Force field analysis can be a useful tool for problem solving and decision making by helping identify areas of effort that need to be addressed in order to move a project forward or make an informed decision.

Comparing Force Field Analysis to Other Techniques

It is useful in understanding the current context and identifying potential areas of improvement or risk. Unlike force field analysis, SWOT does not focus on the forces that drive or oppose a change. Instead, it looks at the internal strengths and weaknesses and external opportunities and threats. Brainstorming is an idea generation technique that is used to generate creative solutions to a problem. Unlike force field analysis, it does not analyze the forces of a particular situation.

Instead, it encourages team members to generate ideas by quickly jotting down any thoughts they have related to a problem. It is also important to note that brainstorming does not analyze the viability of any given idea. The five-whys technique is a problem solving tool that can be used to identify the root cause of a particular issue. It involves asking five “why” questions in order to get to the root of a problem. Unlike force field analysis, which focuses on the forces driving or opposing change, five-whys looks at the causes of an issue by probing deeper into the underlying causes. Force field analysis is a powerful tool for problem solving and decision making.

Examples of Force Field Analysis

In each case, force field analysis involves assessing the driving forces that support a change or decision, as well as the restraining forces that oppose it. By weighing the pros and cons of each factor, it becomes easier to determine which actions need to be taken to push forward with the project or make an informed decision. One example of force field analysis in practice is when a company evaluates whether to launch a new product. In this case, the driving forces might include customer demand, competitive pressure, and potential financial gains.

The restraining forces could include the cost of development, the risk of failure, and the time needed to bring the product to market. By examining and analyzing each of these forces, the company can then make an informed decision on whether to go ahead with the project or not. If there are more driving forces than restraining ones, then this could be an indication that launching the product is the right choice. Another example of force field analysis is when an organization looks at making an organizational change.

In this case, the driving forces might include increased efficiency, improved morale, and cost savings. The restraining forces could include employee resistance to change, disruption to current processes and systems, and potential risks associated with the change. By weighing up these different factors, the organization can then decide whether or not to go ahead with the proposed change. If there are more driving forces than restraining ones, then this could be an indication that implementing the change is the right choice. Force field analysis is a useful problem solving and decision making technique that can help identify factors driving or opposing a change.

It involves mapping out the factors driving and opposing a change in order to help identify areas of effort that need to be addressed to move a project forward or make an informed decision. Force field analysis can be applied in different contexts, and can be used in combination with other problem solving and decision making techniques. It provides an effective way to visualize the forces affecting a situation, and helps identify strategies for overcoming obstacles and achieving desired outcomes. The advantages of using this technique include its ability to quickly identify key issues and areas of focus, as well as its ability to provide an objective view of the forces affecting a situation. In comparison to other problem solving and decision making techniques, force field analysis can provide a more thorough understanding of the forces affecting a situation.

It can help to identify both positive and negative forces in order to determine the most effective course of action. Additionally, it can provide insight into how one factor may be influencing another, which can be useful when considering different solutions or decisions. Overall, force field analysis is an effective tool for problem solving and decision making, and can be used in a variety of contexts.

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Guide: Force Field Analysis

Author: Daniel Croft

Daniel Croft is an experienced continuous improvement manager with a Lean Six Sigma Black Belt and a Bachelor's degree in Business Management. With more than ten years of experience applying his skills across various industries, Daniel specializes in optimizing processes and improving efficiency. His approach combines practical experience with a deep understanding of business fundamentals to drive meaningful change.

Force Field Analysis, developed in the 1940s by Kurt Lewin, stands as a cornerstone in understanding and managing change both organizationally and personally. This strategic tool delves into the dynamics of change, identifying driving and restraining forces that impact change initiatives.

Its core function is to serve as a diagnostic instrument, enabling the development of strategies to bolster driving forces or mitigate restraining ones, thus facilitating efficient and effective change implementation. Notably, its ability to bring structure and clarity to the complexities of change processes marks its significance in diverse change management scenarios.

What is Force Field Analysis

Force Field Analysis is a strategic tool that plays a pivotal role in change management, both within organizations and on a personal level. This technique was developed in the 1940s by Kurt Lewin, a prominent psychologist and a founding figure in social psychology. Lewin’s contribution to this field was substantial, with Force Field Analysis being one of his most influential concepts.

The aim of Force Field Analysis is to facilitate the process of understanding the dynamics of change in various situations. It serves as a diagnostic tool that helps in identifying the different forces that may affect a change initiative. These forces can either be in support of the change (driving forces) or against it (restraining forces). By understanding these forces, an individual or organization can develop strategies to either strengthen the driving forces or weaken the restraining forces, leading to a more efficient and effective implementation of change.

One of the key reasons why Force Field Analysis is so valued is its ability to bring clarity and structure to the often chaotic process of change. Change, by its very nature, can be complex and fraught with challenges. This tool provides a systematic way to approach this complexity, making it easier to manage and navigate.

How to Do a Force Field Analysis

Conducting a Force Field Analysis involves a structured process that allows individuals and organizations to visually map out and understand the forces affecting a change initiative. Here’s a detailed look at each step involved:

Step 1: Identify the Current Situation

The first step in Force Field Analysis is to establish a clear understanding of the current situation. This involves a comprehensive assessment of the status quo – what is happening now, what are the key characteristics of the current state, and why does it need to change. This step sets the stage for the entire analysis and requires a deep and objective understanding of the present circumstances.

Alongside understanding the current situation, it’s also important to define the desired end state or goal. This goal should be specific, measurable, achievable, relevant, and time-bound ( SMART ). Having a clear vision of the desired outcome helps in identifying which forces will support or hinder this goal.

Step 2: Determining the Driving Forces

Once the current situation and desired state are clearly defined, the next step is to identify the driving forces. These are the forces that are pushing or pulling the situation towards the desired change. They can be internal or external to the organization or individual.

Internal driving forces might include factors like employee motivation, recognition of inefficiencies within existing processes, or a desire for improvement. External driving forces can encompass technological advancements, changes in market trends, competitive pressures, or regulatory changes. Identifying these forces requires looking at both the internal dynamics and the external environment.

Step 3: Identifying the Restraining Forces

Concurrently, it’s essential to identify the forces that are resisting the change – the restraining forces. These forces work against the desired change and can arise from various sources.

Restraining forces might include organizational culture and traditions that are resistant to change, resource limitations (like budget or time constraints), lack of necessary skills or knowledge among staff, market stability, or even psychological factors such as fear of the unknown or resistance to change among employees. Understanding these restraining forces is crucial for developing strategies to overcome or mitigate them.

Step 4: Analyzing and Prioritizing Forces

With all forces identified, the next step is to analyze and prioritize them. This involves assessing each force in terms of its strength and impact on the change initiative. Some forces will have a greater influence on the current situation than others.

This step is critical because it helps in understanding which forces need more attention. It might be found that some restraining forces are too strong and need significant effort to overcome, or some driving forces are so powerful that they can be leveraged more effectively.

Step 5: Developing Strategies

The final step in Force Field Analysis is developing strategies that aim to strengthen the driving forces and weaken or eliminate the restraining forces. This is where the actual planning for change takes place.

For strengthening driving forces, strategies might include enhancing employee engagement, investing in new technologies, or capitalizing on market opportunities. To weaken restraining forces, strategies could involve organizational restructuring, training and development programs, addressing cultural issues, or reallocating resources.

In developing these strategies, it’s important to maintain a balance. Overemphasizing on driving forces without adequately addressing restraining forces can lead to resistance and conflict, while focusing too much on restraining forces can dampen motivation and slow the pace of change.

Applications of Force Field Analysis

Force Field Analysis, with its foundational principle of identifying and assessing forces that affect change, finds application in a variety of areas. Here’s a detailed exploration of its primary applications:

Organizational Change Management

In the context of organizational change, Force Field Analysis is used extensively to understand and manage the dynamics of change within a business. It helps leaders and managers to identify forces that could drive or hinder organizational change, including internal factors like employee attitudes and external factors like market trends. This understanding is crucial for successfully implementing new strategies, processes, or cultural shifts within an organization.

Personal Development and Self-Improvement

On a personal level, Force Field Analysis can be a powerful tool for self-improvement. Individuals can use it to identify personal driving forces (like motivation, goals, aspirations) and restraining forces (such as fear, lack of skills, or external obstacles) that impact their ability to achieve personal goals. By understanding these forces, individuals can develop strategies to enhance positive forces and mitigate negative ones, leading to more effective personal growth and development.

Project Management and Decision-Making

In project management, Force Field Analysis aids in making informed decisions by identifying all the forces affecting a project. Project managers can use this tool to foresee potential risks and obstacles (restraining forces) and harness positive influences (driving forces) like team strengths or resource availability. This holistic view enables more strategic planning and decision-making throughout the project lifecycle.

Problem-Solving in Team and Individual Settings

Force Field Analysis is also an effective tool for problem-solving, both in teams and individual settings. By visually mapping out the forces influencing a particular problem, teams can gain a better understanding of the factors at play. This process not only aids in finding more comprehensive solutions but also fosters a collaborative environment where team members can contribute their perspectives on potential driving and restraining forces.

Advantages and Limitations

Structured Approach: Force Field Analysis offers a clear and systematic way to analyze the factors involved in decision-making, ensuring that all relevant forces are considered.

Comprehensive Analysis: It encourages an in-depth examination of the current situation, taking into account both positive and negative factors, which leads to a more rounded understanding.

Effective Change Management: By identifying and understanding the various forces at play, it becomes easier to develop strategies to manage and implement change effectively.

Limitations

Subjectivity: The process of identifying and assessing forces can be subjective, leading to biases in the analysis. Personal perceptions and experiences can influence how forces are viewed and prioritized.

Lacks Direct Solutions: Force Field Analysis provides a framework for analysis rather than direct solutions. It identifies what needs to be addressed but doesn’t always offer specific answers.

Risk of Oversimplification: There’s a risk of oversimplifying complex situations, especially when multiple forces interact in complicated ways.

Force Field Analysis offers a structured approach to dissecting and understanding the multifaceted nature of change. Its application spans across organizational change management, personal development, project management, and problem-solving, providing valuable insights for strategic decision-making.

While it excels in offering a systematic way to evaluate factors affecting decisions and change, it also contends with limitations like subjectivity and the potential for oversimplification. Nonetheless, its comprehensive perspective in assessing both positive and negative elements makes it an indispensable tool for effective change management, underlining its enduring relevance and utility.

• Baulcomb, J.S., 2003. Management of change through force field analysis .  Journal of nursing management ,  11 (4), pp.275-280.
• Swanson, D.J. and Creed, A.S., 2014. Sharpening the focus of force field analysis.  Journal of change management ,  14 (1), pp.28-47.

Q: What is Force Field Analysis?

A: Force Field Analysis is a strategic tool developed by Kurt Lewin in the 1940s. It’s used to identify and understand the forces that influence a particular situation or change initiative. The analysis involves identifying both driving forces that promote change and restraining forces that hinder it, allowing for the development of strategies to enhance or mitigate these forces, thereby facilitating more effective change management.

Q: How is Force Field Analysis used in organizational change?

A: In organizational change, Force Field Analysis helps leaders and managers to understand the factors that support or resist a change initiative. By identifying these forces, organizations can develop targeted strategies to strengthen positive drivers of change (like employee engagement or market opportunities) and address or reduce barriers (such as resistance to change or resource limitations). This process aids in smoother and more successful implementation of organizational changes.

Q: Can Force Field Analysis be applied to personal development?

A: Yes, Force Field Analysis can be effectively applied to personal development. Individuals can use it to identify personal driving forces (like motivation and aspirations) and restraining forces (such as fear and skill gaps) that impact their personal growth and goal achievement. Understanding these forces enables individuals to devise strategies to enhance positive influences and overcome personal barriers, leading to more effective personal development.

Q: What are the main steps involved in conducting a Force Field Analysis?

A: The main steps in conducting a Force Field Analysis include: 1) Identifying the current situation and desired outcome, 2) Determining the driving forces that support the change, 3) Identifying the restraining forces that oppose the change, 4) Analyzing and prioritizing these forces based on their impact, and 5) Developing strategies to strengthen driving forces and weaken or eliminate restraining forces, thus facilitating the desired change.

Q: What are some limitations of Force Field Analysis?

A: Some limitations of Force Field Analysis include its subjective nature, as the identification and assessment of forces can be influenced by personal biases and perceptions. Additionally, while it provides a framework for analysis, it doesn’t offer direct solutions to problems. There’s also a risk of oversimplifying complex situations, particularly when multiple interacting forces are involved. Despite these limitations, it remains a valuable tool for understanding and managing change.

Daniel Croft

Daniel Croft is a seasoned continuous improvement manager with a Black Belt in Lean Six Sigma. With over 10 years of real-world application experience across diverse sectors, Daniel has a passion for optimizing processes and fostering a culture of efficiency. He's not just a practitioner but also an avid learner, constantly seeking to expand his knowledge. Outside of his professional life, Daniel has a keen Investing, statistics and knowledge-sharing, which led him to create the website www.learnleansigma.com, a platform dedicated to Lean Six Sigma and process improvement insights.

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• Force Field Analysis: A Comprehensive Overview
• Process optimization techniques

Force field analysis is an important problem-solving technique that helps identify and analyze the forces that drive and resist change. It is a useful tool for problem-solving, process optimization, and decision-making. In this article, we will provide a comprehensive overview of force field analysis, including its purpose, process, and applications. Force field analysis is a powerful tool for understanding the dynamics of any situation. It helps identify the factors that are driving or resisting change, allowing you to make better decisions and optimize processes.

Benefits of Force Field Analysis

Using Force Field Analysis can help teams identify competing forces at play in any given situation, such as those that may be driving or preventing change. By understanding these forces, teams can develop strategies for overcoming obstacles, or for amplifying the effects of those forces that are driving successful change. Force Field Analysis can also help teams identify potential areas for improvement, as well as potential risks associated with making changes. This helps teams make more informed decisions about their process optimization initiatives, allowing them to avoid costly missteps.

Steps Involved in Conducting a Force Field Analysis

2.brainstorm possible driving forces and restraining forces, 3.identify each force’s level of influence on the issue, 4.evaluate the driving forces and restraining forces, 5.identify potential solutions or strategies for overcoming obstacles, 6.implement your chosen solution or strategy, 7.monitor progress and adjust your approach as needed.

By identifying the competing forces at play and the potential areas of improvement, teams can gain insight into their environment and make more informed decisions. With its easy-to-understand approach, Force Field Analysis is a valuable tool for any team looking to optimize their processes and solve problems.

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Force Field Analysis: The Ultimate How-to Guide

The Force Field Analysis is a tool that enables a change practitioner to visually map and analyze the driving and resisting forces behind a project or initiative.

The model portrays driving forces (those that are working in the direction of the change) and resisting and/or restraining forces (those that tend to support the status quo). These are arranged as a field of opposing forces, or as a “force field.”

In this article I’ll cover what the Force Field Analysis tool is, why you should use it, but how to use it as well as a real-life case study of where I used this exact tool on a project.

Force Field Analysis is a powerful decision-making tool widely used in  organizational change management , originally developed by  Kurt Lewin  as a  change management model  in 1951. It’s used to understand problem-based, situations in social science to effect planned change.

Today, Force Field Theory is still used to understand most organizational change processes.

Known as one of the modern pioneers in social, organizational and applied psychology , Kurt Lewin, a German-American psychologist (born in Poland in 1890), was a professor at the University of Berlin between 1926 and 1932 before moving to the United States in 1933.

Lewin worked as a professor in a number of US universities before eventually becoming director of the Centre for Group Dynamics at Massachusetts Institute of Technology (MIT).

For more on Kurt Lewin, check out this in-depth training guide on  Kurt Lewin’s Change Model .

What is Force Field Analysis

In other words, the two sets of forces will work together to keep an equilibrium or status quo.

  Figure 1:  Force Field Analysis  – Towards a Desired State

So, if an organization strives to keep equilibrium, it will work to maintain the balance. If on the other hand, an organization wants to create change, then it needs to unbalance and disrupt the equilibrium.

Generally, this is achieved by strengthening Driving forces (one of the balancing forces) so they are stronger than the Restraining forces (the other balancing force).

What are Driving Forces?

Driving forces push to influence a situation in a particular direction.  Driving forces work to  support  a stated goal or objective . They are usually seen as ‘positive’ forces that facilitate change.  Examples of some Driving forces include:

• new personnel
• changing markets
• new technology
• competition
• pressure from management

Others may include:

• legislation
• shareholders
• public opinion

What are Restraining Forces?

Restraining forces work to block or counter progress towards a goal or objective.  They tend to limit or decrease the Driving forces. Examples of Restraining forces include:

• an individual’s fear of failure
• organizational inertia or apathy

Changing the Equilibrium

As a  change management tool , Lewin’s Force Field Analysis is used to evaluate the forces FOR (Driving forces) and AGAINST (Restraining forces) a change. Before they are evaluated, though, they need to be identified.  This can be done through these types of analyses:

• SWOT (Strengths, Weaknesses, Opportunities, and Threats)
• PRIMO-F (People, Resources,  Innovation , Marketing, Operations, Finance)
• PESTLE (Political, Economic, Social, Technology, Legal, Environmental)

For change to be successful (i.e. shifting the equilibrium to a new desired state), you need to:

• Strengthen the Driving forces
• Weaken the Restraining forces

You can represent this in a diagram.  It will help you understand where an imbalance can be created in the quasi-equilibrium (current state) to effect the change.

Using the diagram, you plot the forces.  Doing this helps you in your understanding of a complex environment.  You can then use this visual to facilitate discussion with key decision-makers before an action plan is devised.

Figure 2:  Force Field Analysis Model for Manufacturing

According to  Lewin , three steps are needed to achieve change towards a vision or goal in an organizational change context. These are to:

• Unfreeze  – the organization has to unfreeze the Driving and Restraining forces that hold it in a state of quasi-equilibrium
• Change  – an imbalance is introduced to the forces so change can take place (increase the Drivers, reduce the Restraints or do both)

Why use Force Field Analysis?

A key benefit of Lewin’s Force Field Analysis is that it is really useful to help us understand:

• how to move people through change
• why people resist change
• how we can analyze the pressures ‘for’ and ‘against’ change (the pros and cons)
• how we can apply a better decision-making technique
• how we can communicate go/no-go decisions

Lewin’s Force-Field Analysis has us focus on the critical components to create change.  It does this by:

• Analyzing  the Driving and Restraining forces that affect a transition from the current state to the future state. Restraining forces may include reactions from those who see change as ‘unnecessary’ or constituting a ‘threat’
• Assessing  Driving and Restraining forces.  Which ones are critical?
• Taking steps  to increase critical Driving forces and decrease critical Restraining forces

Source:  Lewin, K. (1951) Field Theory in Social Science, Harper & Row, New York

Other benefits Force Field Analysis provide are that it helps to:

• align a group on the change
• galvanize the group to take action – change is often harder than first thought
• develop robust plans to fully address the issues that are holding back the change
• identify stakeholders (never miss a stakeholder!)
• enable everyone to develop and realize a future that aims to fulfil interest or importance for relevant parties

So how does Force Field Analysis work in practice?

Case Study:   5 Steps to Fast and Dramatic Change using   Force Field Analysis

Here’s a real application of this tool I used on a financial operation project:

Working on a process re-engineering project in the collections department of a bank, I’d spent five months with the team to develop an automated ‘skip’ tracing system (called ‘skips’).  These are used to find debtors that no longer have contact details.

I didn’t want to leave implementation to chance.  So instead, I aimed for a collaborative, well-considered implementation.

I got the stakeholders (ranging from senior managers to frontline staff) together in a room.  We walked through the change using Force Field Analysis as the tool of choice to plan it.

Results speak for themselves:

And this led to … reduced “write-offs” (total of $25.02m per year) for:

• the bank’s personal loan book – $9.54m per year
• their credit card’s portfolio – $15.48m per year

Those results are nice but what about the change implementation?

Well, it was embraced better than I could have imagined. Here’s why I believe it worked extremely well …

What I did (and you can too):

Step 1:   I kicked things off by having the frontline teamwork on the solution. By having the people impacted part of the solution, they’re more likely to be engaged and less likely to resist.

They were a part of it.

Step 2:   I got the frontline team into a room and placed two pieces of butcher’s paper on the wall.  One was labeled  ‘Driving Forces (Aids)’  and the other was labeled  ‘Restraining Forces (Barriers)’ .

Step 3:   Together, we brainstormed a list for each category.

Here’s what we came up with:

Aids and Barriers Analysis

Figure 3:  Aids and Barriers Analysis

Step 4:   Next, we converted this analysis into a plan.

  High-Level Action Plan

Step 5:   Finally, we implemented the plan!

Now, it’s your turn …

How you can do a Force-Field Analysis?

Easy.  In these steps:

• Describe (in a few words) your issue or proposal for change
• Identify the forces ‘FOR’ change
• Identify the forces ‘AGAINST’ change
• Rate the remaining items
• Implement the plan!

Step 1.    Describe your change

Get your team members and organizational subject matter experts involved to harness their expertise.

Put a sheet of butcher’s paper up on a wall.  In the center of the sheet, draw a box and write in your goal or vision for the change.

Step 2.     Identify the forces ‘for’ change

Now, think about the forces that are driving the change.  These can be internal or external factors.

As a group, brainstorm and identify as many factors as you can.  Ask these questions to help identify the forces:

• What business benefits will this change deliver?
• Who is ‘for’ the change? Why?
• Who is ‘against’ it?  Why?
• Do we have the resources to make the change work?
• What costs and risks are involved?
• What business processes will be impacted?

List these forces driving change on  the left-hand side  of the box.

Step 3.    Identify the forces ‘against’ change

Now, brainstorm internal and external forces that restrain or are unfavorable to the change.

A common internal example that many organizations cite is,  “that’s not how we do things around here”  (inflexible attitudes).  Similarly, an external example may be government legislation changes.

List these Restraining forces on the  right-hand side  of the box.  You can group similar items together to get the main theme.

Next, look at your main themes.  Remove any items that you have no control over.

Step 4.    Rate the remaining items

Now, the fun begins!

Rate each remaining force with say,  one  (lowest impact) to  five  (highest impact).  The goal here is to determine how much influence each force has on the plan.

Add up the ‘for’ and ‘against’ scores.

This should now give you a clear picture of influence that each force has on the change.  This picture should also allow you to decide to move forward with the decision or change it.

Step 5.    Implement the plan!

If you are to move forward, the next step is to create an action plan.  This plan needs to weaken or remove Restraining forces and strengthen Driving forces and so increasing the ‘net’ force for the change.

Some analysis may suggest changes you might like to make to the initial plan to give some flexibility.  This will help to ensure its success.  For example, if your project is going to introduce some new technology pivotal to business survival in the digital economy,  you will need to ensure staff are on board with the change.

So, what needs to be done?

Staff need to be trained.  Training incurs a ‘cost’ to the organization.  Let’s say one of your main themes is ‘Costs’ and let’s say they are already at a ‘3’.

You’ll need to add ‘1’ to ‘Costs’ because your training costs are to increase.

So, ‘Costs’ = 4 (i.e. 3 + 1 = 4).

However, if your staff fear technology, then training might take longer as people learn to manage their fear as they learn new ways of doing things.  Therefore, technophobia reduces overall benefits so we need to subtract ‘2’ from ‘4’.  Training, however, supports the change. So, ‘Costs’ are now at ‘2’.

You will need to prioritize your action steps.

Which ones will enable you the greatest impact?

What resources will you need and how will you implement these steps?

Finally, you will need to assess your progress to determine the success of actions you have decided.

Further Reading: Lewin, K. (1951) ‘Field Theory in Social Science’, Harper and Row, New York. Maslen R. and Platts K.W. (1994) ‘Force Field Analysis:  A Technique to Help SMEs Realize Their Intended Manufacturing Strategy’, in Operations Strategy and Performance, 1st European Operations Management Association Conference, University of Cambridge, June, pp. 587-588. Thomas, J. (1985) ‘‘Force Field Analysis:  A New Way to Evaluate Your Strategy’, Long Range Planning, Vol. 18, No. 6, pp. 54-59.

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• Change Management

How to Conduct a Force Field Analysis (Free Tool & Template)

When making business decisions, you’ll always run into promoters and detractors for new change projects. 

But organizational change is inevitable and necessary for business – and having a plan to quickly make and implement business decisions is critical to organizational success. 

To drive successful adoption of new initiatives or processes, change agents use popular change management exercises such as a force field analysis to identify roadblocks and pillars of support – and overall shorten the time from business ideation, decision, and implementation.

What is Force Field Analysis?

The force field analysis is a widely used change management and business-diagnostic tool to help organizations gain perspective on the forces at play when you’re trying to make a large business change or decision. This approach was conceived by German-American psychologist Kurt Lewin, the creator of Lewin’s 3-Stage Model of Change , and who is also credited as the founder of modern psychology.

Lewin’s Force-Field Theory states that two sets of forces — called the driving and restraining forces — are always in opposition in an organization. When they’re in equilibrium, you maintain the status quo. 

To drive change, you must strengthen the driving forces, weaken restraining forces, or do both simultaneously. 

Similar to Newton’s first law of motion, a body remains in a state of inertia unless acted upon by an external force. The same is true for organizations. Orchestrating business change requires external forces, and conducting a force field analysis enables that process.

When Should You Use Force Field Analysis?

While the force field analysis is used to diagnose a problem, you can use it to: 

• Recognize the balance of power
• Identify decision-makers
• Learn who the biggest cheerleads and critics are
• Find ways to influence those against change
• Decide whether you should go ahead with a proposed change
• Help determine the right business decision

How to Conduct a Force Field Analysis

Using this change management tool allows you to visually map the forces for, and against, a change proposal in the workplace or help decide on a difficult business decision. 

Here are a few examples of what a force field analysis chart will look like:

Download this force field analysis chart template seen above, for free, here!

Here are the six steps to help you complete a force field analysis to help you come to a business decision:

1. Define the objective of your change project

Perhaps you’re trying to implement new software , going through a merger, or have a change in leadership. The first step to effective change management in all cases is defining the expected outcomes. 

What do you hope will happen if the organization goes through the proposed change? Write that down in the middle of your force field analysis template. 

2. Identify and list all driving forces for the change

Driving forces are the factors that will support the expected outcomes you desire. In Lewin’s model, these are considered a positive influence and can be internal or external. 

Internal driving forces of change might include: 

• Outdated product lines
• Old machinery
• Diminishing employee morale
• Declining profitability 

While external driving forces could include:

• Rapidly changing industry
• Disruptive technologies
• Increased competition
• Changing demographic trends

Think about as many driving forces as you can that would help you affect change and list them down on the left side of your template. 

You can turn to your internal team or consult change agents specializing in organizational change management. 

Use some of these questions to help you arrive at the answers: 

• Who supports organizational change? Who may be against it?
• Do you have the necessary resources to bring change?
• What are the costs and risks involved?
• Which processes will be impacted by the change?

3. Identify and list forces pushing against the change

Forces against the change, or restraining forces, are factors that will resist the change and make it harder for you to attain your desired outcome. Similar to driving forces, restraining forces can be internal or external. 

Write as many forces you can think of down on the right side of your force field analysis chart. 

At the end of this step, your force field analysis should look something like this:

4. Assign each force an impact score

Each force has a varying degree of influence on the expected outcome. To accommodate this, score each individual restaining and driving force a score from one(weakest) to five(strongest) to showcase which forces have the most impact. 

You may also rate forces on a scale of 1-10, and choose to leave out forces that are too weak.

Using Whatfix’s force field template, write down each force and the score next to it, and add it all up. 

Below is an example of what this will look like:

5. Propose solutions to positive influence the forces

Effective organizational change comes down to making your driving forces stronger, and eliminating or weakening the restraining forces pushing against a change. 

Based on your evaluation, you can identify which forces may be weakened and which you can strengthen. 

For instance, in the example above, you could:

• Train staff to minimize the fear new technology adoption
• Invest in better L&D tools to reduce training time
• Buy new machinery to make your maintenance costs even lower
• Make sure the new machinery is sustainable to reduce your environmental impact

These solutions help swing the balance in your favor and make change implementations and transitions smooth. 

6. Create a Change Management Plan

If your proposed solutions cannot help you meet your goals, you may have to rethink your strategy.

But if your approach is viable, formalize your solutions in the form of a change management plan . 

Your plan should include: 

• The well-defined objectives of the change project
• Space for feedback from all stakeholders
• Learning & development training sessions
• All the action steps you need to take
• Who’s responsible for each action step
• Timeline for each part of the plan
• Milestones you need to hit
• Resources at your disposal and ones you need

7. Leverage a proven change management model

Change management models are frameworks with specific guidelines that help you plan and implement the change project. Learning these models can help you adopt best practices, so your organizational change is successful.

You can use one, two, or a combination of these proven change management models that have been tested by other businesses and developed by experts. 

• Lewin’s Change Management Model
• McKinsey 7-S Model
• Nudge Theory
• The ADKAR Change Management Model
• Kübler-Ross Change Curve
• Bridges’ Transition Model
• Satir Change Model
• Kotter’s 8-Step Theory
• Maurer 3 Levels of Resistance and Change Model
• Deming Cycle (PDCA)

While the specifics may differ, all these change management models have one thing in common; they’re employee-centric.

Centering your plans around your employees can have a substantial positive impact on the success of your change project. Consider their reaction and feedback to make them a part of the process. Give them a sense of ownership rather than treating them as bystanders.  

Note: There is no best change management model because each business has unique needs. By taking the time to understand them all, you can determine which makes sense for you or take elements of each to create your own plan. 

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Mini Case Study: How Netflix Changes its Business Model to Survive

Netflix is a prime example of successful organizational change that used Lewin’s change management model to do so. 

Founded in 1997, Netflix sold DVDs and rentals by mail with a pay-per-rental model. In 1999, they launched a subscription service that allowed customers to rent unlimited DVDs for a fixed monthly price without late fees. 

The pay-per-rental was transformed into a pay-for-use model. 

But by 2007, interest in DVDs began to falter. 2 years of declining sales later, the market for DVDs had shrunk by 4.5% in 2007. Although Netflix’s sales were growing, Netflix’s CEO, Reed Hastings, knew they had to future-proof the business. 

That was the second significant change. They went all-in on video streaming rather than focusing on improving the quality of physical delivery and managing the logistics. 

But the problem was the technology to support this plan didn’t quite exist, so Netflix took a risk and launched its streaming service called “Watch Now.”

No one else was investing the kind of time, energy, and capital into building a comparable product, so by the time everyone caught on, Netflix had become the best streaming service. 

So while there was no customer demand (driving force), a lack of tech advancement (restraining force), Netflix bet big on streaming, and it paid off. 

Cut to now, and Netflix has rolled out several changes to satisfy its users: 

• 2011: Launched mobile apps for both Android and iOS
• 2016: Rolled out the offline playback feature
• 2018: Introduced the “Skip Intro” button
• 2022: Unfurled its plans to extend into video gaming

You can see how the above changes help to reinforce the positive force field influencers and reduce the negative impact of those pushing against the company’s change.

Change models Netflix used for pricing

In reality, all the steps of change models cannot be implemented nor put in practice as stipulated by the theories as you’ll soon see. 

Change agents may skip some steps, so it is pretty difficult to isolate all the different models, but here’s a sample of all the change models at play when Netflix changed its pricing tiers.

The Role of a Change Agent: Characteristics, Types, Skills (2024)

10 Proven Change Management Models in 2024

Resistance to Change: 7 Causes & How to Overcome Them (2024)

Don’t allow user adoption to become a negative force on your change projects

Change management has been around for decades. But even the best, well-intentioned change projects fail. In fact, the data for change project failure rate has stood at 70% for a long time. 

But according to consulting firm BCG , we’ve gotten worse at it. “ 75% of transformation efforts don’t deliver the hoped-for results.”  

Of all the reasons that your change project could go wrong, don’t allow user adoption to be one of them. One of the most crucial aspects of change management, getting employees to accept and commit to these changes, can only come when you invest in training and perhaps re-training. 

But employee learning cannot be siloed. Expecting them to go through major changes while accomplishing what’s already on their plate is a recipe for disaster. 

Digital adoption platforms such as Whatfix can help you fix that. With Whatfix, you can get the support you need to help your implementation succeed. Employees receive support in the form of in-app content and access to training resources, helpful tips, product tours, interactive tours without ever having to leave the platform.

The help employees receive is context-aware and personalized with the ability to be delivered in a format that they’re most receptive to—video, PDF, or task lists. So adoption can occur at their pace, and your change project is more likely to succeed. 

Force Field Analysis FAQs

1. what are alternatives to the force field analysis.

You can use a range of decision making tools to either complement or replace the force field analysis such as the cost/benefit matrix, scenario analysis, SWOT, or Pareto analysis.

2. What are the advantages of the force field analysis?

Some of the advantages of using the Force Field Analysis are: 

• It’s easy to understand
• It shows the risk change carries visually
• Helps with decision making
• Can involve everyone in the process

3. What are the limitations of the force field analysis?

Like with any theory, force field analysis has a few disadvantages: 

• The scoring is subjective
• Development takes time
• It cannot be used to analyze overly complicated situations

Request a demo to see how Whatfix empowers organizations to improve end-user adoption and provide on-demand customer support

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Force Field Analysis by Kurt Lewin explained

Force Field Analysis: this article explains the Force Field Analysis by Kurt Lewin in a practical way. Next to what it is, this article also highlights the change process, the Force Field Analysis, an example template overview to start yourself, the possible obstacles and preconditions. After reading you will understand the basics of this powerful decision making tool. Enjoy reading

What is change? Kurt lewin’s Theory

In the last century, Kurt Lewin was best known for being the founder of social psychology. He proved that individuals not only have to deal with inner urges such as desires, motives, and expectations but also with pressure from their environment.

In his Change Management Model , he indicated that it is possible for individuals to be flexible and that they can change their behaviour. This does not happen overnight. Kurt Lewin identified three basic stages: the unfreezing stage, the change stage and the refreezing stage.

Change process

The first stage is about people becoming aware of their own behaviour and that they have to get rid of unwanted habits. Efforts should be made to transition from ‘unconscious wrong’ behaviour to ‘conscious wrong’ behaviour.

Only when individuals are aware of their ‘wrong ’behaviour it is possible to move to the second stage. In the move stage it is important for individuals to acquire the required appropriate knowledge, attitudes and skills. Efforts should be made to transition from ‘conscious wrong’ to ‘conscious right’ activities.

In the third and final stage the desired (new) behaviour cannot be a once-only occurrence but the aim is that this will become(and remain) a fixed part and pattern of their daily routine. The ideal is a continuous transition from ‘conscious good’ to ‘unconscious good’.

Force Field Analysis

Change is very difficult to accept for people and they would much rather see that everything remains ‘the same’ . This also applies to companies and organizations where it is important to implement changes.

After all, inertia is tantamount to decline and in order to generate as little resistance as possible, Kurt Lewin developed the Force Field Analysis (FFA). This is a method in which a team or an organization can predict in advance what the expected resistance will be to the proposed change.

Change within an organization can be effected in different ways. For example a reorganization, the introduction of a new technology, introduction of new machines, adjustment of production or changes in work processes . Using FFA, it becomes clear what forces could possibly influence the change.

These might include resistant people, inoperative processes and structures, negative attitudes, habits, insufficient knowledge and skills. All these force may have an impact on the individual employee, a department or the entire organization.

Figure 1 – an example template of a Force Field Analysis

Force Field Analysis and possible obstacles

FFA is a powerful strategic instrument that is used to understand what is needed for change to take place in both a business and a personal environment. FFA makes clear what the possible obstacles are that could hinder change.

It enables an organization to become aware of the difficulties that may be involved in the envisaged change. By consulting thoroughly with each other, FFA ensures that teams will feel responsible. They will be better able to implement the change and to identify and eliminate any obstacles prematurely.

Driving and restraining forces

FFA distinguishes driving forces and restraining forces. The restraining forces are obstacles that get in the way of change. They have an impact on the change and they will try to restrain this. The driving forces support change and encourage positive effects.

FFA can be used as a tool to understand why, for example, the introduction of a new working method does not work which makes it possible to draw up an improvement plan. The FFA also contributes to the improvement of internal communication.

Preconditions Force Field Anaylsis

It is important that a Force Field Analysis group is composed of people in the organization that are involved in change in different ways. Preferably, this should be a differentiated group that includes manager, employees, internal clients and technicians.

Now It’s Your Turn

What do you think? What is your experience with decision making and managing organizational change? Do you recognize the brief explanation on the Force Field Analysis or do you have any additions to this post? What are your success factors on decision making in relation to organizational change?

More information

• Baulcomb, J. S. (2003). Management of change through force field analysis . Journal of nursing management , 11(4), 275-280.
• Bozak, M. G. (2003). Using Lewin’s force field analysis in implementing a nursing information system . CIN: Computers, Informatics, Nursing, 21(2), 80-85.
• Lewin, K. (1946). Force field analysis . The 1973 Annual Handbook for Group Facilitators, 111-13.
• Schein, E. H. (1996). Kurt Lewin’s change theory in the field and in the classroom: Notes toward a model of managed learning . Systemic Practice and Action Research , 9(1), 27-47.
• Thomas, J. (1985). Force field analysis: A new way to evaluate your strategy . Long range planning, 18(6), 54-59.

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Patty Mulder

Patty Mulder is an Dutch expert on Management Skills, Personal Effectiveness and Business Communication. She is also a Content writer, Business Coach and Company Trainer and lives in the Netherlands (Europe). Note: all her articles are written in Dutch and we translated her articles to English!

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Force Field Analysis: Examples and Purpose

Written by MasterClass

Last updated: Nov 2, 2022 • 4 min read

According to the force field theory in social science, all forms of organizational change must contend with driving forces that advance change and restraining forces that prevent change. You can use a decision-making tool called a force field analysis to assess what forces will impact your desired change for your organization.

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Force Field Analysis

Analyzing the pressures for and against change.

Some people struggle when they have tough decisions to make. They hash through the pros and cons, and agonize over making the right call.

When you're making difficult or challenging decisions, it pays to use an effective, structured decision-making technique that will improve the quality of your decisions and increase your chances of success. Force Field Analysis is one such technique and, in this article and in the video, below, we'll explore what it is and how you can use it.

Click here   to view a transcript of this video.

About the Tool

Force Field Analysis was created by Kurt Lewin in the 1940s. Lewin originally used it in his work as a social psychologist. Today, however, it is also used in business, for making and communicating go/no-go decisions.

The idea behind Force Field Analysis is that situations are maintained by an equilibrium between forces that drive change and others that resist change, as shown in figure 1, below. For change to happen, the driving forces must be strengthened or the resisting forces weakened.

Figure 1 – Force Field Analysis

The tool is useful for making decisions by analyzing the forces for and against a change, and for communicating the reasoning behind your decision.

How to Use the Tool

To carry out a Force Field Analysis, use a blank sheet of paper or a whiteboard, or download our worksheet and follow these five steps.

Step 1: Describe Your Plan or Proposal for Change

Define your goal or vision for change, and write it down in a box in the middle of the page.

Step 2: Identify Forces For Change

Think about the kinds of forces that are driving change. These can be internal and external.

Internal drivers could include:

• Outdated machinery or product lines.
• Declining team morale.
• A need to increase profitability.

Your external drivers could include:

• A volatile, uncertain   operating environment.
• Disruptive technologies.
• Changing demographic trends.

It's important to identify as many of the factors that will influence the change as you can. Where appropriate, involve other people, such as team members or experts in your organization.

The following questions may help you to identify forces that will influence the change:

• What business benefit will the change deliver?
• Who supports the change? Who is against it? Why?
• Do you have the resources to make the change work?
• What costs and risks are involved?
• What business processes will be affected?

Tools such as the Futures Wheel , Impact Analysis , "What If" Analysis , Stakeholder Analysis , and brainstorming can also help with this step.

When you've identified the forces that are driving change, add them to the left-hand side of your Force Field Analysis.

Step 3: Identify Forces Against Change

Now brainstorm the forces that resist or are unfavorable to change.

Internal resistors and restrainers could include:

• Fears of the unknown.
• Existing organizational structures.
• " That's not how we do it here   " attitudes.

External factors might be:

• Existing commitments to partner organizations.
• Government legislation.
• Obligations toward your customers.

Now add the forces against change to the right-hand side of your Force Field Analysis.

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Step 4: Assign Scores

Next, score each force, from, say, one (weak) to five (strong), according to the degree of influence each one has on the plan, and then add up the scores for each side (for and against).

For a visual representation of the influence that each force has, draw arrows around them. Use bigger arrows for the forces that will have a greater influence on the change, and smaller arrows for forces that will have a weaker influence.

By now, your Force Field Analysis should look something like the example in figure 2, below.

Figure 2 – Example Force Field Analysis

Image adapted from “ Tools for Knowledge and Learning A Guide for Development and Humanitarian Organisations ” by Ben Ramalingam © Overseas Development Institute 2006. Adapted with permission from Ben Ramalingam.

Step 5: Analyze and Apply

Now that you've done your Force Field Analysis, you can use it in two ways:

• To decide whether or not to move forward with the decision or change.
• To think about which supportive forces you can strengthen and which opposing or resisting forces you can weaken, and how to make the change more successful.

If you had to implement the project in the example above, the analysis might suggest a number of changes that you could make to the initial plan. For instance, you could:

• Train staff to minimize their fear of technology. The +1 cost of training increases "Cost" to -4 but the -2 benefits reduce "Staff fearful of new technology" to -1.
• Show staff that change is necessary for business survival. This new, +2 force supports the change.
• Show staff that new machines would introduce variety and interest to their jobs. This new, +1 force also supports the change.
• Raise wages to reflect new productivity. The +1 cost of raising wages takes "Cost" to -5, but the -2 benefits reduce "Loss of overtime" to -1.
• Install slightly different machines with filters that eliminate pollution. The -1 benefit of the new machines eliminates "Impact on environment" as a force against change.

These changes would swing the balance from 11:10 (against the plan), to 13:8 (in favor of the plan).

Some factors, where you need absolute certainty in order to make a good decision, don't fit well with this approach. Considerations that affect people's health and safety, for example, aren't suited to Force Field Analysis. Be sure to deal with these appropriately, whatever the outcome of your analysis.

Bear in mind that, while Force Field Analysis helps you to understand the impact of different factors on your decision or change, it can be subjective. If you're making an important decision, using it alongside other decision-making tools such as Decision Matrix Analysis   , Decision Tree Analysis   , and Cost/Benefit Analysis   will help to reinforce the quality of your decision.

Don't underestimate how much work a Force Field Analysis can involve. We've used a simple example here, but there will be many factors that you'll need to consider for complex decisions and changes.

Force Field Analysis helps you to think about the pressures for and against a decision or a change. It was developed by Kurt Lewin.

To carry out a Force Field Analysis, describe your plan or proposal in the middle of a piece of paper or whiteboard. Then list all of the forces for change in a column on the left-side, and all of the forces against change in a column on the right-side.

Score each factor, and add up the scores for each column. You can then decide whether or not to move forward with the change.

Alternatively, you can use your analysis to think about how you can strengthen the forces that support the change and weaken the forces opposing it, so that the change is more successful.

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Comments (10)

• Over a month ago Michele wrote Hi Aviral, You are most welcome and we're glad that the article helped you to understand how to use force field analysis to understand the dynamics behind a change. Michele Mind Tools Team
• Over a month ago Aviral wrote Thanks for this article on force field analysis. It was very helpful for me to understand the concept behind it.
• Over a month ago BillT wrote Hi Habibullah, Thank you for the positive feedback. We're always pleased when a reader finds value in our articles.

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Introduction to Force Field Analysis

Struggling to make strategic decisions? Take a look at this decision making framework…🤔

Table of Contents

Shields up! This is a framework to aid strategic decision making. It’s a useful tool to help you map out a decision process and weigh up the reasons for and against, in order to decide the right path for your company.

What is Force Field Analysis?

The Force Field Analysis is a framework used to aid business decisions, often in the context of strategic planning, implementation or change management. The framework assumes there are forces in favour of the decision and forces against the decision.

If you want the decision to be made or the change to happen, the forces against that change must be weaker than the forces making that change.

The forces that can impact a business decision might include:

• Cost of the decision
• Ongoing impact on productivity
• Opportunities and benefits that may be presented

Each force is given a value of 1 – 4, the larger the value the higher the impact is on the business and thus more weight for or against the decision. It’s easier to look at an example, let’s say a business is reviewing a new IT system. It’s a big decision, so what would the pros and cons look like…?

In the above simplistic example, the decision should be to do the IT change, as the total forces for the decision add up to 11, whereas against it would be a 9.

Real life examples of Force Field Analysis will likely be produced in much more depth, in order to really analyse the impact a decision will have on the company.

What are the advantages of Force Field Analysis?

Advantages of the Force Field Analysis include:

• It provides a clear analysis for a decision to be made
• It identifies the negative forces that should be removed to ensure successful implementation of the change
• It is a fair analysis and allows everyone to list their pros and cons
• It can be used as a group or individual

What are the limitations of Force Field Analysis?

There are some limitations of the model including:

• There are decisions that do not work well with FFA, anything involving health and safety or personal security are two notable examples
• The subjective nature of the scoring
• Some decisions are complicated and can break the framework
• It relies on all the information being captured in the analysis
• It can add time to decision making

What preparation should be done before using Force Field Analysis?

You should prepare by gathering as much information as possible about the decision, the context you’re making it within, and the areas it will impact. FFA is often done best by consulting with other parts of the business and your peers, in order to produce a comprehensive list of forces.

What are alternatives to Force Field Analysis?

There are a range of decision making tools and frameworks that can be used to complement or replace the FFA, such as Cost/Benefit Matrix or Scenario Analysis.

Who invented Force Field Analysis?

Force Field Analysis was created by Kurt Lewin in 1951.

How often does a company’s Force Field Analysis get used?

FFA can be used for strategic decision making, but it’s unlikely to be effective in the day to day tasks. It can add too much time and become an unhealthy decision by democracy. In short – a useful tool, but one to use only where appropriate.

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Understanding Force Field Analysis: A Decision-Making Technique

A force field analysis is a decision-making technique developed by Kurt Lewin that allows individuals or groups to make informed decisions by weighing the driving and restraining forces related to a change or decision.

It is a visual tool that allows for systematic problem-solving and decision-making.

Here is a guide on force field analysis and decision-making.

Background on Force Field Analysis

Force field analysis was created by psychologist Kurt Lewin in the 1940s.

It is based on Lewin’s field theory, which sees human behavior as the result of forces that drive and forces that restrain behavior.

A force field analysis allows you to examine the factors for and against a change to make better decisions.

Maximizing Decision-Making with Force Field Analysis

A force field analysis is a valuable decision-making tool when you need to:

• Evaluate the pros and cons of a decision or proposed change.
• Identify barriers to change and find solutions to overcome them.
• Build consensus around a decision within a team or group.
• Prioritize driving and restraining forces to focus your efforts.
• Visualize complex decisions to gain new insights.

It is best used for analyzing complex problems with multiple factors at play. The visual diagram lets you see all the forces impacting a decision in one place.

The Value of a Force Field Analysis

Conducting a force field analysis provides several benefits:

• Visual representation – The diagram format lets you map out the forces for and against a decision or change.
• Identification of key factors – Highlights the main driving and restraining forces so you can focus on the factors that matter most.
• Builds understanding – Discussion and analysis of the forces deepens knowledge of the change and its impacts.
• Aids group decisions – Allows groups to analyze the pros and cons and build agreement collectively.
• Focuses efforts – Shows where to target efforts to maximize driving forces and minimize resisting forces.

Features and Benefits of Force Field Analysis

• Simple and flexible visualization tool.
• Works for both group and individual decisions.
• Focuses on the key opposing forces.
• Adaptable to many types of decisions and changes.
• Clarifies complex decisions.
• Provides structure for decision analysis.
• Promotes discussion and buy-in.
• Identifies barriers and solutions.
• Shows where to focus efforts for change.

5 Tips for Using a Force Field Analysis

• Define the decision or change to analyze – Be specific in defining the goal or proposed change.
• Brainstorm the driving and restraining forces – Identify all the major factors influencing the decision.
• Rate each force – Rank each from 1 (weak) to 5 (strong) to prioritize.
• Visualize the analysis – Map out the forces with arrows showing strength.
• Identify actions – Develop strategies to reduce restraining forces and increase driving forces.

How to Conduct a Force Field Analysis in 5 Steps

• Define the proposed change or decision to be analyzed.
• Identify driving forces that support the change. List them on the left.
• Identify restraining forces that work against the change. List them on the right.
• Rate each force from 1 (weak) to 5 (strong).
• Develop actions to reduce restraining forces and increase driving forces.

Example of a Force Field Analysis

Company A is considering expanding to a new market.

Driving Forces

• Increased revenue potential (5).
• Strategic growth opportunity (4).
• Leverage core competencies (3).
• Build market share (2).

Restraining Forces

• High initial investment required (5).
• Lack of customer data in new markets (4).
• Strains current resources and staff (3).
• Competitive landscape unknowns (2).

Based on this analysis, Company A pursues the expansion by allocating budget for market research to reduce unknowns and plans hiring to add staff capacity.

A force field analysis is a useful visualization tool for making informed decisions when multiple factors are involved.

It allows you to systematically analyze the forces for and against a proposed change to identify the key influences, barriers, and solutions.

Conducting a force field analysis leads to understanding of all sides of a decision and drives discussion toward action.

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Elevate your thinking and accelerate your results with visual thinking tools

A little-known but powerful visual approach to solving your biggest challenges

By Chuck Frey

A “force field analysis” is a little-known but powerful creative problem-solving technique that can help you to deconstruct your current challenge into its strengths and weaknesses in – and to focus on those that will help you ensure a successful outcome.

Most challenges are composed of a set of conditions or circumstances. Each one has a dynamic, a positive or negative momentum that can carry us toward a best or worst case scenario, respectively. Force field analysis gives us a visual way to better understand our challenges and visualize these forces at work, so we can brainstorm ways to minimize our weaknesses, build upon our strengths – or add new positive skills or conditions to better counterbalance our weaknesses.

In this new Mind Mapping Insider report, we will look at a technique for performing a force field analysis – also known as “tug of war” – which is described in Michael Michalko’s excellent creativity book, Thinkertoys: A Handbook of Creative Thinking Techniques . Insider members get a free set of SmartDraw and PDF templates to use to create your own analyses, plus an example of a completed diagram.

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But Michalko’s tabular diagram wasn’t good enough for me. In my opinion, it had a number of shortcomings, which I describe in this report. I created my own version of it that works even harder, and will help you decide which parts of your challenge to focus upon first. That diagram is also available to Insiders in SmartDraw and PDF formats.

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New reports and resources are being added to the Insider area every week, plus members get access to over two years of archives. If you’re serious about becoming a mind mapper, why not check out the Mind Mapping Insider program today?

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What is Force Field Analysis: Explain with Example

We are all aware that analysis is a thorough investigation of something complex to understand or identify the fundamentals. But force field analysis is commonly used to guide decision-making, notably in the design and implementation of change management initiatives in companies. On that note, other people try to make that process manually or uses some expensive software for them to easily create one. Having said that, this article may help you fully understand the lewin’s force field analysis and also to provide a great tool that can use to make your job well.

Guidlines about Force Field Analysis

What is force field analysis, force field analysis example by gitmind, how to conduct a force field analysis.

It is an effective approach for getting a comprehensive overview of the various factors at work on a prospective organizational change issue, as well as determining the source and strength. lewin’s force field analysis can also be used to analyze the forces influencing a condition or to examine the elements controlling whether a specific scientific study should be implemented as a strategy.

The concept of this analysis is that circumstances are sustained by a balance between forces that promote development and those that oppose change. Users may also use this study to consider how they might increase the factors that support the change while weakening the ones that oppose it, therefore increasing the success of the change. To assess the process of this force field analysis, you may look at the sample figure below created by GitMind. Either the driving forces or the opposing forces must always be strengthened.

GitMind is a technology applications mind mapping application that enables users to brainstorm concept mapping, project planning, and other creative activities. It is also a complete tool that assists users in visualizing complex concepts, generating new ideas, creating lists and demonstrations, and so increasing their productivity. On the other hand, The diagram below shows the features and functions of GitMind including a sample of a force field analysis. This chart freeware has a huge number of shapes in a number of styles to satisfy a wide range of needs. The sum of the driving and restraining factors might assist you to determine which path to choose.

A force field analysis is generally performed in a group setting utilizing a visual schedule.

Step 1: Demonstrate your point of view or a proposal for improvement.

• The organization must discuss and agree on the current situation, as well as the goal of legislative or structural reorganization. also, They must determine whether to proceed with the choice or modify it.
• Proposed changed should be wriiten on the force field analysis chart or it should have a clarity across two sections.
• All reasons for change should indeed be mentioned in the first column, and all forces against change should be put in the opposite column.

Step 2: Describe all of the factors for change in the first column, and all of the forces against change in the second column.

• The following step is to explore the ‘Driving’ and ‘Restraining’ forces and break them down in the right category.
• Both Driving and Restraining forces should evaluate and score according to their importance.

Step 3: Make a solution and action plan based on Lewin’s force field analysis findings.

• The final stage is to brainstorm and develop effective tactics for reducing the restraining forces and maximizing the driving factors.
• The party should consider which supportive factors it can enhance and which opposed or resistive ones it may decrease, as well as how to maximize the effectiveness of the transition.

To give the precise information necessary for an efficient study, force field analysis necessitates the complete cooperation of all parties concerned. When complete involvement is not feasible, As a result, this might be a downside leading to an assessment that does not produce a genuine picture of the supporting and opposing forces. All in all, complete cooperation of all parties is the key to making a great force field analysis. In addition to that, using GitMind can make your job much more easier and productive, especially when making mindmaps and flowcharts.

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Force-Field Analysis In A Nutshell

Social psychologist Kurt Lewin developed the force-field analysis in the 1940s. The force-field analysis is a decision-making tool used to quantify factors that support or oppose a change initiative. Lewin argued that businesses contain dynamic and interactive forces that work together in opposite directions. To institute successful change, the forces driving the change must be stronger than the forces hindering the change.

Table of Contents

Understanding the force-field analysis

Lewin argued that businesses contain dynamic and interactive forces that work together in opposite directions.

To institute successful change, the forces driving the change must be stronger than the forces hindering the change.

Importantly, change can be achieved by either  strengthening  a driving force or  weakening  a hindering force. 

These factors are central to the force-field analysis because driving and hindering forces in equilibrium cause a business to remain stationary or stagnant.

Indeed, Lewin noted in 1948 that “to bring about any change, the balance between the forces which maintain the social self-regulation at a given level has to be upset.”

Moving through the force-field analysis process

Businesses wanting to conduct a force-field analysis should move through these steps:

Define problem and key stakeholders

Start by defining the problem and the desired future state by inviting key stakeholders to come together. 

• Then, generate a list of driving and hindering forces

To stimulate idea generation, consider those who support or oppose the change, and give potential reasons for both arguments.

It’s also helpful to define a broader project’s risks, constraints, and benefits.

Most importantly, the business must have adequate resources to see the process through to completion.

• Organize the driving forces on a sheet

With the list of forces, write the driving forces on the left-hand side of a sheet of paper.

Write the hindering forces on the right, with the proposed change occupying the center.

• Rate each force on a scale to assess their validity

Most businesses use a scale of 1 to 10, where 1 is a weak force, and 10 is a strong force.

Then, sum the ratings of both the left and right-hand sides to determine whether driving forces or hindering forces are in control. 

• Assess change viability and take action

When instituting change, it is usually more cost-effective to weaken hindering forces than it is to strengthen driving forces.

For example, suppose locations with cool summers and high transport costs hinder the expansion of an ice cream business.

In that case, forces could be weakened by expansion into warmer climates in closer proximity.

Simultaneously strengthening driving forces and weakening hindering forces is also an effective strategy .

Common examples of driving and hindering forces

In the force-field analysis , driving forces that encourage change by supporting a goal or objective include:

• Recruitment.
• Fluctuating market conditions.
• Technology and innovation .
• Increased competition.
• Incentives, rewards, or bonuses.
• External factors such as politics, trade agreements, and shareholders.

Conversely, hindering forces that inhibit progress toward a goal include:

• Fear of failure.
• Outdated or inflexible management style or culture.
• Unsuitably qualified or skilled employees.
• Environmental or economic regulation.

Force-Field Analysis Case Study

As an example of a force field analysis , imagine an internal analysis of the factors affecting a company’s adoption of a new marketing strategy to understand what forces can be leveraged to enhance the strategy .

Through the force-field analysis , a company identifies the forces driving and restraining the adoption of the new strategy so it can prioritize its overall execution.

Some of these driving forces might include factors such as the potential for increased revenue and market share, top management’s support, and the strategy ’s alignment with the company’s overall goals.

The restraining forces might include increased costs, employees’ resistance to change, and potential adverse effects on the company’s reputation.

Based on the results of the force field analysis , the company might decide to focus on strengthening the driving forces and mitigating the restraining forces to successfully implement a more effective marketing strategy .

For instance, the company by providing additional training to employees to help them understand and support the new strategy and communicate the benefits of the new strategy to key stakeholders to gain their support.

Overall, the force field analysis will help the company identify the key factors driving and restraining the adoption of the enhanced marketing strategy .

And develop strategies to address those factors and successfully implement the change.

Additional Case Studies

Example 1: implementing a remote work policy.

Driving Forces:

• Improved employee morale and job satisfaction.
• Access to a broader talent pool not restricted by geographical location.
• Cost savings on office utilities and rent.
• Flexible schedules leading to increased productivity.

Hindering Forces:

• Lack of face-to-face communication may hamper team cohesion.
• Potential security risks with home networks.
• Difficulty in monitoring employee performance.
• Some roles may not be suitable for remote work.

Example 2: Launching a New Product Line

• Potential to tap into a new market segment.
• Increase in overall company revenues.
• Competitive advantage if the product is innovative.
• Enhanced brand visibility and reputation.
• High initial investment and R&D costs.
• Risk of product failure if not accepted by the target audience.
• Training staff to produce, market, and support the new product.
• Potential cannibalization of existing products.

Example 3: Adopting Green and Sustainable Business Practices

• Positive brand image and increased customer loyalty.
• Cost savings in the long run due to energy efficiency.
• Access to tax incentives and grants.
• Moral responsibility to protect the environment.
• High initial investment in sustainable infrastructure.
• Resistance from stakeholders used to traditional methods.
• Short term increase in operational costs.
• Potential need for retraining staff.

Example 4: Expanding Business Internationally

• Access to larger markets and increased customer base.
• Diversification of revenue streams.
• Learning from international best practices.
• Enhanced global reputation and brand recognition.
• Navigating different regulatory and cultural landscapes.
• High costs associated with international expansion.
• Potential language and communication barriers.
• Risk of business failure in unfamiliar markets.

Example 5: Upgrading to a New Technology System

• Increased efficiency and productivity.
• Competitive advantage with state-of-the-art technology.
• Better data analytics and insights.
• Enhanced customer experience.
• High costs of purchasing and implementing new technology.
• Downtime during the transition period.
• Resistance from employees used to the old system.
• Training costs and potential for errors during the learning phase.

Key takeaways

• The basic premise of the force-field analysis is that counterbalancing forces enhance the status quo in business operations, thereby inhibiting change.
• The force-field analysis argues that driving forces encourage change while hindering forces discourage change. When the two forces are in equilibrium, a business must weaken hindering forces or strengthen driving forces – or a combination of both.
• In the force-field analysis , common driving forces include innovation and increased competition. Common hindering forces include a lack of resources, regulation, and an outdated management structure.

Key Highlights

• Force-Field Analysis : A decision-making tool developed by Kurt Lewin to quantify factors that support or oppose a change initiative in a business.
• Dynamic and Interactive Forces : Lewin argues that businesses have opposing forces that work together, and for successful change, driving forces must be stronger than hindering forces.
• Change Implementation : Change can be achieved by either strengthening driving forces or weakening hindering forces to disrupt the equilibrium that maintains the status quo.
• Define the problem and involve key stakeholders.
• Generate a list of driving and hindering forces by considering supporters and opposers of the change and identifying risks, constraints, and benefits.
• Organize driving forces on the left and hindering forces on the right, with the proposed change in the center.
• Rate each force on a scale and sum the ratings to determine the dominant forces.
• Assess change viability and take action by weakening hindering forces or strengthening driving forces.
• Driving Forces : Encourage change and support the desired goal, such as recruitment, market conditions, technology, competition, incentives, and external factors like politics and trade agreements.
• Hindering Forces : Inhibit progress toward the goal, like fear of failure, inflexible management, costs, unqualified employees, and regulations.
• Force-Field Analysis Case Study : An example of a company’s internal analysis to adopt a new marketing strategy and identify driving and restraining forces to prioritize strategy execution.
• Importance : The force-field analysis helps businesses understand the factors influencing change, enabling them to develop strategies to address hindering forces and leverage driving forces for successful implementation.

How do you perform a Force-Field analysis?

To perform a force-field analysis, perform the following steps:

• Define the problem and key stakeholders

What is Force Field Analysis with example?

The Force-Field analysis is used to identify the forces driving or restraining a change or decision. That is based on the idea that change is driven by a balance of forces and that to implement a change successfully, the driving forces must be strengthened, and the restraining forces must be weakened. Take the example of a company that identifies forces behind increased revenue and market share, top management’s support, and the strategy ’s alignment with the company’s overall goals, thus enhancing or restructuring its marketing strategy .

Connected Analysis Frameworks

Failure Mode And Effects Analysis

Agile Business Analysis

Business Valuation

Paired Comparison Analysis

Monte Carlo Analysis

Cost-Benefit Analysis

CATWOE Analysis

VTDF Framework

Pareto Analysis

Comparable Analysis

SWOT Analysis

PESTEL Analysis

Business Analysis

Financial Structure

Financial Modeling

Value Investing

Buffet Indicator

Financial Analysis

Post-Mortem Analysis

Retrospective Analysis

Root Cause Analysis

Blindspot Analysis

Break-even Analysis

Decision Analysis

DESTEP Analysis

STEEP Analysis

STEEPLE Analysis

Activity-Based Management

PMESII-PT Analysis

SPACE Analysis

Lotus Diagram

Functional Decomposition

Multi-Criteria Analysis

Stakeholder Analysis

Strategic Analysis

Related Strategy Concepts:  Go-To-Market Strategy ,  Marketing Strategy ,  Business Models ,  Tech Business Models ,  Jobs-To-Be Done ,  Design Thinking ,  Lean Startup Canvas ,  Value Chain ,  Value Proposition Canvas ,  Balanced Scorecard ,  Business Model Canvas ,  SWOT Analysis ,  Growth Hacking ,  Bundling ,  Unbundling ,  Bootstrapping ,  Venture Capital ,  Porter’s Five Forces ,  Porter’s Generic Strategies ,  Porter’s Five Forces ,  PESTEL Analysis ,  SWOT ,  Porter’s Diamond Model ,  Ansoff ,  Technology Adoption Curve ,  TOWS ,  SOAR ,  Balanced Scorecard ,  OKR ,  Agile Methodology ,  Value Proposition ,  VTDF Framework ,  BCG Matrix ,  GE McKinsey Matrix ,  Kotter’s 8-Step Change Model .

Main Guides:

• Business Models
• Business Strategy
• Marketing Strategy
• Business Model Innovation
• Platform Business Models
• Network Effects In A Nutshell
• Digital Business Models

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Workshop Exercises: Understand

• Force Field Analysis

A collection of workshop exercises that will help you ditch dull meetings and facilitate with confidence. It will help you master the design process and have more productive time with your team. The card deck will be ready for purchase in the end of 2023 and is now undergoing rigorous testing.

Instructions for running this play

• Settle on the proposed change you want to explore before the meeting.

• Write the Proposed Change on a sticky note placed in the center box of the map. Kick off the workshop by discussing it in plenum.
• Conduct a Silent Storm exercise on the Forces For Change (the pros of the decision) with a Timebox of 10 minutes. Playback the results by placing produced sticky notes on the left side of the center box.
• Repeat step 4 in regards to the Forces Against Change (the cons of the decision).
• Identify duplicate and irrelevant post-its on both sides and remove them
• Go through each force and assign a score of 1-5 where 1 means it is not important in regards to change and 5 means it is very important.
• Prioritize the top 5 forces on each side and add up their scores in each column. The total sum of points for each side will indicate whether it makes sense to go forward with the decision.

Tips to perfect this play

Master and adapt the play to fit your context and needs.

Tip: Connect

Connect identified forces to potential solutions or interventions, creating a roadmap for addressing barriers and leveraging enablers

This workshop exercise is part of the Workshop Patterns printed card deck .

Related plays.

• Impact Mapping
• Opportunity Solution Tree Mapping
• Force Field Network

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Validation Patterns

Validate the problem.

Is your problem worth solving?

• Closed-Ended Surveys
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Don't build something that nobody wants

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Validate the product

Does your product solve the problem?

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Validate willingness to pay

Are people willing to reach into their wallets?

Business Model Patterns

Customer segment.

Meeting the unique needs of each and every customer

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Pricing Model

Innovative pricing strategies for sustainable growth

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Revenue Streams

Explore different revenue streams to maximize potential

• Fractional Ownership
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• Subscription
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• Rent Instead of Buy

Value Network

Sharing resources and risks for mutual benefit in the network

• Affiliation
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• Joint Venture
• Layer Player
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• No Middle Man
• Omnichannel
• Orchestrator
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Value Proposition

Value proposition strategies for long-term success

• Blended Value
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Value Proposition Development

Unlocking growth through value proposition design

• Digitization
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Workshop Patterns

Convert empathy to clarity by refining insights into problem definitions

• Dependency Mapping
• Future-Back Planning
• Future Press Release
• Objectives and Key Results

Uncover insights and drive problem-solving through deep analysis

• Assumptions Collection
• Business Model Mapping
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• Empathy Mapping
• Fishbone Diagram
• Hopes and Fears
• Journey Mapping
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• Prototype Persona
• Service Blueprint
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• Starbursting
• Touchpoint Mapping
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• Value Proposition Mapping
• Why-How Laddering
• Adjacency Matrix
• 20-Year Brand Roadmap
• Competitive Landscape
• Design Principles
• Golden Circle
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• Hypothesis Statement
• Job Stories
• Personality Sliders
• Problem Statement
• Product Box
• Storyboarding
• Top Audiences
• Top Brand Values
• Value Proposition Statement

Unleash creativity to collaboratively discover fresh solutions

• 3-12-3 Brainstorm
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• Round Robin
• The Anti-Problem
• Yes, And! Brainstorm
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• Start / Stop / Continue
• SWOT Analysis

Prioritize ideas or challenges to determine where to direct your attention and efforts

• Assumptions Mapping
• Blind Voting
• Decider Vote
• Fist to Five
• Five-Fingered Consensus
• Heatmap Voting
• Letter to Myself
• Note and Vote
• Priority Mapping
• Project Plan
• Prune the Product Tree
• RACI Matrix Mapping
• Red:Green Cards
• Roles and Responsibilities
• Roman Voting
• Stack Ranking
• Trade-off Sliders
• Who / What / When Matrix

Build a shared understanding to reach your goals together

• Fishbowl Discussion
• Lean Coffee
• Mad / Sad / Glad
• Plus / Delta
• Three Little Pigs

Core techniques used to plan and lead effective workshops

• Affinity Mapping
• Card Sorting
• Parking Lot
• Poster Session
• Return on Time Invested
• Safety Check
• Silent Storming
• Talking stick

Ice Breakers

Relieve initial group awkwardness and establish a safe space

• Personal Histories

Persuasive Patterns

Encourage action by eliciting positive or negative emotions about the behavior or situation.

• Anchoring Bias
• Authority Bias
• Cashless Effect
• Commitment & Consistency
• Curiosity Effect
• Endowment Effect
• Halo Effect
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• Intentional Gaps
• Isolation Effect
• Need for Closure
• Optimism Bias
• Peak-End Rule
• Priming Effect
• Reciprocity
• Retaliation
• Scarcity Bias
• Serial Positioning Effect
• Status-Quo Bias
• Value Attribution

Restructure

Alter physical or social environments to subtly shift behavior patterns.

• Decoy Effect
• Default Effect
• Framing Effect
• Hedonic Adaptation
• Loss Aversion
• Risk Aversion

Broaden knowledge or insight regarding the behavior or situation to inform decisions.

• Analysis Paralysis
• Cognitive Dissonance
• Conceptual Metaphor
• Delay Discounting
• Inaction Inertia Effect

Demonstrate

Show practical examples or models of the desired behavior for clear guidance.

• Recognition over Recall
• Role Playing
• Storytelling

Connect the behavior to individual values and concerns, making it personally relevant.

• IKEA Effect
• Liking Bias
• Negativity Bias
• Noble Edge Effect
• Nostalgia Effect
• Positive Mimicry
• Self-Expression
• Social Proof

Highlight current actions and their reasons, bringing unconscious habits to awareness.

• Centre-Stage Effect
• Periodic Events
• Picture Superiority Effect

Streamline the process or action, making it more accessible and less daunting.

• Appropriate Challenges
• Autonomy Bias
• Choice Closure
• Commitment Devices
• Endowed Progress Effect
• Feedback Loops
• Fresh Start Effect
• Limited Choice
• Pattern Recognition
• Present Bias
• Zeigarnik Effect

Develop necessary skills and competencies to enable effective action.

• Competition
• Unlock Features

Increase the expectation of costs or consequences of action.

• Sunk Cost Bias

Use the promise of rewards to motivate and encourage desired actions or behaviors.

• Achievements
• Goal-Gradient Effect
• Prolonged Play
• Temptation Bundling

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