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    1 Force Field Analysis

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    PRADIP KUMAR YADAV
    Force field analysis (FFA) is a technique used to identify and analyze the positive and negative forces affecting a project. It involves listing the driving forces that favor change ("for" the change) and restraining forces that resist change ("against" the change). FFA was developed by Kurt Lewin as part of his 3-step model of change management and can be used to analyze change at the strategic, structural, process, personnel and technological levels. An example FFA is presented from PSG FRI to demonstrate how groups analyze the listed forces and develop an action plan to reinforce the driving forces while dismantling the restraining forces against change.

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    1 Force Field Analysis

    Uploaded by

    PRADIP KUMAR YADAV
    23 views20 pages
    Force field analysis (FFA) is a technique used to identify and analyze the positive and negative forces affecting a project. It involves listing the driving forces that favor change ("for" the change) and restraining forces that resist change ("against" the change). FFA was developed by Kurt Lewin as part of his 3-step model of change management and can be used to analyze change at the strategic, structural, process, personnel and technological levels. An example FFA is presented from PSG FRI to demonstrate how groups analyze the listed forces and develop an action plan to reinforce the driving forces while dismantling the restraining forces against change.

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    1 Force Field Analysis (1)

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    Force field analysis (FFA) is a technique used to identify and analyze the positive and negative forces affecting a project. It involves listing the driving forces that favor change ("for" the change) and restraining forces that resist change ("against" the change). FFA was developed by Kurt Lewin as part of his 3-step model of change management and can be used to analyze change at the strategic, structural, process, personnel and technological levels. An example FFA is presented from PSG FRI to demonstrate how groups analyze the listed forces and develop an action plan to reinforce the driving forces while dismantling the restraining forces against change.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    23 views20 pages

    1 Force Field Analysis

    Uploaded by

    PRADIP KUMAR YADAV
    Force field analysis (FFA) is a technique used to identify and analyze the positive and negative forces affecting a project. It involves listing the driving forces that favor change ("for" the change) and restraining forces that resist change ("against" the change). FFA was developed by Kurt Lewin as part of his 3-step model of change management and can be used to analyze change at the strategic, structural, process, personnel and technological levels. An example FFA is presented from PSG FRI to demonstrate how groups analyze the listed forces and develop an action plan to reinforce the driving forces while dismantling the restraining forces against change.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 20

    Force Field Analysis (FFA)

    Shital, Amol, Vinutha, Suvetha, Janet


    PSG FRI, Coimbatore, India
    Review Preview
    • Change management

    • Stakeholder matrix/analysis

    • Force Field analysis


    Project-Based Approach for change
    management?
    Leadership &
    Management

    Project
    Education
    Methods PROJECT Management &
    Evaluation

    Scholarship &
    Research
    B A

    High Influence/ High Influence/


    Low Interest High interest

    D C
    Influence

    Low Influence/ Low influence/


    Low interest High interest

    Based upon material


    and concepts
    developed by Nancy
    Post, Ph.D. Interest
    B A
    High Influence/ High Influence/
    Low Interest High interest
    ‘keep satisfied’ ‘key players and
    Strategies

    partners’
    Influence

    D C
    Low Influence/ Low influence/
    Low interest High interest
    ‘minimal effort’ ‘consult/keep
    informed’
    Based upon material
    and concepts
    developed by Nancy
    Post, Ph.D. Interest
    H
    Level of Power/Influence
    Dean

    Need to link MEU faculty


    M

    Dept Heads
    Students
    Non-dept CHW
    L
    faculty

    Based upon material


    Opposed Indifferent Enthusiast
    and concepts developed
    by Nancy Post, Ph.D
    Level of Commitment
    Transactional Leadership
    • Constructive transaction between
    leader/follower
    • Rewards: bonus, recognition for efforts
    • What’s in it for me? (WIIFM)

    Sosik and Jung, “Full Range Leadership Development”


    FFA
    • Introduction

    • Tool

    • Analysis

    • Debrief
    What is FFA?
    • Force-field analysis is a technique
    used to identify and analyse the
    positive (for) and negative (against)
    forces affecting a project
    FORCE FIELD ANALYSIS

    Forces ‘for’ the change Forces ‘against’ the change

    Self-motivation   No time

    Sufficient funding   Staff uncooperative

    Realistic time scale   Service workload

     

     

     

     

     
    Force Field Analysis
    • Lewin’s 3 step model of change management

    • Change – First order, second order and third


    order

    • Change - Strategic, structural, processes,


    personnel and technology
    Watzlawick et al. 1974
    • First-order change is a variation in the way
    processes and procedures have been done in
    a given system, leaving the system itself
    relatively unchanged.

    • Second-order change occurs when the system


    itself is changed.
    TRY A FORCE FIELD ANALYSIS FOR YOUR
    PROJECT/COURSE…..
    Forces for the Forces against the
    change change Action plan

     
     

     

     

     

     

     

     
    FFA Analysis and Debrief
    • Example from PSG FRI
    Analyze the FFA
    • For two groups counting 1 and 2

    • Analyze the FFA

    • Debrief your finding


    WHAT NEXT?

    • Reinforce the forces for

    BUT

    • Concentrate on dismantling the forces


    against
    Action Points (Acknowledgement)
    • Establish the need for change – Talk, Talk and Talk
    • Ensure the power to act - (position, reference, resource, expertise,
    personality)

    • Don’t plan in secret

    • Don’t sell your solutions

    • Be flexible to accommodate views

    • Anticipate emotional reactions to change – Be aware, don’t


    ignore
    • Don’t worry of late adopters – ‘Grieving model’
    Question/queries?
    THANK YOU!

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