In 1969 Kirt Lewin developed the concept based in the physical sciences.He originally proposed it as a tool to understand problem based situations in social science and to effect planned change.

He described a problem situation as one where the difference between the way things are and the way they are desired to be. The principle of force field analysis is that in any situation it the way it is  at any given point because of counterbalancing forces are keeping it that way.

Force does not infer any physical pressure but to the broad range of influences at the time - be they political, personal etc. One way to understand the situation is to analyze the environment or 'forces' in it to explore what is supporting the change or resisting the change.  Therefore to effect change we much change the way these forces act on the organization at a given point in time.

Using a simple graphical model and having identifying the drivers and restraining forces (through SWOT, PRIMO-F and PESTLE analysis) they can be plotted and discussed by key decision makers.  The visual methodology aids understanding of a complex environment.

Driving Forces

Driving forces are those forces affecting a situation that are pushing in a particular direction. Those forces which are supporting of a stated goal or objective.  They tend to initiate a change and keep it going. For example, In terms of improving productivity in a work group, pressure from a supervisor, incentive earnings, and competition. In other situations, politics, legislation, shareholder or public opinion may be the key factors.

Restraining Forces

Restraining forces are forces acting to restrain or decrease the driving forces. These may include apathy, hostility, and poor maintenance of equipment.

In some situations you will be striving for equilibrium  - in change situations you will require the driving forces to be stronger than the restraining forces.

A Process

Typically users of this model take the following steps:

1. Define the target of change
2. Outline towards and resisting the change
3. Identify which are driving and restraining forces
4. Analyze the forces to identify which can be changes
5. Action plan on what can be changed

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