Tool 80: Force Field Analysis (FFA)

AKA

N/A

Classification

Changing/Implementing (CI)

Tool description

The force field analysis (FFA) is a widely recognized and effective tool for organizational change. According to Kurt Lewin (1951), who developed FFA, a successful change requires the elimination of restraining forces that hinder the move toward desired change by driving forces. Additionally, if opposing forces in a force field are equal, no change will result. A team uses FFA in a problem-solving effort to identify all forces that prevent the as is state (the problem) from changing to a desired state (solution). Ideally, change occurs when the as is state is unfrozen, moved to a desired state and refrozen to institutionalize the change.

Typical application

• To analyze a problem situation and identify the contributing forces or root causes of the problem.

• To consider change factors that may suggest a solution to a problem or an opportunity for improvement.

• To isolate and prioritize key elements for analysis and action.

• To organize and process information required in an organizational change project.

Problem-solving phase

→	Select and define problem or opportunity
→	Identify and analyze causes or potential change
→	Develop and plan possible solutions or change
	Implement and evaluate solution or change
	Measure and report solution or change results
	Recognize and reward team efforts

Typically used by

	Research/statistics
	Creativity/innovation
	Engineering
2	Project management
	Manufacturing
	Marketing/sales
5	Administration/documentation
3	Servicing/support
4	Customer/quality metrics
1	Change management

links to other tools

before

• Round Robin Brainstorming

• Interview technique

• Cause and effect diagram (CED)

• Gap analysis

• Focus group

after

• Idea borrowing

• Why/how charting

• Barriers-and-aids analysis

• Action plan

• Consensus decision

Notes and key points

Drawing of arrows may differ in two ways:

• The length of → is equal to the amount of force, or,

• The heavier the arrow → the stronger the force.

Directionality of forces:

Step-by-step procedure

• STEP 1 The team facilitator first draws a basic FFA chart on a whiteboard.

• STEP 2 The team's goal is inserted in the chart, and participants discuss the process. See example Goal: "Tools for Teams" Training for Engineers.

• STEP 3 The team brainstorms and lists on the whiteboard driving forces for the desired state and restraining forces that may hinder or block outright the change.

• STEP 4 Next, the team determines the strength of the forces and indicates that strength—with the length of the arrow associated with each force. The longer the arrow, the stronger the force (see notes and key points).

• STEP 5 Strategies are discussed among team members to eliminate or greatly reduce the restraining forces and to add to or strengthen the driving forces to achieve the goal.

• STEP 6 Finally, the team develops an action plan that reflects all activities required to implement the change.

Example of tool application