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Analyzing Change Factors |
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Force Field Analysis |
Summary of Lewin's Force Field Analysis. Abstract |
Kurt Lewin 1890-1947 |
According to Kurt Lewin "An issue is held in balance by the interaction of two opposing sets of forces - those seeking to promote change (driving forces) and those attempting to maintain the status quo (restraining forces)". Lewin viewed organizations as systems in which the present situation was not a static pattern, but a dynamic balance ("equilibrium") of forces working in opposite directions. In order for any change to occur, the driving forces must exceed the restraining forces, thus shifting the equilibrium. The Force Field Diagram is a model built on this idea that forces - persons, habits, customs, attitudes - both drive and restrain change. It can be used at any level (personal, project, organizational, network) to visualize the forces that may work in favor and against change initiatives. The diagram helps its user picture the "tug-of-war" between forces around a given issue. Usually, there is a planned change issue described at the top, and two columns below. Driving forces are listed in the left column, and restraining forces in the right column. Arrows are drawn towards the middle. Longer arrows indicate stronger forces. The idea is to understand and make explicit all the forces acting on a given issue.
The FFA is a method to:
How to conduct a FFA? Typically the following steps are taken: T I P : Here you can discuss and learn a lot more about driving and restraining forces and FFA. Combine with Force Field Analysis: Change Management Iceberg | RACI | Change Model Beckhard | Bases of Social Power | Crisis Management | Changing Organization Cultures | Core Groups | Planned Behavior | Business Process Reengineering | Kaizen | Dimensions of Change | Root Cause Analysis | Brainstorming | Six Thinking Hats | Scenario Planning | Game Theory | Real Options | Kepner-Tregoe Matrix | OODA Loop | Levels of Culture |
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