Force field analysis in project management: Designing change in a targeted manner
Change is a daily occurrence in project management. New tools, processes, or team compositions require constant adaptation. But change rarely goes smoothly—good ideas often meet with resistance. This is where force field analysis comes into play: a simple yet effective tool for tackling change in a targeted and structured way.
In this article, you’ll learn what a force field analysis is, why it’s so helpful in project management, how to apply it step by step, and what you should keep in mind while doing so.
What is a force field analysis?
Force field analysis was developed by the psychologist Kurt Lewin. It is based on a simple but effective assumption: every change is driven by forces - and simultaneously slowed down by other forces.
These forces can be divided into two groups:
| Driving forces | Inhibiting forces |
| Support the change | Hold on to the status quo |
| Make change more likely | Make change more difficult |
Example: If a new project tool is to be introduced, the driving forces may be the desire for efficiency and transparency - inhibiting forces could lie in the team's uncertainties or habits.
The aim of the force field analysis is to make these influencing factors visible and then to derive a targeted action plan in order to achieve the goal as easily as possible. In other words, driving forces should be strengthened and inhibiting forces reduced as far as possible. The force field analysis is usually depicted by showing the goal in a central box, while the forces to the right and left of it are represented by arrows. The strength of the respective influencing factors is represented by the length of the arrows.
Why is force field analysis so helpful in project management?
Analysis is used in numerous disciplines and areas of application, especially for situations in which change is imminent. In everyday project work in particular, you are constantly faced with the challenge of not only initiating change, but also implementing it successfully. This is precisely where force field analysis can support you:
- It provides clarity on influencing factors, obstacles, and supporters.
- It promotes communication within the team and with stakeholders.
- It aids in decision-making by systematically weighing opportunities and risks.
- It reveals implicit dynamics, such as emotional barriers or group dynamics.
Whether for change management, the introduction of new processes or complex decisions - the method can be used flexibly and thus contributes to the development of an optimal strategy.
5 Steps to Conducting Your Own Force Field Analysis
You don't need any special tools - paper, a whiteboard or a digital board are all you need to create a force field analysis.
- Clarify the aim of the change and initial situation
The first step is to formulate specifically which change you want to analyze and what the initial situation is.
Example: "Introduction of new project management software in the team, as Excel is no longer sufficient for the current projects." - Identifying Driving Forces
Now identify the driving forces. To do so, ask situation-specific questions, such as: What are the reasons for the change? What arguments, expectations, or people are driving it forward? What conditions are conducive to the change?
Typical driving forces include, for example:- Increased efficiency or cost savings
- Pressure from external requirements
- Support from leadership or other stakeholders
- Positive experiences from other projects
- Identifying inhibiting forces
Next, address the obstacles. Ask yourself, for example: What speaks against the change? What fears, hurdles, or risks lie? Who or what is blocking the change? Are there sufficient resources, such as personnel, budget, or expertise? Who has an interest in the change failing? What dependencies, for example, on other projects, stand in the way of the goal?
Typical inhibiting forces:- Fear of extra effort
- Lack of know-how
- Resistance within the team
- Lack of resources
- Evaluate forces
Give the forces a strength (e.g. from 1 to 5) to assess their influence and prioritize them. This helps to better understand the dynamics and to develop an effective strategy in the next step, which should focus primarily on the strongest influencing factors. - Developing strategies
Now it's time to develop and implement strategies. Consider how driving forces can be strengthened and inhibiting forces reduced. Select the forces with the greatest influence. Document the ideas and measures you find, as well as their expected impact, paying attention to potential dependencies or synergies.
Driving forces can often be strengthened through targeted communication or pilot projects. Conversely, many inhibiting forces can be reduced through training, targeted discussions, or adjustments.
Case Study: Introducing a New Tool to the Project Team
Background: A project team uses Excel for planning. Project management would like to introduce a professional tool to improve transparency and collaboration.
Strategy:
- Pilot project with selected team members
- Offer training and support
- Communicate the benefits transparently
Result: The analysis helps project management plan the rollout strategically and address resistance early on.
Tips for Use
- Involve your team—especially in the early stages. A diversity of perspectives improves the quality of the analysis.
- Visualize the forces at play—this creates clarity and provides a basis for discussion.
- Don’t jump to conclusions. Even seemingly “irrational” concerns are valuable.
- Use the method iteratively, e.g., before and after key project phases.
Typical mistakes - and how to avoid them
|
Error |
Better this way |
|
Record only obvious forces |
Also take emotional and interpersonal dynamics into account |
|
Evaluating Strengths Without Involvement |
Develop evaluations collaboratively as a team |
|
Analysis Has No Consequences |
Derive and implement concrete strategies |
Expert tip: Look deeper - and communicate in a more targeted way
Many forces that influence change are not immediately apparent. Inhibiting factors, in particular, often operate behind the scenes—such as fears, unconscious loyalties, or unspoken expectations. In such cases, it can be helpful to conduct the force field analysis together with a neutral facilitator or coach in order to openly address even sensitive topics.
The method is also an excellent communication tool: By visualizing and openly discussing driving and inhibiting forces, you create transparency—and noticeably increase acceptance of change processes.
Our tip: Combine the force field analysis with a stakeholder or environmental analysis to enable even more nuanced planning.
Conclusion
Force field analysis is more than just an analytical tool—it’s a way of thinking that helps you consciously shape change. It structures discussions, encourages participation, and facilitates well-informed decisions.
Give it a try in your next project—whether you’re making small adjustments or undertaking comprehensive change initiatives. The force field analysis doesn’t require much—just openness, a little time, and the willingness to take a closer look.
Integrating force field analysis into your project management processes can be made significantly easier by using a suitable software solution. This is where myPARM ProjectManagement offers valuable support: With features such as project controlling, resource management, risk and opportunity management, and comprehensive reporting, myPARM enables you to transparently visualize and evaluate influencing factors within your projects. Through customizable dashboards and reports, you can identify, visualize, and strategically manage both driving and inhibiting forces to effectively shape your change processes.
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