Force field analysis in project management: Designing change in a targeted manner
Change is part of everyday life in project management. New tools, processes or team compositions require constant adaptation. But change rarely runs smoothly – good ideas often meet with resistance. This is where force field analysis comes into play: a simple but effective tool for tackling change in a targeted and structured way.
In this article, you will learn what a force field analysis is, why it is so helpful in project management, how to apply it step by step and what you should pay attention to.
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 creates clarity about influencing factors, resistance and supporters.
- It promotes communication within the team and with stakeholders.
- It helps in the decision-making process by systematically weighing up opportunities and risks.
- It makes implicit dynamics visible, such as emotional barriers or group dynamic effects.
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 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.” - Identify the driving forces
Now identify the frictional forces. Ask situation-related questions, such as What is in favor of the change? What arguments, expectations or people are driving it forward? What framework conditions promote the change?
Typical driving forces are, for example- Increased efficiency or cost savings
- Pressure from external requirements
- Support from managers or other stakeholders
- Positive experiences from other projects
- Identify inhibiting forces
Next, focus on the inhibiting forces. For example, ask yourself: What speaks against change? Where are the fears, hurdles or risks? Who or what is blocking the change? Are there enough resources, such as personnel, budget or know-how? Who has an interest in the change failing? What dependencies, e.g. on other projects, stand in the way of the goal?
Typical inhibiting forces:- Fear of additional work
- Lack of know-how
- Resistance in 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. - Develop strategies
Now it’s time to develop strategies and implement them. Think about how driving forces can be strengthened and inhibiting forces reduced. To do this, select the forces that have the greatest influence. Document the ideas and measures you have found as well as the hoped-for effect and pay attention to possible dependencies or synergies.
Driving forces can often be strengthened through targeted communication or pilot projects. In contrast, many inhibiting forces can be reduced through training, targeted discussions or adjustments.
Practical example: Introduction of a new tool in the project team
Initial situation: A project team uses Excel for planning. The 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 benefits transparently
Result: The analysis helps the project management to plan the introduction in a targeted manner and address resistance at an early stage.
Tips for the application
- Involve your team – especially in the early phases. Diversity of perspectives increases the quality of the analysis.
- Visualize the forces – this creates clarity and a basis for discussion.
- Do not make hasty judgments. Even seemingly “irrational” concerns are valuable.
- Use the method iteratively, e.g. before and after decisive project phases.
Typical mistakes – and how to avoid them
|
Error |
Better this way |
|
Note only obvious forces |
Also consider emotional & interpersonal dynamics |
|
Evaluate forces without participation |
Developing evaluations together as a team |
|
Analysis remains without consequences |
Derive and implement concrete strategies |
Expert tip: Look deeper – and communicate in a more targeted way
Many forces that influence change are not visible at first glance. Inhibiting factors in particular often operate in secret – such as fears, unconscious loyalties or unspoken expectations. In such cases, it can be helpful to carry out the force field analysis together with a neutral moderator or coach in order to address sensitive issues openly.
The method is also an excellent communication tool: by visualizing and openly discussing driving and inhibiting forces, you create transparency – and noticeably increase acceptance for change processes.
Our tip: Combine the force field analysis with a stakeholder or environment analysis in order to be able to plan in an even more differentiated way.
Conclusion
Force field analysis is more than just an analysis tool – it is a thought pattern that helps to consciously shape change. It structures discussions, encourages participation and facilitates well-founded decisions.
Try it out in your next project – whether it’s a small adjustment or a comprehensive change project. The force field analysis doesn’t require much – just openness, a little time and the will to take a closer look.
The integration of force field analysis into your project management processes can be made considerably easier by using a suitable software solution. This is where myPARM ProjectManagement offers valuable support: with functions such as project controlling, resource management, risk and opportunity management and comprehensive reporting, myPARM enables a transparent presentation and evaluation of influencing factors within your projects. Customizable dashboards and reports allow you to identify, visualize and manage both driving and inhibiting forces in order to effectively shape your change processes.
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