Force Field Analysis

Many writers on change in the health service use Lewin’s Force Field Analysis . To use this
technique, draw two columns. List the driving forces for change on the left (all the potential
benefits, the factors in favour of getting the proposed resource into practice and the sources of
support). On the right, list the restraining forces (weak points in the design, likely opponents and
the factors that might make getting the resource into practice difficult).

To desired future
Driving forces restraining forces

Evolving Trends in best practice
Positive attitudes of the planning team
Staff resistance to updating the leaflets

Adequate financial investment
Implementation of new staff strategies

Community participation

inadequate information system

use of evidence-based services
poor communication network and skills

families’ satisfaction and
understanding Finance to produce
The dynamic nature of organisational equilibrium means that the harder the line is pushed in one
direction, the harder ‘it’ pushes back. ‘Weight’ the various pushing and resisting forces as high,
medium or low according to how powerful or decisive you think they are likely to be. The astute change
leader puts the maximum effort into reviewing the forces of opposition and seeking ways in which to
weaken their effect. Prepare a strategy that will help you to implement the desired change, bearing in
mind the various ‘weighted’ forces.

I would first of all create a shared vision of family leaflet from epilepsy management for the staff to
start the change process. Bauer, et al (2003) said that the leader has the mandate to relate the
project to evidence-based practice to win the confidence of all stakeholders. I will also have to
ensure that family leaflet is a sustainable option for organization. This means that there should be
adequate resource for the management of the project.
Another effort to avert the opposing force will come by way of timely communication. Sharing
information will bring most of the staff on-board. I will need to communicate more frequently using
memos and meeting that will support the need for information and personal involvement.
Also, the manager will need empower employees. This will be done by sharing power with employees and
giving them autonomy to work. This will be done by including the processes that will encourage
employees to how to improve change. There is also positive reinforcement through rewards and will
ensure support and superior performance.

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