Force Field Analysis (FFA)

Shital, Amol, Vinutha, Suvetha, Janet

PSG FRI, Coimbatore, India
 Review Preview
• Change management

• Stakeholder matrix/analysis

• Force Field analysis

Project-Based Approach for change
management?
Leadership &
Management

Project
Education
Methods PROJECT Management &
Evaluation

Scholarship &
Research
 B A

High Influence/ High Influence/

Low Interest High interest

D C
Influence

Low Influence/ Low influence/

Low interest High interest

Based upon material

and concepts
developed by Nancy
Post, Ph.D. Interest
 B A
High Influence/ High Influence/
Low Interest High interest
‘keep satisfied’ ‘key players and
Strategies

partners’
Influence

D C
Low Influence/ Low influence/
Low interest High interest
‘minimal effort’ ‘consult/keep
informed’
Based upon material
and concepts
developed by Nancy
Post, Ph.D. Interest
 H
Level of Power/Influence
Dean

Need to link MEU faculty

M

Dept Heads
Students
Non-dept CHW
L
faculty

Based upon material

Opposed Indifferent Enthusiast
and concepts developed
by Nancy Post, Ph.D
Level of Commitment
 Transactional Leadership
• Constructive transaction between
leader/follower
• Rewards: bonus, recognition for efforts
• What’s in it for me? (WIIFM)

Sosik and Jung, “Full Range Leadership Development”

 FFA
• Introduction

• Tool

• Analysis

• Debrief
 What is FFA?
• Force-field analysis is a technique
used to identify and analyse the
positive (for) and negative (against)
forces affecting a project
 FORCE FIELD ANALYSIS

Forces ‘for’ the change Forces ‘against’ the change

Self-motivation   No time

Sufficient funding   Staff uncooperative

Realistic time scale   Service workload

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 Force Field Analysis
• Lewin’s 3 step model of change management

• Change – First order, second order and third

order

• Change - Strategic, structural, processes,

personnel and technology
 Watzlawick et al. 1974
• First-order change is a variation in the way
processes and procedures have been done in
a given system, leaving the system itself
relatively unchanged.

• Second-order change occurs when the system

itself is changed.
TRY A FORCE FIELD ANALYSIS FOR YOUR
PROJECT/COURSE…..
Forces for the Forces against the
change change Action plan

 
 

 

 

 

 

 

 
 FFA Analysis and Debrief
• Example from PSG FRI
 Analyze the FFA
• For two groups counting 1 and 2

• Analyze the FFA

• Debrief your finding

 WHAT NEXT?

• Reinforce the forces for

BUT

• Concentrate on dismantling the forces

against
 Action Points (Acknowledgement)
• Establish the need for change – Talk, Talk and Talk
• Ensure the power to act - (position, reference, resource, expertise,
personality)

• Don’t plan in secret

• Don’t sell your solutions

• Be flexible to accommodate views

• Anticipate emotional reactions to change – Be aware, don’t

ignore
• Don’t worry of late adopters – ‘Grieving model’
Question/queries?
THANK YOU!