Kurt Lewin's Force Field Theory is a tool for analyzing and managing change. It identifies driving and restraining forces that influence a situation. The procedure involves 6 steps: 1) defining the problem, 2) setting a change objective, 3) identifying driving forces that support change, 4) identifying restraining forces against change, 5) developing a strategy to strengthen driving forces and weaken restraining forces, and 6) considering unintended consequences of altering forces. Lewin's model also has 3 steps - unfreezing the current situation, moving to the desired new situation, and refreezing to stabilize the new situation.

1. Topic: Kurt Lewin’s- Force Field
Theory

2. Purpose
• To Analyze the factors found in complex
Problems
• It works as a Tool for Managing Change
• It helps to identify those factors that must be
addressed and monitored if change is to be
successful.

3. Procedure
Step 1:Defining the Problem
• What is the nature of our current situation that
is unacceptable and needs modification?
• It is useful to separate the specific problem from
those things that are working well.

4. Procedure continue……
Step 2: Defining the Change Objective
• What is the desired situation that would be
worth working toward?
• Be as Specific as possible.

5. Procedure continue……
Step 3: Identifying the Driving Forces
• What are the factors or pressures that support
change in the desired direction?
• What are the relative strengths of these forces?
• What are the inter-relationships among the
driving forces?

6. Procedure continue……
Step 4: Identifying the Restraining Forces
• What are the factors or pressures that resist the
proposed change and Maintain the status quo?
• What are the inter-relationships among the
Restraining forces?

7. Procedure continue……
Step 5: Developing the Comprehensive
Change Strategy
• Strengthening any of the driving forces.
• Adding new driving forces (possibly by
transforming a former restraining force)
• - Removing or reducing any of the restraining
forces

8. Procedure continue……
Step 6: should also include some
consideration of some of the possible
unintended
• consequences when equilibrium forces are
altered (e.g. Increase resistance, new alliances,
fear etc.

10. Lewin’s change model
Lewin’s model has 3 steps:
1 unfreezing – reducing
strength of forces which
maintain current equilibrium
2 moving – developing new
organisational values, attitudes
and behaviours to help move
the organisation on
3 refreezing – stablilizing
after the changes have been
made so that there’s a new
equilibrium.