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Use a force field analysis template to identify, score, and weigh the driving and restraining forces behind any proposed change.
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Published 14 May 2026
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4 min read
A force field analysis template is a structured document designed to help teams list the forces for and against a proposed change or solution. It analyzes these forces using a scoring system before considering implementation.
The method, force field analysis, was developed by the social psychologist Kurt Lewin in the 1940s. The core idea is that every proposed change faces a tension between forces pushing it forward and those pushing back. A force field analysis evaluates and measures the impact of these factors. A team will use a force field analysis template to list both sets of forces, assign a score to each, and evaluate the decision based on the total scores.
A force field analysis template identifies driving and restraining forces and score them. Using this template provides several key benefits:
Structured change management: Listing and scoring all forces in a single document helps the team assess change readiness before implementation. This also supports quality management frameworks such as ISO 9001 and risk management standards such as ISO 31000.
Objective decision-making: The numerical scores from each force eliminate confusion. They can support decisions with evidence instead of just personal opinions.
Better stakeholder alignment: Shared documents ensure the team has a common understanding of decisions and actions, reducing disagreements.
An auditable record: Exporting the completed template as a report provides documentation and evidence for decision-making and managing changes . This supports project management operations or compliance frameworks.
A well-structured template ensures that no critical information is overlooked. Here are the four sections that every force field analysis template should include:
This establishes the context of the proposed change before providing the forces surrounding it. These details are essential when exporting the completed report to share with stakeholders who were not present at the meeting. Key details in this section include:
Name of the company, project and the proposed change that is being evaluated
Person-in-charge (PIC) for conducting the analysis
Date and location of the analysis
This section documents each factor that supports or pushes the proposed change or solution forward. In short, the driving forces favor the implementation due to its positive impact. This is similar to a 5x5 matrix. This section should have:
Description of each driving force (increased productivity, better employee engagement, improved company culture)
Corresponding score for each driving force on a 1-5 rating scale
Tally the total score for all the driving forces
This component mirrors the driving force section. It outlines all factors that oppose or hinder the proposed change due to its negative impact. Similarly, it includes:
Description of each restraining force (communication issues, isolated feelings of employees, work burnout)
Corresponding score for each restraining force on a 1-5 rating scale
Tally the score for all the restraining forces
This field houses all supplementary notes and recommendations to conclude the analysis. This section outlines the decisive factors that support your conclusion. It includes:
Notes of recommendations based on the results of force field analysis
Proposed action plan to strengthen driving forces and address restraining forces
Suggestions for other ways to implement the proposed change or solutions
Authorized signature and date of completion
Follow these steps to create an effective force field analysis template to support the team's decision-making process:
Provide the necessary details on the title page. It includes the proposed change name, the person-in-charge (PIC), the date, and the meeting location.
Collaborate with your team to identify and list the driving forces. These factors support the proposed change, including efficiency gains, regulatory pressure, and leadership backing.
Evaluate each driving force by assigning a score based on its potential impact on the decision, then calculate the total score.
Identify and list the restraining forces in the same way. These are factors that oppose or slow down the change, such as budget constraints, staff resistance, or technical barriers.
Confirm the total scores for both sides to see if the driving forces outweigh the restraining forces.
Document the team's recommendations and the agreed-upon next steps in the completion section.
Complete the checklist with a sign-off.
For reference, here is a completed force field analysis report:
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