3. Force – Field Analysis
Current State
Driving Forces Restraining Forces
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4. Force – Field Analysis
Current State Desired State
Restraining
Forces
Driving Forces
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5. Force – Field Analysis
Current Sales of Widgets
Sales Reps Government Regulation
Brand Recognition Sales Reps
Location Inventory Control
Patent Protection Cost of Materials
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6. Contingency Plan
Inadequate
Inadequate
Compensation
Training 1.2
Plan 1.3
Poor
Poor Hiring
Management
1.1
Sales 1.4
Reps
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7. Action Plan
Objective: Relates to 1.1 - To improve the hiring process
No. Action Responsibility Timeline Budget Support
1 Create Job John Doe 1/11/12 0 Managers
Descriptions
2 Develop Interview John Doe 2/20/12 0 Managers
Guides
3 Source Candidates Peter Gun 3/12/12 3,000 Finance
4 Screen Candidates Sally Star 3/20/12 0 Managers
5 Set up Interviews Peter Gun 3/25/12 0
6 Make Offer Hiring Manager 4/1/12 0 HR
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8. Key Points
Force-Field Analysis
• List both Driving and Restraining Forces
• Concentrate Efforts on the Restraining Forces
• Rank Order
• Concentrate on “easy wins” first
Contingency Plan
• Angle of Approach “What would make it fail“
• Who could we exclude from the process so that it fails.
Action Plan
• Ownership
• Relate to the Contingency Plan
• Provide - Clear Objectives
- Agreement
- Measurable Results
- Timetables
- Support Needed (expertise, personnel, equipment, materials, etc.)
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