When you’re trying to fix a team. There are always factors working for you and against you. Secret force fields undermine your efforts. Make the hidden forces known. Make the force be with you.
Force Field Analysis is a well-tested change management technique developed by Kurt Lewin in the 1950s. It’s brilliant in its simplicity. Define a problem (or change) and a desired state. Identify all the forces for and against your efforts. Develop plans to maximize the good and minimize the bad. The technique works best in small groups (less than 12) and can be applied to any decision or change effort.
Force Field Analysis as Teambuilder
I use Force Field Analysis to build teams. It gets people talking about specific issues. Tangible actions emerge quickly. Warning, it can get deep fast, so be sure your team is ready to talk. You may want to use someone from HR or an outside facilitator to help. For added fun, add light sabers.
- Define a problem your team is facing (i.e. we don’t help one another)
- Determine your ideal state (i.e. we would proactively support one another)
- Identify Driving Forces (i.e. we “want” to help, we have a common vision, some people help oh boy.)
- Identify Restraining Forces (i.e. we’re all so busy, we aren’t co-located, I can’t trust that others will reciprocate)
- Prioritize the issues in terms of magnitude (i.e. trust is the fundamental problem, made worse by being a remote team).
Sometimes it’s good to stop here and then take each issue one-by-one in shorter follow-up sessions
- Talk about the salient issues (this may take multiple sessions, that’s just fine)
- Identify your action plan with measures of success
- Follow-up to assess progress
Give it a try. Let me and the LGL community know how it goes.