Force Field enables groups to resolve an actual problem using a 5-step process:1. Describe the situation and define the problem,
2. Agree on a solution objective,
3. Identify forces,
4. Determine the importance and ease of change for each force,
5. Create change strategies and develop action plans.
design a specific plan to achieve their objective.
The Facilitator Guide includes detailed administrative guidelines, background theory, and overhead transparency masters.
Overview
When a person or group forces an issue, it is done in the hope of solving or at least improving a problem situation. Whether the situation requires immediate attention, or is something that should be addressed in order to prevent a future problem, the belief is that the situation merits attention.
By forcing problems toward positive solutions, individuals and groups can help their organizations become more productive. This instrument is designed to help problem solvers better assess problem situations and guide them through problem resolution. It is built on Kurt Lewin's Force Field Model. The concept behind the Force Field Model is that any situation is the result of opposing forces, some of which push for positive problem resolution and others that push against positive resolution. Problem solvers can change a situation for the better by changing the forces that impact it. The Force Field Problem-Solving Model uses a 5-step process in which participants move from defining the problem to creating action plans for carrying out their problem-solving strategies.
Development
The current Force Field Problem-Solving Model is a major revision of a prior version. Several improvements and additions have been made to this version. We have included an emphasis on task and process skills because we believe that both are necessary for effective problem solving. We also wanted to add a mechanism for evaluating the relevancy of the Forces so that the participants could concentrate their efforts where they would do the most good. Finally, we wanted to make the idea of the Force Field clearer by providing an expanded explanation and improving the visual representation of the Force Field.
We began by adding task and process skills and a rating system for the Forces, which we used in our own training. We refined the exercise by adding a chart so that the participants could plot the Forces and identify those that were the most crucial. We also expanded the action planning section.
We tested this version by asking users of the original Force Field Model, and those who routinely do problem-solving training, to evaluate the instrument. We conducted 20-minute interviews with those individuals to obtain their feedback. Their suggestions included making the task and process questions an option for those who need it, providing a thorough explanation of what a Force is, and reducing the time needed to complete the instrument.
We also conducted the exercise with three groups that attempted to solve real problems using the Model. The sessions focused on problems such as maintaining adequate phone coverage for a customer service department, fixing a recurrent inventory control problem, and reducing production costs. Those problem-solving sessions produced concrete action plans that are now being carried out by the groups. Specific responsibilities were assigned for follow-up activities. The sessions demonstrated to us the need to reduce the amount of writing and to make the chart more clear. All comments and suggestions were used to produce the final version.
Administration
The process begins with participants thoroughly discussing the problem and preparing a complete but brief problem statement. They can then begin the problem-solving effort with a clear vision of what it is they are trying to change. After the problem has been clearly stated, a solution objective is written, which provides a definite goal for which to strive.
With the beginning and end points of the problem-solving journey identified, the focus of the problem-solving effort is on identifying the forces that impact the problem. Breaking down a problem into its component forces helps people gain a clearer view of their problem situation. Problem-solving efforts can then be aimed at specific aspects of the problem. This is a more fruitful process than dealing with the problem as a whole and hoping to solve all aspects of the problem with one or two corrective actions.
When all possible forces have been identified, participants determine which forces have enough relevance to warrant their attention. Strategies are then devised to alter those forces. An action plan is developed and responsibility assigned for the different strategies to appropriate individuals involved with the problem.
Throughout the Force Field process, participants are given the opportunity to evaluate their performance in each of the 5 problem-solving steps. Task and process evaluation questions for each step are listed in the back of each participant booklet.
Objective: Provide a reliable formula for group problem solving
Audience: New, intermediate, or established work groups
Time Required: 1 - 2 hours
The Force Field Facilitator Set includes: