Kurt Lewin’s force-field analysis model (in the diagram below) can be used to help you to think about what the driving forces are for change, and what the obstacles or restraining factors may be. In the central area is the overall objective. The arrows can be sized differently to reflect the expected size of the force.

Examples of driving forces might include increasing revenue, improved customer satisfaction, a new opportunity, more efficiency or increasing market share. Restraining forces may include lack of skills, concerns about new ways of working, threat to job security, customer resistance, disruption, cost risks, poor communication, potential staff resignations over the change or workload pressures.