influences (Accel Team, 2004).
The force field analysis model begins with listing all forces that are for and against change. Each force is assigned a score rating it from one to five (weak to strong). Next a diagram is drawn showing forces for and against change along with the size of each force (indicated by number) (MindTools, 2004).
Facilitators and Inhibitors to Effective Leadership
Potential forces to consider for this analysis include competitors, suppliers, and customers (Fulmer & Vicere, 1996). As director of the National Stop the Violence Alliance organization, I am forced to deal with these forces and more. Parents and students are the primary customers, however, schools and community members must also be satisfied with results. Policies, other programs, time, and money are competitors since each of these variables has the potential to inhibit program implementation. While time, money, and supplies are necessary for any program to be implemented, staff holder enthusiasm is one of the primary suppliers necessary for the work of this organization.
Facilitators to effective leadership and change for this organization include:
1. Parents and students want leadership and change (customers);
2. Organizational previous experience and knowledge; 3. Stakeholder enthusiasm (suppliers); and
Inhibitors to effective leadership and change for this organization include:
2. Policy constraints (competitors);
5. Differing cultural perspectives (Figure 1).
Figure 1. Facilitators and Inhibitors
Forces for Change Forces against Change
Strategies to Promote Facilitators and Offset Inhibitors
Strategies to promote facilitators and offset inhibitors include:
1. Increasing technology use to decrease time needed for staff to complete paperwork thus offsetting this inhibitor; 2. Training staff regarding technology use to promote and maintain staff enthusiasm;
3. Increa...