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Reducing Restraining Forces for Change According to Lewin's force field analysis model, effective change occurs by unfreezing the current situation, moving to a desired condition, and then refreezing the system so it remains in this desired state.For unfreezing to occur, the driving forces for change must be stronger than the restraining forces. There are three ways to accomplish that make the driving forces stronger, weaken or remove the restraining forces, or do both The first option is to increase the driving forces, motivating employees to change through fear or threats (real or contrived). This strategy is usually met with an equal and opposing increase in the restraining forces, so it rarely works. The second option is to weaken or remove the restraining forces. However, this change strategy provides no motivation for change. The preferred option, therefore, is to both increase the driving forces and reduce or remove the restraining forces. Increasing the driving forces creates on urgency for change, while reducing the restraining forces lessens motivation to oppose the change, To reduce the restraining forces, change agents need to address each of the sources of resistance. There are six main strategies they can use: communication, learning, employee involvement, stress management, negotiation and coercion. If feasible, the first four strategies should be attempted first. However, in situations where people will clearly lose something of value and in cases where speeding up the change is important, negotiation ang coercion may have to be used Match each strategy to its corresponding change scenario. Restructuring Scenario Strategy Communication Learning New accounting system Acquisition Sales task force Employee involvement Prev 1 of 10 Next > eBook Restructuring Strategy Scenario Communication New accounting system Learning Acquisition Sales task force Employee Involvement Stress Management Smoke free policy Negotiation Coercion Restructuring Acquisition Cost cutting