D158 Force Field Analysis Template

Force Field Analysis Overview

A force field analysis helps healthcare teams identify the factors that can support or hinder a healthcare improvement project (HIP). Based on Kurt Lewin’s change theory, the method examines driving forces that encourage change and restraining forces that create barriers. For a healthcare mentoring initiative focused on supporting newly hired nurses, this analysis can help the team strengthen factors that promote implementation while addressing obstacles that may limit the project’s effectiveness.

In this project, the major driving forces include stronger support for new nurses, improved orientation and mentoring, greater confidence in clinical practice, and reduced stress and burnout. The primary restraining forces include ineffective mentor-mentee matching, inadequate mentor preparation, communication problems, and a shortage of experienced nurses available to participate as mentors.

Driving Forces Supporting the Healthcare Improvement Project

Driving forces are factors that encourage a healthcare improvement project to move forward. In a nurse mentoring program, these forces can influence nurse retention, professional development, workplace relationships, and the quality of patient care.

Reducing Nurse Turnover Through Ongoing Support

One important driving force is the potential to reduce nurse turnover by establishing supportive relationships between experienced nurses and newly hired nurses. Transitioning into a new clinical environment can be challenging, particularly when nurses must quickly adapt to organizational policies, workflows, patient-care expectations, and interdisciplinary communication.

A structured mentoring relationship can provide new nurses with an accessible source of guidance and support. Experienced nurses can help mentees navigate workplace expectations, answer questions, and provide feedback as they develop greater confidence. A supportive work environment may also help new nurses feel more connected to the organization, which can contribute to retention.

Improving Orientation and Professional Confidence

Mentoring can complement traditional orientation by providing new nurses with practical guidance after initial onboarding has been completed. Academic preparation provides foundational nursing knowledge, but nurses may need additional support when applying that knowledge to real-world clinical situations.

Experienced mentors can help new nurses understand organizational procedures, clinical expectations, ethical responsibilities, and professional communication. Regular feedback and opportunities to discuss challenging situations can also promote confidence and professional growth.

Supporting New Nurses and Reducing Burnout

Another driving force is the potential for mentoring to help new nurses manage workplace stress. Beginning a nursing position can involve demanding workloads, unfamiliar responsibilities, complex patient needs, and the emotional challenges associated with healthcare delivery.

A mentor can provide professional and emotional support while helping a new nurse identify appropriate resources and develop strategies for managing challenges. Although mentoring alone cannot eliminate workplace stress or burnout, it can become one component of a broader organizational strategy for supporting nurses.

Improved support for nurses may also have implications for patient care. Nurses who feel adequately supported and prepared may be better positioned to communicate effectively, participate in teamwork, and provide consistent patient-centered care.

Restraining Forces That Could Hinder Project Implementation

Restraining forces are conditions that can slow, weaken, or prevent successful implementation of a healthcare improvement project. Identifying these barriers early allows the project team to develop strategies for addressing them.

Poor Mentor-Mentee Matching

An ineffective mentor-mentee match can negatively affect participation and engagement. Differences in communication styles, clinical interests, experience, expectations, or availability may make it difficult to establish a productive relationship.

For this reason, the mentoring program should consider relevant characteristics when pairing participants. Clear expectations and opportunities for feedback can also help identify problems early and allow the organization to make adjustments when necessary.

Inadequate Mentor Training

Experienced nurses may have strong clinical skills but may not automatically have the skills needed to serve as effective mentors. Without appropriate preparation, mentors may be uncertain about their responsibilities, how frequently they should communicate with mentees, or how to provide constructive feedback.

Mentor preparation should therefore address the purpose of the program, communication expectations, confidentiality, professional boundaries, feedback techniques, and methods for recognizing when a mentee needs additional support.

Communication and Program-Objective Challenges

Poor communication can create misunderstandings between mentors, mentees, and project leaders. Participants may also have different expectations about the purpose of mentoring if the project’s objectives are not clearly communicated.

Clearly defined goals, regular check-ins, and accessible communication channels can help ensure that mentors and mentees understand their roles and responsibilities.

Limited Availability of Experienced Nurses

A shortage of experienced nurses who are willing and able to serve as mentors can significantly restrict the reach of the program. Experienced nurses may already have demanding clinical responsibilities, making it difficult to dedicate additional time to mentoring.

Healthcare organizations may need to consider workload, scheduling, recognition, and organizational support when developing a sustainable mentoring program. Without sufficient mentor participation, newly hired nurses may not receive the consistent guidance the project is designed to provide.

Force Field Analysis Table

How Can the Healthcare Improvement Project Address Restraining Forces?

The project team can strengthen implementation by addressing barriers before and during program rollout. Mentor selection should consider experience, availability, communication skills, and willingness to support newly hired nurses. Providing mentors with structured preparation can also help establish consistent expectations.

Regular evaluations can further strengthen the program. Feedback from both mentors and mentees can reveal problems with matching, communication, workload, or program expectations. The organization can then use this information to modify the mentoring process and improve sustainability.

A force field analysis should therefore be viewed as an ongoing change-management tool rather than a one-time assessment. As implementation progresses, the relative strength of driving and restraining forces may change, requiring the healthcare team to reassess its strategies.

Key Takeaway

Force field analysis provides a practical way to evaluate the factors influencing a healthcare improvement project. For a nurse mentoring initiative, supportive professional relationships, improved orientation, increased confidence, and reduced stress are important driving forces, while poor mentor matching, inadequate preparation, communication problems, and limited mentor availability are significant restraining forces. Identifying these factors allows healthcare organizations to develop targeted strategies that support implementation and long-term sustainability.

References

Institute for Healthcare Improvement. (n.d.). Force field analysis. https://www.ihi.org/resources/tools/force-field-analysis

Lewin, K. (1947). Frontiers in group dynamics: Concept, method and reality in social science; social equilibria and social change. Human Relations, 1(1), 5–41. https://doi.org/10.1177/001872674700100103

D158 Force Field Analysis Template

Kanter, R. M. (1977). Men and women of the corporation. Basic Books.