We always try to solve problems that never come when we have the opportunity to make something happen. That is what Preferred Futuring is all about. It is planning the future you want to have.
Preferred Futuring is a change process that was developed by Ronald Lippitt and Ed Lindaman. They have been work colleagues and collaborated to come up with a solution. Preferred Futuring is a solution for leaders and managers to involve people more widely in linking planning to action, improving the development of breakthrough solutions, or focusing the whole team in a strategic direction. Its purpose is to create a strategic direction for a company to align to a specific future of success and to develop a concrete plan for a project that is supported by members.
Preferred future is different from predicted future. Predicted future is the future you will most likely have as you solve problems using the traditional methods of problem solving. Basically, you use the patterns of the past and present to predict the trends of the future then try to solve it or create ways to avoid it (problem). Preferred future is the opposite. It is the future you want to have. It is your dreams and aspirations for yourself and for the organization you’re part of.
I think that would be a perfect way to make a milestone for your organization. Make things happen. Don’t plan for something you do not know if it’s going to happen. We have control over what we do. We have the natural capacity to adjust to changes. When we collectively understand our goals, we can turn it into reality. Transform an idea into reality: a reason why we do what we do.
What’s great about this kind of planned change is that it’s very simple and easy to understand but can be difficult to achieve. There are 8 steps on how this process works. (1) history, (2) current state, (3) core values and beliefs, (4) events, trends, and developments, (5) preferred future vision (6)action goals, (7) plan and rehearse, (8) implement and follow up.
You first discuss what works and what doesn’t in your organization. What are you proud of or sorry for? Then you collectively discuss what are your understandings of the values and beliefs of your organization. Afterwards, you talk about developments or trends that can affect how they go about their preferred future. Taking those into consideration, you list your dreams for the future. Five years from now, what do you want your organization to be? List your visions and commit to them. Make them happen through careful planning, rehearsing, and implementing. You should always consider following-up for a better outcome or cover the gaps of the process.
Another good thing about this process is that you are not afraid to take steps to “touch the sky”. You never stop dreaming for the betterment of yourself and your entire organization. Some say that only the present is what really matters because no one can prepare for what’s going to happen. However, we all have the capability to influence the future if we work as a unit and do something different.
http://books.google.com.ph/books?id=TQgD817fxkAC&printsec=frontcover&dq=Preferred+futuring&source=bl&ots=UnMTlw0kAS&sig=WCKMsaWkkaSB26cMBEJBrm_wCsc&hl=tl&ei=IoljTJz4DYWKvQOr0bSeCg&sa=X&oi=book_result&ct=result&resnum=3&ved=0CCQQ6AEwAg#v=onepage&q&f=false
Preferred Futuring discussion and lecture (hand-out and ppt)
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