For More Information: Future Search Network, www.futuresearch.net
Purpose:
To evolve a common ground future for an organization or community where stakeholders build high commitment to action and rapid implementation.
Outcomes:
• Discover and use common agendas and shared ideals
• The power of voluntary commitments made on common ground
• Experience shared leadership and self-management
• Experience the “whole elephant” before acting on any part of it
• Learn to accept polarities and differences
When to Use:
• A shared vision is desired and an action plan is needed
• Other efforts have stalled and time is growing short
• New leadership is taking over and a key transition is at hand
• Opposing parties need to meet and do not have a good forum
When Not to Use:
• Leadership is reluctant and nobody but you wants it
• The agenda is preconceived and conditions for success not met
Number of Participants:
• 40–100 people
• Hundreds in parallel or sequential conferences
Types of Participants:
• Broad cross-section of stakeholders
• Organizations: multilevel, multifunctional
• Communities: All sectors sponsors considered relevant
Typical Duration:
• Preparation: 3–6 months
• Process: 2.5 days
• Total Transition: Variable
Brief Example:
Hopkinton, Massachusetts, a town of 9,000, more than doubled in size. A referendum left education level-funded. “Hopkinton 2002 AD” involved citizens; commissioners; police, fire, highway, and town department heads; business leaders; teachers; students; and school administrators. Their commitments included preserving the town’s rural character and improving schools. Residents raised the school budget
12 percent. Within a year, a local firm donated $350,000 in computers and training, and pledged $300,000 more for the next two years.
Historical Context:
Created in 1982 by Marvin Weisbord and Sandra Janoff. Commitment to democratic ideals and whole system thinking—Lewin, Lippitt, Schindler-Rainman, Trist and Emery.
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