future mapping
the why and the how
future mapping
the why and the how
... See moreMost critically, these roles tend to be self-reinforcing. Organizations using fear-based future narratives often develop risk-averse cultures that further reinforce defensive positioning. Conversely, organizations with aspirational future narratives tend to attract optimistic, innovation-minded talent that strengthens their future-positive culture.
And basically, my gripe is, we collectively generally treat every transition the way I used to treat “time for recess”: This is just going to happen, so let’s not focus on how it’s going to happen, or whether the getting there is hard. Let’s just get from here to there, OK? And then we can be there and forget about here.
Arnold’s theory about why people are always saying this is: “When you don’t have a vision of the future, it’s easier to look back.” People get stuck looking back because they don’t have a vision for what’s ahead. That’s why he says he’s always telling people to find their vision .
Traditionally, organizations have focused on developing specific, easily replicable functional or technical skills. Not only were these skills easier to teach but organizations were also operating in a more stable, predictable environment at the time. In that environment, executing repeatable processes to produce standardized products and services
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