Goal

To achieve quick results and to facilitate change in complex and explosive areas. Involvement of many employees in the change process.

To develop common future visions. To generate organisational goals and action steps with the commitment of the stakeholders.

To inform the organisation about management’s change plans. To engage and motivate employees and to gain their agreement to strategies.

To reveal and leverage existing strengths of an organisation. To achieve positive thinking and behaviour in an organisation.

Results

A large spectrum of suggestions and results on the main topic as well as initiated implementation projects.

A common vision and agreed-upon actions to reach the vision’s goals.

A widely supported strategy.

Acknowledged successes, strengths and competences as well as organizational factors supporting them so these can be repeated or extended.

Character

Participants take the initiative to subdivide the main topic and to discuss the subtopics in work groups.

Different groups of interest get to know and understand the others’ situation better and to take responsibility.

Management’s goals are investigated, complemented and voted on by participants.

The focus is directed at what works well. Success becomes obvious for individuals as well as the organisation.

Structure

Within a few minutes participants have named the aspects they consider essential and thereby defined the agenda of the event. The following phase of the conference is characterized by a large number of parallel work groups.

1. looking back, 2. the present situation from inside and out, 3. vision/goals, 4. consensus on the goals, 5. first action steps. Participants work alternately in homogeneous and heterogeneous groups.

Current problems are pointed out to demonstrate the urgent necessity for change. Management’s goals are presented to participants. Participants state their own goals and present them in the plenary session. A dialog follows and the two goal formulations are integrated.

1. Discovery (discovering and understanding), 2. Dream (visions of the future), 3. Design, 4. Destiny (implementation). AI is based on interviews conducted during Discovery. The remaining three phases may then vary according to the needs of each client.