For every problem, there is a future that’s already written about it. The future includes people’s assumptions, hopes, fears, resignation, cynicism & “lessons learnt” through past experiences.

Everyone experiences a future in front of them, even though few can attribute this. The future lives at the gut level. We know it’s what will happen, whether we can give words to it or not. We call this the default future & every person has one. So does every organisation has one.

The idea is to re-write the future & people’s actions shift naturally. If we can re-write the future across a critical mass of people, we could transform a tired company into an innovator.

Note- all this happens without targeting the problems themselves. Re-write the future & old problems disappear .

1st Law: How people perform, correlates to how situations occur to them.

Our actions relate to how the world occurs to us, not the way it actually is. The difference between how the world occurs to us & how it actually is, may be called the reality illusion. Remember: none of us see things as they are We see things as they occur to us. See the reality illusion at work, in you & people around you. Almost without exception, people don’t notice that all they are aware isĀ  how situations occur to them. They talk & act, as if they see things as they are. So, people are performing to how situations occur to them. The future is always matched accurately with no exception.

The default future is too strong a force to be undone by good intentions, sophisticated systems or new management efforts. Remember: The default future is a function of how situations occur to all the people involved. To change the default future, how situations occur to all should change.

Tell & Ask the team members:

Tell: I am commited to your success & the company’s success. I want to play a game so big that I will be remembered for a long, long time.

Tell: If nothing changes, the future will resemble the past.

Tell:The future is worth creating – how do we do it?

Ask: What is it you want me to know that’s not working?

Ask: What will happen if we do not find a new way to work together?

Ask: What are the opportunities that our company can sieze if all commit to new powerful ways to working together?

Once the team members see situations occuring in new ways, they move from mere compliance to accountability, from merely doing their jobs to providing leadership.

2nd Law: How a situation occurs, arises in language. (spoken or unspoken)

To be continued