FuturePerfect - The Paradigm of Connectedness

This refers to organizing employees and processes for maximum teamwork, collaborative learning, and cross-functional integration. Cooperation and collaboration—along with comprehensive information sharing—will be major processes for eliminating silos that are primarily sourced from a competitive mind-set within an organization.

A FuturePerfect Organization continually performs at an exceptional level by projecting its present operation into what is expected for future success. This way of functioning is characterized by the following quote:

"The best way to adapt to the future is to invent it."
- Alan Kay

The following strategies of implementation can be used as overall guidelines for putting the various initiatives of the FuturePerfect paradigm into practice. It is understood that the specifics of who, what, where, when, why, and how will be uniquely designed for a given business activity and organization. Each of the components of the FuturePerfect model will be discussed below. The guidelines suggested below can be either used as a checklist or where appropriate, implemented with "Nuts and Bolts" responsibilities (the five "W’s" and one "H").

Vision, Mission and Values

Having established the vision, mission, and values ("principles of operation") in the simplest possible terms, the following strategies summarize how they become an unspoken, living dynamic in an organization's operation.

  1. Review and refine these principles on an annual basis, e.g., many organization have added a diversity statement to their values after reviewing them during the 1990s.
  2. Communicate these principles to the work force on a monthly basis, e.g., using websites, email, and written and verbal communications. Ensure all business activities are in concert with these principles, e.g., practice a "code of ethics" in all business dealings.
  3. Ensure leadership expectations and accountabilities reflect these principles, e.g., performance evaluations and rewards that reflect core values.
  4. Evaluate all new business ventures with respect to consistency with the vision, mission, and values, e.g., avoid activities that stray far from core business functions and values.
  5. Make a clear distinction between a global, sustaining vision and an annual strategic vision, e.g., Global: "We are a global leader in facilitating personal and organizational transformation." Strategic: "We are global experts in creating the FuturePerfect Organizations."
  6. Ensure a critical fraction of leadership are "living examples" of these principles, e.g., use Executive 360º Assessments to measure the extent to which employees have this experience of leadership.
  7. Include questions regarding the understanding and practice of the vision, mission, and values on annual organizational surveys as well as regular pulse surveys, e.g., "This organization values the diversity of its employees" or, "This is an organization where trust exists between leadership and employees."
  8. Examine presently existing and new initiatives for employee performance and visibly integrate the organization’s core values, e.g., "We are serious about diversity because it is the morally and ethically right thing to do."
  9. Examine or create an effective work-life integration program to ensure the long-term well-being of employees, e.g., ensure that employees are clear about what constitutes work/life quality and balance first, and then match the appropriate organizational support system.