.Category
{Organizational Applications}
.Stage
{Type as Template}
.title
{Developing A Vision Statement}
.participants
{A vision development group (size can vary)}
.intro
{Using Type as Template involves analyzing type and the eight preferences against almost anything that an individual or organization does.  Trainers and consultants can apply type to their work when the client has the readiness and knowledge of type to look more deeply into its behavior and culture.  When considering this activity think about the client readiness assumptions, the assessment process, and the data collection and feedback to see if they fit the client's needs and capability.}
.one
{Client Readiness Assumptions:}
.onea
{Everyone understands typology, knows their type, and is open to using type as a lens for viewing organizational life.}
.oneb
{There is some freedom and trust in the organization to work with non-preferences.}
.onec
{Collaboration across type and preferences has been utilized effectively.}
.oned
{The process will need to involve as many people with as diverse a background as possible.  For example, race, gender, ethnicity, length of employment, and type.}
.onee
{The organization's leadership as part of a new strategic planning process has asked staff to articulate a new vision for the organization's future.}
.two
{Assessment Process:}
.twoa
{Select a vision development group of diverse individuals, in terms of type and other characteristics, who will be charged with drafting a vision for the organization's future.}
.twob
{Select those individuals based on the following:}
.twob1
{their commitment to developing and implementing a new vision}
.twob2
{their special contribution to this process}
.twob3
{the special perspective they bring as a result of their diverse background}
.twoc
{Ask them who else needs to be part of this vision development group.}
.twod
{When the group is ready to develop the vision, ask others in the organization (via written survey or interviews) some of the following questions about the future vision:}
.twod1
{How will our business need to be different in the next five years as compared to today?}
.twod2
{What competitive pressures must we deal with successfully in the next five years to remain viable?}
.twod3
{What role will type play in shaping the vision?  For example, what type considerations might we need to pay attention to in regard to our customers?  How has type shaped the development of our products and services to date?}
.twod4
{How will our organizational culture need to change in the future in order to be more competitive and viable?}
.twod5
{What typological issues might we pay attention to in order to shape our newly described culture?}
.twod6
{What are your hopes and aspirations for the future of the organization and how will you need to change to realize these hopes and aspirations?}
.three
{Feedback and Next Steps:}
.threea
{Collect and compile the completed surveys or interviews comments.}
.threeb
{Divide the vision development group into Temperament or type configurations to maximize the use of type differences to develop a variety of draft vision statements.}
.threec
{Meet as an entire vision group to begin crafting a final draft vision statement that can then be distributed for reaction, refinement and ultimate buy-in on everyone's part.}
