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Tag: Foresight

Beyond the Five-Year Plan: Alexander Friton on Scenario Thinking

Most companies have a strategy. Far fewer have a picture of the future. Alexander Friton, Managing Director of Qesar, explains that this is true of many companies in mechanical engineering, and that scenario thinking can close that gap.

In two short conversations with the Futurewise Company, Alexander explains what scenarios add to strategy work. He also shares why developments that seemed merely plausible to him two years ago now feel very real.

Strategy without a future

Alexander is candid about where they started. For a long time, nobody really asked how industry, mechanical engineering and special-purpose machinery would evolve, or what role a partnership should play in that future. “We just didn’t ask those questions.”

Planning started from the present, with a horizon of three to five years at most. Nobody looked ten or twenty years ahead. “It may sound like a contradiction,” he says, “but we work on strategy without really thinking about the future.”

Carina Stöttner sums up the gap: strategy is derived from the here and now, or from the past, instead of being shaped by several possible futures. “And that was what was missing.”

Scenarios bring structure to your thinking

For Alexander, the first benefit of scenarios is clarity. “First of all, it structures your thinking,” he says. You’re working with several options, each with its own set of conditions.

That lets him see exactly where he stands. If these conditions hold, the future could look like this. If they change, or if he starts from different assumptions, it might look completely different.

The result is a set of three, four or five scenarios he can weigh side by side. Sometimes the answer turns out to be a combination of two, but that comes later. First he thinks each scenario through on its own, and only then decides whether his future matches one of them or a mix.

Only then comes the practical question: “What does this mean for my company, for my strategy, for the company’s future?” For him, the benefit is twofold: he covers a whole range of possibilities, and he does so in a structured way.

When “plausible” becomes real

Alexander connects this to what he sees happening around him. He remembers a chart Carina showed in one of her talks at Qesar on the fragmentation of the political landscape. Twenty years ago, things were fairly stable, with three or four parties. Today there are many more, and the results of the once-large and once-small parties are much closer together. That means more frequent changes of government, which is exactly what he’s seeing now. Her point back then, that companies could no longer count on a steady political course and should take matters into their own hands, has increasingly become reality.

He sees business owners doing exactly that and turning their focus inward. They concentrate on what they can control and shrug off the rest: “It’s out of our hands anyway.” The external conditions are still there, he says, but they matter less, “or at least they’ve lost some of their power to frustrate us.”

That’s exactly why scenarios matter so much to him. Because external conditions are harder to predict than they used to be, companies need to ask what that means for the future and which scenarios might follow.

When Carina raised this two years ago, it felt to him “plausible, but not quite real yet.” Today he says: “Okay, this is real now. We’re already there.”

Look further ahead, check in more often

A longer horizon doesn’t mean waiting decades to find out whether you were right. Even with a long-term perspective, Alexander says, you can check after two years whether you’re on track or need to adjust course a little.

His advice to other leaders is clear: “Look further into the future, and review more often to see whether it still fits.”

And what if things turn out completely differently? For him, that’s part of it too: you have to learn to break out of familiar templates and patterns.

For leaders rethinking their own approach, his experience offers three lessons:

  • Build strategy from several possible futures, not just forward from the present.
  • Develop several scenarios first, and only combine them once each one has been fully thought through.
  • Pair a long horizon with regular reviews, and be willing to break out of familiar patterns.

Watch the full video here:

Seeing the Future Differently: Hasmeet Kaur on Diversity of Thought

What happens when a leadership team stops assuming it shares one picture of the future? For Hasmeet Kaur, President of the Transportation Division at MANN+HUMMEL, the answer was a wider view of her own organization and, in her words, becoming a better leader.

In a short conversation with Carina Stöttner, CEO of Futurewise Company, Hasmeet looked back on the futures work our teams did together. Carina’s opening question was simple: has anything changed about the way you think and plan for the future?

Same framework, different futures

Hasmeet’s first realization was how differently people imagine the future, even inside one company. “I think it opened up also my perspective on how different we all see and imagine the future to be,” she said.

Everyone in her organization works within more or less the same framework. Yet, as she put it, “we have a completely different perspective on how certain things could shape.” Making those differences visible was the first step.

Escaping the confirmation trap

Leaders can easily surround themselves with people who think the same way. Hasmeet named this risk directly: “sometimes we can fall into the trap of confirmation.” The futures exercise pushed her not to take shared thinking for granted.

She found diversity well beyond international background or gender. What mattered most was “the diversity of thought that is in our organization.”

That discovery paid off across the hierarchy. Hasmeet called it “extremely rewarding for me at all levels”: the levels above her, her peers and her own teams. Her teams challenged her and brought perspectives to the table that she had not considered before.

A new discussion culture

Carina described what Hasmeet experienced as “a new sort of discussion culture.” When people talk about the future, they lay out their personal options and assumptions. Those are shaped less by the work and more by how each person was shaped in the past.

Laying those assumptions out in the open is something teams rarely do on a regular basis. The value comes from discussing them without emotion. The question is not whether a colleague’s view of the future matches your own, but how to look at it objectively.

A better leader for the future

Asked if she had anything else to share, Hasmeet summed up the experience in one line: “I think I am a better leader in terms of steering the future of the company.” She added that she enjoyed the work and learned a lot, and closed by thanking the team “for the fun work we did together.”

For leaders planning their own futures work, her story points to three lessons:

  • Assume your team holds different pictures of the future, even within a shared framework.
  • Look for diversity of thought, not only diversity of background.
  • Make assumptions explicit, then discuss them objectively rather than emotionally.

Watch the full video here:

Our Collaboration with MANN+HUMMEL: In Conversation with Kurk Wilks

The futurewise company has worked with MANN+HUMMEL on scenario planning and strategic foresight. The managing board wanted to build a new capability across the company.

We sat down with Kurk Wilks, CEO of MANN+HUMMEL, to hear what has changed. His answer was clear: the company has stopped trying to predict the future and started preparing for various scenarios.

“As our chairman and the managing board thought about how to help this organization build this muscle on scenario planning, we really appreciated the work you’re doing.”

When predictable markets stop being predictable

For a long time, MANN+HUMMEL could see its future coming. In its traditional markets, especially transportation, customers worked within a stable framework, and close relationships made demand easy to read.

“The customers had a pretty consistent framework of what they would build. We had good intimate relationships with them. And as a result, we could predict what opportunities came from those futures.”

That certainty has gone. Wilks describes customer preferences shifting, new customers and competitors entering the market and displacing others, and disruption on the geopolitical front.

“In some of our markets that were pretty static and predictable, in certain segments, this has changed.”

These are new topics for the company, he says, and they have forced it to become more flexible and agile in how it responds.

From “what will happen” to “what could happen”

The biggest change Wilks names is a change of question. Instead of betting on a single forecast, MANN+HUMMEL’s leadership now maps a range of possible futures and asks whether the company is ready for each.

“It has given us a different methodology in terms of how to see the future: less trying to predict an absolute outcome, but more looking at signals of what could be.”

He is candid about the old habit. The company was, in his words, probably optimistic about knowing what would happen. In a world with this much change, that no longer holds.

“We have to start to ask the question of what could happen. Now, it doesn’t provide the excuse. It really just puts us into a more robust view of a scenario, from the most optimistic to the most pessimistic.”

The scenarios help teams spot early signals that already exist today, but that the organisation was never trained to notice. Many of those signals used to arrive for free, through customers and stable markets. Now the company has to go looking, using its own intelligence and different approaches.

“To determine what are the signals that we probably could see now if we were looking, but maybe aren’t what our muscles are trained to see. And this is really the work I’ve appreciated.”

Wilks applies this thinking to each of MANN+HUMMEL’s segments. The aim, as he puts it, is to find a common thread across varying scenarios.

Practical, not theoretical

Foresight work can sound abstract. Wilks says his teams experienced the opposite, and they told him so more than once.

“Of course there’s some theory behind it. But our teams have told us repeatedly, as they’ve gone through this project with you, it’s very practical in terms of its application to the real world we live in, in our business, in the markets that we serve.”

In practice, MANN+HUMMEL’s leadership teams worked through exercises such as futures wheels, exploring potential anomalies and the signals that would point to them. That work now feeds directly into today’s decisions.

“It’s really helped us then to determine, more current time, what adjustments we should be making now to make sure, again, we stay agile, flexible and resilient.”

A new muscle

Wilks returns to one image throughout the interview: a muscle the organisation did not have before and is now building. For the futurewise company, that is the goal of every engagement. Not a report on the shelf, but a lasting capability to see change early and act on it.

“We’ve really appreciated the new muscles you’ve helped us build.”

We thank Kurk Wilks and the MANN+HUMMEL teams for their openness and their trust.

Watch the full video here:

Foresight: Meaning, Methods and Benefits Explained Simply

Foresight shows up everywhere these days: in job ads, strategy papers and innovation departments. But what does the term actually mean? This article explains what foresight is, how it differs from forecasting and trend research, and which methods organisations use to work with the future in a structured way.

Key takeaways

  • Foresight literally means looking ahead or anticipation.
  • As a technical term, it refers to the systematic exploration of multiple possible futures.
  • The goal is not the correct prediction, but the better decision today.
  • Core methods: horizon scanning, STEEP analysis, scenario planning, Delphi, backcasting, roadmapping.

What does foresight mean?

Foresight means the ability to see ahead, anticipate or look into the future. Its counterpart is hindsight, the view back on events after the fact.

In a professional context, the term does not describe a personal talent but a structured way of working:

Short definition: Foresight is the systematic exploration of possible futures in order to make better decisions today.

Two things in this definition matter. First, the plural: foresight does not ask about the future but about several conceivable developments. Second, the link to the present. The aim is not to predict the future correctly but to increase one’s own capacity to act.

Origin and spread of the term

The word is made up of fore (ahead) and sight and has been in use in English since the Middle Ages. As a technical term it gained currency from the 1970s onwards, when Japan began running regular national Delphi studies on technological developments. In the 1990s, government foresight programmes followed in the United Kingdom, Germany and at EU level. Since then, the approach has spread from technology policy into companies, NGOs and public administration.

Two levels of meaning

Depending on the context, foresight means different things:

  • In everyday language, foresight describes a quality in people. Someone with foresight thinks ahead, recognises consequences early and takes precautions accordingly.
  • As a discipline, foresight refers to a field with its own methods, roles and processes. It is part of futures studies and is specified further according to its area of application: strategic foresight, corporate foresight, technology foresight or policy foresight.

Foresight, forecasting and trend research compared

The terms are often used interchangeably, but they mean different things.

ApproachGuiding questionTime horizonOutput
ForecastingWhat is most likely to happen?short to medium terma number, a value, a range
Trend researchWhich developments are already visible?ongoingdescribed trends and patterns
ForesightWhat could happen, and what would it mean for us?medium to long termseveral images of the future plus options for action
VisionWhich future do we want to reach?long terma desired target state
Foresight compared with forecasting, trend research and vision.

A sales forecast for the coming quarter is forecasting. Asking what your business model would need to look like in ten years under four very different sets of conditions is foresight.

Strategic foresight and corporate foresight

Strategic foresight links futures work directly to strategy development. The insights feed into portfolio decisions, investments and risk management rather than ending up in a report.

Corporate foresight refers to embedding this work permanently in the company, for example through a dedicated team, a trend radar or regular formats at leadership level.

Studies on the future readiness of companies show a recurring pattern: organisations that pick up changes in their environment early and process them in a way that connects internally respond faster to market disruptions than competitors without such structures.

Why foresight is becoming more important

Several developments are increasing the need for forward-looking work:

  • Shorter innovation cycles, particularly driven by artificial intelligence and automation
  • Regulatory dynamics, for example around sustainability, supply chains and data protection
  • Geopolitical uncertainty with direct consequences for sourcing and sales markets
  • Demographic change and shifting expectations of work
  • Climate change with both physical and transition risks

In environments like these, extrapolating the past loses its explanatory power. That is exactly where foresight comes in.

The most important foresight methods

Horizon scanning

Systematic monitoring of signals from science, politics, technology and society. The aim is to pick up weak signals before they become trends.

STEEP analysis

Structuring the environment along the dimensions of Society, Technology, Economy, Ecology and Politics. It prevents the analysis from narrowing down to one’s own industry.

Scenario planning

The best-known foresight method. From the key uncertainties, usually three to four internally consistent images of the future are developed and then tested against the organisation’s own strategy.

Delphi survey

A multi-round, anonymous expert survey. After each round, participants receive the aggregated results and can reconsider their assessment.

Wild cards and black swans

Events with a low probability of occurring but a high impact. They are deliberately played through to expose blind spots.

Backcasting

The path runs backwards from the target state to the present. The question is: what would need to have happened, and by when, for this state to come about?

Roadmapping

Translates images of the future into concrete milestones for technology, product and capability building.

How a foresight process works

  1. Set the frame. Define the decision question, time horizon and scope.
  2. Scan. Collect signals, data and expert knowledge.
  3. Analyse. Identify and assess drivers and uncertainties.
  4. Design futures. Develop scenarios or images of the future.
  5. Derive. Define strategic options, early indicators and next steps.

The fifth step determines the value. Without a link to real decisions, foresight remains a workshop experience.

Common mistakes

  • Mistaking foresight for prediction and ending up pursuing only one scenario
  • Choosing a time horizon so short that the analysis shrinks down to existing plans
  • Relying exclusively on internal perspectives
  • Documenting results without assigning responsibilities and defining early indicators
  • Running the process once instead of updating it regularly

Frequently asked questions about the meaning of foresight

What does foresight mean?

Foresight means looking ahead or anticipating what is to come. As a technical term, it stands for the systematic exploration of possible futures.

What is the difference between foresight and forecasting?

Forecasting calculates the most likely development of a given variable. Foresight works with several possible futures and asks what they mean for one’s own actions.

Is foresight the same as futures studies?

Futures studies is the umbrella term for the academic study of the future. Foresight refers to the application-oriented practice within that field.

What does a foresight manager do?

They monitor the business environment, facilitate scenario and strategy processes, maintain trend radars and translate insights into recommendations for senior management.

Which organisations benefit from foresight?

Any organisation with long investment cycles, dense regulation or rapid technological change. Smaller organisations can start with a lean trend radar and an annual scenario workshop.

Conclusion

The meaning of foresight can be reduced to a simple formula: not predicting the future, but being prepared for several futures. Those who capture environmental signals in a structured way, translate them into scenarios and derive verifiable options for action from them buy themselves reaction time. That is precisely the practical value of this discipline.

The Most Useful Foresight Methods for Companies

The future can’t be predicted — but it can be shaped by looking ahead. For mid-sized companies, hidden champions and international groups alike, recognizing change early and staying able to act under uncertainty is decisive. Futurewise Company works with established and emerging methods from strategic futures research to make that possible. The question at the center is always the same: how do today’s signals, trends and uncertainties become decisions that hold up tomorrow?

Which method makes sense depends on the strategic question. Is it about new growth markets, technological upheaval, the future of a business model, or the long-term direction of an entire company? Here’s an overview of the foresight methods we work with regularly at Futurewise Company.

The Delphi method

What is the Delphi method?

Delphi is a qualitative method used in futures research. Over several rounds, experts from different fields are systematically asked about possible future developments. The method was developed at the RAND Corporation and takes its name from the ancient oracle at Delphi.

The first step is in-depth interviews with a carefully selected panel, usually 15 to 35 experts. We condense what they say into hypotheses, which are then assessed and commented on anonymously in a second round. What emerges is a well-grounded picture of possible developments — including dissenting views, blind spots and the uncertainties that matter strategically.

What is Delphi good for?

  • Widening your perspective beyond the boundaries of your sector and your company
  • Assessing trends, technologies and future shifts in the market
  • Finding strategic direction under high uncertainty

In practice

We use Delphi when management and leadership teams want to get properly to the bottom of a strategic question: where are the future growth areas? How are customer requirements, value chains or regulatory conditions changing? And which risks are still being underestimated in the day-to-day business?

To answer that we talk to people from academia and government, existing and potential customers, sector specialists, start-ups and other companies. For a hidden champion it might mean assessing the future of a highly specialized technology. A mid-sized company might want to find out which new customer groups it could reach with the capabilities it already has. At group level, Delphi can help bring different perspectives on a single question about the future together systematically. The most valuable findings often aren’t in the headlines or the published studies — they come out of direct conversations with the people actually working on technological, political or social change.

Scenario analysis

What is scenario analysis?

Scenarios are narrative, plausible pictures of the future built on assumptions, drivers and the central uncertainties. They help companies understand several possible paths rather than building a strategy around one expected outcome alone.

Coined in part by Herman Kahn and made famous by Shell, the method makes it possible to work systematically through different developments and what they would mean for markets, business models, investments and organizations.

What are scenarios good for?

  • Developing strategic options that hold up across several futures
  • Preparing for uncertainty and disruptive change
  • Giving leadership teams a shared basis for discussing complex futures

In practice

There are dozens of ways to build scenarios. The video below explains three of them briefly. Compact approaches like the 2×2 matrix work well for examining a specific strategic question efficiently from several directions: what happens if a key customer segment’s purchasing power grows — and what if it stalls? What if demand for a new technology stays niche — and what if it becomes a mass market?

For owner-run mid-sized companies this creates a structured basis for major investment decisions. Hidden champions can test how robust their specialization is against technological or geopolitical change. Group leadership teams use more comprehensive scenarios to assess portfolios, regions or business units under different future conditions. In contentious strategy discussions in particular, scenarios help everyone step back from personal conviction and look at several plausible developments as objectively as possible.

Backcasting

What is backcasting?

Backcasting doesn’t start in the present but in a future worth having. Working from a clear picture of that future, the necessary steps are traced systematically back to the present. That opens up new perspectives and stops long-term strategy from becoming a simple extension of today’s business.

Together with management and leadership teams, we develop a concrete picture of the future and derive short-, medium- and long-term decisions, milestones and responsibilities from it.

What is backcasting good for?

  • Developing strategies that are ambitious and deliverable at the same time
  • Getting past short-term, purely reactive planning
  • Giving innovation, growth and transformation programs a clear direction

In practice

Talking about the future usually generates plenty of good ideas. But in the daily operating business, time, resources and clear ownership for long-term topics run short fast. Backcasting creates accountability: if a company wants to reach a particular goal by a particular date, what has to be in place three, five or ten years beforehand?

For mid-sized companies, the method translates big ambitions into realistic steps that match the resources actually available. Hidden champions can use it to build the capabilities, partnerships and technologies that will secure their market position long-term. In larger groups, backcasting helps connect a shared picture of the future with concrete transformation paths for business units, functions and regions.

The Futures Triangle

What is the Futures Triangle?

Developed by Sohail Inayatullah, the Futures Triangle analyzes three forces that shape any future:

  • Push: the drivers and changes of the present
  • Pull: compelling pictures of the future and shared ambitions
  • Weight: the structures, experiences and habits of thought from the past that hold things back

The method makes visible the tensions a strategic decision sits within — and why a change might not be moving forward despite every argument in its favor.

What is the Futures Triangle good for?

  • Analyzing contradictory demands on the future
  • Setting strategic priorities
  • Reflecting on cultural, structural and historical blockers

In practice

“We discussed this three years ago. It didn’t work then, so we don’t touch it now.” We hear sentences like that in companies of every size. The Futures Triangle helps surface the experiences and beliefs behind them, and test whether they still hold under changed conditions.

In family businesses and mid-sized companies, long-established decision paths or tight resources can stall an initiative aimed at the future. For hidden champions, the very specialization that has been so successful can stand in the way of a necessary shift. In large groups, structures, target systems or earlier transformation programs can prevent a convincing vision from taking hold. The method also helps put hyped trends in perspective: is this a short-term pull, or a development the company genuinely needs to respond to strategically?

The Futures Wheel

What is a Futures Wheel?

Developed by Jerome C. Glenn, the Futures Wheel is a visual thinking tool for systematically mapping the direct and indirect consequences of an event, a trend or a strategic decision.

At the center sits a single impulse — a technological innovation, a regulatory change, a shift in customer behavior. Working outward from there, we examine first-, second- and third-order effects across several rings.

What is the Futures Wheel good for?

  • Analyzing new developments systemically
  • Involving different functions and levels of leadership
  • Identifying opportunities, risks and unintended consequences early

In practice

The first-order effect of a trend is usually easy to name: AI will take over parts of what graphic designers do. For strategic decisions, though, that statement isn’t enough. What matters is what happens next. Can designers handle ten commissions instead of one? Do clients then expect lower prices and shorter turnarounds? Do creatives become managers of parallel AI processes? And what does that mean for skills, management, workload and how agencies are organized?

A Futures Wheel helps mid-sized companies grasp the operational consequences of a trend early and without excessive effort. Hidden champions can connect effects on products, customers, capabilities and supply chains. Group leadership teams use the method to make the interactions between business units, markets and functions visible. An abstract trend becomes a concrete strategic question.

Trend radar

What is a trend radar?

A trend radar is a structured analytical tool that captures, assesses and prepares relevant trends, signals and possible ruptures for use in strategy work. Developments are positioned by relevance, time horizon and uncertainty, and visualized clearly.

We build trend radars for sectors, technologies and company-specific questions — the future of work, industry, mobility or sustainability, for instance. What matters isn’t collecting as many trends as possible but what each one means for the particular company.

What is a trend radar good for?

  • Strategic early warning
  • Identifying and prioritizing new fields for innovation and growth
  • Communicating knowledge about the future clearly across the company

In practice

For mid-sized companies, a focused trend radar provides orientation without adding to the flood of information. Hidden champions can use it to watch developments outside their established market that could change their technological lead or their access to customers. In larger groups, a shared radar creates a solid basis for assessing future topics across business units, assigning ownership and reviewing strategic priorities regularly.

Want to work out which foresight method fits your strategic question and your organization? Futurewise Company supports mid-sized companies, hidden champions and group leadership teams in choosing a method, running it, and translating the results into concrete strategic decisions.

What Shell Knew Before the Crisis Hit

When the oil crisis struck in 1973, most companies were caught flat-footed. Shell wasn’t. They’d already spent two years thinking through how they’d need to adapt.

Why? Because back in 1971, two senior Shell managers dared to ask a simple question: what would happen if oil prices swung dramatically?*

The scenarios they built weren’t great forecasts. Their price estimates were set far too low. But it didn’t matter — and that’s the whole point. Whether oil tripled or quadrupled, the consequences rhymed: a wobbling economy, social tension and fuel theft, shifting mobility paradigms (remember car-free Sundays?), a push toward diversified supply chains, and new pricing policies.

Shell had already reasoned through those consequences. So when the shock came, they weren’t panicking, but rather already in the execution mode.

Thinking in scenarios

Thinking in scenarios is far more than playing out the single most likely outcome. It means:

  • Reasoning through many possible futures, not just one.
  • Continuously adapting your strategy, because you’ve learned to watch for the signals that one future or another is emerging.
  • A huge cultural shift — building an organization that welcomes people asking challenging questions, rather than punishing it.

That last point is the hard one. Asking “What if a pandemic shuts down the country?”, “What if kerosene is no longer available?”, or “What if the Rhine becomes unnavigable?” isn’t always welcome. It requires leaders willing to engage seriously with divergent futures — and, in doing so, to admit they don’t have 100% certainty about the years ahead.

That admission is uncomfortable. It’s also exactly what let Shell move while everyone else was still reacting.

*How it all played out at Shell is told by Dr. Henk Alkema in a video: https://www.youtube.com/watch?v=m9WZQU8_HnA

Mit Foresight zur Strategie: So entwickeln Sie zukunftsfeste Pläne

Wenn die alte Strategie nicht mehr trägt

Es gibt einen Moment, den viele Führungsteams gerade erleben: Die Strategie, die noch vor zwei Jahren solide wirkte, fühlt sich plötzlich brüchig an. Die Welt hat sich unter ihr verschoben. Geopolitik, Technologie, Märkte und gesellschaftliche Erwartungen verändern sich schneller und widersprüchlicher, als klassische Planung es abbilden kann.

Häufig steht am Ende gar keine falsche Entscheidung, sondern überhaupt keine. Wenn zu viele Entwicklungen parallel laufen und die Signale aus Markt, Politik und Technologie sich widersprechen, wächst die Versuchung, lieber abzuwarten, abzusichern oder ganz zu vertagen. Strategie wird zur Hängepartie.

Robustheit entsteht aus besserem Umgang mit Unsicherheit

Die naheliegende Reaktion – noch genauere Forecasts, noch detailliertere Pläne – greift zu kurz. Ein Forecast verlängert die Gegenwart in die Zukunft. Er funktioniert, solange die Annahmen stabil bleiben. Heute tun sie das nicht mehr.

Zukunftsfeste Strategien zeichnen sich nicht dadurch aus, dass sie die Zukunft korrekt vorhersagen. Sie machen handlungsfähig in mehreren möglichen Zukünften gleichzeitig. Das ist der Kern von Leadership under Uncertainty: nicht die eine Zukunft zu erraten, sondern Entscheidungen zu treffen, die über verschiedene Entwicklungen hinweg tragfähig sind.

Denken in Szenarien

Hier setzt Szenarienarbeit an. Statt über einzelne Trends oder Bauchgefühle zu diskutieren, arbeitet das Führungsteam mit klar formulierten, plausiblen Zukunftsbildern. Unterschiedliche – auch widersprüchliche – Entwicklungen werden in einen konsistenten Rahmen gebracht und damit besprechbar.

Das schafft zweierlei. Zum einen einen gemeinsamen Referenzrahmen, der strategische Diskussionen versachlicht und implizite Annahmen offenlegt. Zum anderen, fast paradox, Fokus: Denkt man verschiedene Szenarien konsequent durch, zeigt sich häufig, dass sie zu ähnlichen Konsequenzen führen – und dieselben strategischen Entscheidungen erfordern. Dort entsteht Klarheit. Szenarien helfen, robuste Maßnahmen zu identifizieren, die in mehreren möglichen Zukünften sinnvoll bleiben.

Wie wir mit Executives arbeiten

Wir verstehen Szenarienarbeit als gemeinsamen Prozess über mehrere Monate, nicht als einmaligen Workshop. In dieser Zeit lernen Führungskräfte Denkweisen und Methoden aus Foresight und Futures Thinking kennen – und wenden sie unmittelbar auf die eigene Branche an.

Gemeinsam entwickeln wir Szenarien für Ihr Marktumfeld, durchdenken Markt, Technologie, Gesellschaft und Rahmenbedingungen systematisch und identifizieren szenarienübergreifende Muster, die unabhängig vom konkreten Zukunftsbild strategisch relevant sind. Am Ende steht kein Foliensatz, der in der Schublade verschwindet, sondern eine Denk- und Arbeitsweise, die im Team bleibt – und Szenarien, die Sie direkt als Grundlage für Ihre Strategie nutzen können.

Dabei ist uns wichtig, bestehende Initiativen und bereits geleistete Arbeit nicht zu ersetzen, sondern daran anzuschließen und sie weiterzuentwickeln. Wir holen Sie dort ab, wo Sie heute stehen.

Vom Reagieren zum vorausschauenden Entscheiden

Zukunftsfeste Strategie heißt nicht, alle Antworten zu haben. Sie heißt, die richtigen Fragen früh genug zu stellen – und ein Führungsteam zu haben, das gelernt hat, in Möglichkeiten statt in Gewissheiten zu denken. Diese Fähigkeit macht den Unterschied zwischen einer Strategie, die beim nächsten Bruch kippt, und einer, die trägt.

Wenn die Führungsrunde nur teuer nickt: Group Think an der Unternehmensspitze

Jan David Ott ist Facilitator for Longterm Strategic Decision-Making & Change bei der Futurewise Company. Auf seinem LinkedIn-Account nimmt er uns mit bei Themen zu Change Management, Leadership und Foresight. Hier veröffentlichen wir Auszüge seiner Erfahrungen.

Wie viel Geld investieren Sie in hochkarätig besetzte Führungsrunden — und am Ende hätte das Leittier genauso gut allein entscheiden können?

Das ist keine rhetorische Frage. Es gibt Phänomene in Gruppen, die wissenschaftlich gut belegt sind. Doch in Top-Führungsrunden mit Highperformer*innen kommen sie vermeintlich nicht vor. Das passt nicht zum Selbstbild. Da sollen also Extraversion, Gender und Muttersprache keinen Einfluss darauf haben, wer gehört wird und wer den Ton angibt. Schließlich werde ja „gut” moderiert.

Was ausgeblendet wird, wirkt trotzdem

Besonders gefährlich wird das beim Group Think. So sehr es das Selbstbild kränken mag — gerade in Unternehmensspitzen ist dieses Phänomen aktuell besonders relevant.

Ungeachtet vorheriger Einzelgespräche gilt: Einmal um den Tisch versammelt, möchte in Unternehmenskrisen niemand einer Lösung im Weg stehen. Alle wollen sich committen, alle an einem Strang ziehen. Doch genau dieser Zusammenhalt tötet die kritische Distanz.

Die „richtige” Lösung liegt dabei keineswegs auf der Hand. Aber wenn links und rechts alle vermeintlich zustimmen und mitmachen, überzeugt es auch mich. Meine Fragen würden da jetzt nur wertvolle Zeit kosten — so der Reflex. Und so nickt eine teuer besetzte Runde sich durch eine Entscheidung, die niemand wirklich geprüft hat.

Den Bann brechen: ein Blick in die Zukunft

Dieser Bann lässt sich lösen — mit Diskussionen über die Zukunft in 10, 15 oder 20 Jahren. Denn hier versagen Erfahrung, Karrierepfad und Pay Grade als Orientierung. Niemand am Tisch kennt die Antwort.

Richtig moderiert, verliert der Tongeber seinen Führungsstab. So entstehen seltene, wertvolle Momente in Diskussionen unter Executives, in denen tatsächlich Perspektivenvielfalt zählt — und weniger Macht und Beziehungen.

In meiner Praxis stelle ich daher eine Frage: Was sollten wir für unsere aktuelle Entscheidung über die Welt in 10 Jahren wissen? Auf Führungsteams wirkt sie oft wie ein befreiender Jungbrunnen.

Und Ihre Runde?

Eine lohnende Frage zum Schluss: Wie immun ist gerade Ihre Führungsmannschaft gegenüber Group Think?

Wild Cards in Foresight and Future Planning

Remember the spring of 2020? For about six months, you couldn’t open a newspaper, a LinkedIn feed, or a quarterly earnings call without somebody, somewhere, calling the pandemic a “black swan event.” Politicians used it to suggest that no reasonable government could have been expected to prepare for the thing that had, in fact, been war-gamed repeatedly by public health agencies for over a decade.

The phrase did a lot of work in those months, most of it apologetic. A black swan, in the way the term was thrown around, was something nobody could have seen coming, which conveniently meant that nobody could really be blamed for failing to see it coming. The trouble is that Nassim Nicholas Taleb, who popularized the idea, was almost immediately on television and in op-eds explaining that COVID-19 was not a black swan at all. Pandemics had been forecast. The warning signs were on the record. What was actually surprising wasn’t the event but the discovery, in real time, of how fragile the supply chains, the hospitals, and the political institutions turned out to be when the predictable thing finally happened.

That whole episode is a useful way into a much older idea from the world of strategic foresight, one that predates Taleb by a decade and a half and that, in some ways, captures what we were trying to describe more precisely than the black swan ever did. The idea is called the wild card.

A wild card is a future event with a low probability of occurring and a very high impact if it does. The definition sounds clinical, and it is, but the concept itself is older than most people realize. It was formalized in 1992 by the Copenhagen Institute for Futures Studies, working with BIPE Conseil and the Institute for the Future, and it entered wider circulation in 1997 through John L. Petersen’s book Out of the Blue – Wild Cards and Other Big Future Surprises. Petersen wasn’t claiming to predict the future. He was making a more interesting argument: that any serious planner had a professional obligation to spend at least some time staring at the unlikely corners of the distribution, rather than the comfortable middle where most strategy gets written.

Black swans and wild cards are close relatives. Wild cards live in the working vocabulary of foresight practitioners, who deliberately surface them in scenario exercises, stress tests, and strategy retreats; they are things you put on a whiteboard and argue about. Black swans, in Taleb’s stricter sense, are events that were essentially invisible beforehand and only look inevitable in retrospect.

What sits between them, and what foresight people spend most of their time worrying about, is the question of weak signals. Wild cards rarely arrive in complete silence. They tend to be preceded by fragments of information that look like noise at the time and only become meaningful in hindsight: an oddly worded paper in an obscure journal, a procurement contract in a country nobody is paying attention to, a small shift in the language used by a regulator, a cluster of unusual hospital admissions in a town that doesn’t normally make the news. The hard part is organizational: Most reporting structures inside companies and governments are designed to filter exactly this kind of signal out as irrelevant, because most of the time it is. The discipline of foresight is largely the discipline of building institutions that can hold onto the weird stuff a little longer than instinct suggests they should.

The Four Animals in the Foresight Bestiary

Snow Leopard

A known but underrated phenomenon: documented and visible to specialists, but camouflaged against the noise of more dramatic events and therefore systematically underweighted. The metaphor was developed by the Atlantic Council’s Scowcroft Center for its Global Foresight reports, named for the species’ disruptive coat pattern that breaks up its outline against Himalayan terrain — the ghost of the mountains. (Some risk-management writers use white leopard for the same idea.)

Example: the vulnerability of submarine fibre-optic cables, which carry roughly 99 percent of intercontinental data and a significant share of global financial settlements. The concentration risk has been documented for years; it took incidents in the Red Sea, the Baltic, and the Taiwan Strait to bring it into mainstream view.

Black Elephant

A high-probability, high-impact event that is already documented and discussed by specialists, but that society chooses to treat as unlikely because acknowledging it would demand uncomfortable change. The term was coined in 2009 by disaster-relief consultant Vinay Gupta and popularized in 2014 by environmentalist Adam Sweidan through Thomas Friedman’s New York Times column. When the elephant finally arrives, it gets relabelled a black swan that nobody could have seen coming.

Example: anthropogenic climate change. The physics has been understood since Arrhenius’s 1896 calculations, the projection literature is consistent across IPCC cycles, and the response has nevertheless behaved as though the problem belongs to a future generation.

Black Jellyfish

A known, ostensibly normal phenomenon that escalates into systemic crisis through positive feedback — a small input that, amplified by interconnected systems, produces effects out of all proportion to its starting scale. The term comes from Ziauddin Sardar’s postnormal times theory and represents “unknown knowns”: phenomena we believe we understand but whose behaviour at scale surprises us.

Example: the 2013 shutdown of Sweden’s Oskarshamn nuclear plant, when Aurelia aurita blooms — driven by warming seas, ocean acidification, and overfishing of jellyfish predators — clogged the cooling intakes and forced a 1,400-megawatt reactor offline.

Grey Rhino

A high-probability, high-impact threat that is large, visible, slow-moving, and consistently ignored despite a complete absence of any information deficit. Introduced by policy analyst Michele Wucker in her 2013 World Economic Forum address and developed in her 2016 book The Gray Rhino. Wucker’s point, against the prevailing fashion for black swan vocabulary, is that most major crises are not surprises at all; the interesting question is why the institutions in their path failed to move.

Example: the 2008 subprime crisis. Shiller’s Irrational Exuberance documented the housing bubble in 2005, the Bank for International Settlements flagged systemic risk in 2006 and 2007, and the FBI warned of a mortgage-fraud “epidemic” as early as 2004. The rhino was visible from a considerable distance.


The point of wild card thinking isn’t prediction; it’s the cultivation of adaptive capacity, in the same sense biologists and resilience engineers use the term. An organization that has seriously rehearsed the loss of its largest supplier tends to handle the loss of its second-largest one with more composure, even though the specific scenario was wrong, because the underlying flexibility transfers. Beyond that, sitting with the improbable for any length of time tends to bring back into the strategy conversation a set of unfashionable virtues — redundancy, optionality, slack, balance sheet conservatism — that long periods of stability quietly erode, and whose absence is universally regretted in the first quarter after stability ends.

So what does all of this leave us with, after the dust of the past few years has settled and “black swan” has gone the way of most overused phrases? Mostly a sharper vocabulary, and a slightly more honest one. The wild cards, the elephants, the jellyfish, the leopards, the rhinos — these aren’t predictions and were never meant to be. They are a way of naming the different ways the future tends to escape the assumptions we’ve built our planning on, and a reminder that when the next big surprise lands, the interesting question won’t be whether it was foreseeable. It almost always was, by somebody. The interesting question will be whether anyone in the room had been paying attention.

Destroy someone else's sculpture – what this exercise has to do with change and leadership

Jan David Ott is Facilitator for Longterm Strategic Decision-Making & Change at the Futurewise Company. On his LinkedIn account he takes us along on topics related to change management, leadership, and foresight. Here we publish excerpts of his experiences.

We stood in a circle – each of us with a self-made sculpture beside us, showing what we stand for as leaders. Sculpture by sculpture was presented. Closeness arose. A values-based sense of belonging.

Then the next instruction: Destroy someone else’s sculpture.

Even after years, I think about what this exercise has to do with leadership. Two possible approaches seem to me particularly relevant today.

Leadership quite often means contradicting – against directives, against slogans, and against the current. I could therefore have said (should I have?): I’m not taking part in that. Entrepreneurs bear a social responsibility.

And at the same time, leadership often also requires taking something familiar away from people. The status quo and the self-image in which they feel secure. Positions are cut. Operations are relocated.

Change leadership demands something special from entrepreneurs on top of this: a determination that is not coldness – but clarity of goal and means.

And that is exactly where this exercise and practice often have their catch.

It sounds so simple: change without direction is loss. Change with a convincing tomorrow is transformation.

But this tomorrow often lies in the long-term future – in the opportunities of the next 10 to 15 years, which open up only if we proactively tackle them today.

That is why I ask executives in my #FuturesSparring: What are you actually building up for the long term right now? For whom and to what end?

Without an answer to that, much of everything else ultimately remains merely continuous crisis management.

Leadership that deserves the name makes #Zukunftsmusik (dreams of the future).

I am curious about your experiences.