May 15, 2014 / Design Thinking / Creativity / Innovation

How Can Design Thinking Spark Innovation?

Graphic by mapthemind.org

Graphic by mapthemind.org

Sue Bethanis, CEO of Mariposa Leadership, Inc., led an online webinar, Breakthrough! Apply Design Thinking to Spark Innovation, as part of the Syntax for Change online series, Cultivating Change 2014 Master Class for Change Agents.

Design Thinking is a problem solving technique that has been used extensively and successfully to develop products and services.  However, the principles of design thinking can also be applied by leaders to enable organizational transformation. For example, how do I redesign the value chain to shift from products to services or solutions?  How do I motivate employees to stay engaged and energized in their work amidst organizational change?  How can I involve employees in the change effort? These are not easy problems.  This webinar gave audience members an opportunity to apply the Breakthrough! model (Empathy, Brainstorm, Prototype, Implement) to a real-work challenge.

If you missed this fun and insightful webinar, click the link below to listen to the webcast.

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For more information, check out our Design Thinking workshops and learn how to to easily move from idea-to-innovation.

 

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January 29, 2014 / Design Thinking / Creativity / Innovation / HR / Talent Management

How Design Thinking Changes the Way HR Implements Programs

Most HR professionals understand the pitfalls of implementing an HR program. To circumvent failure, HR professionals often conduct a needs assessment to inform direction, maybe conduct a pilot program, and then move to implement when given a “thumb’s up.”

A design thinking mentality shifts that. Whether designing a product, service or experience, the core principle behind the success of design thinking is “fail fast.” For HR professionals, this changes how “buttoned up” your program will be before piloting, or even before rolling it out.  The point is to test the program and via observation and feedback, gather data on an ongoing basis to continue to improve.  Why do this?  Because “customer-driven” programs are the most successful.

To innovate the way you implement HR and Talent Management programs, join us in our new Using Design Thinking in HR & Talent Management workshop

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January 2, 2014 / Design Thinking / Creativity / Innovation

Why Innovative HR Leaders Prototype

Prototyping is not just for product design. Prototyping can also be used for intangible services or experiences, including human resource initiatives. Redesigning your high potential development program? That can be prototyped. Got an idea for branding your talent recruiting experience? A prototype can be done for that as well.

Why prototype instead of using PowerPoint to present your ideas? Tim Brown of IDEO often refers to prototyping as “building to think.” By making the intangible tangible through 3D modeling, ideas are bridged with innovation by using the right brain to liven up the solution, creating space for fresh thinking. The 3D models then become a symbol that can be tested with your employees to gather feedback through interviews and observation. Prototyping also offers a quick and cheap way to “fail fast,” one of the key principles of design thinking. In “failing fast,” more feedback can be gathered upfront and used to refine your idea before investments are made in HR program pilots.

For an experience with prototyping your human resource or talent management ideas, join us in our NEW Using Design Thinking in HR & Talent Management workshop or download our Executive Guide to Design Thinking for prototyping tips.

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December 18, 2013 / Design Thinking / Creativity / Innovation

Better Brainstorming for HR Innovation

As an HR leader, you need to come up with innovative ways to energize, develop and retain your workforce.  You need fresh ideas – many useful ideas – as well as an new method for cultivating those fresh ideas.

In a design thinking process, brainstorming plays a key role in cultivating a plethora of fresh ideas. But we aren’t talking about your average run-of-the-mill brainstorming session, with everyone in the room (hopefully) contributing a single idea out loud, one by one.  This is a frenetic, fast-paced process which sets the stage for creativity!

Here are our tips, based on our Breakthrough! Model:

  • Clarify the specific problem upfront. Set the problem for the group before you begin to guide the brainstorming process.  Examples: How might we redesign the entire end-to-end employee experience of performance reviews? How might we create buzz about our company to a certain demographic, so they know us and know good things about us? How do we ensure that non-comp recognition and rewards are tied to retention? How might we redesign our current leadership development program with Millennials in mind? With multi-generational audiences in mind?
  • Encourage imagination.  Ask your team to think broadly and creatively.  The sky is the limit for ideas!
  • Start alone. Give each person some time to write down a bunch of ideas on individual sticky notes by themselves and post for the group.
  • Break into small groups. With smaller groups generating ideas at the same time, groupthink can be avoided, one person can’t dominate the conversation, and idea generation potential multiplies.
  • Each small group member produces an idea…and another…with limited time.  In a small group format, have your team write ideas on sticky notes and share them aloud one by one without comments.  Challenge your team to produce more ideas after a period of time.

This brainstorming process will result in a broad, creative list of ideas, from which to cull further.

For additional tips on frenetic brainstorming and culling the list of ideas, download our Executive Guide to Design Thinking or join us in our NEW Using Design Thinking in HR & Talent Management workshop.

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December 11, 2013 / Design Thinking / Creativity / Innovation / HR / Talent Management

2 Ways Empathy Can Help HR Drive Innovation

In most companies today, innovation is expected from all areas of an organization – including groups not traditionally known for driving innovation agendas, such as Human Resources. Success for HR and Talent Management leaders lies in opening up to new approaches for developing fresh ideas for difficult issues. Here are 2 ways that empathy – a key element of design thinking and one facet of our Breakthrough! model – can help HR & Talent Management leaders go from idea-to-innovation more quickly.

  • Empathy provides context for solutions. Too often, leaders of all types come up with an idea for a product, service or experience in isolation, then implement it. This approach fails to lead to innovation. Developing empathy through various methods of observation and interviewing puts HR leaders in their customer’s shoes, experiencing what they do and how they feel. Thus, HR leaders stand a better chance of developing solutions that work for the customer.
  • Empathy develops T-shaped HR leaders. HR leaders who develop an ability to empathize with their customers have both the vertical skills in human resources and are able to broaden their horizontal perspectives, leading to an ability to look at a problem from multiple dimensions.

For more information on empathy, download our Executive Guide to Design Thinking or join us at our NEW Using Design Thinking in HR & Talent Management workshop.

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