Using Design thinking to hack the culture in organisations (ALE2013 Workshop)

Notas del editor

1. Using design thinking to hack culture in organizations
2. Don’t try to change others, change yourself first.
3. What can I change?
4. Develop your empathy.
5. How?
6. Design Thinking refers to the methods and processes to investigatecomplex problems in highly uncertain systems, acquiring information,analyzing knowledge, and positing solutions. It basically consist on a series of activities divided in 3 phases: Observation, Ideation and prototyping. In each of this phases information diverge and then converge in some chosen insights. The design thinking process start with the identification of a problem (vision) and ends with the prototype validation.
7. Let’s play! (The actual workshop starts here, so team up and choose the hypothetical situation that each team is going to use for the exercise)
8. Observation. In this phase we’ll explore the subject in discussion.
9. Personas. Brainstorm and collect as much personal information as possible about this Hypothetical persona in our organization. Use post-it notes, stickers, magazines or whatever you need.
10. Empathy Map. Brainstorm about how this persona behaves regarding agile. Using post-it notes to describe what we believe he thinks, feels, says and hear about Agile.
11. Ideation. In this phase we’ll generate ideas that will be turned in actions.
12. Think in reverse. Brainstorm and gather post-it notes with things that we or other people in the organization can do in order to make this persona TO HATE Agile. Tip: Go crazy!!
13. Pattern Breaker. Identify and gather patterns out of the previous information and suggest pattern breakers (actions that can’t prevent that pattern to materialize)Example: PATTERN (Fear of losing status) INSIGHTS (From personas: Manager, nice car, high salary. From Empathy map: Hear that management doesn’t fin in an agile environment, feels fear. From think in reverse: telling him that is not allowed to ask the team for any forecast) PATTER BREAKER (the coach explain him how important for the team is being supported and protected by him)
14. Prototyping. In this phase we create a prototype of our solution
15. Storyboards. Draw stories where you implement pattern breakers that you have previously designed. Optionally insights can be collected bellow the related picture.
16. Wrapping Up. People are first people and then professionals at work. Don’t expect people to change for professional reasons, but develop your empathy and find personal reasons for them to change, then help them finding out.