Let`s take a look at the applications of the "Design Mindset" in tackling modern day people conundrums. How can HR use design thinking to redefine and reshape HR strategies and processes to cater to a demanding and advanced workforce. A look also at select organizations who have carried this successfully and the business benefits. In case you require instructor notes, do send me an email to bhonslevb@gmail.com

2. “Design thinking is all about
upgrading within constraints.”
- Tim Brown
“Most people make the mistake of
thinking design is what it looks like.
It’s not just what it looks like and
feels like. Design is how it works.”
— Steve Jobs
Business people don’t just need to
understand designers better; they
need to become designers
- Roger Martin
“Thinking like a designer can transform
the way you develop products, services,
processes – and even strategy
- Tim Brown

3. Tim Brown, CEO of IDEO and
author of Change by Design,
writes that design thinking is:
…the collaborative process by
which the designer’s
sensibilities and methods are
employed to match people’s
needs with what is technically
feasible and a viable business
strategy. In short, design
thinking converts need into
demand. It’s a human
centred approach to
problem solving that
helps people and
organizations become
more innovative and
creative.
What is Design thinking??

5. NEW
WORKFORCE

6. The “new” organization

7. CEOs and HR leaders focus on
creating a shared culture,
work environment that
engages people, new model of
leadership and career
development -
The “new organization,” as we call it, is
built around highly empowered teams,
driven by a new model of management,
and led by a breed of younger, more
globally diverse leaders.

8. Employees
1.Linking employee experience to organization’s
culture & strategy
2.Fostering a collaborative community based on
collaboration
3. Building an Employee Value Proposition
4. Improved Productivity
5. Enhanced Customer Satisfaction
6. Increased Innovation
7. Higher Profits
Paying Attention to employee experience

9. Cultu__
Design
_____
Culture
Design Mindset
Culture
Elements of successful
design thinking

10. Changing role of
HR in
organizations
Transition from “Chief talent executive” to “Chief employee experience Officer.”
HR must be the steward and
designer of new people
processes
• HR must:
• Build a design mindset,
• Create a positive, engaged &
a learning culture
• Ignite support from leaders
to commit to Design thinking• Compliance- or process-
design function

11. Building a design
mind-set

12. What is a Design Mindset??
A design mindset is not
problem-focused, it's
solution focused and
action oriented
Design
Mindset

13. Reskill employees to think “design”
Design thinking is the essential ability to combine empathy,
creativity and rationality to meet user needs & drive business
success.

15. Building a positive & engaged culture
4 Key orientations for the design of culture change:
Abundance Mindset: Most efforts to change culture focus on the resources you think you need, not the
resources you have, yet all you need to design for culture change already exists. Instead of seeking what
you think you need, which often hinders the design process, allow existing constraints and human capital
to drive your design approach and scale.

16. Building a positive & engaged culture
4 Key orientations for the design of culture change:
Outside-In Focus: Few breakthroughs occur from the same set of stakeholders
using the same approaches to address the same problems (in fact, Einstein called
such an approach the definition of insanity). Instead, insight and inspiration often
lives with those people, organizations, and sectors outside of your own.

17. Building a positive & engaged culture
4 Key orientations for the design of culture change:
Humanize Problems and Work: Problems can become abstracted when viewing them as
data sets. Instead design seeks to more fully understand problems (and possible solutions)
from the lived experiences of those dealing with them on a daily basis

18. Building a positive & engaged culture
4 Key orientations for the design of culture change:
Adapt Practice: Many organizations paralyze themselves, waiting to make changes
until there is stability, not recognizing that change is the only constant. Just as design must be
responsive to the needs of your user, it must also be responsive to the financial, cultural and
hierarchical realities of the organization or team.

19. Employee Experience
Employee experience is
created by interactions
across three spheres:
employees’ physical
environments, their
social connections and
the work to be done.

20. Employee Experience
The 6 facets of employee experience
are
1. Community
2. Physical workspace
3. Environment
4. Tools
5. Activities
6. Social Platforms
IBM has been developing “design
studios,” where project teams of
designers, business architects and
programmers can come together to
develop faster, more innovative client
solutions.

21. Employee Experience
Companies use five strategies to improve their overall employee experience: personalization,
transparency, simplification, authenticity and organizational responsiveness..

22. Employee Experience
Four methods for enhancing
employee experience
1 - Leverage analytics
2 - Understand differentiation touchpoints
3 – Build cross-functional experience coalition
4 - Apply rapid, iterative design principles.

23. Role of leadership in driving Design thinking

24. Role of leadership in driving Design thinking
The explorer. Leaders need to
have an inspiring vision and set
the course for a new direction. If
they don’t, people won’t follow
their lead. They hold to that vision
and take risks to get that much
closer to their destination.
The gardener. Leaders need to
set the conditions for creativity to
thrive, such as providing
inspiration when energy is low.
When challenges crop up, they
act swiftly to address them and
make necessary adjustments.
The coach. Leaders need to stay
present and engaged. They’re on
the field, at eye level, offering
guidance on the fly. They help
their team navigate ambiguity,
learn from mistakes, and ask the
right questions.

25. Design thinking in practice
GE, has made
simplification
through DT a
core new business
strategy.
REDUCING CO2
EMISSIONS: NaturN
es baby food glass pot
has now been replaced
with a plastic one.
Harnessed design
thinking to inform
product
development for Oil
of Olay.
The CEO Indra Nooyi had the mandate to
innovate and she believed doing it the
design way.

26. • Create journey maps
• Focus on enhancing the design attitude and competency – solve
existing problems and introduce new ideas
• Facilitate a Systems Oriented Learning Organization
• Hone skills of Appreciative Inquiry ( Discover, Dream, Design &
Destiny )
• Gamification , App Based & Blended Learning
Rethinking Role of Learning & Development
Shift from
instructional design
to experience design
• Inject training
• Siloed practices
• Classroom / 2
dimensional learning

27. Focus on career growth and development

28. DT
organizations
Outperforme
d S&P by 219
%

29. I’m still a bit of a rebel, always saying that we
cannot sit still. Every morning you’ve got to wake
up with a healthy fear that the world is changing,
and a conviction that, to win, you have to change
faster and be more agile than anyone else.
- Indira Nooyi
Design thinking & strategy