Upload
ben-grossman-kahn-med
View
129
Download
1
Embed Size (px)
Citation preview
DESIGN THINKING PROCESS
DESIGN THINKING PROCESS
FLARE FOCUS FLARE FOCUS
THIS PROCESS
IS NOT
LINEAR
INNOVATION MINDSETS
NORDSTROM CASE STUDY
POCKET STYLE
NORDSTROM BEAUTY BAR
How might we redesign our leadership development program?
We are in the midst of 3 strategic inflection points that impact our work:
WORKFORCE Multiple generations
Culture of entrepreneurship / startups
Purpose economy
Employees’ market
TECH Rise of mobile
Cloud technology
Open source
Machine learning
Automation
RETAIL Shifting channels
Changing consumer expectations
Technology driving new experiences
Our industry
40 COMPANY VISITS &INTERNAL ETHNOGRAPHY
Silicon Valley 2.0
The competition for technology talent is more fierce than ever
Silicon Valley 2.0
The competition for technology talent is more fierce than ever
Employees care more and more about company culture and values
Research shows company culture impacts performance
2x Fortune 100 Best Companies to Work For perform nearly 2x better than the general market
Gallup found that companies with engaged employees had 22% higher profitability and 10% higher customer ratings -New York Times, Why We Hate Work, May 2014 $
People are precious, not ideas
How do we lead culture change?
Hint: Not in 2 hour weekly meetings
The best of both worlds
RESEARCH DESIGNWe conduct research and design employee programs and experiences to continuously improve our culture, leadership, and work environment.
RESEARCH DESIGNSurveys/Adv. Analytics Program Measurement Experimentation
Programs Events Experiences
25
NorDNA value scores increased
CULTURE
We’ve defined our benchmark Employee Engagement score
ENGAGEMENT
Average Team NPS scores increased, and we defined an All Tech NPS score
SATISFACTION
Circle size indicates % of respondents who chose the respective NorDNA as the most impactful to their employee experience
MOST IMPACTFUL NorDNA VALUES
Our flagship programs
INNOVATION BOOTCAMP A fast-paced, immersive two-day experience that teaches cutting-edge innovation methodologies and creative problem solving in a real world environment.
TRAILBLAZERS Providing a support network and tools for employees to become change agents for themselves, their teams, and our organization.
21ST CENTURY LEADERSHIP Providing leaders with a shared approach and cross-company network to help them build and lead high performing teams through rapid industry changes.
INNOVATION MINDSETS
The 4 C’S
COMMUNICATIONCONFIDENCE IN: ACTIVE LISTENING, BEING CURIOUS, STORYTELLING
COLLABORATIONDEFER JUDGMENT • WORK W/ DIVERSE TEAMS • BUILD ON IDEAS OF OTHERS
CRITICAL THINKINGREASONING • SYSTEMS THINKING • PROBLEM-SOLVING
CREATIVITYNEW APPROACHES • CREATIVE THINKING • INNOVATION
INNOVATION
% of
Alu
mni
usi
ng m
inds
et
0
0.25
0.5
0.75
1
Yes, and Flare/Focus HMW Show don't Tell Bias to Action
74%70%65%65%
74%
28%28%
16%20%
32%
DT MINDSET USAGE
“Big D” DESIGN
We are all design thinkers!
HR Strategy Finance
UX IT
Sales
Product Management Marketing
Audit
If you love it, give it away
From Deloitte 2016 HR Trends Report“Respondents at companies where HR delivers the highest levels of value are almost five times more likely to be using design thinking in their programs than their peers.”
4C’s IN ACTION
“Even with company tests that are underway in the buying office, having this mentality makes me more open to learning
and working hard to make sure the test can be successful. And if the test is not, I gather my learnings and move on to
the next. Overall this has been a rewarding approach!”
“I set up a brief exercise for the teams to walk through. I handed out blank paper to all of them to use as prototypes,
gave the feature a name, and asked them to create what they imagined it to look like and what information would be
displayed. As we made our prototypes of the feature, it became very obvious that there were multiple perspectives
and use cases that needed more investigation- all the prototypes were dramatically different and revealed that every
individual on the team envisioned the feature as providing a different experience and value.”
FAIL FORWARD FAST
SHOW DON’T TELL/BIAS TOWARDS ACTION/BUILD TO THINK
NORDSTROM CASE STUDIES
“After completing Innovation Bootcamp I became more cognizant of the words I used and how they affected the people and results around me. No longer did I say, "What should we do?", BUT instead I started saying, "What COULD we do?" I also began promoting the, "Yes, and..." mentality, which helped promote dialogue in meetings and thus increased the shared pool of knowledge everyone was operating on.”
YES, AND/HOW MIGHT WE?
WALK UP SERVICE DESK
catalyz
Don’t tell me what you did, tell me what you changed
RUBE GOLDBERG KID