Design Thinking 101 for Talent Leaders | Nicole Dessain | Skillshare

Design Thinking 101 for Talent Leaders

Nicole Dessain, Talent Experience & Design Thinking

Design Thinking 101 for Talent Leaders

Nicole Dessain, Talent Experience & Design Thinking

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10 Lessons (47m)
    • 1. Welcome!

      2:48
    • 2. What is Design Thinking?

      3:21
    • 3. Why Design Thinking for Talent?

      4:20
    • 4. A Study in Empathy

      3:42
    • 5. How Might We...?

      3:27
    • 6. The Magic of Insights

      13:13
    • 7. Unleashing Ideas

      7:46
    • 8. Prototyping for Talent

      3:32
    • 9. Testing Like an Anthropologist

      2:28
    • 10. Putting It All Together

      2:31
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About This Class

In this 45 minute crash course, “HR nerd” Nicole Dessain will teach talent leaders how to build creative confidence and learn how to apply design thinking to create more human-centered workplaces.

Is your culture nimbly adjusting to the complexity of today’s business world? Are your people programs fully engaging your workforce? Are they sustainably adopted by your employees? Do your leaders embrace talent initiatives? If the answer is “no” to any of these questions, then this class is for you!

Design thinking is a method that offers a fresh approach for crafting impactful employee experiences with lasting impact.

Meet Your Teacher

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Nicole Dessain

Talent Experience & Design Thinking

Teacher

Hello, I'm Nicole. I am a talent management and HR "nerd". I love to blow up long-held beliefs that stop us from preparing our organizations for the future of work. I feel lucky to have had an amazing corporate HR and consulting career that I recently turned into my own start-up, talent.imperative inc, a talent experience design consultancy. My second, not-for-profit business, DisruptHR Chicago, was launched in 2016 and has inspired more than 1,700 HR and business leaders in the Chicago area.

I am honored to serve as an IDEO U coach, an advisor in Northwestern University's Master's in Learning & Organizational Change program, and as talent blogger for HuffPost.

Join the hr.hackathon alliance, a community of HR rebels who believe in the power of human centered desig... See full profile

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Transcripts

1. Welcome!: Welcome to design Thinking one on one for town leaders, my name is the cold insane. I'm the founder and chief town, experienced designer telling Imperative Inc. Talent Experience Design consultancy and the co founder and president of Disrupt HR Chicago . I'm an HR ner who has become obsessed with design thinking. I'm honored to be able to pay it forward as an idea. You coaching an adviser to know Western universities, masters in learning an organizational change program, the power off, applying design, thinking to tell and culture is tremendous, and I'm super excited to take you on a journey through my own experience with it in this course. My help is that you, too, will see its potential instead using design thinking to craft impactful talent experiences inside a few organizations in this immersive fresh force. HR In town, leaders feel the creative confidence and learn how to apply design thinking to craft more human centered workplaces, I will walk you through the design thinking method step by step and teach you simple tools and techniques that you can apply in your workplace tomorrow. Here, some of the things you will learn what does I think it is and why it matters to tell leaders why and how to infuse empathy into your talent program designed how to turn a world price problem into an opportunity by asking, Oh, might wait. How to gain deeper insights from you telling the audience how to engage employees in the ideation process, how to prototype and tasks, initial town solutions and right about now, you might think. But Nicole I'm not a designer designed researcher and educator Nigel process. Everyone can, and dust is way all designed revenge for something new to happen, whether that might be a new version, a recipe, a new arrangement of the living room, furniture or new layout of a personal webpage. So design thinking is something inherent within human cognition. It is a key part of what makes us human. By the end of this course, you will be ready to stretch your comfort zone and experiment with the design thinking process. In a five day talent design sprint, I hard sure to be curious keeping up in line and have fun. Speaking off a design Thinkers to a cook includes a no poor, sharply pants post. It's an officer household. Keep those handy as you go through the course Now let's give this a try. Taken, posted and write and draw the one thing you would want to get out of this course. Keep it inside for the duration of. I am so excited to be a coach on this journey. Let's get started. 2. What is Design Thinking?: So what is designed thinking? Exactly? Design thinking is not a new concept. It emerged from a variety of disciplines and has been popularized in the late nineties and early two thousands By Tom Kallis Founding of Stanford D School and Design Studio Idea. Design thinking is a proven, repeatable process for problem solving. Creativity and innovation also refer to its human centered design design. Thinking is a framework comprised of a series of steps and associated methods, and it is accompanied by core mindsets. It starts with the people you're designing for and ends with the new solutions that a tailor made to suit their needs. Human centered design is all about building a deep empathy, but the people you're designing for generating tons of ideas, building prototypes, sharing what you've made with the people you're designing for and eventually putting your innovative new solutions out in the world. So how does human centered design get? Apply it in real life? Let's look at a few examples. The initial application for design thinking was to craft products that were more user friendly. A great example is Apple, which is almost use design thinking in its approach. Steve Jobs was obsessed, but they use experience. Jobs had a laser focus mentality for products. He was notorious for driving people crazy, searching for solutions in places no one had been before. He was a guy who had psychologists to help in the design of the graphical user interface of the Mac, his focus was on craft empathy, focus and simplicity. Ever products to the stay of the most user friendly in the market, right down to the packaging design, thinking to an apple into a market disruptor? Amazon CEO Jeff Bezos once said. There two ways to extend the business. Take inventory of what you're good at and extend out from your skills or determine what customers need and work backwards. Amazon is a great example of how design thinking applied to a service created an entirely new business model. The newest frontier design thinking is how it can be applied to experience design. A promising area for this is health care, for example, when it comes to designing and more patient centered hospital experience. At Stanford Hospital, actors and mannequins were enlisted to stage an emergency room experience where the actors played concerned family members prototyping what the emergency room experience my feel like with patients and their families help quit empathy and insights for how to improve the emergency room experience. So why am I? I psyched about design thinking, because it works. It is a method used by thousands of organizations since the nineties. Organizational change management doesn't work because it is about process. But change is an experience. It is about managing how people experience the change. Our rapidly shifting business environment requires new methods to solve complex problems, and that's where design thinking comes in. Check out the next lesson to see how, exactly, I think design thinking can be applied to the talent experience. 3. Why Design Thinking for Talent?: Why do I think this, I'm thinking, has great potential in the area of talent and workplace practices. We live in an experience economy in which people shift from a passive consumption, too active participation. The same is true in the world of talent. The term talent management implies that the employee place and in active part in the process 21st century talent feel empowered to take charge of their own journey with an organization. From the point of considering a company as an employer and new employees first day to their career development and even their exit from the company managing the town experience is becoming as important as managing the customer experience, as we learned in the previous lesson. Do that design thinking works, and it works also when applied to designing experiences. So why not apply it to the tell experience, the actually organizations that are already doing just that? I recently interviewed five of them for an article in The Huffington Post. They spend industries and from companies large and small, high tech and low tech, regulated and less regulated industries. Here's how some of them applied design thinking techniques to tell in culture the H R team at Here, Technologies facilitated employees workshops to identify beliefs and ways of interaction to inform that core value design Campaign Advertising Agency Leo Burnett's telling team created the professional development programme Leo Leaps, which leverages design thinking both as the learning experience. Inter built design thinking skills that employees then apply to developing their careers and solving business problems at the e discovery platform. Relativity and Intel survey revealed that team members were leaving because they were unsure of the next specific step in their careers. So the team sought to clarify that career milestones and development golds by creating Korea maps for Egion of a general. Managers now share the Korea maps with their team members to help them set specific goals that will help them develop skills needed to take the next step. This process allows the company to encourage shared responsibility for career development south. The reasons these and other companies have started to duck design thinking for that talent processes are that most of today's business problems and opportunities are people relate it by involving employees and co creation of solutions. We increase the odds of addressing root, com's and surfacing innovation. Many companies already used design thinking for product or service design. In a familiar with the method, it turns employees into co creators and advocates of change, resulting in greater and more meaningful adoption of town programs. It results in amplified employer branding as employees are more likely to share stories of how they have been included. A talent programme, creation and organizations have pure H Army sources, which necessitates the creation of an internal network of talent, experience, desires. Think about the amount of effort that you put in the design up. So many talent programs applying is, I'm thinking, requires less effort and risk in designing and implementing talent programs. The chief HR officer off Here Technologies Kelly Steven Wise says organizations have been using design thinking for product design for a long time. Why haven't we discovered this and sooner In HR, we have been disrupted by new business models and massive consolidations as well a SNU and multiple generations in the workforce. It's more important than ever to leverage design thinking as a way to connect with all of our stakeholders. We need to build design thinking as an organizational capability, so it becomes a way of working. Now it's your turn. Use your notebook and capture in your own words. What does I'm thinking for? Talent means and why it matters. Share with a couple of coworkers. What reactions did you get? How might you tweak your pitch? 4. A Study in Empathy: As you might recall from Lesson one, empathy is a key element of the design thinking process. In this lesson, you will learn about the power of empathy. And while I need to bring it back to the workplace, what is empathy? It is literally putting yourself in someone else's shoes. It is building understanding by sharing an experience from another's perspective. This is why effective communicators and politicians you stories to capture our attention. We remember experiences because they become part of us wise, empathy, key. When we applying design thinking to talent over the years, we have rationalized empathy out of our workplaces, and we need to put the human back into the way we work and lead. Androphy helps us understand town programs and processes from our telling audiences perspective. Empathy is a vital 21st century leadership competency in a time when machines already started toe out. Think US interpersonal skills are the ones that will remain a uniquely human value proposition. Holding empathy skills through self reflection. Surrounding yourself by others with opposing views, practice and co creation and empathy. Immersion should become a part of every leaders personal growth agenda and is an integral part of our coaching work, a telling imperative at my very first company out of college, then Diamond Christ, the Financial Services. I was part of a campaign called Imagine It's You aimed at enhancing the customer experience . We had a very enlightened CEO who not only believed in the power of empathy for our fun hunt employees. He also encouraged the rollout off a tree employees supporting internal customers. I was a leave for rolling out the Imagine It's your concept to my peers in HR, and I think it speaks volumes that I still refer to it as an example of riel life, organizational empathy, immersion after so many years. So what are some examples of how you can immerse yourself in empathy? I recently worked on a project where I wanted to find out what it feels like to be an older person and applying to a job. We are mobile app. I conducted an experiment where downloaded three Corey APs. I events much my glasses and made my hand shake like clicking through the mobile. APS not only wants to experience extremely frustrating, since I could barely see where to click small font and white color doesn't help, either. I also had a profound sense of being excluded. We live in a world of designing for mobile. First, I have to admit, I never thought about what that meant for certain talent segments before I did the experiment. I've also worked with clients where we've applied design thinking to the talent acquisition process by conducting research, interviews and observations with all stakeholder groups involved in the process, including candidates and hiring managers. And imagine the process from their perspective, one of my favorite workshops of those with hiring managers when I get to experience the challenges they face from their perspective, a quote from a recent workshop specifically stuck in my mind one participants at recruiting is like a gamble, and I would like to improve my aunts. How about that for Crash course in empathy. Now it's your turn. Remember the last time you were a new hire? Take your notebook and capture your reflections on the following questions. How did that experience make you feel like? What did you like? What did you miss 5. How Might We...?: In this lesson, you will learn how to scope a business challenge into a meaningful talent design thinking project. As talent leaders were often faced with complex business and people challenges, the how might we approach is reframing a problem into an opportunity. It is restating problems as invitations for exploration and considerations off various alternatives. I like the how might be perspective, because it is a much more pro active and constructive approach than getting stuck in the mindset off. It's always been this way, or it's too complex or Massey of a problem to solve. Now the challenge with crafting a home might question is that when it is too broad, it can't be solved within the scope of the project. And when it is too narrow, it limits the potential for creative and non obvious ideation. Here my three protests for crafting a talent related How might Lee That's just right. One. Start with the business Pick a town challenge that it's big and important to the organization to narrow down your telling audience. When crafting a home might be question, you might initially think about addressing the challenge for all your employees that it's usually too broad of a talent audience dig a little deeper. Enter the business problem to identify is the challenge biggest and one geographic area on business unit? Is this challenge particularly pressing within a certain workforce? And three Matthew Town audiences experience? Remember the entry Anton Experience Map from lesson to this map can give you another opportunity to narrow down the hall Might join up the entire enter and telling experience may be too big, but maybe it's really the candidate experience with things break down or the new I experience experience. Maps are a visual way of thinking through that part of the process, from a talent audiences perspective and identifying critical moments that can be turned into opportunities. You How might read, comes out of how you would like to impact that experience. Next, look at how this might flow and a few examples. Example. Number one. The Business challenge might be We have a high, unwanted attrition. When you dig deeper into the data, you find that who you are losing our your high potential working months, and then when you enter B or study working moms and think through the entry Anton Experience cycle, you discover that might be an opportunity in the area. Flexible work you resulting How might we could be? How might we reimagine the way work gets done so women don't feel they have to sacrifice family or Correa. Another example. The business challenges. We don't have the right talent to scale the business. Digging deep point of the data you find the key driver for scaling your business is scarce . Tech talent. As you analyze candidate service, you learn that your recruiting process does not captivate candidates the same as your talent competitors do. You're resulting How might we could be. How might we reimagine our recruiting approach to captivate tech talent? Now it's return grab, you know, far pick a town problem and walk through the steps you learned in this lesson to craft a possible How might we question 6. The Magic of Insights: Now that you've scoped your challenge, you want together data to capture insights, all share tips and techniques that will help you deepen your empathy and give our input to inform ideation and solution designed. The key mindset with this face off the design thinking process is that open anthropologist . It's about being curious and suspending judgement, the two design thinking research techniques we'll dig into deeper in this lesson. Our observation and interviewing, observation and design thinking is often referred to as listening with your eyes. We use observation to gain inside into the behaviors and cognitive processes of are telling audience observation can happen online and offline inside the organization and outside When I conduct observations, this is what I look for. What sparks my curiosity. What are patterns or themes and behavior? What workarounds do people use? What don't they do? And for online observations, what point or idea resonates with others in the online community? What do most people google when it comes to the topic of research? For the purposes of telling experience design, we may often face the need to observe cognitive processes in addition to behaviors, but how do we do that? And affect. The way to do so is to ask a town audience to draw an image focusing on the area of research you're interested in. Here's a simple example off how I do this. Sometimes I like to ask my town audience to complete a sentence, but drawing and writing the completion of the sentence on a post it this house, we understand their attitude towards the topic. During a recent workshop, I asked them to complete the sentence. Talent Analytics IHS and the results ranged from the drawing off a key depicting Tell analytics as a key competency to a shiny ring headlined that way for a chart to demonstrate its full value. Another insights gathering technique is interviewing members of her telling audience. Is talent leaders. You might think if you're in this a piece of cake. I interview candidates for jobs all the time, right? Not so fast. Their new ones. Differences between assessing someone's ability to do a job versus learning about how to enhance their experience in the workplace. Let's visualize this. I invited my friend alien, a valentine from school, Scott to role play, a job interview and then a research interview with me Why? Watching the role place I want you to capture in your notebook. The key differences and commonalities you observed. How? Well enough. Thanks for coming in. And how was your commute? Pretty easy to get here. Just a flat 30 minutes yourself. Great. Great. So the way this works today, as I have prepared questions for you about your background and experience, and then we'll have some time for you to ask any questions. That's wonderful. Thank you. Great. Can you give me an example of off? When he went about beyond for customer, I volunteered as well guarded this garner the support of some of my other colleagues to come and soup early. So about 2 a.m. Came in about 3 to 4 hours before actual ships started. So that wasn't your normal. That wasn't your responsibility. You just No. Yeah. I mean, especially because Thea, other night shift supervisor head recently had a baby. That a lot of other things that were going on. And so I just kind of stepped up and get over there, folks to do that as well. Thank you. I'm so we're looking for Project Manager. Can you tell me or give me an example when your project What was your role? So one of the projects that I had was visual merchandising for the store. So the first thing I did waas to kind of grab a number of different colleagues and staff of the different departments, some kind of initially first share all of my ideas and then fast forward a sui were getting everything together. I was working on everything from kind of remaining in budget, making sure that we were aligning with the right sponsors and then actually coming in a few days before we launched really oversee how everything went One challenge that you have. Can you give me an example of its challenge? How you became that is project Manager? Yeah. So one of the things that ended up happening waas is that one of the initial sponsors actually had to take a step back. So we had actually had kind of a full display for them. And here we are going to launch about four days. So I was able to kind of get in touch with some of the regional managers, find another client, so that was certainly a huge challenge. Was that both at that time. Management. Get the project on knowing that we had this time. What questions Here? For me? Yes, I guess I just left a quickly understand next potential next steps from here. Yeah. So next taxes. So within the next two weeks was still have some other candidates. So we have to come discuss among says that with the best two weeks. We sure, like you know what makes stops. Great. Well, thanks for coming in. All right. Thank you so much. Hi, I'm Anna. How are you? What, you again? He was Son actually did a new puppy, so Yeah, a lot of sleepless nights. Did you enjoy some of the last sunny days of fall? I did. I'm taking long walks now I have a companion, So I got my $10. Well, listen, today I'd like to have a little bit more about how your research career opportunities. And if it's okay with you, I'm electric board or interview, so I could go back and make sure I didn't miss anything. It's What? Is that OK? Yeah, of course. Great. So tell me a little bit about how you look for career opportunities. I think there's really come to primary these. I look, one is absolutely through referrals, and then the other is certainly kind of an extension of that which is linked in. So I'm certainly kind of combing through both what's in my feet because I'm following kind of industry leaders as well as kind of keeping an eye out on some of my favorite companies . So, speaking about online social, can you show me on your phone when I saw the last three websites perhaps that you use for career research purposes. Yeah. So certainly the 1st 1 is I shared with you is going to be lengthen. And so I'm just typing the name of my company here to see what they have in, um, following them. First steps follow. Okay. Yeah. And the other thing, of course I look at always is, you know, as I'm researching a company, seeing who I have in common with that the other thing I've been doing and I can just show you an example of that is kind of the email job notifications that I receive. This is actually one of them hooker, just an email, and I'll just say, like you know I don't see jobs. Okay, etcetera, etcetera. I've got you some time. Especially for like, other gigs is I go up work, Teoh? Kind of. See, what are some of the like freelance? Imagine I take away your phone and your ability to research online. What would that feel? Probably the old school way. Which is I am kind of walking from place to place. I'm kind of going in to specifically introduced myself to see what opportunities there are . Probably a lot more networking, like in person networking event. A little bit more inconvenient. I probably wouldn't cover as much ground, so that would certainly be a challenge to that. I probably do look more research on the company, knowing, like, Okay, I'm actually going to walk into this place. I want to know what I'm getting into and, you know, do if I know anyone there, So, yeah, I'm gonna want to feel much more propped. Thank you so much, Elena. It starts with me. That was so helpful. Thank you. Learn more about yourself. How you researched free opportunities. Thank you so much. Yeah. How did you feel? The job was to see research in W as a participant, I felt me research interview and feels a little more personalized that you kind of were certainly more interested in me holistically, as opposed to kind of getting straight to the job interview. And I kind of understand that there is a very specific steps in ways it's not just you and job, it's you, the job and me as a person. So what similarities and differences did you observe here? Some things that are similar building rapport in both scenarios. You want the person you interview feel comfortable so they freely share information asking open and the questions like describe or tell me about your body language showing attention , minding the gap and probing. And it is about them, not you. And here, the things that are different getting to know a candidate on a personal level may lead into murky legal waters in a job interview. So we're condition as talent lead us not to do us much small talk, as in a research and W in a research interview. We start brought and finished deep in a job interview. You dive right into the areas you want to assess in a job interview. We don't have the luxury to observe someone performing their job while show and tell is an integral part of a research. And w in a research interview, There's last virginity and norm ing of questions with the purpose of scoring or assessing an individual. So here are my tips for preparing and conducting an effective research interview before the interview. You want to craft an interview guy that outlines the flow of your questions, starting with a personal intro, broad initial and narrow questions toward the end. During the interview, Dick deep asking Why get to cognitive processes by asking, What were you thinking? Get to underlying emotions by asking, How did it feel? Like, really, you want to seek story and motivation? You want to see and hear the emotion after the interview, identify an inventory of needs and insights that might inform your future design. That can be inference is and creative leaps. Now, once you've given insights from your observations and interviews, what now? First of all, it's important to know that the design thinking, insights gathering process is a qualitative process. You always want to complement it with quantitative data analysis. Second, the purpose of synthesizing your data points into a coherent, inspiring narrative is to help others understand the magic of the story and move them towards action as a consultant. My weapons of choice for consolidating insides traditionally have been PowerPoint and excel . I love that the design thinking method has given me a way to be much more visual about capturing and consolidating insights. On a recent project, I collect the key insights from every data source I used for analysis and captured One inside proposed it. I also printed pictures and added them to the wall to jog my memory and bring my analysis to life visually, Ivan group the different insights into themes and crafted just a few inside statements that I felt could be promising as possible solutions to explore further. Instead of capturing all of this, a power point, I decided to narrate a short video walking through the insides process in highlighting my key. Take away. Now it's your turn to practice what you've learned in this lesson create a research plan for how Michaeli improved the on boarding experience for our sales force to reduce no higher turnover, include details around where and how you will observe your talent audience, whom you might want to interview. What possible questions you might ask what other quantitative data points and best practices you might want to look at. And if you feel adventurous, try to get creative and visual with the format of this research plan. 7. Unleashing Ideas: Now that you've captured and synthesized insides, you have the basis for generating informed ideas. In this lesson, you will flex your creative muscles and learn how to lead effective ideation sessions. The mindset for this lesson is being playful. His Children were unapologetically creative, and we channel that creativity by drawing as we grow up and enter the world of work. Most of us unlearned our innate ability to create. Getting visual on drawing is a key element of the design thinking method because it forces decisions. What you decide to draw in a limited space, say a posted, is already a step toward inside creation and ideation the Crimea, the sketches who draw the more unexpected interpretations there might be getting back in touch with your inner child and relearning to unleash creativity. Visually can be really, really hard. I know, because I had the same feeling the first time I participated in a design thinking ideation session where I was supposed to draw my ideas on a poster I totally blanked. I heard these limiting voices in my head, whispering Houston, get drawing. When I realized that this mindset literally inhibited myself to come up with ideas I was able to start to address it. A good first act is to just be patient with yourself and to know it will get better with practice and stick figures and squares A totally sufficient This is designed thinking in real life, not on Instagram. The design thinking process of all an ideation in particular, is marked by a back and forth off divergent and convergent activities. The objective of divergent thinking is to generate a multitude of options aimed at creating choices. Think quantity, Nobel Price laureate Linus Pauling once said. To have a good idea, you must first have lots of ideas. Diversion ideation techniques include mind mapping, mash ups and brainstorming. Let's look throughout these for my mapping, sometimes also referred to as a concept. Mapping is a way of depicting the relationship between various concepts in a given topic. Might mess help gain visual clarity about a topic, especially in the exploratory phases of the research? I like to use my maps for structuring content like I did for this course what to craft a research plan. My next can be code about with others or individually created and then circulated to solicit input from others mash up is a method that brings our unexpected things together to spark fresh ideas. A famous example is an unexpected connection that occurred at the breakfast table with a mash up off waffles and track shoes resulted in the Nike Waffle Trainer. Brainstorming is probably the most commonly known ideation method off getting people together and following a few simple rules to ignite. Ah, high quantity of visually depicted ideas they designed from IDEO came up with these four rules for their own team. Brainstorming one defer judgment. Second encouraged wild ideas. Third, stay focused on the topic and forth built on the ideas of others. Next practice. Flexing our creative muscles taken ordinary object that is sitting on your desk. Pick one up the divergent ideation methods you just learned about maybe the one you're not so familiar with to come up with us. Many alternate uses for the object as you can within one minute. Once you've applied divergent thinking to create a high quantity of ideas, you want to apply. Convert thinking too narrow Ideas towards solutions Think focus con version methods and cute boating, clustering and crafting idea posters. Voting is a quick Paul of collaborators to reveal preferences and opinions that Democrat ties is the decision making process. I like to visualize the voting process by providing 3 to 5 stickers to each collaborator that they can place on their favorite ideas. Voting provides a quick catalyst for discussion, moving the process to the next stage. Clustering is a graphic technique for sorting ideas According to similarity. This method helps reveal thematic patterns and can create order when faced with overwhelming quantity of ideas or data points. Clustering can also help service connections that may not have been obvious before concept or idea Posters are presentation format. Illustrating the main points of a new idea concept posters succinctly visualized the business case for an idea and indicate a roadmap for moving forward. They're easily shared to gain support from decision makers. And effective concept holster similar to an advertisement, is a powerful way to promote an idea and rarely support for its development. Your posters should show what the idea is, why it matters and how it works. Since it's a poster, you want to keep it highly visual, using images and words that clearly and concisely articulate the important aspect of your idea, design, thinking and especially the ideation things up the process. But it is a team sport. These other three phases of running an effective ideation session plan identify who will be on the team trying to keep the ideation team to not more than seven people. Given the challenge, what divergent ideation methods are you planning to use? Faithful ways how you will keep people engaged. For example, how will you set a stage? Maybe used the ice break I used early in this lesson to warm up the group. If it's the first time they have been exposed to design thinking i d eight diverge as long as possible. It takes a while for people to warm up and pushed beyond the obvious makes up techniques. If people get stuck, make sure to encourage to visualize their ideas. One idea proposed it. Convert used the messages of voting and clustering to highlight themes and let the top 3 to 5 ideas emerge, Then have each team member sketch their top idea poster. And here's my protest. When it comes to facilitating ideation sessions, you want to be aware off and take into consideration different personality types. First you want to be self aware of us styles. A town leader? Are you convergent or divergent? Leader? If you're a con virgin leader like I am, you likely a Taipei or driver personality, and you're able to very efficiently get to decisions. The blind spot of this personality is that you may miss out on some great and innovative ideas because divergent thinking is not your strength. On the other hand, if you are divergent leader, you may have many great ideas, but for you, it's harder to identify themes and translate ideas into actions. So make sure that, ideally, have a co facilitator who complements your own style. Second, your team members have different personality styles that you want to take into account extroverts. I'm more comfortable with thinking out loud. While introverts might prefer to bring some individually first before sharing with the group, or they may want to think about it alone and bring back ideas at a later time, make sure you create an ideation environment that acknowledges your own as well as your teams, different styles 8. Prototyping for Talent: in this lesson, you will learn how to take your best idea and create a prototype, a physical representation which you tell audience can engage with. So what? It's prototyping exactly. And what does it mean in the context of talent? I love how Ideo instead produce school founder Tom Cali puts it. Prototyping is thinking with your hands. A prototype is an embodiment of the idea. Prototyping makes your ideas tangible. So you're telling audience can experience them and provide you with real feedback that will improve your ideas and result in a next generation improve poor time. Prototyping is an approach that elicits much deeper feedback than showing someone a power points life can do. The mindset you want to have around prototyping is to build for interactive feedback. Before you build your prototype, you bought one to plan for it, and way of planning for prototyping is to take a peach from Hollywood and create a storyboard. Storyboards a panel. It's almost like comic strips that illustrate the sequence of events. A member of your town audience might experience effective storyboards, capture people's imagination and show them a possible future. They show what a concept looks like in action, Walt Disney one said. In our studio, we don't write stories, we draw them. Next, you build an interactive model prototype based on your plan. The storyboard A prototype should only command this much time, effort and investment as it's necessary to generate useful feedback. The first generation off your port type should be what's called low fidelity, meaning a very rough facade that can literally be made of household or office items. Now prototyping for talent may include the following areas space, for example, a redesign office space that takes into consideration different personality styles and golds for collaboration. For prototype, you could build a miniature office space out of Lego or cardboard with figurines interacting in the space. Or you could set up a mock up space in a room programs and processes, for example, a new candidate experience process. When it comes to prototyping and experience, a prototype can be a role plane and experience skin or process reenactment technology, for example, a new Internet or a nap. I recently prototype collaboration app. By cutting out iPad sized paper pains, I added stickers to symbolize buttons, text fields for what content might be included and mark up the interaction by capturing it all on video. Now it's your turn. Pick a town idea. Space processor technology you want to prototype First, take 10 minutes to create a storyboard. For your idea. Make a poster containing 10 to 20 blank rectangles. Draft the main store line beginning middle and end and determined the main characters and the setting draw the key frames for future scenario. Included descriptive phrase beneath each scenario. Walk a friend or colleague through the storyboard and capture their feet. Bank what was unclear, what did or didn't resonate, and just your plan accordingly. Then take 20 minutes. Go crazy on the household office or toy items you have at your disposal and build a low fidelity prototype. 9. Testing Like an Anthropologist: story Morning and Porter typing just the first steps off the experiment. Next, you want to test and generate till your prototype meets the needs and wants of your town audience. When testing a prototype, the mindset you want to inhabit is yet again that oven anthropologist, not a sales person you want to probe to fully understand your telling audiences needs, but you don't want to be so deeply invested in the idea that you're not able to course correct testing may occur and a small group setting or in the form of an interview. These are my suggested steps for conducting an effective testing and W introduction. Make your interview partner comfortable and set the stage similarly to what you learned earlier in the course about how to conduct a research interview. Introducing the prototype. Remind your interview partner that you're not testing them. Only the prototype encourage frank feet back, not Jane. Ask them to think aloud as they interact with the prototype. Say things like What goes through your mind as you look at this and debrief asking, capture what worked, What could be improved? What questions Do you have ideas After capturing insights from your test. You want to create a next step plan that includes how the adoration of the prototype needs to look like how it went to build a higher Fidelity prototype. And what possible piloting an implementation may look like? You also want to capture any questions you need answers to in order to be able to further it right. I like how the idea method uses three lenses to guide next steps and areas of inquiry. One desire ability. What makes sense of people to feasibility what is functionally possible and three viability ? How can this be a sustainable model? Now it's your turn. Test the prototype you build in the previous lesson with a friend or coworker for on the steps you learned in this lesson. Capture insides from the test in your notebook. After conducting the test, reflect what should your next step speed? What would you do differently the next time you plan, build and test a prototype for talent 10. Putting It All Together: in our final lesson. Let's recap on reflect on the key concepts of this course. We're used to taking a challenge. What are hats down and saw the change? Innovation requires a slightly different way of working. We need to be more human center in the way we work. Cultivating empathy is a key component here. That means going out and spending time with your town audience. From empathy, you reveal insights into what they really need. Do you back up and attitude? A poor typing and everything you do? Get the ideas out of your head earlier than you might normally do. Test what's working and what's not. Now grab your notebook and reflect on what you learned in this course. What is the one thing that resonated most? What is the one thing that makes you uncomfortable? What is the one thing you want to try tomorrow? If this process feels chaotic at this point, then you're on the right track. It takes time to get comfortable with a method that is open ended. Open Mind that, and federative design thinking is one of those methods that you just have to jump in and do . The more you practice, the better you will get for your project assignment. You will work on a specific town challenge inside your organization and to make it extra fun. We'll do it as a talent design. Sprint A Sprint is a five day process attacking a well scope town challenge. I adept at the Sprint method, conceived by Jake Knapp of Cool Adventurous, what she has conducted with more than 100 organizations and codified in the book Sprint, telling Imperative, We facility telling design sprints for our clients. But for this project, I pared it down for you. So it's a true practice challenge. Don't overthink overcomplicate this project. It is designed to allow you to get creative off the skills and tools you've learned in the course. Make sure to share your questions. Stumbling blocks and insights for each day here in the learning community. Bring us the words to live by, including pictures, storyboards, videos or other artifacts. If you're not able to share company specific details, some of general insights into your challenge and take boys. I hope you enjoy this introduction to design thinking and are as excited as I am about its potential for making all workplaces more human