Tag Archive | organizations

My first touch with design thinking and why it was so difficult to write about it

Design Thinking workshop on September 7th 2019 at Laurea Leppävaara campus
Photo credits: Bento Haridas

The journey of writing this blog post

I have written this blog post so many times and felt so insecure and confused what to write about. The assignment for the Design Thinking course was to read couple of articles and books and reflect on your own learnings.

Over and over again, I have read my notes from our workshop days from September 2019, facilitated and lectured by Katja Tschimmel. I have also read her article “Design Thinking as an effective toolkit for innovation” and a book “Design Thinking for strategic innovation – What they can’t teach you at business or design school”. I have had good discussions with my colleagues, at work (you know who you are) and in the SID program.

I have familiarized myself with the different Design Thinking models and in general why and how design methods can be used creatively in solving any problems, regardless of the context. I have learned that it is a great tool to frame the problem and find the right problem to be solved. The variety of Design Thinking tools can be used by anyone, you don’t have to be a designer or creative person to use those tools.

In organizations, Design Thinking approach and tools work well in gathering people together across the organizational silos. Bringing people together regardless of the background and helping people to discuss and share thoughts in supporting and safe environment was one of the important things I noted down. I also learned that Design Thinking allows people to try different solutions, even if they do not know if this is the right one or right direction. Design Thinking accepts and encourages people to learn through making failures. The well known benefit of that in business world is that making failures quickly actually makes the development timeline shorter and that way cheaper.

Photo source: Design Thinking for strategic innovation – What they can’t teach you at business or design school, page 37.

Getting in touch with feelings is hard

Before the workshop, I knew some theory and benefits of Design Thinking. But only through the personal experience and quite many months of mental processing I have started to understand why it has been so difficult to write about Design Thinking. The playful methods and way of working together co-creatively was just so much fun. I actually felt something.

For many reasons, I have been used to just rely on my rational, logical and analytical thinking at work, working in a big corporate with big corporates in solving their challenges as a management consultant. But this approach touched and opened something in my heart and I could also use my ability to feel to solve the problem we worked with in the workshop.

People have natural need to be in connection with people, to work with people, feel that they are part of something. Especially in large organizations people can feel very lonely. Design Thinking brings people together and makes you feel you are part of something.

When organizations and people face changes, very often people feel fear of the coming change. Fear again makes people to fight or run away, or in a very difficult situation, paralyze. Organizations are in a constant change, and change happens fast. I feel that Design Thinking is powerful tool to address the change, to plan the changes together and go through the journey together. You will still need to make your research to understand the needs of your customers, make a business case for the change, you need to get people onboard to the change, you will need to find technological solutions, you need to figure out the operating model and design efficient processes. Design Thinking is a new perspective to add on. That’s why it makes so much sense in organizations to use design methods.

The power of of Design Thinking is definitely in the psychological side, among the many others such as giving tools for ordinary people in organizations to be creative and innovative and making organizations more human places to work in.

I will end this post by sending lots of hugs and kisses to everyone who reads this post! Let’s be brave and make organizations good places to work in ❤

23.1.2020 by Katriina Granlund

This adorable panda bear is not in any way related to the design thinking workshop. I was having lunch at Roots kitchen in the charming old Turku market hall one day, and they use these animal figures instead of regular numbers to bring the food to the correct table after order. Such a nice idea!

Innovating and Designing New Organizations

By Salla Kuuluvainen

I participated in the Social Tools Conference organized by Pixelache Helsinki, an artist collective. I have been taking part in Pixelache events for a quite a while since I feel that they are a great source for finding out about ”weak signals” conserning the future and trends.

Decentralization as Trend

This time the topic of their event was decentralized organizations, which is a topic that has been discussed and debated a lot in more forward thinking management business circles. Teal organizations and Frederic Laloux’ book Reinventing organizations has sparked a lot of interest – even in Finland there is an active Teal organizations community.

There has been lots of more or less successful companies taking the organization more towards decentralization and selforganization, as a successful example could be mentioned Buurtzorg from The Netherlands and as a less successful Zappos, which suffered from an attempt at selfmanagement.

Learnings from Founders of Loomio and the Hum

At Social Tools Confrence I attended a workshop by Nati Lombardo and Richard D. Bartlett, the founders of Loomio and the Hum, which help organizations and groups becoming wanting to become less hierarchical, Loomio by offering software for organizing and the Hum through consultancy and workshops.

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At the workshop I thought especially about how design thinking could be applied towards social organizing. The Hum team had created a system of 12 principles that should be applied when designing for decentralization, but the principles were not formulated as tools or a timebound process, instead more as a framework.

The principles included things like decisionmaking, creating trust, planning for communications and discussing power relations in the organization. I could easily see how some of those principles could be combined with a a Design Thinking tools to provide a timebound process for designing a decentralized organization: e.g. for creating psychological safety in a team, some tools that are used in Design Thinking process in the empathy phase could be used, like creating empathy maps of team members.128763AA-1EF7-47DD-94F9-5A348C2A304B

What Do You Need to Take Into Account?

Generally I learned at the workshop that when designing an organization there are lots of things that need to be taken into account – it’s not only about structures, but also about culture and those things that are often either taken for granted or not spoken about, e.g who is doing care work at the office, like organizing birthday gifts for collagues or seeing to general well-being. An organization is never a given, but an entity that can be purposefully designed, like a service or product, and decentralization is a way of designing organizations in a new, very contemporary way.

I thought the workshop was simply great, one of the best ones that I had attended in while, and can heartily recommend Nat and Richard for anybody who is wants to learn in an engaging way about decentralization in practice.

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An exercise in team skills and attributes – what are we like to work with?