From Workshops to World-Class: Building Innovation with Design Thinking

The Challenge

Over my 30-year corporate career, the past five years have been dedicated to helping organizations unlock the potential of Design Thinking. Despite hosting a variety of programs—from quick immersive workshops to intensive multi-day sessions—a persistent challenge stands out: embedding these principles into the organization’s everyday operations.

The problem isn’t just learning Design Thinking—it’s about applying it consistently. Many organizations lose momentum after training, with initial enthusiasm fading and established routines returning. Even with extended coaching programs lasting months, maintaining these practices is often a struggle.

Changing mindsets and behaviors is a gradual process that requires ongoing effort and support. To truly embed Design Thinking as a core part of an organization’s culture, we need strategies that ensure its principles are not just understood but ingrained in daily practice, sparking lasting innovation.

A Path to Sustainable Innovation

Embedding Design Thinking into an organization requires a multi-faceted approach that focuses on People, Processes, Leadership, and Culture. Here’s a framework for making it happen:

1. People: Building Skills and Confidence

• Ongoing Learning: Provide employees with continuous learning through mentorship programs, curated resources, and collaborative forums to refine their Design Thinking skills.
• Encourage Experimentation: Give teams the freedom to experiment and apply Design Thinking on real projects. Celebrate both successes and lessons learned from failures.

2. Processes: Infusing Design Thinking into Workflows

• Integrate into Projects: Embed Design Thinking stages into project workflows, ensuring principles are applied at each stage.
• Feedback Culture: Establish regular opportunities for teams to share experiences, challenges, and insights to encourage continuous improvement.

3. Leadership: Shaping the Innovation Narrative

• Lead by Example: Leaders should actively use Design Thinking, share their insights, and visibly support its adoption across the organization.
• Allocate Resources: Invest time, budget, and personnel into innovation, providing teams the freedom to explore new ideas without immediate ROI pressure.
• Foster Open Dialogue: Create platforms where employees feel valued and are encouraged to contribute their ideas.

4. Culture: Nurturing a Growth-Oriented Mindset

• Commit to the Long Term: Make Design Thinking a cornerstone of the organization’s values and strategies, with strong commitment from leadership.
• Celebrate Learning: Cultivate an adaptable culture that values learning from experiences and embraces continuous improvement.

Leadership’s Role in Driving Innovation

For Design Thinking to thrive, leaders must:

• Champion Innovation: Actively promote and endorse Design Thinking as a catalyst for transformation.
• Provide Direction: Clearly communicate how these principles align with the organization’s goals.
• Break Silos: Facilitate collaboration across departments to encourage idea exchange.
• Invest in People: Recognize employees as the core drivers of innovation and create an environment that supports experimentation and growth.

By addressing these key elements, organizations can transform Design Thinking from a one-time exercise into a continuous practice, cultivating a culture where innovation becomes second nature and lasting change takes root.