Part 1 of 4: Design Thinking for Attitudinal Transformation in Employees

As a design professional, when I first started sharing about Design Thinking I realized through the interactions that a large set of people would assume the subject to be something for fashion & lifestyle designers, innovators and professionals in the creative field. It is being widely adopted by the apparel, automotive, management and IT-ITeS sectors, to name a few, as well as higher learning and educational institutes who are providing new age skills. While it certainly does serve to enhance creative capabilities in individuals and would therefore be of direct relevance for creative professionals, it is not limited to this field only.

As I now find ‘Design Thinking’ to be picking up greater popularity for its universal approach and wide scope of application, let us quickly take a look at what it entails. The core of design thinking is about its human centered approach, keeping the human experience as a top priority. It is therefore easy to understand why the process of design thinking although not linear in its application, places ‘empathy’ at the top. Here are the 5 key stages of design thinking:

Design thinking is also popularly searched as a problem-solving technique that can help individuals and groups to breakthrough to new solutions and revamp older methods for greater success. One unique feature of design thinking is that it does not limit itself to the use of ‘analytical’ and ‘critical’ thinking for problem-solving but brings in equal validity to tap into the ‘intuitive thinking’ capabilities that each human being possesses.

In other words, Design thinking is where the left and right hemispheres of our brain are made use of, irrespective of which side may be more developed or dominant in an individual. Scientific studies suggest that the two hemispheres of our brain have specific functions. The left brain helps us with logic, sequencing, linear thinking, mathematics, facts and thinking in words. The right brain is more visual and intuitive in nature. It has a more creative way of thinking. The right brain helps us with imagination, holistic thinking, intuition, arts, rhythm, nonverbal cues, feelings and visualizations.

This makes it clear why ‘Design Thinking’ helps in thinking ‘out of the box’ and come up with innovative solutions when things otherwise seem stuck.

Now imagine a workplace where employees are consciously made to practice design thinking. At least be oriented on the core philosophy of design thinking. How can it help individuals and organizations grow? In my view, basis the observations and experience of having spent more than 12 years working with diverse groups in the apparel, education and skill development sector, this is what it can do:

• Cultivating the habit of deep listening – This has a tremendous impact on all internal and external communications, it is greatly enhanced, speeding up processes, enabling greater customer satisfaction and helping to build a greater sense of trust amongst all. We cannot empathize if we do not listen. We must have space in our mind and an open heart to receive ideas, inspirations and new perspectives. We may not make use of all the data or information we receive, however, it is important to have patience and simply listen.
• ?Nurturing creativity & developing willingness to learn

You give a new project to your team and your employee says ‘this is not my area of expertise’, ‘I can’t do this’, ‘we need to hire someone else’ or passing it on in some other way. Sounds familiar? Design Thinking can surely build up the capabilities of individuals to being open to trying, experimenting, learning, possibly failing but then trying again with greater ease and with a joyful attitude. This is one of the most spoken of but highly under-utilized methods of success. The attitude with which we approach and undertake a project has a direct impact on its outcome. Design Thinking removes the ‘fear’ of trying, it is extremely hands-on and builds a do it until it’s done kind of attitude. A great way to build will power, an attitude of learning and resilience in team members.

• Valuing the human experience

There was a time when businesses would choose to focus only on immediate financial gains and build a culture of reward and recognition that is based only on the profit margins or revenue generated. Now, with a global consciousness rising towards sustainability which includes profit, people and planet – there is a changing trend towards designing businesses that take care of these factors. Having a design thinking approach in business directly caters to this need of team leaders and decision makers becoming more aware of how the human experience must be at the centre of the product or service that one is trying to build. This is taken one step further with design thinkers building systems that take into account human feelings, emotions, the cultural context and settings, giving due respect and dignity to each individual involved in the process. This is the next level of gauging the user experience – as it involves perspectives of non-users also. The result – having systems and processes that take into account the needs of a society, not just the immediate business needs.

A work culture that values health and happiness of people, while maintaining financial stability. Sounds too good to be true? Why not try with a pilot program at your workplace and see how design thinking has the potential to transform individuals and organizations to become leaders who listen, care and lead with empathy.

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Stay tuned to this special 4-part series of articles on Design Thinking where we would be sharing further insights on the application and value of Design Thinking for all.

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By

Nayantara Chatterjee

Co-founder & Director, Vidyadhara Consultancy LLP