Friday, June 29, 2018

Three Design Thinking Tenets that Can Lead to Better HR Solutions

Learned a lot lending an editorial hand here:

Boss Magazine, July 2018

by David Mallon

deloitte hr-boss magazine
The quality of the solutions you adopt to address the challenges and problems your company faces is determined, in large part, by the process you use to formulate them.

That’s a big reason why design thinking popped up as one of the 10 best practices for leading companies and innovative HR organizations in the 2016 Deloitte Human Capital Trends survey. Seventy-nine percent of the more than 7,000 executives surveyed ranked the creative problem-solving process as a high priority for meeting talent challenges. Moreover, those respondents who identified their companies as “high-performing” were three to four times more likely to use design thinking than their competitors.

Design thinking has been gaining adherents ever since Nobel Prize-winning economist Herbert Simon first articulated a process model in 1969. Since then, firms—such as IDEO—and universities have popularized design thinking and a wide range of companies have adopted it.

Today, there are many variations of the design thinking process, but there are three simple, but too-often ignored, tenets that appear in one form or another in all of them. If you follow them, I believe that you are far more likely to come up with successful solutions to the myriad of challenges that all companies the rest here

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