Join us as we discuss how Design Thinking is being used to design effective manager, leadership, and employee development programs.
Design Thinking has been making its way into the Human Resources world and it looks to be here to stay. Why? What is design thinking? And what does it have to do with HR? Simply put, Design Thinking is a process for creative problem solving, but it’s human centered at its core. Enter Human Resources. How can HR design employee experiences that foster connection, alignment and growth for employees, managers, and the organization?
By using the Design Thinking approach to solve people “problems”, HR teams put the user or employee at the center of the experience. The way Josh Bersin puts it: “Design Thinking casts HR in a new role. It transforms HR from a “process developer” into an “experience architect.” It empowers HR to reimagine every aspect of work: the physical environment; how people meet and interact; how managers spend their time; and how companies select, train, engage, and evaluate people.”
One issue that many HR teams deal with is, once finding a solution to the issue at hand, training better managers and leaders for example, how do you scale and replicate for large teams, or even very large organizations?
After doing an in-depth listening tour with several Fortune 500 companies, hundreds of and finding some remarkable insights, we took a new approach to developing leaders and managers in our organization, leveraging Design Thinking principles. Career development conversations are a critical and major practice often overlooked by new and old managers alike, but can have great impact on driving connection, alignment, and growth with your managers and employees.
We will cover basic principles of using design thinking to solve your biggest problems and some practices you can implement today to build better and more thoughtful managers. We will discuss how technology is being used to scale these practices, consistently and effectively.