Design thinking suggests that failure to engage the affected parties at the very beginning of the process ensures resistance to change and the potential failure of the change programme itself.
Design thinking recognises that people impacted by change have the best and most nuanced view, not only of the solution, but the actual problem itself. When design thinking is incorporated into a change management programme, practitioners are able to get a deep understanding of the problem from the perspective of all affected parties. Subsequently, the same people can devise a solution that satisfies the needs, feelings and attitudes of all, be they management who recognise there is a problem or the people who will ultimately action the solution itself.
"5 ways to improve change management through design thinking," Inside HR. April 13, 2018
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