6.0 Recommendation
Based on the findings, the researcher created a framework (figure 9) that outlines key factors and good practice for implementing and using design as a strategic business resource.
A strong leadership is undoubtedly important for providing a vision in times of change. Still, the research revealed that it is rarely the top management that introduces an organisation to design. Most often, key individuals and teams spark the shift toward becoming a design-driven organisation when they test the use of design principles in their work and discover its value and potential. Therefore, this framework has a broad agenda. It is not limited to a consideration of how senior managers can better manage strategic change, but offers practical and actionable advice for all employees.
Its structure and wording reflect the importance of the role of the people within an organisation as its vehicle to growth and innovation. The framework intends to guide and inspire employees at all levels and aims to encourage transformational leadership that provides freedom and consent for all employees to be proactive.
The shift toward design-driven business strategy is not a linear process, nor is there a one best way approach to success. This framework can be approached from the top down or from the bottom up, just like organisational change happens. While the order of the recommendations can be changed and rearranged, the grouping of recommendations into sections reflects proposed levels of priority, with “the fundamentals” being essential for integrating design at the heart of an organisation.
The researcher suggests that the following points are kept in mind when applying the framework:
- Encourage a balance between analytical and intuitive thinking.
- Prepare for trial and error, and remember that this is an iterative process.
- Note that the recommendations do not include a timeline. Be patient and trust the process.
© Nadine Ramsberg, 2018
Hyper Island — MA Digital Management
Industry Research Project
