Design Thinking historically provides a problem-solving pattern of ideas and activities. A "solution" is the expected outcome.
Managed Change aims for a controlled path to a desired future state; ideas and activities are often arranged to execute a plan for "delivering" that solution. In managed change, the adoption of the future state is dependent on its relevance to the stakeholders.
Design thinking is critical because it always initially concerns itself with the recipients' relevance. So, from a design thinking perspective, the future organization is a potential goal of change. And, in successful Change Management, the future organization must be a goal. It must be able to adapt and adopt continually.
We will survey how the design thinking perspective contributes to the approach for changing the organization's ability to change.
Malcolm Ryder is Co-founder and Chief Architect of ChangeBridge, and a Principal Consultant in its engagements. He is also the Principal at Archestra Research, the strategy and knowledge management consultancy that designed the ChangeBridge Change Enablement framework.
Having created ChangeBridge with strategic partner Manuel Miranda who leads Accendi Learning, Malcolm does solution and service design for change management clients. Malcolm and ChangeBridge are readily found at changebridge.co and on LinkedIn.
Zoom Link: https://us02web.zoom.us/j/87335158572
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