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Experience-driven Change
The document discusses the importance of design thinking in facilitating effective change by creating memorable experiences that foster sustainable behavioral changes. It emphasizes the role of emotions and culture in overcoming fear and resistance to change, while outlining a structured approach to designing change experiences. Additionally, the document references various studies and personal insights to highlight the challenges and strategies related to successful change management.
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Experience-driven Change
- 1. Experience-driven Change Design Thinkingfor Change Agents Johnny Ordóñez
- 2. Enterprise Agile Coachen UST Global SAFe Trainer & Consultant | Change Agent SAFe Program Consultant & SAFe Agilist | PMI ACP CSP | CSM | CSPO | CSD | Master of IT Management Happiness & Culture | Enterprise Agility Organisational Design | Design Thinking & UX Husband of a great woman Father of two wonderful kids Johnny Ordóñez My pleasure!About me
- 3. Rick Elias “3 thingsI learned while my plane crashed”
- 4. Rick Elias 1 Changehappens in an instant. 2 All time that I lost by my ego. 3 You don't feel afraid to death, you are sad because you love life.
- 5. US Airways Flight1549 over Hudson river January 15, 2009
- 6. Rick Elias “3 thingsI learned while my plane crashed”
- 7. Create a collaborativeculture
- 8.
- 9. 70%of change initiativesfail 30%are only effective in achieving sustainable behavioral changes Effectiveness Initiatives Change according Towers Watson and Mckinsey
- 10. How we reactto change?
- 11. “We will pilotScrum in the organization and your team is the best candidate!”
- 16. Lizard brain: thecenter of our emotions Frontal Lobe Parietal Lobe Occipital Lobe Cerebellum Temporal Lobe Brain Stem
- 17. Frontal Lobe Parietal Lobe OccipitalLobe Cerebellum Temporal Lobe Brain Stem Amygdala Lizard brain: the center of our emotions
- 18. Amygdala Lizard brain: thecenter of our emotions
- 19. Amygdala Habits Territory Existence Thread “¡We decide you Scrum!” Lizardbrain: the center of our emotions
- 20. Flee Freeze Fight Fear Habits Territory Existence Lizard brain: thecenter of our emotions
- 21. If you havea culture of fear none of your fancy practices or processes will help you. - Joshua Kerievsky “ ”
- 22. How to change if thereis fear?
- 23. When we changewe feel fear. The opposite to fear is not courage, it is Love. - Tobias Mayer “ ”
- 24. We need loveto change the world.
- 25. Love How much welove ourselves? How much we love Agile? How much we love what we do? How much we love our teams and colleagues? How much we want those people are better?
- 26.
- 27. Experiences Beliefs Results Actions The Pyramid ofResults Manage Design & give Culture
- 28. Experiences and behaviors ImpactonBehavior Intensityof Experience Trauma Confort Zone Transformative experiences Exploration Zone
- 29. With every experience, youalone are painting your own canvas, thought by thought, choice by choice. - Oprah Winfrey “ ”
- 30.
- 31. Design Thinking forchange As a powerful tool for change through designing memorable experiences focused on generating sustainable behaviors, where the starting point is to immerse yourself in a state of genuine empathy.
- 32. Steps in DesignThinking Empathize Define Ideate Prototype Evaluate for design of change experiences The Story The journey through the experience The intensity of the experience Run the experiment Observe the reactions Feedback Prepare the experiment Searching for the place and moment Conditions Observe Listen Involve Understand with Next experiment Which people? What behavior we want to change? What new behavior we want to generate? What is the benefit? How supports the transformation process?
- 33. Empathize Define Ideate Prototype Evaluate Observe Listen Involve Understand with Steps in DesignThinking for design of change experiences
- 34. Contextual Inquire Unwritten rules Expressions Language Reactions Observe& Listen Powerful questions Open Curious Right Ask Why? What are your feelings? What do you consider are the threats? Reflect Context
- 35. Empathize Define Ideate Prototype Evaluate Steps in DesignThinking for design of change experiences Which people? What behavior we want to change? What new behavior we want to generate? What is the benefit? How supports the transformation process?
- 36.
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- 39.
- 40. Empathize Define Ideate Prototype Evaluate Steps in DesignThinking for design of change experiences The Story The journey through the experience The intensity of the experience
- 41.
- 42.
- 43. Empathize Define Ideate Prototype Evaluate Steps in DesignThinking for design of change experiences Prepare the experiment Searching for the place and moment Conditions
- 44.
- 45. Empathize Define Ideate Prototype Evaluate Steps in DesignThinking for design of change experiences Run the experiment Observe the reactions Feedback
- 46.
- 47. Empathize Define Ideate Prototype Evaluate Contextual Inquire Interviews One-To-One sessions BlastRadius Personas Empathy Maps Storyboards User Journeys Behavior change cards Get out of the Building Workout activities Run Facilitate Retrospectives Design Thinking Toolkit to Change Agents
- 48. A good experienceis: Emotional Memorable Vivid Challenging Generates a story Conjures new behavior and thinking
- 49. Design creates stories,and stories create memorable experiences, and great experiences have this innate ability to change the way in which we view our world. - Christian Saylor “
- 50. EXPERIMENTSEXPERIENCES Neuroscience, psychology, human interactionsand behavioral How our brain works? Designing memorable experiences for meaningful and sustainable changes Design Thinking Experimentation, Minimum Viable Change, Feedback, Quick Wins Lean Change Management Important aspects to change agents Love BRAIN
- 51. Rick Elias …and morethan anything, are you being the best human being you can?
- 52.
- 53. Ric Elias: 3things I learned while my plane crashed https://www.ted.com/talks/ric_elias Change… what is change? http://www.agile42.com/en/blog/2013/11/29/change-what-is-change/ Only One-Quarter of Employers Are Sustaining Gains From Change Management Initiatives, Towers Watson Survey Finds https://www.towerswatson.com/en/Press/2013/08/Only-One-Quarter-of-Employers-Are-Sustaining-Gains-From-Change- Management 2013 – 2014 Change and Communication ROI Study https://www.towerswatson.com/en/Insights/IC-Types/Survey-Research-Results/2013/12/2013-2014-change-and- communication-roi-study New Study Explores Why Change Management Fails - And How To (Perhaps) Succeed http://www.forbes.com/sites/victorlipman/2013/09/04/new-study-explores-why-change-management-fails-and-how-to- perhaps-succeed/#6bb5b5475219 Changing change management http://www.mckinsey.com/global-themes/leadership/changing-change-management Great experiences have an innate ability to change the way we view the world http://www.inspireux.com/2008/10/27/great-experiences-have-an-innate-ability-to-change-the-way-we-view-the-world/ References and further lecture
- 54. Your Lizard Brain https://www.psychologytoday.com/blog/where-addiction-meets-your-brain/201404/your-lizard-brain Whatis the Lizard Brain? http://tracks.roojoom.com/r/7860#/trek?page=1 Lead With Your Heart, Not Just Your Head https://hbr.org/2012/11/are-you-getting-personal-as-a Behavior Change Strategy Cards https://www.artefactgroup.com/resources/behavior-change-strategy-cards/ Design Thinking as a Powerful Tool for Change http://blog.experiencepoint.com/2015/02/22/design-thinking-as-a-powerful-tool-for-change/ Design Thinking and Culture Change https://www.change-management-institute.com/design-thinking-and-culture-change-cec-mar-2015 Stop designing screens, start designing change http://www.uxaustralia.com.au/conferences/uxaustralia-2015/presentation/start-designing-change/ An Introduction to Design Thinking https://dschool.stanford.edu/sandbox/groups/designresources/wiki/ed894/attachments/0132b/GG%20Facilitators%20 Guide2012.pdf?sessionID=68deabe9f22d5b79bde83798d28a09327886ea4b References and further lecture