Ensure the right
sponsorship
from the top. Any
proactive
change, especially cultural change, creates diverse
enemies who
resist
it. To
overcome resistance to change,
the new design function and the new
innovation culture need to be advocated and
protected by the CEO or by somebody influential enough
at the executive level.
Integrate several
quick wins
in the implementation strategy and celebrate small
victories to keep the spirit of the stakeholders high
and to show them that you are moving in the rights
direction in the right way. Identify and implement
mini-projects where you can show the value of design
very quickly to the stakeholders.
Learn from early successes
and failures and adapt your strategy of building
processes that can enable the new approach to be adopted
by all the stakeholders willingly. Involve them in
development of
prototypes and the process of building a new
design-friendly
→
Culture
and integrating it inside the
→
Organization.