Measure the effect of design thinking tools on retention, performance and engagement.
Applying Design Thinking Tools to Problem Solving
An applied course in design thinking tools built around the decisions practitioners actually face.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on design thinking tools is abundant; insight about it is not. A process for this area of people management and development that managers quietly work around has already failed. The outcome is a practitioner who can hold a position on this aspect of people management and development and revise it on evidence. Work is grounded in real cases drawn from design thinking tools, which each participant adapts to conditions in their own organisation. Teams frequently over-invest in documenting the practice within people management and development and under-invest in testing it. It is pitched for practitioners with responsibility for this aspect of people management and development, not for observers of it. The professional literature on design thinking tools converges on a small set of controls that reliably work. Content is organised around the decisions practitioners actually face in the people management and development capability, not around theory headings. It ends with a prioritised list of changes to this area of people management and development that the participant is prepared to defend internally.
Expected Learning Outcomes
Anticipate the objections that design thinking tools will attract internally and answer them in advance.
Plan the handover of design thinking tools so that capability is not lost when key staff move on.
Design the communication that makes design thinking tools understood rather than merely announced.
Plan succession and continuity for the roles most exposed to design thinking tools.
Prepare a short, evidence-based briefing on design thinking tools for senior management.
Design a policy on design thinking tools that is fair, lawful and actually usable by line managers.
Who Should Attend
Public sector officials applying design thinking tools within a regulated framework.
Senior leaders accountable for the culture design thinking tools produces.
Recruitment and resourcing staff affected by design thinking tools.
Line managers who apply design thinking tools in practice.
Specialists advising senior management on design thinking tools.
Human resources managers and business partners responsible for design thinking tools.
Course Modules
Design thinking tools: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Building the method for design thinking tools step by step
- Document the reasoning for every exception granted under design thinking tools.
- Set the consistency check that catches uneven application of design thinking tools.
- Confirm that those complying with design thinking tools understand why it exists.
- Prepare the summary of design thinking tools that senior management will read.
Session 2Building manager capability in design thinking tools rather than owning it centrally
- Decide what will be stopped to create capacity for design thinking tools.
- Compare intended and actual outcomes of design thinking tools honestly.
- Close out actions on design thinking tools rather than leaving them open indefinitely.
- Ask employees what design thinking tools feels like from their side.
Design thinking tools: capability across the management line
2 sessions · 8 pointsSession 1Getting other functions to support design thinking tools
- Assign responsibility for keeping documentation of design thinking tools current.
- Plan succession for roles most exposed to design thinking tools.
- Identify the data the organisation already holds that bears on design thinking tools.
- Agree the smallest change to design thinking tools that would be visibly useful.
Session 2What your existing data already says about design thinking tools
- Train line managers on design thinking tools rather than handling every case centrally.
- Design the communication for design thinking tools around the questions people will actually ask.
- Pilot changes to design thinking tools in one area before wider rollout.
- Set the annual review point for design thinking tools and who attends.
Design thinking tools: communication and employee understanding
2 sessions · 8 pointsSession 1Keeping records on design thinking tools that are lawful and useful
- Record the rationale for each significant choice made about design thinking tools.
- Estimate the cost of design thinking tools and the cost of leaving it unchanged.
- Establish what evidence demonstrates design thinking tools is under control.
- Draft the minimum viable people policy for design thinking tools.
Session 2Closing out design thinking tools and capturing what was learned
- Check that design thinking tools complies with current labour regulation in every location.
- Measure the effect of design thinking tools on retention and performance, not activity.
- Identify single points of dependency in design thinking tools and reduce them.
- Script the difficult conversation design thinking tools requires and rehearse it.
Design thinking tools: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Costing design thinking tools honestly, including the cost of inaction
- Arrange the handover of design thinking tools so capability survives staff changes.
- Build the appeals route for design thinking tools and publish it.
- Test the policy on design thinking tools against three real cases from the past year.
- Check that design thinking tools still works when volumes rise unexpectedly.
Session 2Applying design thinking tools consistently to the person you like least
- Set escalation thresholds for design thinking tools that work out of hours.
- Compare the cost of design thinking tools with the cost of its absence.
- Rank the weaknesses in design thinking tools by consequence rather than by ease of fixing.
- Rehearse the briefing on design thinking tools that would follow an incident.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.