INNOVATION AND PLANNING 1
Innovation and Planning
Howard Lee
Capella University
Dr. Cheryl Leitschuh
7/19/2017
Innovation and Planning
Scenario
Design Thinking Process refers to methodological process that provides solutions to life or managerial challenges. The major stages of the design thinking process include empathize, define, ideate, prototype and test. It can make one aware of the global organization [CL1]rare changes and demonstrate important steps in positively transforming organization and its culture.
Design Thinking Process can trigger innovation. With the help of the Design Thinking Process, it would be easy to develop ideas on how to get c[CL2]ompany focused on innovation. It is necessa[CL3]ry to inspire the company to go for a better change and also to make it incorporated [CL4]with regards to its leadership, employees, and culture. The use of the design thinking process would lead to the most favorable experiences.
Part 1: Design Thinking
The Design Thinking Process is an approach that can help an organization come up with the innovation process and also to create such an effective plan that could lead to introduction and promotion of the innovative practices to the company. The steps in the process as mentioned above are empathize, define, ideate, test and prototype in analysis (Cross, 2011).
The design thinking process is recognized to be the perfect way of solving problems. It is practical in undertaking compound problems that are obscure, by empathizing the human needs called; re-framing the problem in human being-centric ways and also producing many of the ideas in brainstorming sessions can effectively lead to forming up the most apt solution pertaining the respective issue.
The first step is to empathize. It talks about the way one has to delve into the problem, converse well with the people involved and relate it to the physical environment. Empathize makes it easy to understand the actual cause behind the persisting issue. It also give room for best possible moves to be planned.
Second step is ‘define’. After understanding the situation, it is critical to define the problem. By development of the problem statement, the best solutions can be identified. There has to be the best possible observation and perception so as to make sure that the results drawn turn up highly effective and better than before. On those grounds, the decision can be made managed and tackled at its best.
To ideate means to develop such unique and out of the box ideas that could make things better than expected. In this step, the best possible ideas are brought into floor [CL5]just to manage and control organization affairs. There rests great necessity to deal with the complex situations by using the most out of the box options. In this way, the results drawn turn up highly effective and leads to the most promising experiences.
The fourth step is prototype. As per this step, the product solution get tested, researched amongst the team members or the departments. In this way, it helps the company to analyze as to how much successful would be the product to make the problem solved at its best. This is very much needed just to get on to the head of the problem and attain success by means of the possible solution (Cross, 2011).
Test is the fifth and properly the last step in the process; this involves the rigorous testing of the product using solutions identified during prototype phase.
A real-world example of how the process was successfully applied to a similar challenge is related to the way Samsung Galaxy Note 7 goes through explosion and it makes the company to think over the issue. The company moves forth with an effective understanding to the ongoing issue with the product and get back all the products sold. In definition, the problem is very well elaborated and all the possible causes are highlighted related to the same. Ideate means to introduce some of the effective ways that could result in getting a better alternative and also to get back lost trust from the part of the clients. At last, the prototype& test involves looking into the matter and testing the effectiveness of the product and making sure that such things does not crop up in future course of time.
Part 2: Change Management Models
The chosen change management model is Lewin’s Change Management Model. It could aid the transition or transformation of the company into one that is more innovation focused. This particular model comprises of the three significant steps that are unfreeze, transition, and refreeze (Lanning, 2014). All these three are the key steps that leads to introduction of the change, making people of the organization get familiar with the change, and at last, the change gets stable and the organization starts making its regular operations in the most effective way.
Introduction of the Message
The change model handles the introduction of the message for change to the organization in the most requisite manner. There rests great necessity to feel the relevance and importance of the change model and the way it makes change introduced at its best. As per this model, the change model makes sure that the organization gets comfortable with the changes brought forth. The model carries an unfreezing period in order to manage and control resistance. During this period, the employees are motivated so as to feel the need for the change and also to cooperate with it.
Readiness for the Change
The change model prepares targets for the change and gauges readiness for change by getting in proper touch with the people to comply with the changing situations. For doing the same, the changes are made communicated to the concerning person and that results in making sure that the organization is in the process to move forth with the changes. At this point of time, there has to be effective leadership and management just to make sure that the members goes well with the changes and are very well supportive to make it ongoing as well.
Integration of the Change
The change model handles the integration of the change by making the organizational members stable with the changes taking place. By means of an effective leadership and utilization of the motivational practices, the results obtained would be far better. It leads to the successful management and integration of the change. Then the change got completely implemented, and this makes the staff start refreezing and also to get back to the normal state of behavior.
Measurement of the Success
The change model measures success by gauging acknowledgement pertaining to the way the organizational members are stable with the changes introduced. Moreover, the success can be measured with the way goals and objectives are realized in the most calm and peaceful manner. When the employees work only for the sake of raising the performance levels of the company, it makes sure that they are very much pleased and accommodated with the ongoing circumstances (Hayes, 2014).
Resistance to Change
The phenomena of resistance to change are chiefly concerned with the way employees do not accept the changes with open arms. This can create issues in front [CL6]of the company and can hamper its growth and progress as well. It is really not good for the company and has to be dealt in the most urgent manner. The three of the most common reasons for employees to resist change are poor timing, lack of trust and support, and bad communication strategy.
These issues are addressed by the change management model. For making it successfully [CL7]take place, there has to be proper understanding of the change taking place and the need for it. This has to be made [CL8]effectively communicated to the employees of the company by making use of the proper mode of communication. In addition to this, the timing should be proper such that the employees can feel the need for the change and can go for it without any hesitation and trouble. Moreover, the change management model can also help the organizational leaders to make use of the leadership practices and motivational tools so as to encourage the workers to cooperate and coordinate with these changes at its best.
References
Cross, N. (2011). Design Thinking: Understanding How Designers Think and Work. Berg. Hayes, J. (2014). The Theory and Practice of Change Management. (4th ed.). Palgrave Macmillan.
Lanning, H. (2014). Planning and implementing change in organizations. GRIN Verlag
[CL1]I am not sure what you mean by global organization rare changes.
[CL2]Get a company
[CL3]This is confusing. Do you mean necessary? Necessary for all companies?
[CL4]Make what incorporated? I am confused here.
[CL5]This is confusing
[CL6]Awkward wording.
[CL7]Awkward wording.
[CL8]Has to be made by