Design teaser.mp4

design thinking v3.vtt

English

{{00:00:00}}
It's all about the learning experience.

{{00:00:02}}
We don't want it to be a tick the
box where you are just ticking the

{{00:00:05}}
box because I've been told to do it.

{{00:00:07}}
We want that learning to stick.

{{00:00:08}}
We want individuals to embed
that, to apply it in their job.

{{00:00:24}}
Design thinking is that non-linear
process of solving a problem, but

{{00:00:28}}
keeping the end user at the peak of this.

{{00:00:31}}
So with this, where we had the
traditional work environments where

{{00:00:36}}
the training just comes to you and
you have to be in the classroom.

{{00:00:39}}
Now that has changed.

{{00:00:40}}
So with design thinking, you take
the user into consideration, the user

{{00:00:45}}
becomes part of that discovery process.

{{00:00:47}}
How do you want to learn?

{{00:00:48}}
You know, how much time do you dedicate?

{{00:00:51}}
So that's why design thinking has
become really, really important and an

{{00:00:54}}
integral part, because you don't want
a situation where it becomes a tick the

{{00:00:57}}
box, and people have a vested interest
in it because you've listened to what

{{00:01:02}}
they need, how they want to learn.

{{00:01:04}}
Some people want it on their phone
through an app, and then probably

{{00:01:07}}
a kind of discussion sessions with
colleagues, so to embed that learning.

{{00:01:11}}
So it is really, really important
now, when we think about our

{{00:01:14}}
new ways of working here.

{{00:01:15}}
And I guess, you know, design thinking
seems to really be about understanding

{{00:01:20}}
problems, impacts, and assumptions.

{{00:01:23}}
But many organisations are
so large and so complex.

{{00:01:26}}
How can HR teams really understand
the challenges, and the impacts

{{00:01:29}}
of those challenges, for different
teams across the business?

{{00:01:33}}
I think what you've just said is the
honest truth, especially when you're

{{00:01:36}}
working in a global organisation across
different time zones, it is a lot of work.

{{00:01:41}}
And a lot of work means you have to
have a lot of sessions with various

{{00:01:45}}
people across various time zones.

{{00:01:48}}
It's hectic.

{{00:01:49}}
You have to do your
day job alongside that.

{{00:01:51}}
But I think it is important because
when we look at global organisations, we

{{00:01:55}}
all, yeah we are one organisation, but
we have different cultures, you know.

{{00:01:59}}
So you need to listen to those people
because when you are putting that

{{00:02:02}}
in, you need to be culturally savvy
to ensure that the right words and

{{00:02:06}}
the right terms are being used.

{{00:02:07}}
You know, for example, we're based out
in Dubai, there's some things that,

{{00:02:10}}
you know, you can say in a learning
session in Europe, you can't say here.

{{00:02:14}}
So without actually going through that
and having the contribution of users

{{00:02:18}}
here, then you're going to miss that out.

{{00:02:21}}
And that is why it's important.

{{00:02:23}}
Yeah, it is difficult, but I
think it is really important.

{{00:02:26}}
When going through that.

{{00:02:28}}
Is it just the process of getting the
learning programmes in place that changes,

{{00:02:32}}
or does it make a difference to the
employee's actual experience of learning?

{{00:02:36}}
It does make a difference to the
employee's actual experience of learning.

{{00:02:41}}
Because you know, I think, like I said,
even for our kids that go to school,

{{00:02:45}}
the learning experience has changed.

{{00:02:47}}
You know, if we think back prior to
the pandemic, kids then go to school

{{00:02:49}}
with their iPads and all of that.

{{00:02:51}}
So now the learning experience
has changed and we need to

{{00:02:54}}
actually change with the times.

{{00:02:55}}
We're talking about digitalisation,
we're talking about all of that.

{{00:02:58}}
So the learners experience needs to
change, you know, if I think back to

{{00:03:01}}
when I was much younger and my dad
was going on a course or something.

{{00:03:04}}
You know, he travels away and then he sat
in probably a classroom or something for

{{00:03:11}}
five days, six days, and then comes back
with a certificate and stuff like that.

{{00:03:16}}
That has changed because people
have to think about people's

{{00:03:19}}
work-life balance, their family.

{{00:03:21}}
So there's so many things that need
to be taken into consideration, and

{{00:03:24}}
when we think about this as well, when
we think about the experience for the

{{00:03:27}}
learner, we all learn in different ways.

{{00:03:29}}
Some people go through the training
and wanna have it you know,

{{00:03:32}}
e-learning so I can actually go
back to it, I can refer to it.

{{00:03:36}}
If I have a situation where
I need to apply it, let me go

{{00:03:39}}
back and just have a refresher.

{{00:03:41}}
Some people want to have that
conversations with their colleagues,

{{00:03:44}}
either in person or virtually,
and share experiences; oh, I've

{{00:03:48}}
been challenged in this way.

{{00:03:49}}
How would you do that?

{{00:03:51}}
And in situations like that, that is
where the learning actually sticks because

{{00:03:55}}
we remember stories and we apply that.

{{00:03:57}}
So that is always a takeaway.

{{00:03:59}}
People remember stories and, oh, when
I was in this meeting, this person

{{00:04:02}}
said this, oh, I'm going to use
that, I'm going to do the same thing.

{{00:04:05}}
And that is why it is all about the
learner and the experience that they

{{00:04:08}}
take out of any learning intervention.

{{00:04:12}}
Well, it's interesting that you
mentioned, you know, the importance of

{{00:04:14}}
kind of understanding the uniqueness
of different cultures and areas.

{{00:04:19}}
How could design thinking, you know,
potentially influence or support

{{00:04:22}}
diverse and inclusive elements
within their L and D programmes?

{{00:04:27}}
I think, you know, diversity and
inclusion has become really important

{{00:04:30}}
globally, and I think, you know, when
you understand the culture, that also

{{00:04:34}}
drives down, you know, when it comes to
diversity and inclusion as well, you know.

{{00:04:38}}
So it all goes into a particular
programme or particular learning

{{00:04:43}}
experience for that because it's
all about the learning experience.

{{00:04:47}}
We don't want it to be a tick the
box where you are just ticking the

{{00:04:50}}
box because I've been told to do it.

{{00:04:52}}
We want that learning to stick.

{{00:04:54}}
We want individuals to embed
that, to apply it in their job.

{{00:04:58}}
You know, for that, you have to take
a lot of things into consideration

{{00:05:01}}
and that's where diversity and
inclusion comes into place.

{{00:05:04}}
Because, you know, before I moved
here, you know, I wouldn't think

{{00:05:07}}
about it in that way because I would
sit in my office somewhere doing

{{00:05:13}}
something and then it goes globally.

{{00:05:15}}
But that's different now because when
I am doing something and I'm speaking

{{00:05:19}}
to someone in Saudi, the things they
would say that I would never have

{{00:05:22}}
thought about without speaking to them.

{{00:05:24}}
Without including them in that process.

{{00:05:27}}
And it's the same thing, even if
I'm talking to someone in Australia,

{{00:05:31}}
there's some things they're going to
say that I would not have thought about.

{{00:05:34}}
And that is where, you know
because, inclusion and diversity,

{{00:05:37}}
we all think differently.

{{00:05:39}}
And the best way to get the best
out of any situation is getting

{{00:05:42}}
everyone together and collaborating
and getting their thoughts, and that

{{00:05:46}}
is really, really important as well
when it comes to design thinking.

{{00:05:49}}
Design thinking moves HRs focus beyond
building programmes and processes.

{{00:05:54}}
Where do you see L and D
programmes of the future going?

{{00:05:57}}
Is it people focused?

{{00:05:58}}
Is it task focused?

{{00:05:59}}
Is it business goal focused?

{{00:06:01}}
Or is there something else?

{{00:06:02}}
I think it's people
linked to the business.

{{00:06:05}}
So we need to ensure it's people focused
because people are the ones that are going

{{00:06:09}}
to be be engaging in the learning process,
and it needs to be linked to the business

{{00:06:13}}
because the business has to be profitable.

{{00:06:15}}
So it needs to be people linked with the
business, or the organisational strategy.

We don't want it to be a tick the
box where you are just ticking the

We want individuals to embed
that, to apply it in their job.

Design thinking is that non-linear
process of solving a problem, but

keeping the end user at the peak of this.

So with this, where we had the
traditional work environments where

the training just comes to you and
you have to be in the classroom.

So with design thinking, you take
the user into consideration, the user

So that's why design thinking has
become really, really important and an

integral part, because you don't want
a situation where it becomes a tick the

box, and people have a vested interest
in it because you've listened to what

Some people want it on their phone
through an app, and then probably

a kind of discussion sessions with
colleagues, so to embed that learning.

So it is really, really important
now, when we think about our

And I guess, you know, design thinking
seems to really be about understanding

But many organisations are
so large and so complex.

How can HR teams really understand
the challenges, and the impacts

of those challenges, for different
teams across the business?

I think what you've just said is the
honest truth, especially when you're

working in a global organisation across
different time zones, it is a lot of work.

And a lot of work means you have to
have a lot of sessions with various

You have to do your
day job alongside that.

But I think it is important because
when we look at global organisations, we

all, yeah we are one organisation, but
we have different cultures, you know.

So you need to listen to those people
because when you are putting that

in, you need to be culturally savvy
to ensure that the right words and

You know, for example, we're based out
in Dubai, there's some things that,

you know, you can say in a learning
session in Europe, you can't say here.

So without actually going through that
and having the contribution of users

here, then you're going to miss that out.

Yeah, it is difficult, but I
think it is really important.

Is it just the process of getting the
learning programmes in place that changes,

or does it make a difference to the
employee's actual experience of learning?

It does make a difference to the
employee's actual experience of learning.

Because you know, I think, like I said,
even for our kids that go to school,

You know, if we think back prior to
the pandemic, kids then go to school

So now the learning experience
has changed and we need to

We're talking about digitalisation,
we're talking about all of that.

So the learners experience needs to
change, you know, if I think back to

when I was much younger and my dad
was going on a course or something.

You know, he travels away and then he sat
in probably a classroom or something for

five days, six days, and then comes back
with a certificate and stuff like that.

That has changed because people
have to think about people's

So there's so many things that need
to be taken into consideration, and

when we think about this as well, when
we think about the experience for the

Some people go through the training
and wanna have it you know,

e-learning so I can actually go
back to it, I can refer to it.

If I have a situation where
I need to apply it, let me go

Some people want to have that
conversations with their colleagues,

either in person or virtually,
and share experiences; oh, I've

And in situations like that, that is
where the learning actually sticks because

People remember stories and, oh, when
I was in this meeting, this person

said this, oh, I'm going to use
that, I'm going to do the same thing.

And that is why it is all about the
learner and the experience that they

Well, it's interesting that you
mentioned, you know, the importance of

kind of understanding the uniqueness
of different cultures and areas.

How could design thinking, you know,
potentially influence or support

diverse and inclusive elements
within their L and D programmes?

I think, you know, diversity and
inclusion has become really important

globally, and I think, you know, when
you understand the culture, that also

drives down, you know, when it comes to
diversity and inclusion as well, you know.

So it all goes into a particular
programme or particular learning

experience for that because it's
all about the learning experience.

You know, for that, you have to take
a lot of things into consideration

and that's where diversity and
inclusion comes into place.

Because, you know, before I moved
here, you know, I wouldn't think

about it in that way because I would
sit in my office somewhere doing

But that's different now because when
I am doing something and I'm speaking

to someone in Saudi, the things they
would say that I would never have

Design thinking aims to question the accepted, personalise the mundane, and update the outdated - all by keeping future users at the heart of the design. But how can this be used to improve learning in the workplace?
Olufunke Akinjiyan, Learning & Talent Management Director at Jacobs, explains how implementing this approach can increase employee engagement and long-term learning outcomes in workplace training.