Summary
The discussion features insights from various speakers on the pivotal role of relationships in organizational culture and design. Julie highlights the need for experiential learning over mere persuasion to foster behavior change, while Nathan explores ways to visualize relationships within organizations to enhance understanding and value. Phil discusses design evolution at IBM, addressing challenges and successes over the years, particularly how to incorporate younger and experienced talent. The conversation underscores the significance of empathy in communication, co-creation across boundaries, and the necessity of generating hypotheses around risk-taking in organizations. The speakers emphasize that change requires understanding and aligning motivations, creating safe environments for experimentation, and fostering a culture resistant to traditional rigidities.
Key Insights
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Practical experiences are key to culture change in organizations.
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Leadership must prioritize relationships to foster innovation.
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Design thinking is about doing rather than just theoretical knowledge.
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Empathy and understanding are critical in organizational dynamics.
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Organizations should frame discussions around value rather than just numbers.
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Successes, no matter how small, build momentum for larger changes.
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Engaging in deliberate conversations can reshape the understanding of value in businesses.
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Risk-taking should be redefined as hypothesis generation rather than avoidance.
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Younger and experienced professionals should be blended for optimal team dynamics.
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Communicating with humility helps bridge gaps between different organizational roles.
Notable Quotes
"We really want to change behavior, not just get people to say they're doing design."
"The most interesting thing we did is reject a studio model for design."
"Most everybody in most jobs comes to work to create something great."
"We haven't done this at the C-level but we've done it at the director level."
"We've found huge power in the thing of listening."
"You can't have culture without relationships."
"We're building a program not just for today, but also for 2025 and beyond."
"It's not about risk or not risk, it's about acceptable amounts of risk."
"We engage the legal department in conversations about risk."
"Good decisions can come from small successful projects that align with a vision."
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