Inclusive design change guide
Building on the inclusive design assessment, the change guide provides design leaders and senior designers with change management theory to improve inclusive design practices in their organization.
The inclusive design change guide is a tool that supports design leaders and senior designers to implement change into their organization and improve inclusive design practices. The tool follows a step-by-step process based on change management theory and is specifically developed to supplement the skill set of designers. Below a short explanation of each step can be found.
0 ASSESS AND FOCUS
As preparation for the change process a step of orientation takes place. The inclusive design framework and assessment are tools that Doga has developed as supporting tools in this step. Combining insights from the assessment with organizational needs, goals and resources allows for decision making with regards to focus for inclusive design.
1 CALL TO ACTION
In this step it is substantiated why action is needed and a vision is created of what the action should achieve. This is also a suitable moment for design leaders to express themselves as thought leaders.
2 STRATEGIC ALIGNMENT
In order to achieve you inclusive design goals, they need to be aligned with overarching organizational goals. Involve relevant stakeholders early on to find synergies. In this phase a core team formed to lead the change.
3 WIDESPREAD SUPPORT
Together with the core team a compelling story created and communicated to gain support throughout the organization. Open doors for people to get involved and support grassroots initiatives.
4 CONDITIONS FOR SUCCESS
Involvement also needs to come top-down. A level of commitment from leadership, accompanied with the right resources are necessary to create change. Create a solid plan focused on measurable business results and use the support throughout the organization to communicate importance of the change.
5 CREATE MOMENTUM
Change takes time, and to keep people motivated it is important to communicate short term wins. This step is also a moment to evaluate how initiatives are going and possibly reallocate resources to create momentum.
6 ESTABLISH STRUCTURES
The final step is all about making sure your efforts do not remain temporary. Use indicators to evaluate business value and select the most promising initiatives. Define structural elements such as e.g., tools, processes, training or separate budgets to sustain the achieved change.
After going through a full cycle, a new assessment can be done. This can potentially lead to a new focus, vision and goals for inclusive design in the organization.