- Methodology
Design your future
Future-Proofing: an integrated approach
The transformation methods in fashion today were designed for a slow and predictable world. That world is gone.
You now need an approach built for this era of uncertain, fragile and complex change, described by VUCA or BANI.
What sits behind those terms “Future-ready” and “Futur-Proofing”? Raking your business permeable to change by building on your “strategic resilience” and “sustainable adaptation” to become an “anti-fragile business“.
For that, I offer an interdisciplinary approach drawn from design and from innovation strategy tools, to make your career, your management and your revenue durable and robust.
This approach concerns everyone in the business and its stakeholders. It grows out of an innovation culture that is solid and shared.
From business thinking to design thinking
HR Design, a new mindset for new challenges
The HR Design approach matters most when:
Candidates hold the power
Candidates have worked out that they hold the power to choose their next employer. They look for a job, and equally for a team, a development path, a purpose and a say in their working experience.
A service mindset in HR
Recruiters have to master the idea of service. 65% of global talent acquisition leaders consider the relationship with current and former employees a priority for their organisation.
Employees behave like consumers
Employees behave like consumers and ask to personalise their working experience, in the same way they expect a say in the design of the products they buy. They also hold the power to share their satisfaction, or the lack of it, on social media.
Engagement is short-lived
Long-term engagement and attachment appear to belong to the past. People know very well that when pay rises sit around 3%, changing jobs can mean a significant increase.
Collaboration is the new normal
Innovation in a VUCA world has nothing to do with making things slow, certain, simple and transparent. It is about understanding the world and acting on that understanding together, with a collaborative and interdisciplinary approach.
Inclusion drives results
Businesses that value diversity and inclusion attract a larger pool of candidates, and they also gain in creativity and in performance. HR has a duty to put in place policies that support diversity, inclusion and equity.
Preparing your business for its future turns a support function into a creator of experience. That is what moves HR from partner to contributor.
Benjamin Chaminade
The principles of HR Design
HR design sits at the crossroads of several specialities, design thinking, service design and human-centred design, and it rests on 8 core principles.
Centred on candidates and employees
Built on the idea that employees are customers who look for and live an experience, HR Design speaks to every audience in the business: candidates, current employees, former employees, and sometimes customers and suppliers.
Visual
HR design brings to life what is often intangible. It gives a visual representation of the candidate journey, from first contact through to interview, and of the employee cycle, from onboarding through to departure.
Sequential
The experience, whether the candidate's or the employee's, is designed as a chain of interdependent and interconnected events. Every stage is carefully thought through to work with the others, even where the links are not immediately obvious.
Human first, technology second
Our ability to observe, engage and adapt to the behaviour, the needs and the mindset of others is what lets us create engagement. Technology is a tool to speed up the process and widen its reach, and it does not replace people.
Collaboration rather than empathy
HR design treats empathy as the catalyst for collaboration. In the design process, it favours involving the people affected by the change over spending time guessing what they need.
Inclusive
HR design sets out to include everyone affected by the changes ahead. Neither hierarchy nor seniority decides who takes part. It is an approach that encourages sharing ideas and points of view within multidisciplinary groups where everyone can speak.
Holistic
When you talk about experience, you have to address the HR, management, commercial and marketing sides at the same time. HR design encourages many iterations to refine and continuously improve the strategies and the actions HR puts in place.
Agile and fast
The experience, whether the candidate's or the employee's, is designed as a chain of interdependent and interconnected events. Every stage is carefully thought through to work with the others, even where the links are not immediately obvious.
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