As presented on Playbook


  • Thoughtful and intentional design of building out a design practice / team. Having a Head of People can serve a different function than traditional HR as the talent acquisition process and retention support model is more nuanced.
  • Center of Excellence in which teams can lean into when needing guidance.  Development of this type of tool sets a baseline for how to approach problem solving through a design lens.
  • A career-pathing solution that supports collective and individualized growth by working with managers and individual contributors to better understand personal professional missions.


  • How well can Human Centered Design be adopted as a means to another means which rely heavily on the guiding principals of HCD to support the overarching process. Research tools such as qualitative research supported by quant to best understand and prioritize action areas as well as setting standards (tools) around best practices for application.
  • Organizational activation / readiness assessment – how implementable is design as a change agent. This can be tested through making sure leadership is riding shotgun through much of the process so there is buy-in from the top opening the door to assimilation.


  • A framework for how to systematize and prioritize work. This can be developed through understanding what works best, in context.
  • OKRs for teams and/or projects and ventures. However often it’s necessary to make sure everyone is driving towards the same goal.
  • Effective communication strategy and support tools. This requires executive-level commitment to evangelize and support all of the above as essentials to maintaining (and iterating on) the ecosystem of an effective design-partnered culture.