Voici comment vous pouvez favoriser une culture de l’innovation et surmonter la résistance au changement en tant que concepteur de produits.

Being empathetic should be at the core of your so-called "soft skills" since understanding where people are coming from, their struggles, needs, and desires is the first step towards designing good and innovative solutions. This is true for users but also for your colleagues. Try to take a step back and ask: Why might they be hesitant to adopt new ideas? Listening and empathizing can help you address their concerns more effectively.

Empathy I put myself in my team’s shoes, understanding their concerns and motivations. This builds trust and openness to new ideas with my team. I actively listen to feedback, address fears, and involve the team in the ideation process, ensuring everyone feels valued and heard.

It is obvious that internal stakeholders typically resist change and don't want to change the way things work unless they begin to hurt them. In many projects I see that team members already understand when things need to change. I see that as a starting point. The first part is putting yourself in their shoes and being able to ask relevant questions e.g. How long have they known the problem? Why weren't they able to resolve it? What all have they tried? Whose support would they need? When you approach the design process taking into account the voice of your customers - they begin to feel heard and part of the solution.

Your actions can inspire others to embrace change and innovation so make sure you show your willingness to learn, experiment, and adapt. When others see you embracing change, they will be more likely to follow.

I embrace change and show its benefits through my actions and designs. By consistently pushing boundaries and adopting new trends, I demonstrate the positive impact of innovation. My commitment to continuous learning and improvement inspires others to do the same.

Clear communication is key to getting buy-in from stakeholders and other team members. Start by explaining the processes and steps involved in the change. When people understand the extent of what's behind the changes, they are more likely to support it.

Many a times attempting to solve a design problem, requires one to unearth all the possible issues underpinning the problem. Unfortunately, sometimes stakeholders live with their problems and rather bury it and learn to live with it - to the extent that they don't see it as a part of the problem, unless you ask pointed questions. Sometimes problems are uncovered late in the project. Often teams have varied solutions and getting them to agree is difficult. Eventually I believe laying out a process map or a workflow that articulates the process in a clear and distinct manner - allows them to see the visual layout of what they have been dealing with and how it needs to change.

This is a key element and requires 2 things to happen. 1st is the assurance that any solution will only be implemented with the right kind of support such as training sessions, hands on practice labs, sandbox environments, etc. 2nd is that the Team members are in control of their environment and are the owners of their own processes. When team members participate in the process and embrace the change, they are more likely to make suggestions and build on the idea of each other. This is a good and solid foundation to start on. Such collaboration and ownership must also be fostered by the Centre of Excellence if such team exists or by the Sr. Management.

Even without a formal program, you can offer informal mentorship to junior colleagues. Be approachable and open to questions. Offer guidance on specific design challenges, and career advice, or simply provide a sounding board for their ideas. Consider starting an internal design blog or creating a knowledge base where you can document design best practices, user research findings, or design tutorials. This allows colleagues to access your knowledge at their convenience. Offer to review the design work of your colleagues and provide constructive feedback. This fosters a culture of collaboration and helps everyone improve their design skills.

It's really important to celebrate someone's wins, big or small. There are many ways of doing this, such as an award or recognition during a team ceremony or group meeting. One thing to remember is learning how each person likes to be recognized since everyone has different ways of wanting to celebrate their achievements.

Schedule regular team meetings to discuss project progress, share updates, and address any roadblocks collaboratively. Consider both formal meetings and informal check-ins. Recognize the value that team members from different backgrounds (design, development, product management) bring to the table. Encourage everyone to contribute their unique perspectives and expertise. Foster an environment where respectful disagreements are encouraged. Healthy debate can lead to more innovative design solutions. Discourage personal attacks and focus on the merits of the ideas.

Many a times I've seen teams pull in opposite direction. This primarily comes from the inability to see the bigger picture. What works for one team does not align well for another. Over a period of time - this tends to make departments work in silos. For large organisations, having someone or a center/COE that makes them come together share their experiences and knowledge in forums or as a intranet blog, or a townhall etc. can help build a culture of Innovation. However, smaller organisations and startup too need to inculcate this process of collaboration and respecting diverse perspectives at problem solving. Fostering such dialogue and idea sharing can help teams collaborate better.

e prepared to address situations where you receive conflicting feedback from different stakeholders. Analyze the feedback, understand its rationale, and try to find solutions that address everyone's concerns as much as possible. Facilitate discussions between stakeholders to find common ground. Implement team-based recognition programs to reward successful collaboration and achieve project milestones together. This reinforces the value of teamwork and motivates everyone to contribute. Consider implementing new methods or technologies that might enhance collaboration within your team.

I see an important perspective that typically is ignored where it comes to product design and that is to evaluate and understand the needs of your client. It is important to gain an understanding of what your external stakeholder and end client will need. Product decisions cannot be made on the basis of opinions but must be validated with factual information and data wherever it can be supported. I see this as a problem in products where the end audience is very large and cannot be quantified, designing for such an audience is risky and the user behavior needs to be researched adequately. Else lapsing into a blame game becomes common.