The Participative Design Workshop

And the Socio-ecological Perspective

Don de Guerre

6/17/2009 | 1

Global Social Environment (characterized by value shifts as people change their world)

The Work of the Search Conference: to develop business strategy aligned with environment

Environment acts on the system presenting opportunities for Puzzle Learning

The Work of the Participative Design Workshop: To produce

a learning organization

System acts on environment for Active AdaptivePlanning

System

Based on Open Systems Theory, selected principles and tools are applied to a variety of complex change

challenges.

Unique Designs

A socio-ecological systems perspective

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Small “knowledge work” org’nOne level org’n. Whole org’n is decision making body composedof temporary, overlapping project teams

Small to medium org’n with specialized people at strategic level. Also known as “Democratic Modified” where responsibility for control is still one level above where work is done, but responsibility for co-ordination is in the group

Large org’n with non-specialized people at strategic level

Variations in Democratic Organization Systems

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The Three Phases of a PDWPhase 1. Analysis (of what exists now)

Briefing 1 - Design Principle 1, then....

Groups complete matrix for 6 psychological requirements of productive activity.

Groups complete matrix of skills/knowledge and certifications available.

Reports and diagnostics.

Phase 2. Change (redesign)Briefing 2 - Design Principle 2, then....

Groups draw up work flow.

Groups draw up organizational structure and redesign it.

Reports and revisions.

Phase 3. Practicalities (implementation planning)Briefing 3 - What Is Required to Make the Redesign Work, then Groups spell out....

a comprehensive set of measurable goals.

training requirements (from skills matrix).

the basis for designing career paths.

how the redesign improves scores on the 6 criteria.

other requirements, e.g. mechanisms for coordination, changes in technology, etc.

-5 0 5 -5 0 +5 -5 0 +5

0 10 0 10 0 10

EFFECTIVE ORG DESIGN

HIGH EMPLOYEE ENGAGEMENT

MEETS THE BASIC HUMAN NEEDS OF

WORK

ELBOW ROOM LEARNING ON THE JOB VARIETY (Autonomy in (a) Setting Goals decision making) (b) Getting Feedback

MUTUAL SUPPORT AND RESPECT

MEANINGFULNESS(a) Socially Useful(b) See Whole Product

DESIRABLE FUTURE

OPTIMAL

MAXIMAL

Intrinsic Motivators

Participative Design Workshop Using Mirror Groups

Introductions - Explain plan for the workshop

Briefing #1 - Design Principle 1

Mirror Groups analyze 6 criteria and skills as they now exist A B C D

Reports of A & C’s positions

Briefing #2 - Design Principle 2

Map workflow and structure, create redesigns

Add goals, training requirements, etc..

Groups finalize redesigns

Final Reports of A & C’s redesigns

A B C DMirror Groups swap roles

and repeat the process

SEL Participative Co-design Process

Connect

Innovate

Design

Implement

New Social

Architecture

9© 2013

The Design Phase

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DESIGN SCIENCE PRINCIPLES

• Mash up (smart recombinations)

• Prototyping (modelling, fallacy of misplaced concreteness)

• Rapid iteration

• Time boxing

• Max mix

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Everyone is a Designer

Traditional PDW IDEATheoretical Grounding OST/STS OST/STS

Design ScienceAppreciative Inquiry

Theory Inputs DP1DP2

6 factors

Rapid Iterative Prototyping

Creative InputsTed TalksYou Tube

RSI AnimateShort Case Articles

Participants Natural Work GroupsDiagonal Slice

Intact Groups as Design Teams

Whole SystemDiagonal Slice

Maximal Mixing of Groups

Agenda Briefing 1: DP16 factors

Skills matrixBriefing 2: DP2

Current Org Structure & Workflow

New Org StructureBriefing 3: Practicalities

IntroductionResearch

IdeateDevelopIterate

Mash UpPrototype

Refine (Validate)IterateBuild

Change Process Preparation to DesignFormal and Legal Agreement

PDWsIntegrationTown Hall

Implement

ConnectInnovateDesign

IntegrationArea TeamsTown Hall

Implement

Output DP2 Organization Structure Multiple Organization ModelsRelational, Spatial, Structural

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