2018
Client: Nike
By Estúdio Nômade
Client: Nike
By Estúdio Nômade
Methodology to guide and coordinate a talent preparation program for strategic leaders at Nike Brazil. To stimulate their personal and professional development and their design skills to be able to solve two real business challenges. The impact of the project can be seen in leaders promoted or transferred to other international Nike headquarters. The design thinking, codesign, and strategic design tools effectively developed a systemic worldview in the participants.
• talent development • service design • leadership • employee experience
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My role: I supported the program methodology development, bringing expertise on applying the strategic and service design mindset and tools during the process. Also, I worked in the design of graphic materials: toolkits, visual infographics and the report's website.
What people said:
“We are already feeling the development of the members of this group because now they have a more strategic perception, a more pronounced vision of the future. Since they lead themes connected to our business, which will bring benefits to the way we work in Brazil today”.
Raquel Uyechi, HR Manager Nike Brazil
visualization of the project flow ↡
Problem Statement:
We were asked to design a talent development program for Nike's new generation of leaders, considered high potential employees from different company sectors. We divided into 04 stages during 07 months to prepare the new generation of company leaders.
We offer depth and consistency skills necessary for them to create relevant solutions to the two challenges presented ￫ strategic design thinking encourages high-performance behaviour in generating creative solutions using design thinking, codesign, and strategic and service design tools.
We offer depth and consistency skills necessary for them to create relevant solutions to the two challenges presented ￫ strategic design thinking encourages high-performance behaviour in generating creative solutions using design thinking, codesign, and strategic and service design tools.
While strengthening their capacities and conscience as leaders ￫ empowering talents, fostering a journey of discovery and critical analysis of personal performance, thus developing relevant skills and contributing to their personal and professional growth 🧠
Process:
The process was divided into:
1) Warming Up Drill: kick-off workshop;
2) Understanding: the step where the teams had to understand and expand the problem, research and run interviews and empathize with the user;
3) Defining: the step where the teams had to synthesize all information and define the briefing;
3) Defining: the step where the teams had to synthesize all information and define the briefing;
4) Creating and Making: the step where the teams had to create solutions, prototype and test them with real metrics;
5) Delivering: the final step where the teams had to show what they achieve, the results and how they start implementing the solution.
Each cycle had two phases:
1) Working Sessions: sessions to experiment and learn design tools that could be applied throughout the process;
2) Performance Analysis: activities with assessment tools. These instruments facilitate the understanding of the behavioural profile and personality characteristics.
2) Performance Analysis: activities with assessment tools. These instruments facilitate the understanding of the behavioural profile and personality characteristics.
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12 high-performance leaders ￫ seeking new skills to research, cocreate and execute business challenges
📍 Creation of Personal Maps with quantitative and qualitative data for personal development
8 working sessions ￫ to guide the design of complex challenges
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challenges presentation ↡
Warm Up: kick off workshop ↡
personal journey guide ↡
personal assessment maps ↡
website with final report ↡
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