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Ben Holliday is an experienced design leader, writer and speaker. This is his blog (started in 2005). If you’re new to this site, Ben has published a playbook for design linking together many of his blog posts from the past 5 years. You can book him to speak at an event, get in touch or follow him on Twitter.

All blog posts in organisation design

Scaling user-centred design

Last week I published a post about making design work in large organisations. All about design leadership and the importance of becoming a design-led organisation.

One of the challenges I’ve faced over the last year is how to build and scale a user-centred design function for a large organisation. Continue reading…

Supersized. Making design work in large organisations

I’ve spent 20 months growing a design team in the UK government’s largest public sector department. Think of this as a mid-term report and what I’ve already learned working in the education, media, arts, and charity sectors.

In government I believe it’s time to go big on design. Continue reading…

Currency

The relationships we build with people at work

I’ve been thinking about how we build relationships.

This is the most important thing most of us do at work. It’s how things get done. How tensions are resolved. How decisions get made.

It’s all about currency. Continue reading…

Disrupters vs Unifiers

Learning to play distinct roles at different times

skakespeare-macbeth

Shakespeare’s Macbeth: Act 2

I had to ask myself the other week – am I being disruptive enough or have I become a unifier? I think that there’s a distinction. Organisations go through different phases or shift focus, often deliberately. Continue reading…

The bold city

Those that survive will be bold and imaginative

hove-seafront

Hove seafront September 2005

I spent almost 6 years of my 20’s living in the city of Brighton and Hove. This Guardian article about the new Landmark i360 tower caught my attention late last year – Brighton reaches for the sky in bid to reverse its ‘lost decade’ of neglect. Continue reading…

Everyone wants to solve the problem

Here’s what failing organisations might have in common

Everyone wants to solve the problem, but they want to solve it themselves.

That’s how you get recognition. It’s not recognised as success if you’re seen to depend on somebody else and this is buried deep in the culture of the establishment. Continue reading…