Organizational Assessment and Strategy
Client: Banco Del Creditu Perú
Role: Creative Director
Year: 2019
Project Duration: 6 weeks
The Ask
Banco del Credito Perú had been heavily investing in their strategic design team. Born of an innovation team, and now tasked with broader responsibilities throughout the IT organization, this team of over 60 UX/UI designers, service designers, and design strategists needed to adapt and change.
Their vision to become a world class design organization was hampered by a lack of training in Perú, a desire for a whole team evaluation, and some organzational strategy for how to build a team.
Methodology
To gain a comprehensive understanding of how the team as individuals and overall we used a variety of methodologies that spanned from qualitative to quantitative. We took into account our own observations, peer evaluations and self assessments to create both organizational and personalized recommendations.
We also had project debriefs where teams walked us through ongoing and recent initiatives so that we could quickly get up to speed on the breadth of work being done, as well as to to get a chance to have each team member present work, and ask them direct questions.
What we delivered
We delivered a set of recommendations and frameworks that helped their leadership understand how to grow their team, and what specific steps could be taken, along with a detailed 2 year, quarter by quarter roadmap that outlined steps for them to take action on each of our key recommendations.
DESIGN “MONEDA”
The “Moneda”, or coin is a visualization of the capabilities we felt would be of value for a team member of the strategic design department. This coin represented all the areas that a designer could potentially have or areas where they might want to specialize in. It became the foundation for us to build out career paths and leveling for the team as well.
ASSESMENT CRITERIA
The assessment criteria chart is related to the moneda. It visualized the results of the 360 peer evaluation compared to the designers own self assessment. Participants were asked to rate themselves and their peers on 6 key attributes, and could how their own scores compared to their peers’ impressions.
OVERALL ASSESSMENT + MONEDA FRAMEWORK FOR CAREER GROWTH
The assessment looked at the critical components for a well functioning team, and was an overall score for the team. The moneda framework was something that we introduced as a way to foster a healthy sense of career trajectory.
INDIVIDUAL REPORTS
Each designer we evaluated also received a printed copy of their synthesized readout. This booklet explained the new “moneda” framework, defined each of the skills. It also had their assessment scores, and showed archetypal designers and where we felt they ranked on the skills and assessment profiles; to show that mastery of all was not necessarily the goal.
Final Thoughts + Next Steps
Diving deep into organizational design and strategy was new for me, though we had the support of some veterans on the team. However what made us successful was the blessing of strategy with the authority of a multidisciplinary design team. Together we were able to over-deliver. Not only did we give them a real evaluation as a team, but also for all the team members, as well as a concrete path forward.
Following this engagement, we partnered with BCP to help them launch a new app experience, embedding our own designers in their mobile team.
For more information about this or any other case study on this site, please contact me at daniel.holtzman@gmail.com