A new service offer based on Design Thinking

Last week, Talsom unveiled its new “Technology Strategy and Innovation” service offer at Salon Connexion. This new offer based on the Design Thinking approach, is part of the support that Talsom offers companies in all of their digital transformation from strategy to implementation, through business architecture, project leadership and change management. 

A digital transformation powered by Design Thinking (DT / DT)

In an era where digital transformation has become a concrete reality for every business, Talsom wants to support each of its customers in defining their identity and their digital target. Indeed, organizations that fail to identify these two variables will find it difficult to survive in the environment, that is becoming more and more competitive. Supported by our team of experts in Design Thinking, each company will be able to make these key digital decisions that will serve as a guide for all of its initiatives and activities.

We can not measure what we do not define

We embed an innovation-driven culture at the heart of organizations and co-create organizational designs, processes, channels, services, and digital products. Through the approved approach of Design Thinking, we want to make digital transformation a lever of differentiation, competitiveness and growth for each company. The cornerstone of innovation, Design Thinking is more than just an approach, it is a state of mind based on empathy. With a deep understanding of users, their needs, and the ecosystem in which they operate, the iterative approach of Design Thinking creates a collaborative climate from which viable and desired solutions to the marketplace emerge.

We can not improve what we do not measure

Today 56% of CEOs confirm that improvements made through the introduction of digital have already increased their profits [1]. Design Thinking supports companies in aligning their strategic vision with the successful execution of their technology projects.

To download the details of the new offer, visit our PAGE.

Put the employee at the center of the organization

Mandate and Challenges

Today more than ever before, businesses are searching for ways to innovate and to ensure that they are industry leaders. To do so, they can now turn to new technologies trending on the market, review their business processes and ultimately take part in the wave of innovation. Several businesses have very wisely taken such highly useful aproaches, thus demonstrating their will to be proactive to avoid being left behind.

In the present case, our client took its reflection a step further by addressing the very needs of its employees before it began the process of implementing changes. It asked itself the following question : “ How can I place my employees at the heart of the organization ? ” The idea behind this inquiry was to ensure that the  members of the company were fully mobilized and had the will to participate in the future growth of the company. The client thus wished to define the employee experience by ensuring it understood the key needs of its employees.
This would indeed make for the very challenge of the project: placing employees at the heart of the approach.

Needs and Objectives

  • Develop an environment in which each employee can develop on a professional and personal level.
  • Define an employee experience that aligns with the company’s values.
  •  Translate the information and comments received into concrete, achievable actions.
  • 22 days of projects.
  • 6 members of the transdisciplinary horizon project team.
  • 60 individual interviews.
  • Generation of 500 new ideas.
  • Creation and validation of 74 ideas.
  • Delivery of a solution that equally concerns both the company’s culture and technology

Potential Solutions

The client successfully achieved two key deliverables. First, it was able to target the answers to important issues that employees had communicated and to respond to them with both technological and support tools. This solution, which resulted in a Team Member Journey, was ultimately validated by employees. Second, the solution consisted of defining the pillars of the company in an effort to mobilize employees. As part of this process, a cultural change was instilled within management in order to fully mobilize employees and thus support the company’s growth. This led
to the development of procedures whereby employees can understand the meaning behind their work, become empowered to realize their potential and be recognized for their efforts.

To download this case study, click here