IDEO and Fotile have had a relationship since 2009, working together on projects including a unified design language for product offerings, retail environments, and IoT strategy. For the dishwasher, IDEO and the Fotile research team came together for design research, shadowing Chinese families in different cities as they prepared meals from start to finish. Together they discovered that unlike in Western cooking, where several kinds of cookware are used for different dishes, Chinese cooks tend to use the same cookware to prepare all of their dishes.

That meant that the cookware needed to be cleaned several times during a single meal preparation, rather than once at the end. In this context, the sink serves different purposes over the course of cooking—it’s a place to wash and store prepped ingredients, rinse the cookware, and deep clean the dishes used in food prep and during the meal.

Based on this insight, IDEO made a list of product design recommendations that became Fotile’s Sink Dishwasher—a counter-level, multi-purpose appliance that specifically suits Chinese cooking habits. IDEO’s design guidance gave Fotile the confidence it needed to launch its product into the market, and served as a blueprint for the future iteration of Fotile’s Sink Dishwasher.

On March 25, 2015, six months after the project ended, Fotile launched the world's first sink dishwasher designed for Chinese families. Eight months later, its market share exceeded 30 percent, setting off a wave of innovation in the Chinese dishwasher category.

In 2016, Fotile introduced a three-slot dishwasher with an added compartment for cleaning fruit and vegetables—a direct response to a research finding that Chinese families are concerned about food safety. When this new model hit the market, Fotile’s dishwasher market share jumped to 41.1%. In China, Fotile is now synonymous with “sink dishwasher,” and the company has a widespread reputation among consumers as a symbol of a safe and healthy Chinese family kitchen.

Since its founding in 1994, Fotile’s Chairman, Mao Zhongqun, has made it his goal to “do nothing but build a high-end Chinese family brand.”

30%

Fotile Sink Dishwasher’s share of the market in China, just eight months after launch

41%

Fotile’s dishwasher market share after it launched a three-slot version in 2016

#1 selling brand

in the mainstream price segment of the Chinese dishwasher market as of August 2023

BoAo Group’s idea to design a new baby car seat was fueled by a newly revised minor protection law, which made using child safety seats mandatory beginning June 1st, 2021. As ZUOWE and IDEO looked around China’s emerging car seat market, the team noticed a singular focus on safety and safety features across most international and domestic brands. There was a clear opportunity for a new product that could meaningfully differentiate itself by not only providing safety features but also meeting the needs of modern Chinese parents.

To kick off the project, the IDEO team needed to answer two questions: What matters to the new generation of parents in China? And how will their style and approach to parenting affect their expectations for baby car seats? Taking into account the potentially different consumer needs in different geographies, the IDEO team headed to Shanghai, a city with more than 25 million people, and the city of Taizhou in Zhejiang province, which has a population of 2 million. They conducted in-depth home visits to local families, visited many brick-and-mortar mom-and-baby shops, and interviewed people like specialized nurses, parenting experts, and child psychologists. 

Despite the differences between the two cities, IDEO discovered commonalities during consumer conversations. Young Chinese parents were experiencing a perceived identity gap. As individuals, they felt they had distinct personalities and a clear sense of self. They actively expressed themselves through their clothes and belongings. But when they became parents, this sense of self weakened or disappeared completely.  Their identities shifted to being someone’s mom or dad overnight. This new generation was eager to show their unique approach to parenthood as they used to express their sense of self. But many products were designed for children, with little regard for parents. 

This core finding helped set the direction for the new baby car seat design and brand Maple&Co. However, there were still two significant challenges to overcome. One, IDEO needed to design a product with stringent technical regulations and standards on a tight timeline—ZUOWE wanted to launch the new car seat at an important industry trade show within the year. And two, the team had to help the organization transform its thinking and ways of working to be more consumer-centric.

BoAo’s strength lies in its 20 years of experience developing and manufacturing car seats for major domestic and international automotive brands. This gave the company an edge in overcoming technical barriers and driving mass production. But its engineering and manufacturing mindset had become a barrier to transforming into a D2C brand. With such ingrained ways of working, pivoting to a more creative process can be hard. 

To address this hurdle, IDEO set up co-creation workshops, bringing together ZUOWE’s newly formed baby car seat team and manufacturing experts from their factories to discuss design direction and details early on. The benefits of the collaboration were clear: It was easy to share feedback in a timely manner and make product design decisions very quickly. When IDEO presented a design that emphasized natural textures during a workshop on brand positioning, a member from Bo Ao’s manufacturing team said, “This feels very different. This could become a major selling point,” and that they had “never seen” anything like it done by other baby car seat brands.

A year after working together, ZUOWE Technology launched Maple&Co and the new Maple baby car seat across its main e-commerce channels. Modern and minimalist in soft natural colors and wooden veneers, Maple appeals to the aesthetics of young parents in China. Despite a series of micro COVID outbreaks in China, within three months, Maple had already achieved better-than-predicted sales and received favorable comments about the look and quality of the car seat from parents. Fast forward two years, additional collaborations with IDEO have enabled the young startup to grow its child travel portfolio from a signature car seat into a more holistic offering that includes highly functional, fashionable, and adaptable car booster seats and strollers that thoughtfully address the needs of modern Chinese families across various life stages at home—and on the go.

China's minor protection law mandated the use of child safety seats beginning June 1, 2021.

‍

Despite incoming regulations fueling a surge in purchases, car seats on the market rightly prioritized safety but did not consider the emotional needs and lifestyle preferences of a new generation of Chinese parents.

1 year

after the project ended, a new, differentiated baby seat product and brand, Maple&Co, launched

Top 6

during the 2023 “Double 11” shopping festival, Maple&CO secured the 6th spot on Tmall's new brand pre-sale list

‍

“Over a year ago, I had to take my cat to the vet for an unexpected and expensive surgery,” says one Card Member. “To be honest, I still don’t know if I’ve paid the bill off.”

Many crave the flexibility to pay for large purchases over time, but also want to avoid the pitfalls of debt. Others rely on debit or cash for small items—no one wants to accumulate interest on a cup of coffee, lunch with a friend, or box of Kleenex—but then miss out on valuable rewards.

American Express worked with IDEO to help them attract new customers by understanding what financially stable young adults wanted in a credit card. The team began by interviewing more than 120 millennials to understand their payment behaviors around debit and credit, and how they think about borrowing and spending.

One person described the monthly panic of receiving his bill—described as “statement shock”—and his habit of making multiple payments before his billing cycle closed to ease this anxiety. Others were wary of credit because of a large veterinarian bill or financial mistakes made in their 20s, and relied on debit because it felt safer than accruing a balance to pay off. Overall, the team learned that many consumers experience anxiety about paying their bills. And while financial products that offer more flexibility and control have been needed for years, they are especially valuable in times of economic uncertainty like today.

Based on this research, IDEO prototyped, iterated, and refined two concepts, with frequent feedback from users and the client. Called Pay It Plan It, this feature offers financially responsible consumers more transparency, confidence, and control.

Pay It allows Card Members to quickly pay for small purchase amounts under $100 with a few taps in the American Express mobile app. When that purchase shows up on their account, they can choose “Pay It” and still earn rewards on the purchase. This ensures Card Members can take advantage of rewards while lowering their monthly bill by paying for smaller items throughout the month.

With Plan It, Card Members can split up larger purchases of $100 or more—like an emergency trip to the vet or a new sofa—into equal monthly payments, with a fixed fee and no interest. When the purchase appears in their account, they can select “Plan It,” and will be offered up to three monthly payment plans, ranging from three to 24 months. Each plan comes with a fixed monthly fee and no interest. Card Members know exactly how much they have to pay each month, so there are no surprises. And if they pay the purchase off early, they no longer have to pay any future plan fees.

The design of Pay It Plan It did not come without challenges: Bill pay is critical, complex, and highly regulated. Pay It Plan It required a significant internal financial and technical investment, which was achieved after IDEO shared many of the emotional, compelling stories from credit card users with leaders at American Express.

The team worked closely with the American Express regulatory and digital teams to ensure compliance and seamless integration into the mobile app and website’s user experiences and interfaces. To heighten the sense of competence, control, and transparency for users, the designers focused on small interactions like status animations, proactive suggestions, and straightforward language. These interactions help Card Members anticipate upcoming payments and clearly understand Pay It Plan It.

Plan It was designed with transparency, control, and accessibility in mind: The payment plan fee is displayed in dollars to give the customer certainty over their total costs.

Initially, the team set out to create a new credit card with the needs of young adults in mind. But IDEO and American Express realized that Pay It Plan It could be scaled across existing credit card products to ultimately benefit and attract more Card Members. Now, almost all U.S. American Express Consumer Card Members have access to Pay It Plan It through credit cards, co-branded cards, and the well-known Green, Gold, and Platinum Cards. Since launching in 2017, Card Members have created nearly 5 million Plans, totaling nearly $4 billion in purchases, with an average Plan size of $789. Millennial and Generation Z Card Members have created approximately 44 percent of these Plans.

The flexibility and control offered through Pay It Plan have earned American Express positive press, including a call-out in The New York Times for being among solutions that “make it easier for their customers to borrow money, and to manage their monthly cash flow.”

At first glance, design-led innovation may seem difficult to achieve in large, established organizations like American Express, operating in a highly regulated and deeply rational industry. But the IDEO and American Express team successfully found ways to introduce new behaviors like rapid prototyping, cross-discipline collaboration, and leading with emotional customer stories within the existing organizational culture and structure. American Express has since established a permanent Pay It Plan It team dedicated to evolving the feature. Made up of employees across departments, this points to a new and collaborative team structure for the company.

By seeking to understand the human behind the Card Member, American Express has transformed credit and financial services for the better, helping both to be defined by empathy, utility, and transparency.

For more than two centuries, The Times held a strong reputation as a storied British newspaper. Then came the digital deluge. Publication after publication began adopting a relentless online publishing schedule aimed at capturing eyeballs and subscribers, and guarding against waning advertising sales and print readership. But The Times and its sister publication The Sunday Times thought there might be a different way forward.

As Editor John Witherow explains, “the power of an edition” had long endured at The Times, but began to erode amid a round-the-clock breaking news cycle. Witherow didn’t want to do away with editions, but rather to update the model for the digital age. Times owner News UK approached IDEO in 2014 to explore exactly that: what the edition of the future might look like and how its design could drive revenue and subscribers.

IDEO’s research and design phase included interviews with readers, journalists, editors, and marketers at News UK. The team found that people’s reading modes vary—some reflecting new digital behaviors and others adhering more closely to paper-reading styles.

Readers, the team learned, chose The Times for its editorial opinion: a perspective that cuts through the overwhelming flood of information. They viewed the daily Times and weekend Sunday Times as one paper, despite the organizational distinction. And they were proud of their choice, valuing the papers’ consistency, trustworthiness, balance, and authoritativeness. Readers wanted these qualities distilled in a digital edition, whether on a smartphone, tablet, or on the web.

Those insights led to strategic recommendations spanning digital products, editorial, advertising integration, online membership offers, and social sharing. But the boldest among those was a publishing strategy that seemed to run counter to media trends: abandoning a real-time approach in favor of publishing separate digital editions.

The Times in March 2016 introduced an editions-based publishing schedule, with new editions available across all platforms four times each weekday: overnight, 9am, noon and 5pm; the weekend schedule shrank to three editions. A year in, they had broken that schedule fewer than a dozen times—making exceptions for major moments like the terror attack in central London and David Bowie’s death—but even in those cases, The Times refrained from incessant updates, instead resuming its regular pacing.

“The way we’re publishing now, taking our time over news...taking a more considered view of the world, it’s helped us offer something different from everything else,” digital news head Alan Hunter told Digiday in 2018. Readers demonstrated that this different approach was something they’d been wanting.

In the first half of 2016, new paying-subscriber sales were up 200% as compared to the same period in 2015. At the end of June 2016, there were 413,600 subscribers to The Times and The Sunday Times, up 3.4% from a year prior. Of those, 182,500 were digital-only subscriptions—a 6% rise and a notable figure given how much online news can be obtained for free.

Through collaboration with IDEO, News UK's own digital teams capabilities grew, enabling them to implement and evolve their new digital strategy. The capabilities of the newsroom grew, too: “The decision to move to four editions a day has freed up tremendous resources to focus on big stories,” says Emma Tucker, Editor of The Sunday Times—the kind of stories that "supercharge engagement." The approach is working: By August 2019 digital subscriptions had increased 19% year-on-year to 300,000, showing the progress the legacy publisher has made in attracting readers to its online proposition. Total subscribers for the two titles' print and digital products now stand at 539,000, and their websites total five million registered users.

More than 230 years after its first edition was published, the new Times has established solid footing in the digital age and designed its own future—one based not on the habits of its competitors but on its legacy and the reading behaviors of its audience.

The following oral history recounts that process, which has been defined by an unusual collaboration: Greater Toronto Airport Authority (GTAA) manages the airport with a staff of 1400 employees, while the airport as a whole employs approximately 50,000 people across 400+ organizations. How do you bring them together?

The voices telling this story come from both sides of the relationship: Scott Collier is the Vice President of Customer and Terminal Services at GTAA, and Mike Ross is GTAA’s Director of Commercial Development. On the IDEO side, the project was led by Owen Rogers, a Partner and Senior Design Lead; along with Mat Chow, Director and Organizational Designer; and Nic Pajerski, former IDEO Design Lead.

Setting the Scene

In 2014, Scott Collier became GTAA’s Vice President, Customer and Terminal Services, a role that left him responsible for the Commercial and Terminal Operations of the airport—all of those things most visible and arguably most frustrating for passengers. He had an unusual background for an airport executive, having spent his career primarily at PepsiCo across North America.

WHY SCOTT TOOK THE JOB AT TORONTO PEARSON

Scott Collier, Vice-President, Customer and Terminal Services, GTAA: As a Toronto area native and an admittedly frequent traveller through Pearson, I was always fascinated by the incredible complexity of the airport, yet the apparent disregard for the interests and concerns of the traveling public. It felt as though every point within the travel journey was designed to frustrate the passenger, and, in most cases, for no apparent reason. I also knew that there are many industries that run hyper-complex operations but still manage to put the customers first. It seemed logical to me that we should be able to do that at an airport as well. If nothing else, it would be a heck of a challenge.

HOW DO YOU SOLVE A PROBLEM LIKE AN AIRPORT?

Mat Chow, Director and Organizational Designer, IDEO: Toronto Pearson—or really any airport—exists to move three things: people, planes, and baggage. But ironically, airports are never organized that way. They’re siloed. There is very little ownership of the airport as a whole. But at IDEO we have this principle: we organize around the work, not work around the organization.

Nic Pajerski, Design Lead, IDEO: Airports are gnarly because everything is no one's responsibility. Or at least that's what it felt like.

Mike Ross, Director of Commercial Development, GTAA: I like to joke that it says "authority" on my business card, but we really don't have “authority” over anything. The many tens of thousands of frontline employees, working for over 400 companies, all have their own mandates, their own safety rules, their own way of operating. We just house and host them.

Scott Collier, GTAA: Think about the passenger's journey through the airport. Where do you park? How fast is the check-in process? Will my carry-on bag be allowed? How long does it take to get through screening? Are the bathrooms clean? The number of decision points are insane! And if any one of those steps starts to break down, you're done—and we’re done. Our performance falls apart and we have let the passenger down. If they're running to their gate—and we proved this—our passengers aren’t spending any money. We know for a fact that improving wait times by one minute translates into about a million and a half dollars for the airport in sales. It's crazy, but what is even more appalling is that no one cares. You can’t make this stuff up! So long story short, unless the entire enterprise is aligned around the one thing we all have in common—the passenger—we will never achieve our aspiration to be the best in the world. And that’s the cool thing about working for an airport: bringing all of the organizations together toward a common cause. That's the challenge. The question, therefore, was “How?”

The Kickoff

In 2016, IDEO and GTAA began working together to improve the airport, kicking off the project with an exercise meant to let everyone see the airport with fresh eyes. Armed with a checklist, the two teams went out together to observe how different types of people moved through the terminal.

AN EPIPHANY AT SECURITY

Owen Rogers, Partner and Senior Design Lead, IDEO: We walked around the airport for about four or five hours, and we would stop and watch. Scott’s very inquisitive. He'd say, "What do you think about this? What do you think about that?"

Scott Collier, GTAA: I remember we were at domestic screening in Terminal One—our biggest. It was summertime. There are kids crying. And we see a mother losing her mind trying to keep her kids together while navigating through a massive wait line. It was so disheartening to watch her have to endure that in our airport. Welcome to Toronto Pearson! How do you like us so far?

Nic Pajerski, IDEO: She had a stroller and a baby in a sling, and her bags, and she was also trying to navigate the thing that everyone else is doing.

Owen Rogers, IDEO: We all stopped and watched. Scott’s team was with us as well. And they all kind of rushed over to help her—because that's what they do, they're customer service.

Nic Pajerski, IDEO: We had sent everyone out to do this design research activity as a team, thinking that they'd be able to dig deeper. But this was very demonstrative of how broken everything was. It was an enlightening moment: obviously the thing that we have isn't working. For everyone.

Scott Collier, GTAA: Owen and I were just kind of looking at each other and shaking our heads. And I said to him, “So, can you help us?”

Owen Rogers, IDEO: Scott seemed to realize in that moment, "Oh my God, this is what we're dealing with." But I said, "As a designer, all I see here is opportunity.” Airports have really driven themselves down to a place where—for a designer—there's nothing but upside. You could tweak the simplest thing and be heralded as a genius because it's so bad. I mean, they're all trying really hard, it's just, you know, they’re running around trying to fight fires the whole time. Nobody is actually stepping back and saying, “How can we make this whole thing better?”

WHAT IDEO COULD (AND COULDN’T) DO

Scott Collier, GTAA: Owen said to me, "We can work on this but it's a very different problem than you think it is.” And I said, “Oh really? What is it?” I'm thinking he's got the magic bullet. Instead he turns to me and he says, "The problem is you." And I go, “The problem is me? I'm new! I'm nine months into this! What do you mean?” He says, "You guys don't get it. You don't know how to empower this crazy place called an airport to get all the people who work here, the various stakeholders, the airlines, to work together. You act like an authority. You like to tell people what to do. And in this very complex ecosystem that's never gonna happen. So I can do this little project and we can come up with some suggestions. But fundamentally, unless you change the way you behave, and you demonstrate a willingness to others that you're going to think about this differently, you're wasting your time."

A CATALYTIC REALIZATION

Scott Collier, GTAA: Roughly 50,000 people work here. Over 450 different organizations. The airport authority is 1,500 people, and truth be told, we really don’t have much control over anything—although we delude ourselves sometimes into thinking we do. Our mindset was: We know better. We like to tell people what to do. We know what's right. But that wasn’t the right kind of leadership. It wasn't inspiring, wasn't passenger friendly, wasn't commercially successful. It had created an airport that was, quite frankly, not particularly effective. And it had to change. That one comment from Owen, that one sentence—"the problem is you"—was the turning point for me.

A Gnarly Problem

In 2016, IDEO and GTAA began their first project together, working to rethink the security screening process. But it soon became much bigger than that.

REGULATIONS AND RISK

Scott Collier, GTAA: In the U.S. you have TSA; in Canada we have CATSA (Canadian Air Transport Security Authority). At Pearson we had among the worst wait times in North America, certainly in the bottom 10% of any large airport. Worse, it was a horrendous experience. The staff weren't particularly friendly. Different sectors had different procedures. Different times of day were different. You never knew what you were going to get. Above all, our relationship with CATSA was broken. And their relationship with Air Canada, our flag carrier, was, to be blunt, toxic. We couldn’t have a conversation about improving things because we didn’t talk to each other at all! We talked over one another. And it was a real shame because the fact was all the people involved were really good folks. But I knew that unless we get our passengers through check-in and security quickly, they'll be running to the gates, they will be late, the airline's on-time performance will suffer, everyone is miserable, and it's a debacle all around. No winners, just losers. So it was kind of like, "I’ve got to fix this, but I have no idea where to start."

Mat Chow, IDEO: Airports are a place where safety and security is—and should be—the first concern. But that changes people's attitudes towards risk, and trying new things. When we started, we tried to encourage people to see the difference between taking risks unnecessarily—jeopardizing the safety and security of passengers—and challenging the status quo; not just doing things the same way because that’s how they’d always been done.

Owen Rogers, IDEO: When we first started working at the airport, whenever anything would happen—it could be a bit of paper on the floor, a light bulb not working, or god forbid an airplane crashing—everybody just points to someone else: "Wasn't me!" It was the biggest early insight we had. At IDEO, the way in which we design, the way in which we take on problem solving, is inherently collaborative. This wasn’t that.

THE MOMENT THINGS BEGAN TO CHANGE

Owen Rogers, IDEO: We had a workshop where we brought all the stakeholders together. We had groups of four to six people around a table. We'd framed the problem and we talked about it, but they're all pissed off that they have to be there. Their job is to run CATSA and it's really hard and nobody understands.

Nic Pajerski, IDEO: Going in, CATSA had this feeling that everyone in the airport kind of hates them, that their job is to be slow, to be meticulous, and it had built up into this kind of self-fulfilling aura. But then at the workshop, we presented all this inspirational work, and suddenly they get a lot of people outside of their organization thinking about their problems.

Owen Rogers, IDEO: We did one of IDEO’s creative exercises—we call it the spaghetti bridge—where we work in teams to build a cantilever out of spaghetti. Not one of them had done it before, and they started out suspicious. But next thing you know, they're all completely absorbed in the exercise! The yellow team wants to get the longest cantilever bridge! And the yellow team's winning! Everybody's whooping and cheering—and they don't even realize the CATSA people are working with the airline people!

Nic Pajerski, IDEO: By the end of the day, CATSA realized they had a lot of other people being sympathetic to the problems that they’d been dealing with all on their own. It was a powerful moment and a big milestone in the journey toward greater empathy and connection across disparate teams. This was the moment when human-centered design began to make sense across a large enough swathe of the airport population that it could take hold and start to facilitate change.

Owen Rogers, IDEO: So then we take the issue on: "What would you like to see the security experience of the future be like?" And they all lean into that question—together! And they make these amazing scenarios of what could be if, lo and behold, everyone works together and the passenger is at the center. Four hours later we finished this workshop, and the guy who ran CATSA stood up and said that: "Wow, if we could really put the passenger at the center of this, and we could all do this together, we could really change things." Up until that point, Scott and GTAA were measuring us on, "Have you solved it with your silver bullet?" And after that they understood, "This is about transforming our organization, writ large. This isn’t trying to fix baggage. This is about uniting the 50,000 people that work in this airport, regardless of which team they’re on." And that's where the second project came from.

Starting A Movement

A NEW MISSION STATEMENT

Scott Collier, GTAA: When I first arrived at GTAA, we had this nonsensical vision that nobody understood. So, thanks to Howard’s leadership, we put a new one in place. It was simple: our vision was to become the best airport in the world, which at the time was rather amusing because we were not very well regarded at all. We consistently ranked in the bottom quartile of any major passenger experience surveys (including our own)! We knew if we wanted to be the best airport in the world, we'd need to change the way we work, the way we think, and who we were ultimately serving. Instead of ourselves, we needed to all unite around our passengers. Our new mission statement reflected just that: "Passengers are our passion." I remember I got up in front of a crowd of our carriers, the airlines, and when I said it, they started laughing! They go, "Well, reallllly? The best? You've got a loooong way to go before you're that."

Mike Ross, GTAA: In the past we at GTAA had been the cops and the rule-makers and the ones who tried to put up all the signs that say, "Don't do this and don't do that." We knew if the airport experience was going to change, that had to change.

Scott Collier, GTAA: Fundamentally, we had been telling everyone what to do—just top-down. Instead, we said, "You know what? You guys know how to run this airport. You tell us how to do it.” We went to our friendlies—the commercial operators, the food and beverage, the duty-free retailers—and we said, “We don't want anything from you. We don't have a training program for you. We don't want any money. We just want to share an idea with you. And if you think it's a good idea, we'd like you to join us on this journey." We explained, we have this journey to become the best airport in the world. And we believe we can't be the best airport in the world unless we make you the best food and beverage retail operators in the world. And we want to start giving your people permission to start talking about it. We want to make your staff the heroes of Toronto Pearson. To a person, they signed off without any equivocation whatsoever!

GETTING PEOPLE ON BOARD FOR THE JOURNEY

Scott Collier, GTAA: IDEO asked us to think about how we—as the airport authority, just the 1,500 of us—could empower all 50,000 people who work here at the airport. How were we actually going to excite them? I realized that we had to change the conversation from "we" to "I.” Of course, at first everyone said, “That's not very Canadian," because Canadians are charmingly egalitarian. But I said, trust me on this, we've gotta figure out a way to make people personally accountable, and we can't go in and be the heroes on the high horse and say we're going to do it by ourselves. Until we start making people accountable for owning their business and doing what they say, this whole notion of going on a journey towards being the best will never happen.

Mike Ross, GTAA: There had been a very successful beer campaign in Canada called “I am Canadian,” and in the early days we were thinking of something similar to inspire that kind of spirit at the airport. But then IDEO prompted us to think about movements and see if we could make more than a campaign out of it, and really get something that was ground-up and not top-down. Ultimately we ended up calling that movement I Am Toronto Pearson.

I AM TORONTO PEARSON

Mike Ross, GTAA: We started with groups of ten people. We put them in a comfortable room and asked them to share their story of why they worked at the airport.

Scott Collier, GTAA: Calling it a “workshop” doesn't do it justice. We started a conversation. They started telling us stories about why they work at Pearson and their experiences with customers. These were front line people, these weren't middle managers and directors, these were everyday people who do the best they can, who struggle to get to the airport, and do magical things to make this place special. And just to watch them and see their pride was inspirational.

Mike Ross, GTAA: We learned that people could do the same work elsewhere—probably for more money and less hassle—but there was this pride in working at the airport, in such an emotionally charged place that moves millions of people a year. It turned out that this is a really sticky place to work. And that made people want to achieve that higher goal of being the best airport in the world.

Mat Chow, IDEO: I Am Toronto Pearson just played on what was already there: this deep sense of pride among so many airport employees for the human experiences they provided. You know, the airport can be this magical place of excitement—people are going somewhere or coming back, they’re meeting loved ones, there are these constant, intense, human-to-human connections. I Am Toronto Pearson gave people a moment to surface those human stories and really did tap into their pride in serving their customers, in serving Toronto, and really being ambassadors for Canada. When you're in the airport and you get to see the moments of gratitude and joy, that's incredibly infectious. Tapping into that broke down a lot of walls around the airport.

Scott Collier, GTAA: These first participants started to talk about it with their colleagues and it started to snowball! We learned as we went, and by the end of the year, roughly a thousand people had joined the movement. By the end of 2016, it was up to 5,000, and by the end of 2019, we will have 25,000 people as members of the club called I Am Toronto Pearson. It's remarkable.

Owen Rogers, IDEO: People went deeper than we'd ever imagined. They found reasons why they worked at the airport that even they hadn't seen. It was profound, the ability for so many people to truly show up. One participant shared that he and her family had fled a war in their native country and ended up in Toronto. She ended up getting a job at Pearson, and she recalled with gratitude the warm welcome her family had received there when they first arrived. Another employee spoke of her network of airport workers coming together to help find a child’s lost teddy bear—a moment that showed her how much individual workers care, and how much power they have when they work together.

CHANGING THE WAY THE ORGANIZATION THINKS

Scott Collier, GTAA: This was the key thing: creating a movement ultimately means changing the way an organization thinks. You don't show up to work to just grind away at the airport. You want to be part of something bigger than yourself. It's just extraordinary how powerful this idea is. It drives innovation. It creates better relationships. And—get this—it's damn good for business. I have become a believer. It works! But it takes courage, it takes leadership, and it takes trust.

More Gnarly Problems

APPLYING THE LESSONS TO BAGGAGE HANDLING

Scott Collier, GTAA: Well, they say imitation is the greatest form of flattery and some of my colleagues began to apply this approach as well. My amigos on the aviation side wondered, "How might I use human-centered design to reimagine how we do baggage?” Once again, we had a poor reputation for on-time baggage delivery, even though we at the “authority” don't handle any bags. So how do we engage the people who work on bags? How do we think about it differently to get them empowered and inspired?

Owen Rogers, IDEO: Scott’s counterpart Craig Bradbrook, Vice President of Aviation Services at GTAA, saw the work we had done together and called me into his office. He said, we're about to spend half a billion dollars on a new baggage system. And he drew this thing up on a whiteboard of like thirty-two stakeholders and said, “After all the work that I've seen you guys do, I've got to believe we're missing something. I want you to go and look at re-imagining baggage through a human lens.” We ended up changing things: different signage, cleaning up the washrooms, better lighting everywhere, new technology. But fundamentally it was about changing the culture of the people.

IT’S STARTING TO CATCH ON!

Scott Collier, GTAA: So something special is happening—the design-led movement is catching fire. One of my colleagues says, “Well, what about immigration?” So we think about a design project to help us reimagine customs and immigration. And another says, “We should do a design project on X, Y, and Z because this actually works!” But the best news is that the people who do the work are actually contributing to it. They're getting excited. Engagement scores are going up, performance scores are going up. Human-centered design and the design thinking process are a force multiplier. When you get like-minded people in a room together, and you take away all the nonsense and egos, when everybody shows up without an agenda—which is hard to do!—it is remarkable how quickly you can design a solution rather than just band-aid a problem. But you have to have the courage to do this. Everybody thinks they’re the smartest person in the room, but you know what? We’re not. Trust your people. It's amazing the stuff they'll do.

Illustrations by Michael Meier

Toronto Pearson is North America's second largest international airport and far and away the busiest in Canada. But despite the completion of a gleaming new Terminal 1 in 2004, its passenger satisfaction scores—as measured by Airports Council International—remained dismal. Beginning in 2014, a new executive team, led by CEO Howard Eng, was determined to change those results. It began with embracing a new vision—admittedly audacious—of becoming “the best airport in the world.” For help, they partnered with IDEO, launching a journey of transformation that continues today, and has been marked by many surprising, illuminating, and sometimes hilarious moments.

On that day, they pulled us into a room that resembled a basketball court. Wide, open decks were marked by signs and little flags identifying team workspaces: Purchasing Boulevard, Operations Corridor, and Design Central. The walls of the space were adorned with customers stories, insights, and frameworks that had been collected during design research and now pointed toward new opportunities. At the center of the room sat a new kind of prototype of a vehicle, which had been the focus of a startup-style development team made up of members of purchasing, HR, legal, design, accounting and more. The process of creating the low-fidelity prototype had been entirely new for this cross-functional team—defined by collaboration and experimentation—but the prototype that now appeared before us proved the value of their approach.

This was just one of dozens of war-rooms now filling the buildings of Ford's Dearborn campus, and also in Ford’s campuses around the world. This new kind of problem solving and rapid prototyping were new to the greater Ford team. And while the IDEO team had been alongside Ford through many projects, we had not touched this prototype.

When developing a new vehicle, defining the concept is a significant investment in time and resources. Using this approach, the team achieved a massive reduction in design development time, in turn reducing cost to the company and accelerating the time to market. It was a light-bulb moment for us. We suddenly saw that a comprehensive organizational change was in motion here—design thinking now lived in Ford’s DNA and they were taking it forward.

Over many years of deep collaboration with designers at Ford, we’ve worked primarily on specific projects or initiatives, all the while broadening our points of connection within the company. Early on, the IDEO team functioned like a pirate brigade on the edge of the business, with a mandate to run fast and break the rules—but you can’t scale that up.

Where scale has been achieved is in the aggregate, as numerous individual projects have exposed more and more members of Ford to the power of human-centered design. Although we did not do the work to create some of the vehicle prototypes we viewed that spring day, our deep collaboration with Ford over many years has helped enable the organization to shift its way of working, and that may be the greatest and most lasting success of our partnership. Together, we’ve moved with Ford toward the precipice of becoming a new kind of company, suited to lead not just auto manufacturing, but a radical revolution in mobility.

Mapping the entire span of our time with Ford, it’s clear that the way we’ve been working is its own kind of strategy. Design thinking has been permeating the organization system-wide, often spearheaded by inspired employees eager to explore new ways of working. At its best, design enables people to tackle complex, systemic challenges. Within a large organization, the work isn’t so much about applying a process, but helping the company itself improve its resilience and uptake of new ideas. We can push the edge by asking tough questions about what people—the customers or users of their products and services—really want, and figuring out what needs to change in order to fulfill those desires.

That unifying anchor point during this shift has been Jim Hackett, who took over as Ford’s CEO in 2017. Hackett came from Steelcase, a world-class furniture company that has been instrumental in applying design to shape the future of work. It was at Steelcase where Hackett first worked with IDEO, and through that collaboration cultivated an approach to business that put the customer at the center, evolving the company from simply a furniture manufacturer to a hub of leadership in the changing workplace landscape. When he came to Ford, he brought this human-centered approach with him.

The whole purpose of a business, ultimately, is to meet a customer’s need. Many legacy businesses that have been operating decades or centuries find themselves with very established business models. They know how to make money through those methods. But the consequence of entrenched models is that everything drives toward efficiencies and returns. If you live in that mode, you lose your customer. It’s easy to say legacy companies need to change the lens through which they’re viewing and operating their business; it is everything to get it done well.

During his tenure, Hackett has built an ecosystem that enables design to spread from the core innovation teams out to all corners of the more than 190,000-person organization. Creating change is about convincing networks of people to make different choices, which means unconvincing them of their current behaviors and helping seed the potential of doing things differently. By helping them align in new ways around ideas, they gain the bravery to make choices that may not be supported by their corporate or cultural DNA.

In an effort to be more intentional and comprehensive with this diffusion of ideas, Ford is moving forward with two primary initiatives: First, a global design lab network called D-Ford, with teams around the world focusing not on products, but on customers. And second, a robust, enterprise-wide learning program to give everyone at Ford access to the design tools and skill sets that the collaborative team of Ford and IDEO spent years refining together. With these two efforts in operation, design thinking can be disseminated from the inside out, spreading throughout the organization.

Ford’s global innovation labs represent the design-intensive core of the company. The D-Ford studios are housed in Detroit, London, Palo Alto, and Shanghai. In each, a nimble group of design practitioners gets their hands dirty iterating, fixing, and prototyping possibilities for the next era of mobility.

To be human-centered doesn’t just mean to put humans at the center of the design problem, but to put humans at the center of the design solution and empower them in different ways. The D-Ford Labs, and the associated learning program, are creating a radically new way of working that is accelerating Ford's evolution. It's not IDEO, it's not Ford, it's a third way.

Outside of these hands-on labs, the uptake of design thinking is more variable and sometimes controversial. Thousands of employees cross paths with the small group of radical experimenters so transformation happens more slowly. Communicating the value of design in this broad population requires moving from provocation to persuasion and proof, demonstrating how much leverage design can provide in solving problems that have seemed intractable through more conventional approaches.

Design requires being on the ground with the people who will use and experience any new offerings from Ford, but it also means reaching across aisles and opening dialogues where previously deep, daily collaboration has been unheard of.

This never would have happened had they not felt invited into the room to help with the design. Having cross-functional teams from engineering, design, purchasing and more, has been a breakthrough, because they gain empathy and respect for each other’s practices and work together, rather than sitting in silos that tend to block each other’s effort.

Perhaps one of the clearest proof points for Ford’s new way of working is the groundbreaking, all-electric SUV Mustang Mach-E, which was unveiled in Los Angeles late last month. The Mustang Mach-E came to life just a few blocks away from Henry Ford’s first factory in Detroit, through a development process grounded in human-centered design, concentrated entirely on customer needs and desires.

The development team, called Team Edison, was made up of broad expertise, including members leading the design, charging strategy, infotainment, and marketing of electric vehicles. Thanks to the company-wide shift toward human-centered design, Team Edison was truly able to exercise creative license and operate in a different way. The Mustang Mach-E represents change not only within Ford, but worldwide. Customer outlooks and desires are evolving, and by listening to what’s true for their user, the team created a vehicle that aligns with the changing world.

While this new mindset is thriving within the walls of the labs, it’s a feat to communicate the nuance and potential of human-centered design to parts of Ford where design itself isn’t necessarily top of mind. Across every level and department, the principles can apply, but putting them in context matters. In order to activate that deeper saturation, Ford has developed an internal learning program that guides employees through the different phases of design thinking. From teams assembling child safety seats in Nanjing, to a Dearborn group researching the nighttime patterns of taxi drivers, to sales representatives in London, Design Thinking at Ford unifies people across the organization around the mission of putting humans at the center of their work.

The learning tools and experience are available to anyone at Ford who wants to better understand design. Practical tools include methods cards that can be applied at intervals in the development process, and videos illustrating how design thinking has come to life at Ford in the past.

Ford believes that all of its employees will benefit from a human-centered perspective, and is making progress in its enterprise-wide effort to create a unique, design-led creative culture.

One of the most exciting aspects of the early learning about design is realizing just how many areas it encompasses. From making autonomous rideshare vehicles to designing an ecosystem of connected services around sustainable transit, human-centered design in particular enables individuals to rethink how they go about their lives and how they look at the world around them.

As a designer, I was always taught it’s valuable to be able to say, I designed that—it’s on a shelf somewhere. Now we’re getting to a moment when it’s more valuable to create impact and influence rather than an object in space. We’re beginning to see new ways to measure impact, and better ways to affect change.

If you teach people to question what they do, and to collaborate and take cues from others with diverse skills, they will learn to change on their own, and the company will follow suit. This is how large-scale transformation happens. This radically different approach is what will determine the future of Ford.

Illustrations by Johan Papin

On a warm spring day in Dearborn, Michigan, where Ford Motor Company has its world headquarters, our team met up with some of Ford’s senior leadership. It’s a visit we’ve made regularly during the 15 years IDEO has worked with the century-old carmaker.

Did you just cringe? Perhaps your nostrils flared in suspicion. I’m at the far end of the extroverted spectrum and even I have on that grimace.

I’m here to talk to you about creative warm-ups, and to once and for all distinguish them from their brash, single-toned—that tone being forced, high-energy social interaction—cousin: the dreaded icebreaker.

But first, a brief interlude for sports. If you have played or watched any sport on the planet, you know that athletes do not run straight onto the field, into the pool, or out on the court. (If they did that, their game would be garbage and they'd likely pull a hammy.)

Athletes always warm up, and I’d argue that if you were to take one thing from the world of sports to use in your everyday work, it’s this: warm-ups are the thing that can radically change your game.

But if they’re not uncomfortable team cheers or cringe-worthy partner games, what are they?

Warm-ups are a critical part of the collaborative design process. They're a strategic way to set individuals, the team, and the work up for success. And if you do them consistently, you'll build your team’s awareness muscles. You'll become more self-reflective, tuned-in, empathetic, and intentional about the work you are setting out to do.

Here are 4 reasons I believe every collaborative work session needs one.

1. They build psychological safety

Warm-ups can create space to show our humanity. Instead of diving straight into the work, take three minutes to go around the room and check-in with the question: “On a scale of 1-5, how is everyone doing today?” In doing this, we acknowledge that we are not business-people-robots, but are instead complex humans with emotions. Moments of vulnerability help build a foundation of trust, especially when modeled by those with seniority.

Though it may seem trivial, asking people to start off a session by sketching, then sharing a place they loved to play as a child invites everyone to put their voice into the room in a way untethered to expertise or authority. A first contribution is often the hardest, particularly for people farther down the power hierarchy. If you actually want everyone there to collaborate, create a safe invitation for them to participate.

Small moments where you make space for people to bring their real and unique selves to work add up. They build a sense of safety that will allow your team to take risks, challenge the status quo, and propose new ideas.

2. They help you get into the specific mindset the work needs

Ever had someone walk into your meeting in a crappy mood and subsequently prevent your entire team from getting down to business? Everyone is coming from someplace different, whether that’s a stressful one-on-one, a heads-down working session, or a two-hour European lunch.

Take the time to design a transition into the new mindset your work requires. It could be as simple as giving people two minutes to write the to-do list that’s clogging up their brainspace, then putting those Post-its outside the room. Mode switching is hard!

Don't forget to consider not just where people are coming from, but where you want them to go to. The mental place your team needs to be in for a synthesis session (perhaps pattern-finding or decision-making) is totally different than for an ideation jam (maybe pattern-breaking or generating). Think critically about what specific mindsets the work you are embarking on needs.

If you need folks to compromise and build together, have everyone draw an ambiguous squiggle on a Post-it, then pass their drawing to the right; turn that new squiggle into something, then pass each squiggle once more; and have the final person give the squiggle a provocative title and share it with the group.

Getting the right muscles firing up front will grease the gears, and you’ll find your team will be able to go farther faster.

3. They help you practice critical skills

Warm-ups are also a means for you to tangibly grow the core skills you need for your work. When you start a meeting with a three-minute brainstorm on the slimiest, bumpiest, or most laughter-inducing things you can think of, you’re creating a place for people to practice diverging in a low-risk way. If you try having everyone stand at the same spot at the window, each pointing out something they have never noticed before, you’re having them flex the skill of looking at something familiar with fresh eyes.

Working on these skills in a context not tethered directly to business outcomes builds creative confidence. It makes space for folks to grow through trying, flailing, or failing without pressure. When the time comes for them to apply these skills to the work at hand, they will have already built the muscle memory.

4. There's power in starting from a shared experience

The start of a meeting is mission-critical. As an experience designer, I know that it’s impossible (and not actually worth it) to design every moment to perfection. Rather, I focus on the few that really matter, like the beginning.

A warm-up is a way for your team to all start on the same page. If you set off on the wrong foot—or don’t set off at all, leaving everyone wandering whatever alternate plane they were on before your meeting started—you’re not going to get far.

This is especially true for a team where there is currently tension. Designing a human moment that everyone can share will help people start the work at hand with a common understanding. Having each person describe one thing that brought them joy this week can shift the dynamic and set the team up to think collaboratively rather than combatively.

Warm-ups are a breath—a moment to pause in days spent running continuously from list to thing to email. They help us create the necessary space to check-in with ourselves and each other, leave the unnecessary outside the door, and invite in the things we actually want.

Can warm-ups really do all these things? Yes, they can. But they're not a one-size-fits-all solution. You have to be intentional in how you use them.

Let's go back to sports. What can we learn? You have to warm up slowly—jog before you sprint. You have to warm up specific muscle groups—shot putters and synchronized swimmers don’t warm up the same way. And lastly, you warm up together as a team.

When you make it a ritual that every meeting starts with a warm-up, your team will come to expect one, start to feel like they need one, and eventually take shared ownership in leading them. All because they have built the habit of asking what they, as individuals and a collective, need in order to shine.

Stay tuned for upcoming blog posts on warm-ups for all your needs (like when anxieties are high, the 3pm slump hits, your team needs a laugh, or you are diving into convergence).

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Imagine yourself at a conference, team-building event, or bar mitzvah. The person at the front of the room claps their hands gleefully and announces they’re going to lead an icebreaker.

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IDEO’s global client and partner network gives us a unique view into how organizations are responding to rapid change. Recently, we decided to ask our clients what problems are keeping them up at night, and what promising solutions keep them leading with optimism.

We reached out to 55 global business leaders spanning 25 cities and 18+ industries. What we heard is that while uncertainty isn’t new, there have never been so many compounding causes for concern. A decade ago, it was easy to see what triggered the recession. Now, volatility surrounds us—in politics, markets, regulations, the environment, and society at large.

Leaders cited increasingly complex consumer expectations and interactions. They pointed out tension between fueling growth and tightening belts, and pressure to sustain their core businesses while spinning up new growth horizons. And they noted growing difficulty attracting and retaining the right talent.

Leaders agree that growth is still the primary business objective, but increasingly understand that the methods and mindsets to achieve growth have changed. In particular, it’s becoming more important and impactful to consider people—customers, employees, shareholders, and stakeholders—when making business decisions. A human-centered approach to strategy and innovation makes it possible to turn obstacles into opportunities.

How do leaders become more human-centered? By looking both inward and outward to identify the needs and conditions that drive innovation. Inwardly, it’s about evolving leadership qualities to encompass a combination of creativity, strategy, technology, and soft skills. Outwardly, it means testing tangible solutions with customers to inform execution and scale.

These shifts can unlock trapped value, fuel growth, and build trust and loyalty.

Our research identified six key tensions leaders face now. While tension can create stress, it can also—when approached thoughtfully—enable sustained balance between opposing priorities. In our client network, we see numerous examples of inspirational leaders and organizations learning to strike that balance, and in turn finding a new way forward that leads to profitable business growth.

1. Improving efficiencies while exploring new growth opportunities

In 2014, The Times and The Sunday Times worked with IDEO to define and design a new digital publishing strategy. The decision to move to four editions a day—and stop competing with round-the-clock breaking news—freed up tremendous resources to focus on big stories, and balance efficiencies with growth. Since moving to online editions in 2016, subscriptions are up 15% (April 2018) in a market where most content is free.

2. Balancing the needs of shareholders and stakeholders

Intercorp is a Peruvian conglomerate whose strategy focuses on providing Peru’s growing middle class with high quality and accessible healthcare services, competitive education, and financial service offers. In 2010, IDEO started working with Intercorp to design and launch Innova, a low-cost, for-profit education model built on the needs of families and aiming to make Peru an education leader in Latin America. Innova has become a successful business that investors are confident to back and scale. Innova has opened 63 schools in Peru, which will serve 52,000 students by 2020. They also recently opened the first Innova school in Mexico, welcoming 1100 students, and plan to open three more schools in 2020.

3. Rethinking data collection to unlock actionable insight

Ascensia Diabetes Care, a global healthcare company, has been a leader in diabetes treatment for over 70 years. In 2017, Ascensia set its sights on moving the company beyond producing blood glucose metering devices, to become a comprehensive health support provider for people living with diabetes. IDEO’s team worked with Ascensia to leverage real-time data from people with diabetes to identify behavior patterns, then share that information on demand with certified diabetes educators (CDEs). The team used the insights from the data to prototype various ways of connecting those health educators to people with diabetes, ultimately enabling a different kind of patient-provider interaction through live remote support and a suite of digital tools.

4. Approaching talent acquisition as a strategic venture

In order to future-proof its business, Mitsui & Co., one of Japan’s largest investment and trading firms, believes that they need to build greater internal capabilities to start and launch new businesses of their own, instead of relying purely on their trading investments. To that end, they have partnered with IDEO to create Moon Creative Lab, an innovation hub aiming not only to launch new ventures but also to develop entrepreneurial talent and capabilities as a strategic asset for Mitsui’s future. IDEO is working with Mitsui to attract, hire, and onboard new talent with skills and backgrounds radically different from that of the parent organization.

5. Investing in culture to build purpose and values

Leaders at Europe’s largest online fashion retailer, Zalando, recognized that staying competitive would not just require new offers, but new ways of working internally. IDEO partnered with Zalando to rally teams around a renewed corporate purpose, to deliver a best-in-class fashion experience, generating a greater sense of engagement and pride in the company culture. Zalando has since become a European success story that has sustained a high level of growth. The number of active customers grew by more than 15% year over year as of August 2019.

6. Refocusing leadership from individual experts to collaborative teams

Ford has spent nearly 15 years steering its global enterprise toward design-led innovation. By integrating teams to include diverse expertise and setting up dedicated innovation labs, the company has reduced both time and money spent on new product development while becoming a leading player in future mobility solutions.

Outside of the corporate context, there is a need for learning and development programs that can teach these new leadership approaches. IDEO and Tsinghua University, an esteemed Chinese academic institution, have created a year-long program to guide and support executives who aspire to transform China’s economy. The goal is to cultivate a generation of collaborative, creative, and purpose-driven leaders, enabling the country’s transformation from “Made in China” to “Created in China.”

Special thanks to a global team of IDEO collaborators including Charles Hayes (Shanghai), Michael Hendrix (Cambridge), and Madison Mount (San Francisco).

Illustration by Tynan Collins

With so many global challenges converging at once, businesses face unprecedented tension between present demands and future goals. Smart business leaders are formulating responses that will fortify their resilience and sustain growth. But many are also losing sleep over the monumental task of navigating through ambiguity in order to successfully adapt and thrive.

I help organizations cut through complexity by shaping how they show up, through brand strategy, identity, and storytelling.

Working at the intersection of brand and business, I bring an editorial eye and a bias toward making—turning ideas into tangible experiences that people can understand, trust, and believe in.

My work spans government, healthcare, financial services, media, and consumer goods, from launching Gen Z-focused ventures to building innovation labs and reimagining legacy brands. I relish moments of ambiguity and enjoy translating across teams, perspectives, and priorities to move ideas forward.

I started my career in editorial and digital design, shaping cross-platform experiences and identity systems in publishing and agency environments. That foundation still shapes how I work today: I’m detail-oriented, collaborative, and overreliant on the Oxford comma. I hold a BFA in Visual Communication from the School of the Art Institute of Chicago.

For 25 years, I've asked the same question: Who does this design exclude—and what are we going to do about it?

My work spans human-centered strategy, inclusive design, and qualitative research, with clients ranging from Microsoft, Google, and Verizon to the National Science Foundation, and San Francisco Unified School District.

Before IDEO, I taught elementary school in East Palo Alto and spent a decade doing design work with social service organizations—where I learned firsthand what it costs people when systems are built without them in mind.

I am currently writing User Error, a nonfiction book about digital access and the design decisions behind it. I live in Oakland, California.

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My expertise spans brand, communication, and product design across tech, education, the arts, and social impact.

I believe great work demands both high-level vision and obsessive attention to detail, and only happens through collaboration.

I bring an inclusive, hands-on approach and a deep understanding of business, which enables me to consistently deliver excellence while always asking why.

Before joining IDEO, I worked at the brand firms Pentagram and VSA Partners. I began my career as a designer, leading teams at the School of the Art Institute of Chicago and the Milwaukee Art Museum. I hold an MFA in graphic design from Maryland Institute College of Art and a BFA in communication design from the Milwaukee Institute of Art & Design, and have taught at some of the best design schools in the US.

I am responsible for IDEO’s long-term success in China and working with clients to use design as a tool to enable growth. Specifically, I have helped Chinese companies design holistic brand solutions through the development of their products, communication, services, and innovation teams, and I have helped multinationals expand their presence and influence in China.

I advise global leaders on developing China-led innovation and capabilities.

In over 15 years in IDEO Shanghai, I have worked on projects that use design to elevate the quality of the experience of healthcare products and services, streamline processes that increase productivity, create spaces and programs that promote and enable inclusive communities, and build next generation mobility solutions that are planet-positive.

Before joining IDEO, I worked at Philips Electronics and the Electrolux Group in Italy, the Netherlands, and Singapore on a number of breakthrough commercial products. I am a member of the Young President Organization in Shanghai.