Case Studies
Explore our real-world success stories where design and innovation intersect to drive transformative change. These case studies showcase how our innovative solutions have revolutionised products, processes, and outcomes across diverse industries for organisations to move forward.
continuous improvement
How might we re-imagine a smart and efficient workplace?
Foster collaborative thinking to close gaps in inefficiency and leverage innovative ideas to drive workplace efficiency further.
Method
Utilised research, stakeholder interviews, following MIT design thinking and systematic inventive thinking innovation processes to revamp the workplace.
Solution
The Smart Workspace Initiative comprised several key components:
- Incorporated IoT technology to create connected environments, optimising energy usage and space allocation.
- Implemented advanced tools and platforms to enhance employee communication and teamwork.
- Embraced remote work, hot desking, and flexitime to accommodate diverse employee needs.
- Introduced initiatives to support employee well-being and performance, including ergonomic furniture and wellness rooms.
Results
Transformed workspaces with Smart Workspace Initiative: integrating tech, flex work, and wellness, yielding efficiency, collaboration, and sustainability.
Conclusion
The Smart Workspace Initiative transformed traditional workplaces into employee-centric environments, fostering collaboration, productivity, and well-being.
diversity & inclusion
How might we reduce stigma and increase opportunities for people with different abilities?
A global organisation sought to break barriers and enhance opportunities for people with different abilities.
Method
Utilising the Stanford design thinking process to engage a diverse global employee community in the solution development process. This inclusive approach ensured that perspectives from different regions and backgrounds were considered, leading to a comprehensive and effective solution.
Solution
The solution design focused on three main pain points consistent with all stakeholders/users: Accessibility, Assistive Technology, and upskilling. It included creating accessible flexible infrastructures, integrating assistive technology and conducting tailored training programmmes to upskill managers and employees.
Impact
Implementing the solution led to revising existing policies to facilitate the seamless inclusion of individuals with disabilities in the workplace, increased opportunities for people with diverse abilities, and fostered a more positive work environment. Employees felt more appreciated, productivity levels rose, and societal attitudes shifted positively.
innovation design
How might we ensure safe and secure future mobility for Gulf region commuters?
As ridesharing, carsharing, and autonomous vehicles increasingly replace traditional models of automotive transportation, insurers may have to rethink their role in the mobility ecosystem and their relationship to drivers, owners, and vehicles.
We took this challenge to a prominent insurer in the Gulf region and worked with Stanford design thinking students to provide solutions which can help the insurer to prepare for the future.
Methods
Analysed mobility trends: Robo Taxis, self-driving cars, e-cars in fleets, hyperloop, and affordable private flying.
Studied patterns of corporate commuters at popular parking hubs, including Emirates Airlines headquarter's parking area, as part of field research.
Interviewed mainstream and extreme users and various stakeholders including transportation authorities in the Gulf.
Defined main pain points for current users and potential challenges in the future.
Solution
ROBODRIVE is an autonomous car-sharing service with insurance as you go. With a mobile app, users can locate and summon autonomous cars, which drive to their doorstep and park in designated areas upon reaching the destination, saving time and hassle.
ROBODRIVE cars navigate efficiently and adapt driving behaviour for safety with route optimisation and AI. Its insurance covers technology errors, cybersecurity, and physical damage, ensuring comprehensive protection. A solution that provides peace of mind to operational staff with minimum maintenance or liability while still viable for insurers.
Results & Impact
Since autonomous car share business models have yet to be widely implemented , we proposed an "InsurePool "solution, insurance on the go for carpooling riders, a solution progressively being implemented by car share operators in the region. ROBODRIVE concept will pioneer future mobility in the Gulf, setting a precedent for innovative car-sharing and autonomous driving solutions.
An official transportation authority in the Gulf region has adopted the ROBODRIVE concept - with plans for collaboration with autonomous car providers in Asia, in order to launch autonomous taxis in 2024-25. We are thrilled to see the concept gaining traction.
digital transformation
How might we effectively engage insurance customers with the newly launched health app?
In a digital age, health apps are crucial for monitoring and enhancing well-being, yet user engagement remains a hurdle. This challenge has been addressed to optimise the impact and effectiveness of health apps.
Method
We conducted a design sprint bootcamp to rapidly address customer pain points and enhance a compelling user experience.
Solution
The Health+ Engagement Initiative maximised user engagement with the health app. It included personalised goal setting, gamification elements, social features, and educational content for informed health decisions.
Results & Impact
The Health+ Engagement Initiative significantly boosts user engagement, satisfaction, and adoption while improving health outcomes and behaviours. It enhances user experience and strengthens community bonds, ensuring a more impactful and fulfilling health journey.
employee engagement
How might we rapidly inform and empower employees to stay safe and connected in times of uncertainty, amidst new ways of working and organisational change?
A multinational company faced the complexities and uncertainties of an unfamiliar change. Additionally, navigating and adapting to new ways of working was a challenge, and prioritising employee well-being was an important factor to address.
Method
Leveraging the power of Emotional Intelligence tools and competencies, seven operational business units and 126 managers engaged in collaborative problem-solving while exercising optimism.
Solutions
Exercising Optimism workshops: Enhance emotional intelligence, identify emotional patterns, and cultivate resilience through thoroughly understanding and implementing optimism.
Self-Empathy Practice: Recognise emotions amid change, understand the importance of empathy, and explore self-care.
Personal Coaching: Receive emotional intelligence debriefs and personalised support.
Mental Health Support: Establish a network of mental health first aiders among colleagues, offering community workshops and an employee hotline for support.
Impact
This case study showcased a shift towards prioritising employee well-being and improving morale, engagement, and productivity. Fostering empathy and support has strengthened relationships and organisational cohesion, contributing to navigating complexities effectively.
It also highlighted the importance of integrating EQ as a critical competency across the organisation and relying on ingenuity and cooperation to navigate new roadblocks.
organisation development
How might we help a manufacturing company improve its structure to enhance operational efficiency and facilitate scalability?
To confront the company's leadership inefficiencies, a plan was devised to enhance the clarity of the General Manager’s role. An audit committee was established, and legal advisors were engaged to investigate the matter.
Method
An executive search was conducted to fill open managerial roles and reorganise the company with rebranding efforts done by the marketing team to enhance the company's image and attract top talent.
This involved utilising organisation diagnostics assessments alongside HR Organisation Development and talent attraction practices, working closely with the marketing and employer branding team.
Solution
By the end of 2021, the leadership team had been restructured, initiating management, culture, and HR transformation initiatives.
Over the next two years, organisational development programmes, including performance management, succession planning, and employee engagement practices aligned with international standards, were implemented.
Results & Impact
The company experienced remarkable growth within three years, with a 300% increase.
This surge can be attributed to the strategic approach, which not only unearthed inefficiencies but also facilitated the recruitment of top talent and nurtured a positive work culture.
As a result, the company has been propelled toward sustainable growth and success.
