Previously I wrote a post on the use of Appreciative Inquiry and the role of coaching in managing individual stakeholders in an organisation. This is effective on a individual level, but as organisations grow the communication points increase and become highly complex

Often you need a way to view the entire landscape of stakeholders in order to develop a strategy for implementing design efforts. I have found that viewing organisations as systems can help identify the key stakeholders, their relationships, and help develop a strategy to implement design from an organisational perspective.

For the last six months, one of my roles at the Design Consultancy, Black Lizzy, in Stockholm is to coach all consultants. When I had discussions with company and they described their focus on the well being and development of the individual consultants, I knew this was something that resonated with me and I wanted to support. The consultants are primarily different types of Designers (UX, Visual, Service) and Product Leaders.