Vaughan Broderick

The DUCTRI Playbook

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- Corporate Innovators
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Proven across commercial and NFP sectors including:
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Co-Author of The DUCTRI Playbook

Future-state Thinking Newsletter

A weekly newsletter with insights, frameworks, and observations on how to be a sharper operator in today's organisations. Practical advice rooted in 25 years as a founder, innovator, coach and advisor.

Covering the “why” and “how of topics like:

- design thinking
- strategic thinking
- building resilience
- testing business ideas
- making better decisions
- complex problem solving
- understanding customers
- implementing real world solutions

For rigorous innovators, founders, senior tacticians, and leaders in innovation and beyond.

Join 8,514+ community getting actionable tips via email and social. Gain valuable business growth advice that will help you thrive in disruption. 👉 Subscribe here: https://vaughanbroderick.com/newsletter/

🔥 Highlighted Testimonials

“I can’t believe this is free! The amount of information he offers and the depth of his insights are things you’ll be hard-pressed to find elsewhere. If you’re interested in innovation and fostering a future-oriented culture in your business, you HAVE TO subscribe and save all of his posts. You’ll want to go back to them."
- Adriana Tica, Founder, Marketing Strategist

Writer

Helping organisations become future-ready & thrive in constant disruption through field-tested human-centred innovation methods

- Customer insights
- Customer experience design
- Growth strategy
- Service design
- Lean innovation methods
- Workshop design and facilitation
– Human-centred design capability programmes

🔥 Highlighted Testimonials:

"The experience was so positive and impactful for us that we have asked Vaughan back on numerous occasions to assist us with designing services.  His expertise in design thinking coupled with an engaging personal style makes him a valued member of the team that is transforming our organisation." 
- Nick Scott, General Manager, Service Delivery, Brackenridge

"Vaughan facilitated our value proposition workshop as we were at a loss as to how to get started. Vaughan skilfully challenged our thinking through a range of activities and questioning, and we left the workshops feeling a sense of clarity, newfound enthusiasm and collective understanding. We would not hesitate to use Vaughan again in the future.” 
- Sara Luckman, Strategy Manager, NZ Young Farmers

"The group greatly appreciated the interactive nature of the program combined with the opportunity to think and reflect on how the practices and skills developed would benefit the public sector and challenges with which they are grappling. Thanks Vaughan, hopefully we can repeat this next year." 
- Dr. Chris Vas, General Manager Food Innovation Precinct, Western Australia

Founder

UC Centre for Entrepreneurship

Impact Lead - Innovation and Startup Coach

University of Canterbury

Lecturer - Innovation by Design - July 2023 - Present

- Teaching human-centred design to business masters students.

Guest Coach - Executive MBA March 2023 - Present

- Coaching MBA innovation students

Mentor - Innovation and Entrepreneurship - Mar 2021- Present

- Mentoring student founders to utilise design thinking and lean innovation methods

Innovation Lecturer - Executive MBA Coach - Startup Mentor 

Festival for the Future

Guest innovation workshop facilitator at Aotearoa’s biggest leadership and innovation summit.

Guest Workshop Facilitator

Chartered Accountants Australia and New Zealand

Authoring training content on Business Models, Value Propositions, Pitching & Storytelling, Strategy and Creative Problem-solving using a design thinking approach

Author - Strategy and Creative Problem-solving

Te Whatu Ora Waitaha Canterbury

Helping public sector organisations use design thinking to collaborate, innovate and create more insight driven, human-centric organisations.

+ Design thinking projects
+ Workshop facilitation
+ Design research
+ Prototyping and testing

Design Thinking Coach

Brackenridge Services Ltd

Helping to reimagine, redesign and implement service and system change to meet regulatory requirements, exceed client and stakeholder experiences and outcomes. So far, we have redesigned the assessment and transition process for individual service offerings that have resulted in reduced lead time, improved quality, reduced risk and increased customer experience and outcomes.

Key Responsibilities:
Co-designing service and innovation
Stakeholder engagement and communication
Amplifying the voice of the customer
Change leadership and embedding new ways of working

Change and Innovation Project Manager

Consulting in the social services sector as part of my MBA (and post-graduation), I am leading the digital transformation of Life Storybooks for young people in care. This project requires multi-stakeholder management, the development and maintenance of key relationships across all levels, meeting and surpassing key project deliverables and the development of effective change leadership implementation strategies.

The project necessitated the effective use of design thinking, lean and change leadership methodologies to manage various stages of the project and included the establishment of the additional project supporting elements such as foundation and design principles, organisational structures and development specifications.

Innovation Project Manager

Sabbatical

Taking a year off to travel with my family provided a great opportunity for many amazing experiences together. The most valuable part was how we developed personally and as a family when confronted with challenges and obstacles that required adaptability, problem-solving, teamwork and coping skills.

World Traveler

Innovation coach helping you & your organisation thrive in disruption | Teaching proven practical methods to help people innovate | UC MBA | Follow for posts about startups, innovation & leadership

In 2018, I was burnt out and sold my business with nothing else lined up.

I had been:
- Struggling with grief
- Trading money for meaning
- Not making the impact I'm wanting

I was jobless for the first time since I was 17.

The world was a scary place when you're reinventing yourself at 47 (again).

But, I knew things had to change.

In 2018, I started an MBA.

In 2019, I backpacked 23 countries with my family.

In 2020, I found the magic of human-centred design. Everything changed.

Today, I've:
- Coached 75+ startups
- Helped 135+ MBA's and execs
- Presented at national conferences
- Writing a book on practical innovation
- Get to work with some of the most talented people
- Worked with several of Australasia's leading organisations 

My mission is to help people learn skills to unlock their innovation and impact potential to future-proof themselves and their organisation in today's complex and disruptive world.

Now I'm sharing my journey with you via email and social.

If you want to learn more about practical human-centred innovation, here's how I can help you:

1. Subscribe to Future-state Thinking, my free weekly newsletter. 

(Join via my featured section)

2. Follow me on LinkedIn, for free daily content.

(scroll up and hit the bell to get notified)

3. Join the waitlist for The DUCTRI Playbook - the practical guide for human-centred innovation.

(go to www.theductriplaybook.com)

4. Human-centred design coaching, workshops and consulting - for leaders and teams who want to get out of their comfort zone and learn new mindsets, skills and tools to solve complex problems and innovate.

(DM me 'consulting' and I'll get you the details)

Cheers and happy reinventing.

Research Associate

Co-authoring academic research papers on innovation and design thinking.

Most companies suck at navigating change.

Here's how you can lead successful change:

I get you,

Change can feel daunting,

An uphill battle that never get's momentum.

Know this, people find change hard because of,

• Habits - they've been working this way forever
• Fears - they don't like uncertainty and potential loss
• Environment - they're stopped by the space and context
• Group dynamics - they don't want to act differently from their peers

That's where a proven change model comes in, like:

1) Kotter’s 8 Accelerators - revised to elevate social movements
2) Heath Brother’s Switch Model - master the psychology of change
3) Prosci’s ADKAR Model - one of the most popular for organisational change
4) McKinsey’s 7-S Model - great for complex alignment of change
5) Lewin’s Change Model - simple process for system change
6) Bridge’s Transition Model - for the teams emotional journey

But, a great model is one thing,

Leading with energy and positivity is another.

Focus on the 3 P's:

• Presence - What you say, do and focus on
• Perspective - Pragmatism, sense-making, reality checking
• Progress - Storytelling, measuring the gain not gap, feedback and reflection

The combo will transform your change initiatives from stalling to roaring.

Are you set to lead change?

Share what frustrates you about change initiatives below 👇

PS. My go-to is the Switch Model. We show you how to use this model effectively in The DUCTRI Playbook. Join the waitlist here: https://lnkd.in/g55_9G9J

🧠 Repost ♻️ this to help your network of change-makers
 
👋 Follow me, hit the 🔔 Vaughan Broderick 🦆🌳 
 
#innovation #designthinking #changeleadership #ductri

Vaughan Broderick MBA 🦆🌳

The Design Thinking Guy | Mission to Help Organisations Leverage Human-centred Innovation | Workshop Facilitator | Lecturer | Co-Authoring The DUCTRI Playbook

As a leader you're expected to solve complex problems.

Reality - you don't have all the answers (yet).

I've been helping leaders solve complex problems for 6 years and here's my number 1 piece of advice:

Stop trying to solve it. 

(Or, at least slow down).

Complex problems are unclear.

There are unknown unknowns.

There is not an obvious solution.

So, you can't 'just solve it' with traditional methods.

And, you can't just solve it in BAU pressure.

You need to make sense of the information by deriving insight.

To get insight you need to sit with the problem, which requires spending time discovering and understanding.

That's where #DUCTRI Model 

Here's my top 5 tools to get insight from the DUCTRI Model:

Affinity Mapping
→ Placing all your notes from interviews randomly onto a wall
→ Identify themes and sub-themes
→ Find conflicts, linkages and commonalities

Customer Journey Mapping
→ On the x-axis, note all the steps that a customer takes on their journey.
→ On the y-axis, who is responsible for each step
→ Note what ones are critical for success and the opportunities to improve – their pain points, bottlenecks, etc

Empathy Mapping
→ Turn your interviews and field observations into a map of what the customer said and did
→ Then, infer what you think they were actually thinking and feeling
→ Identify needs and insight

CALM Personas
→ Caricature for a fictional representation.
→ About - What you know, context is key
→ Logjams - Why are they stuck? What's their perspective?
→ Motivation - What are they trying to achieve and why?

Jobs to be Done
→ Identify customer jobs, pains and gains (and context)
→Jobs can be functional, emotional or social - prioritise
→ Consider context and forces that hold them back or compel

Try one and find what's useful for the situation.

What one will you try first?

DUCTRI Credit - Christian Walsh 

♻️ Repost this to help others solve complex problems
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📌 If you want more tools:

1. Follow Vaughan Broderick MBA 🦆🌳 
2. Like the post.
3. Repost to your network.
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#designthinking #innovation #growthmindset #leadership #entrepreneurship

19 years ago I left my job because of a toxic culture. 

Here's 7 behaviours that harm team culture: 👇

The thing with culture is that it's slow to build but fast to erode.

I've experienced that scenario. 

Heck, I know I've contributed in the past.

You may have too?

We're all a work in progress.

That's why a recent post from Jakob Bovin (give him a follow) struck a cord with me.

Jakob outlined 7 toxic management behaviours.

The great thing is that Jakob offers leaders 7 healthy practices to build a thriving culture:

1) EMPOWER EMPLOYEES: Encourage autonomy and trust employees to take initiative, fostering innovation and job satisfaction through ownership of their work.

2) SHARE INFORMATION TRANSPARENTLY: Keep lines of communication open, sharing necessary information to ensure everyone is aligned and can contribute effectively to the team's goals.

3) VALUE EMPLOYEES HOLISTICALLY: Recognise employees as individuals with unique contributions, promoting a culture that values personal well-being alongside professional achievements.

4) SERVE AS A GUIDE: Understand leadership as a behaviour focused on guiding and inspiring others, not just holding a position of authority.

5) TREAT EVERYONE EQUALLY: Ensure all employees feel valued by offering equal opportunities for recognition and advancement based on merit, fostering a fair and inclusive work environment.

6) UNITE AND STRENGTHEN THE TEAM: Foster a collaborative environment that encourages teamwork, strengthening trust and cooperation among team members.

7) BE ACCESSIBLE AND SUPPORTIVE: be available for guidance and feedback, supporting employees' growth and addressing issues promptly to enhance job satisfaction and team cohesion.

Have you made the call to move on so you can move up?

Shoutout to Jakob Bovin for inspiring this post. Remember to give him a follow.

Repost ♻️ if you liked this and help your network build great cultures.

Follow me, hit the 🔔 Vaughan Broderick 🦆🌳 

#leadership #strategy #innovation #organisationaldevelopment

Want to upskill in 2025?

It's not just what you learn, it's how you learn that counts.

If you want to boost your ability (fast), find your best learning style:

Understanding your learning style can significantly enhance your ability to acquire new skills. 

Based on David Kolb's 1984 book, "Experiential Learning," there are four key learning styles rooted in the learning cycle stages - Feeling, Watching, Thinking, and Doing:

1) Diverging (Feel & Watch): Best for those who excel in observing and reflecting, using creativity to approach problems.

2) Assimilating (Watch & Think): Ideal for analytical thinkers who thrive on understanding detailed concepts and applying logical reasoning.

3) Converging (Think & Do): Suited for problem-solvers who combine analysis with practical application for quick results.

4) Accommodating (Do & Feel): Fits those who prefer hands-on experiences and excel in adapting intuitively to new challenges.

Identify your predominant learning style to optimise the best way you learn.

Lead with what's more natural, but grow in all four.

What learning style best works for you?

Inspired by and Image credit: Jeroen Kraaijenbrink (give him a follow)

(Repost to help your network upskill for 2025 ♻️)

#innovation #designthinking #strategy #growthmindset

The worst thing you can do is put innovation in the 'too hard' basket.

If you do, that's when:

• Staff lose faith
• Revenue starts to tank
• Competitors take their chance

Innovation is a constant play of enabling brains, bravery and belief amongst your team.

Here's some things your team will need:

Brains
• Creative and analytical skills
• Deeply understanding the problem
• Collaboration internally and externally

Bravery
• Running experiments to test assumptions
• Resilience and a growth mindset
• Open to criticism and change

Belief
• Drive and focus
• Influencing to get critical mass
• Pushing through when they don't know

The challenge is playing it safe, doing what you've always done.

Or stepping up and building future-proof business.

What are you struggling with when it comes to innovation? 

_____

🧠 Repost ♻️ this to help your team to innovate
 
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🚀 Get all the genius cheat sheets and join (free) 7,203+ strong community here: https://lnkd.in/g2DuKRRP

Struggling with strategy?

Try removing the jargon (you'll have more fun).

Yesterday, I helped Alliance Française Christchurch hone in on their new strategy.

In 3 hours we worked through answering these 5 key questions:

1) Why do we exist?
• What drives us to do this work?
• What is the difference we're trying to make?

2) Where are we now?
• Why are we great?
• What's working well?
• What's holding us back?

3) Where do we want to be?
• A statement for 5-10 years as if we're already there

4) Who do we serve?
• Who are the primary groups which currently use our services?
• Who are we uniquely positioned to serve even if we are not currently serving them?
• If we had to focus on one group to maximise our impact, who would it be and why?

5) How will we get there?
• What are the key areas of focus?
• Where do we put our energy for maximum impact?

But, here's the secret sauce. Keep it simple.

Part of implementing strategy is ensuring that the perspectives of your team contribute to its design.

Getting rid of barriers like jargon helps everyone become part of the workshop and builds collaboration easier.

Thanks to the entire team at Alliance Française Christchurch for letting me to help out. Particularly, Isabel, Peter, Fanny and Antoine Denis for the opportunity.

I had a blast and some tasty French fare too. 😃

Do you like our festive hats?

🧠 Repost ♻️ this to help your network thrive. 
 
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#employeeexperience #innovation #designthinking #leadership

Even Apple and a $100M investment can get unstuck by poor timing. (How you can increase your odds)

As Apple found out with the Newton that people weren't ready for a hybrid PC / organiser just yet.

Combine that with tech and execution troubles, Jobs cancelled the product in 1997.

Fast forward several years and some of the concepts found it's way into the iphone.

What can we learn from this?

If you're an entrepreneur or corporate innovator here's 3 tips to help you find success:

1. Deeply understand the problem and customers
2. Up your experimentation rate
3. Use evidence driven decisions

Source: Wikipedia

P.S. - I'm co-authoring a book with practical, proven tools for implementing human-centred innovation. If that's something you're in to join waitlist here: https://lnkd.in/g6kr4b62

_____

Hi, I am Vaughan. I believe that in a world dominated by complexity and constant disruption, our advantage is our ability to adapt, innovate and create better futures.

So, I share practical, field-tested tips so that you can future-proof yourself and your organisation (without wasting time or struggling alone).

If this sounds like you,

🧠 Repost ♻️ this to help your network of innovators.

👋 Follow me, hit the 🔔 Vaughan Broderick 🦆🌳 

#innovation #designthinking #strategy

I used to feel overwhelmed with the pace of change.

It got really frustrating:

Unclear priorities. Siloed team. Short-term fixes.

So, I made this move,

After 12 years of building my business, something needed to change.

I took a step back and looked at what was happening.

The stomach knots, the lack of growth, the lack of impact.

I realised I needed to change.

So, I sold up, travelled and started my MBA. And, found human-centred innovation.

Something clicked for me. It made so much sense. I went all in.

Started helping organisations.

• I learned to do field-research
• I analysed what worked and what didn't
• I studied the best sources of knowledge on the topic

I became obsessed with insights driving smarter decisions.

After 1,000s of hours in conversations and problem exploration this is clear.

The problem, struggles and context is critical when it comes to successful experimentation and implementation.

You gain insight and understanding of the real problem to solve so you can:

• Get clarity
• Get alignment
• Get progress

It's amazing what happens when the data speaks for itself.

Not sure where to start?

Use the RAISIN process:

• Rapport - build trust
• Actively listen - be present
• Impartial - don't lead
• Shut up - silence is powerful
• Invoke emotions - uncover gold
• Next steps - reflect and improve

I hope that helps you.

_____

FYI: I'm co-authoring a playbook to help people leverage human-centred innovation.

If you want to learn the 6-step process to successfully implement innovation, join the other 92+ smart people on the waitlist here: https://lnkd.in/g55_9G9J

#innovation #DUCTRI #strategy #changeleadership

Struggling with customers interviews?

Here's the secret to building rapport...

Stop interviewing.

Here's why,

The interviewee thinks they have to have the right answers.

The interviewer (you) thinks you have to have the right questions.

Already it's an uptight situation. 

And, you'll never get the deep insights when people are uptight.

Instead, do this,

Have a compassionate conversation. Because,

An interview is something you do to someone.

A conversation is something you do with someone.

Doesn't that already feel easier?

It works because,

Trust will build.

They will see that you care.

They will want to share.

The result - a more organic and curious exploration of issues and experiences that are significant for them.

That's where the insights are found.

To sum up,

Focus on connection > direction

Focus on learning > steering

(Repost if this helped you ♻️)

P.S. What is your biggest struggle with customer i̶n̶t̶e̶r̶v̶i̶e̶w̶s̶ conversations?

Paul Drummond is #hiring. Know anyone who might be interested?

Paul and his team are doing great work in the building earthquake response and resilience.

Reach out for a coffee.

Christchurch, Canterbury, New Zealand (On-site)

Taplio

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