Oxytocin Organisation

Values for participation

Inputs to value design:

  1. Service architecture
  2. Connections design

Once the organisation understands where to focus, new islands of capabilities start to form. These in isolation are useful as single functions, but the real power is addressing how these separate functions can be joined – connections if you like.

With all the elements in place now is the time to review the distribution of values across the outcomes of the P3 model:

  • Wellbeing
  • Engagement
  • Co-created

 

 

values for participation

It could well be that the organic process has produced a real focus in a certain area, for example, engagement for highly commercial organisations where a desire is to first sell the product. This final part of the service design process does not artificially redesign or distribute values, but you need to be certain that one of the three outcomes has not been squashed by the process. 

Stand back and look at the total service. Using the table below, check for where the values are featured for each connection. There is no hierarchy or order – depending on the organisation vertical, certain values will be more appropriate:

Creating wellbeing

Driving engagement

Enabling co-creation

Meaningful

Habits

Third parties

Benefitting

Loyalty

Local

Motivating

Time

Discovery

Serenity

Friction

Sharing

Tracking

Desirability

Prerequisites

Reporting

Frequency

Product

Efficacy

Newness

Ambassadors

 

Creating wellbeing example

Value

Action

Type

Description

Meaningful

Create

Emotional

Experiences that fulfil needs in a personal way eg savings goals

Benefitting

Architect

Emotional

Service that facilitates others to benefit indirect eg charitable cause

Motivating

Generate

Rational

Provides ongoing inspiration for achieving an objective eg fitness programme

Serenity

Provide

Emotional

Reduce anxiety and build resilience by developing fully considered services eg bills forecast

Tracking

Enable

Rational

Progress over time with appropriate nudges eg smart meter history

Reporting

Architect

Rational

Changes to individuals and that of a community eg running club

Efficacy

Ensure

Rational

Feedback of intervention effectiveness to continue improving platform eg publishing offers redemption

 

Revising and testing

Now is the time to revisit the architecture. Ask yourself if you have a good spread of values that are both rational and emotional. As a minimum, you should aim for a least five values in total with representation from well-being, engagement, and co-creation. 

If this is not the case go back to the connections stage (joining the islands) and work through the four levels with the value tables from above in front of you.

 

The Oxytocin Organisation is now available in Kindle and Paperback formats from Amazon

 

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