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NIKE
Leadership Talent Development Program
2018
SÃO PAULO - BR
Methodology to guide and coordinate a talent preparation program for strategic leaders at Nike Brazil. To stimulate their personal and professional development and their design skills to be able to solve two real business challenges. The impact of the project can be seen in leaders promoted or transferred to other international Nike headquarters. The design thinking, codesign, and strategic design tools effectively developed a systemic worldview in the participants.
• talent development • service design • leadership
• employee experience
Consulting: Estúdio Nômade
My role: Strategic Designer
What people said: “We are already feeling the development of the members of this group because now they have a more strategic perception, a more pronounced vision of the future. Since they lead themes connected to our business, which will bring benefits to the way we work in Brazil today”.
Raquel Uyechi, HR Manager Nike Brazil
🏆 Best Service and Strategic Design Project at Bornancini Award 2018
Problem
Nike Brazil requested a talent development program to nurture a new generation of high-potential leaders from different sectors of the company. The goal was to prepare these individuals through four stages over seven months, equipping them with the skills and mindset necessary to tackle real business challenges. The program fostered high-performance behavior by utilizing design thinking, codesign, and strategic design tools. In parallel, it empowered leaders to critically analyze their personal performance and development.
Process
1) Warming Up Drill: Kick-off workshop to introduce participants to the program and its objectives.
2) Understanding: Teams expanded the problem through research, interviews, and user empathy.
3) Defining: Synthesis of gathered information to define the project brief.
4) Creating and Making: Teams developed solutions, prototyped them, and tested using real metrics.
5) Delivering: Participants presented their final solutions, showcasing results and implementation plans.
Each cycle consisted of:
Working Sessions: Design tools experimentation and application.
Performance Analysis: Behavioral and personality assessments to guide personal and professional development.
🧠 12 high-performance leaders ￫ seeking new skills to research, cocreate, and execute business challenges.
📍 Personal Maps ￫ created with quantitative and qualitative data to guide personal development.
2 real business challenges: tackled using design thinking, codesign, and strategic design tools.
Several leaders were promoted or transferred to international Nike offices.
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