1. How
Spon-
tane-
ity
can be used as a tool
to
untap potential
within organizations?
so trigger collaboration
SponLab is a platform for sustainable
transformation into organizations. The
SponLab is a mapping, idea generation
platform and planning lab that helps
organizations build strategies for
positive and plausible futures.
SponLab contain a set of exploratory
tools designed to address untapped
potential.

2. WHAT IS THIS?
SpontLab is a research lab developed for my MA Design
Studies final project. It explores the emergent relationships
between communication design, information visualization and
organizational developed. It supports the use of communication
design to facilitate dialogue within participatory decision making.
Sustainability is an opportunity. It creates better business ideas,
new value, new profit, and better communities. SpontLab helps
you imagine, plan and build your sustainable future, through
Spontaneous tools.
My research interests had started exploring the idea of How to
intercept people into their working lives to obtain spontaneous
responses which would give more meaningful information than
common over known systems. How it starts to work?
SpontLab is a proposal after a hard exploratory process, only The Lab aim to provide organizations the possibility
achieved by the collaborative work among design + organizational to build narratives about their experience: emergent
psychologist + business consultants and creative thinkers. meaning.
Through months doing ethnography research into different work
teams and workshops the idea has been following collaboration SpontLab combines positive psychology and co-design
dynamics into different types of team-works. Exploring how they theories to imagine and plan sustainable futures. It’s a
try models to synchronize and achieve their goals. outcome-focused platform.

3. WHY
SPONTANEITY?
spontaneity:
(by organization
chemistry)
In chemistry, the spontaneity A group of people with a
of a reaction, namely common goal.
whether it will go naturally People organize in order to
on its own or will require an accomplish tasks that cannot
energy input, be accomplished as isolated
individuals.
• There are things you “know.” For example, I know I can speak English.
• There are things you “know you don’t know.” now I can’t speak Chinese.
• And there are things you “don’t know you don’t know.” Obviously I don’t
have any examples of this.
There is one dimension that is never mentioned…
• There are things you “don’t know you know.”

4. HOW WILL HELP
ORGANIZATIONS?
SpontLab is about design tools that would make a diagnosis + co-design solutions about the stage
of organizations, through bringing out tacit knowledge and unspoken values which could foster a
improvement in their performance.
what we our perceptions
communicate and about what
what we show actually happens
Why:
People is often unaware of their own knowledge and how it can be valuable to the community at large.
Inside of organizations, there is so much untapped knowledge. To combat this, over the past two decades,
companies have invested millions of dollars in knowledge management systems....
Is proven that asking about people’s perceptions through formularies doesn’t work If we want to know
their natural and honest appreciations.
• To gauge an organiza- • Help to expose people’s • To improve performance.
tion’s resilience (health) level of understanding of
and responsiveness “the place” they belong.
(adaptability).

5. SpontLAB
MANIFESTO
After all my research into subjects that I mentioned above and field research.
Here are the main ideas that inform a the spirit of SpontLab:
•
• serve as a common ground for connecting people’s
thoughts and ideas from different disciplines and
perspectives.
• it’s a platform where participants co-create their
solutions.
• it’s a lab where are not right or wrong answers.
• it’s about feeling the granularity of prioritization.
• A framework to kick-start effective collaboration

6. CASE STUDIES
The idea of SpontLab has been tested into two different types of
organization to see the better
eclass HIERARCHICAL TTT NON-HIERARCHICAL
transition ORGANIZATION
COMPANY town tooting
a proper company. (young- could be described as a
small-middle size: 50 employees) ‘fluid’ organization: it has
not a defined organisational
structure, it allows intermittent
membership, and the decision
process is not systematized.

7. METHODOLOGY FRAMEWORK:
DESIGN HOW TO GET WHAT PEOPLE NEED?
RESEARCH Diagnostic of what they perceive, think, understand, need
METHODOLOGY: explicit say
CO-DESIGN observable
think
do
use
tacit
Elizabeth Sanders
know
2006 latent feel
meaningful data
It’s based on the assumption that organizations change in the way they inquire and
ORGANIZATION the claim that an organization which inquires into problems or difficult situations
DEVELOPMENT will keep finding more of the same but an organization which tries to appreciate
APPROACH: what is best in itself will find/discover more and more of what is good.[1].
APPRECIATIVE
The basic idea is to build organizations around what works
INQUIRY
Discover the
1 Dream "what
2 Design:
3 Deliver:
4
IDENTIFY MAXIMIZE "best of what is" might be”
THEIR OWN THEIR OWN
RESOURCES RESOURCES they identified they envisioned Planning and The
where the processes that prioritizing implementation
company's would work processes that (execution) of the
processes worked perfectly all the would work well. proposed design
what is what what is the best perfectly. time.
we do best? we can be?

8. WHAT WE MIGHT ACHIEVE?
While engaging the service of SpontLab
your organization will:
generate momentum for change,
understanding who their are, and self-
direct towards new projects.

9. 1
14
workshop
tests
1 game
2 parts

10. HOW?
TEST DESIGNED
How:
A LAB experience which offer a set of tools that SpontLAB USER JOURNEY The SpontLab is presented
.
1
facilitate the making meaning of organizations. What it means andthe implications of do it
.
Addressing their strengths and capacity to change
through bringing out untapped potential. The organization needto analise ifthey
2
want to play, so if they want to be involve
in this platform for changeand to achieve
,
-This tools will rise information from the inside to a better understanding of their own people.
The organi ation decision
z /commitment.
build meaning about insights.
Invitation to play.Extends the invitationto who is
3
part of the org.
Is the org. going to play?
4
Game rules
5
The game starts
6
Gather data
7
Process data. ???????
8
who will bethe ref
eree?
Designthe workshop
9
Do the workshop
10
Put the outcome int devises
o
11