In today’s fast-moving world, training must go beyond lectures and facts. Learners want to solve real problems, build new ideas, and work as a team. That’s where Design Thinking Training steps in. This approach builds useful thinking habits and encourages action. Many training programmes now include it because it connects creativity with problem-solving.
Understanding the five phases of design thinking helps both trainers and learners get more from their sessions. Whether you’re joining Creative Thinking Courses or building your own lessons, the design thinking method makes learning active and goal-focused.
What is the Design Thinking Process?
Design thinking helps people tackle challenges in steps. It follows a clear path but still leaves room for ideas and change. Some people call it the design thinking process Singapore businesses follow, especially in education and innovation.
Each of the five phases serves a purpose. Trainers use them to guide teams from confusion to clarity, and from ideas to real results.
Phase 1: Empathise – Understand the User
In this phase, learners try to step into someone else’s shoes. Trainers encourage them to listen, ask questions, and notice details. This stage builds trust and shows the value of seeing from another’s view.
Instead of jumping to solutions, learners slow down and feel the problem. Trainers might use interviews, observations, or role-playing. The goal is to gather honest views from users, customers, or anyone affected.
Key actions in this phase:
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Conduct short interviews
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Observe daily routines
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Record common user challenges
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Draw empathy maps
This phase reminds learners that real solutions begin with real people, not quick fixes.
Phase 2: Define – Pinpoint the Core Problem
After understanding user needs, learners group their findings and look for patterns. Trainers help them spot what truly matters.
In this stage, learners define the problem clearly and simply. A good problem statement avoids blaming or guessing. It focuses on a user’s struggle and invites creative answers.
Tips for defining the problem:
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Avoid too many details
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Write one sentence if possible
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Use the user’s voice
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Focus on needs, not business goals
The problem statement becomes a compass for the next steps. Without it, the process loses its focus.
Phase 3: Ideate – Spark Fresh Ideas
This phase opens the door to wild, fun, and useful ideas. Learners use their creativity to imagine different ways to solve the core problem. Trainers guide the group to think freely and share openly.
Creative Thinking Courses often spend time here, helping learners remove self-doubt and explore boldly. No idea is silly in this phase. Quantity matters more than quality—at first.
Useful ideation methods:
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Brainstorming in small groups
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Sketching quick ideas
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Role-playing future situations
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Building idea boards with sticky notes
Trainers support the group by creating a safe space where all voices matter.
Phase 4: Prototype – Build, Test, Repeat
Ideas now take shape. This phase invites learners to build something simple but useful. A prototype could be a sketch, a model, or even a digital version.
The point is not to finish something perfectly, but to try something fast. Trainers encourage quick action and feedback. Learners learn by doing.
Types of prototypes:
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Paper sketches
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Storyboards
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Models from everyday items
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Clickable app screens
Prototypes invite comments. They help teams see what works before they invest time and money.
Phase 5: Test – Listen and Learn Again
This final phase connects learners back to the user. They show their prototype, gather feedback, and discover what to improve.
Testing sounds simple, but it takes courage. Learners must listen with care and avoid defending their ideas. Good testers ask open questions and take notes.
The goal here is to grow the idea, not prove it. Feedback becomes the fuel for better designs.
Best test actions:
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Watch how users interact with the prototype
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Ask what feels easy or hard
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Change the design based on honest input
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Repeat the test with small updates
Why Design Thinking Improves Training?
Design thinking doesn’t just teach skills. It builds habits—like patience, problem framing, and team trust. In a Design Thinking Training setting, learners stay curious, even when ideas fail.
This process invites active thinking. It avoids giving answers too early. Instead, it helps learners earn their learning through steps. Each phase lets learners take the lead while trainers guide gently.
Over time, learners build confidence, knowing they can solve big problems using a clear path.
Comparing the Five Phases
Below is a table to show how each phase links to key learning actions:
Each phase builds on the one before. The process loops as needed, encouraging growth.
How Trainers Can Apply This in Sessions?
Trainers can apply design thinking in full or in parts. Some training sessions use the entire model. Others pick one or two phases to focus on.
Ways to use design thinking in training:
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Run short idea-building games
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Guide to group discussions about user stories
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Let learners define their learning goals
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Use sketches instead of long talks
These methods keep learners alert and active. Even short exercises can bring fresh life to training.
When building Creative Thinking Courses, trainers can blend design thinking steps with other teaching tools. This mix strengthens problem-solving in real situations.
Adapting for the Local Setting
In the design thinking process Singapore trainers follow, cultural awareness plays a part. Trainers must shape their sessions to match local needs. Singapore learners often balance respect with curiosity. Design thinking allows for both.
Local trainers also follow safety rules and timing needs. When planning design-based sessions, they make sure the activities stay respectful and purposeful.
Tools and materials used in workshops often reflect local themes or business goals. Trainers shape content to match local learners without losing the spirit of design thinking.
Closing Thoughts
Design thinking brings structure to creativity. It offers clear steps but leaves room to explore. From empathy to testing, each phase helps learners grow in skill and mindset.
In Design Thinking Training, these five phases don’t stay in books—they become tools people use again and again. Whether you design Creative Thinking Courses or just want your team to think sharply, these phases guide you well.
The design thinking process Singapore trainers use shows how strong ideas grow through teamwork, trial, and trust. Understanding this path lets any trainer improve their sessions and make learning more alive.
Frequently Asked Questions
1. What is design thinking?
Design thinking is a creative problem-solving approach that helps teams understand users, redefine challenges, and create innovative solutions. It focuses on empathy, experimentation, and collaboration.
2. What are the 5 key phases of design thinking?
The five phases are Empathise, Define, Ideate, Prototype, and Test. Each phase guides learners through understanding problems deeply and crafting better solutions.
3. How does design thinking help in training sessions?
It encourages participants to think creatively, work as a team, and build real-world solutions instead of just learning theories.
