Table 1
Common ways of working as guiding principles.
| Common ways of working in design context | Common ways of working in legal context |
|---|---|
| 1) Human-driven: focus on people and the meaning of their individual and collective experiences, over process or technology. | 1) Process-driven: focus on legal frameworks and procedures, derived through legislation and directions. |
| 2) Cocreation-driven: focus on cooperation and participation with curiosity for multiple truths, empowering multiple stakeholders. | 2) Competition-driven: focus on winning and dominating, ingrained in legal culture and adversarialism. |
| 3) Transformation-driven: focus on purposeful and significant change that may question the boundaries of the system and the journey individuals experience. | 3) Risk-driven: focus on enabling change through law-reform, with incremental changes through case law or policy. |
| 4) Experimentation-driven: focus on iterative learning by continuous questioning and testing of assumptions and solutions, until meaningful outcomes can be achieved. | 4) Doctrine-driven: focus on traditional culture of conservatism, predictability and certainty. Little tolerance for ambiguity with the assumption of finding ‘the right decision’. |
| 5) Visualization-driven: focus on visually bringing meaning to problems and solutions, embedded in multimodal and multidirectional artefacts and narratives. | 5) Text-driven: focus on giving effect to legal frameworks through the written word. Complexity in rules and language are assumed to be acceptable. |
| 6) System-driven: focus on the holistic, systemic nature of circumstances, to find interconnected solutions to the problems uncovered. | 6) Focus on decisions that are made pursuant to legal precedent, within bounds of time and resource constraints. |