It’s been 19 years since Pixar released Monsters, Inc. with all that CGI hair. Where are my hairy icons? Ones that get all long and knotted as the notifications number goes up.
Why can’t I feel my phone? I found that paper from 2010 (when I was complaining about keyboards) about using precision electrostatics to make artificial textures on touchscreens.
I should be able to run my thumb over my phone while it’s in my pocket and feel bumps for apps that want my attention. Touching an active element should feel rough. A scrollbar should *slip. Imagine the accessibility gains. But honestly I don’t even care if it’s useful: 1.5 billion smartphone screens are manufactured every year. For that number, I expect bells. I expect whistles.
PEOPLE ARE NOT THEIR JOB TITLES.
TEAM MEMBERS ARE NOT “RESOURCES”.
PEOPLE WORK BEST WHEN THEY CAN BE THEIR FULL SELVES.
YOU CANNOT CALCULATE AN ROI FOR DESIGN.
FRAMING THE PROBLEM IS MORE IMPORTANT THAN SOLVING THE PROBLEM.
(DESIGN) LEADERSHIP IS MORE TALKING THAN DOING.
YOU’LL DO A BETTER JOB IF YOU LIGHTEN UP
IF YOU HAVEN’T PISSED SOMEONE OFF, YOU’RE NOT DOING YOUR JOB RIGHT.
NO ONE OUTSIDE YOUR TEAM UNDERSTANDS WHAT IT TAKES TO DO GOOD WORK.
THE OUTCOMES ARE BETTER WHEN EVERYONE IS A DESIGNER.
AGILE TRANSFORMATIONS ARE HOSTILE TO GOOD DESIGN.
WHAT A DESIGN TEAM NEEDS MOST IS A CLEAR SENSE OF PURPOSE.
YOU ARE ON THE FRONT LINE OF A GLOBAL WAR FOR TALENT.
EVERYONE APPLYING FOR A ROLE HAS AN INFLATED TITLE.
INTERVIEWS ARE A POOR WAY OF ASSESSING CANDIDATES.
DESIGN EXERCISES ARE A BAD INTERVIEWING PRACTICE.
YOU WILL NEVER HAVE ENOUGH DESIGNERS.
YOU WILL NEVER HAVE ENOUGH TIME.
THE SKILLS THAT GOT YOU HERE ARE NOT THE SKILLS THAT WILL CARRY YOU FORWARD.