Waking up from the dream of UX An Article by Peter Merholz www.petermerholz.com In no objective sense were things better for UX [in 2010]. Most companies didn’t know it existed. Most who did, drastically underinvested in it. Those who were willing to invest in it were savvy enough to listen to thought leaders, but that was a paltry percentage of the real work to be done. What’s happened by 2021 is that UX is not interesting in and of itself anymore. UX is a given. As Joe Lamantia said in a mailing list I’m on, “it’s furniture.” And the challenges and frustrations people are expressing are largely due to this maturation. We’re moving from “the dream of UX” to “the reality of UX.” Why I'm losing faith in UXUndoing the Toxic Dogmatism of Digital Design ux
Design Leadership Truisms An Article by Peter Merholz www.petermerholz.com 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. Truisms designleadershipteamwork
I haven't experienced imposter syndrome, and maybe you haven't either An Article by Rach Smith rachsmith.com I have never felt like an “imposter”. I have always deserved to be here, I’ve worked hard. I don’t suffer from a “syndrome”. Identifying the gaps in my knowledge and being aware of what I don’t know is part of my vocation. In recent years it’s become trendy to discuss how we all apparently suffer from this imposter syndrome - an inability to internalize one's accomplishments and a persistent fear of being exposed as a “fraud”. I take two issues with this: it minimizes the impact that this experience has on people that really do suffer from it. we’re labelling what should be considered positive personality traits - humility, an acceptance that we can’t be right all the time, a desire to know more, as a “syndrome” that we need to “deal with”, “get over” or “get past”. workknowledge