iteration
So that you can get feedback on it and make it better
Fascinatingly, one of the other big complaints people had about agile is no iteration. I don't understand how being in an agile environment makes people less iterative, but somehow that seems to be the case. And I think it's because people misunderstand and think that agile is just about putting features out faster, and not about the important part, which is getting something in front of users faster so that you can get feedback on it and make it better.
The most rewarding iterations
Initial designs for sophisticated software applications are invariably complicated, even when developed by competent engineers. Truly good solutions emerge after iterative improvements or after redesigns that exploit new insights, and the most rewarding iterations are those that result in program simplifications.
Evolutions of this kind, however, are extremely rare in current software practice—they require time-consuming thought processes that are rarely rewarded. Instead, software inadequacies are typically corrected by quickly conceived additions that invariably result in the well-known bulk.
To anticipate all the uses and abuses
Success depends wholly on the anticipation and obviation of failure, and it is virtually impossible to anticipate all the uses and abuses to which a product will be subjected until it is in fact used and abused not in the laboratory but in real life. Hence, new products are seldom even near perfect, but we buy them and adapt to their form because they do fulfill, however imperfectly, a function that we find useful.
When we make a model and realize it's rubbish
Much of the design process is a conversation, a back-and-forth as we walk around the tables and play with the models. He doesn't like to read complex drawings. He wants to see and feel a model. He's right. I get surprised when we make a model and then realize it's rubbish, even though based on the CAD renderings it looked great.
He loves coming in here because it's calm and gentle. It's a paradise if you're a visual person. There are no formal design reviews, so there are no huge decision points. Instead we can make the presentations fluid. Since we iterate every day and never have dumb-ass presentations, we don't run into major disagreements.
Building is never a straight line
You might think that Mario 64 was built with tickets and sprints, but, according to interviews, there was no master plan, only the principles that the game should feel good and be fun. They started with just Mario in a small room, and tuned his animations and physics until he felt nice and responsive. After that, the levels were also created as they went, with the designers, developers, and director going back and forth using sketches and prototypes.
Building like this is never a straight line. Ideas and code get left on the cutting room floor because part of innovation is questioning whether what you made should exist. The process is cyclical and iterative, looking something like this.
Between the two spaces
It is widely accepted that creative design is not a matter of first fixing the problem and then searching for a satisfactory solution concept; instead it seems more to be a matter of developing and refining together both the formulation of the problem and ideas for its solution, with constant iteration of analysis, synthesis, and evaluation processes between the two “spaces” – problem and solution.
The game discovering itself
We like to think about this process as the game discovering itself over time. Because as iterators, rather than designers, it’s our job to simply play the game, listen to it, feel it, and kind of feel out what it seems to want to become - and just follow the trails of what’s fun.
Deciding what to design
We Don’t Really Know the Goal When We Start
The most serious model shortcoming is that the designer often has a vague, incompletely specified goal, or primary objective. In such cases, the hardest part of design is deciding what to design.
I came to realize that the most useful service I was performing for my client was helping him decide what he really wanted.
Today, we recognize that rapid prototyping is an essential tool for formulating precise requirements. Not only is the design process iterative; the design-goal-setting process is itself iterative. Knowing complete product requirements up front is a quite rare exception, not the norm. Therefore, goal iteration must be considered an inherent part of the design process.
Embracing the mess
Design is non-linear. At Figma, we often talk about “embracing the mess,” and that really means leaning into the chaos and complexity that makes the design process what it is. Even once you have the seedling of an idea, you need to explore and iterate, then pull back and evaluate to see what’s working and what’s not. Sometimes you’ll scrap an idea after a brainstorm session, and other times you’ll get pretty far with a concept, but still need different perspectives and input to move forward.
Models and iterations
Every month or so, Manock and Oyama would present a new iteration based on Jobs's previous criticisms. The latest plaster model would be dramatically unveiled, and all the previous attempts would be lined up next to it. That not only helped them gauge the design's evolution, but it prevented Jobs from insisting that one of his suggestions had been ignored.
The surprising effectiveness of writing and rewriting
An Article by Matt Webb- The act of writing the first draft creates new “essential data” that feeds the imagination and makes possible figuring out the second draft.
- Or: In your head, ideas expand until they max out “working memory” – and it’s only be externalising them in the written word that you have capacity to iterate them.
- Or: Good writing necessarily takes multiple edits, and the act of writing and act of rewriting are sufficiently different that performing both simultaneously is like rubbing your tummy and patting your head.
Asynchronous Design Critique: Getting Feedback
An Article by Erin CasaliGetting feedback can be thought of as a form of design research. In the same way that we wouldn’t do any research without the right questions to get the insights that we need, the best way to ask for feedback is also to craft sharp questions.
Managing Oneself
Only from strength
Most people think they know what they are good at. They are usually wrong. More often, people know what they are not good at—and even then more people are wrong than right. And yet, a person can perform only from strength. One cannot build performance on weaknesses, let alone on something one cannot do at all.
Feedback analysis
The only way to discover your strengths is through feedback analysis. Whenever you make a key decision or take a key action, write down what you expect will happen. Nine or 12 months later, compare the actual results with your expectations.
Taking pride in ignorance
First and foremost, concentrate on your strengths. Put yourself where your strengths can produce results.
Second, work on improving your strengths.
Third, discover where your intellectual arrogance is causing disabling ignorance and overcome it...First-rate engineers, for instance, tend to take pride in not knowing anything about people. Human resources professionals, by contrast, often pride themselves on their ignorance of elementary accounting or of quantitative methods altogether. But taking pride in such ignorance is self-defeating. Go to work on acquiring the skills and knowledge you need to fully realize your strengths.
But bulldozers move mountains
A planner may find that his beautiful plans fail because he does not follow through on them. Like so many brilliant people, he believes that ideas move mountains. But bulldozers move mountains; ideas show where the bulldozers should go to work.
Waste as little effort as possible on low competence
One should waste as little effort as possible on improving areas of low competence. It takes far more energy and work to improve from incompetence to mediocrity than it takes to improve from first-rate performance to excellence.
How do I perform?
For knowledge workers, How do I perform? may be an even more important question than What are my strengths?.
A few common personality traits usually determine how a person performs:
- Am I a reader or a listener?
- How do I learn? Writing? Taking notes? Doing? Talking?
- Do I work well with people, or am I a loner? And if I do work well with people, in what relationship?
- Do I produce results as a decision maker or as an adviser?
- Do I perform well under stress, or do I need a highly structured and predictable environment?
- Do I work best in a big organization or a small one?
To improve the way you perform
Do not try to change yourself—you are unlikely to succeed. But work hard to improve the way you perform. And try not to take on work you cannot perform or will only perform poorly.
The mirror test
In the early years of this century, the most highly respected diplomat of all the great powers was the german ambassador in London. He was clearly destined for great things...yet in 1906 he abruptly resigned rather than preside over a dinner given by the diplomatic corps for Edward VII. The king was a notorious womanizer and made it clear what kind of dinner he wanted. The ambassador is reported to have said, "I refuse to see a pimp in the mirror in the morning when I shave."
This is the mirror test. Ethics requires that you ask yourself, What kind of person do I want to see in the mirror in the morning?
Your organization's values
Organizations, like people, have values. To be effective in an organization, a person's values must be compatible with the organization's values. They do not need to be the same, but they must be close enough to coexist. Otherwise, the person will not only be frustrated but also will not produce results.
Values vs. strengths
There is sometimes a conflict between a person's values and his or her strengths. What one does well – even very well and successfully – may not fit with one's value system. In that case, the work may not appear to be worth devoting one's lift to (or even a substantial portion thereof).
Values are and should be the ultimate test.
Successful careers are not planned
Successful careers are not planned. They develop when people are prepared for opportunities because they know their strengths, their method of work, and their values. Knowing where one belongs can transform an ordinary person – hardworking and competent but otherwise mediocre – into an outstanding performer.
The best-laid plans
It is rarely possible – or even particularly fruitful – to look too far ahead. A plan can usually cover no more than 18 months and still be reasonably clear and specific. So the question is most cases should be, Where and how can I achieve results that will make a difference within the next year and a half?
The second half of your life
Today, most work is knowledge work, and knowledge workers are not "finished" after 40 years on the job, they are merely bored.
There are three ways to develop a second career. The first is to actually start one. The second is to develop a parallel career. Finally, there are the social entrepreneurs.
There is one prerequisite for managing the second half of your life: You must begin long before you enter it. If one does not begin to volunteer before one is 40 or so, one will not volunteer once past 60.