Information Design & Data Visualization
No more LittleDataGraphics
Small data sets should be shown directly...LittleDataGraphics (pie charts, bar charts) translate and encode data into areas and colors. Viewers must then mentally translate codes back into numbers. These codes are unique to the local sets of data graphics, and do not repay learning. Instead, just directly show numbers as numbers. No more LittleDataGraphics. Data visualizations are at their best when there is so much data that the only way to see it...is to see it.
The Visual Information Seeking Mantra
There are many visual design guidelines but the basic principle might be summarized as the Visual Information Seeking Mantra:
Overview first, zoom and filter, then details-on-demand
Overview first, zoom and filter, then details-on-demand
Overview first, zoom and filter, then details-on-demand
Overview first, zoom and filter, then details-on-demand
Overview first, zoom and filter, then details-on-demand
Overview first, zoom and filter, then details-on-demand
Overview first, zoom and filter, then details-on-demand
Overview first, zoom and filter, then details-on-demand
Overview first, zoom and filter, then details-on-demand
Overview first, zoom and filter, then details-on-demandEach line represents one project in which I found myself rediscovering this principle and therefore wrote it down it as a reminder. It proved to be only a starting point in trying to characterize the multiple information visualization innovations occurring at university, government, and industry research labs.
Envisioning Information
A Book by Edward TufteBeautiful Evidence
A Book by Edward TufteThe Visual Display of Quantitative Information
A Book by Edward TufteThe Elements of Graphing Data
A Book by William S. ClevelandVision Science
A Book by Stephen E. PalmerVisual Explanations
A Book by Edward TufteVisualizing Algorithms
An Article by Mike BostockInformation Visualization: Perception for Design
A Book by Colin WareThe Eyes Have It
A Research Paper by Ben ShneidermanVisualizing Data
A Book by William S. ClevelandExploratory Data Analysis
A Book by John TukeyPlus Equals #4
An Article by Rob WeychertOne of the seeds for Plus Equals was planted a few years ago with Incomplete Open Cubes Revisited, my extension of a Sol LeWitt work. I learned a lot about isometric projection from that project, but my affection for the concept didn’t begin there. Whether I’m looking at a Chris Ware illustration or an exploded-view technical drawing of a complex machine, an isometric rendering always stirs something in me.
In search of visual texture
An Article by Rachel PruddenI’m now more inclined to attribute Looseleaf’s power to its visual texture than to some cognitive media-style abstraction. And the visual texture owes more to the beauty (yes, beauty!) of the original pdfs from the Vasulka Archive. Perhaps the demo is best understood not as a prototype generic tool, but as a specific curated experience in its own right, with form and content claiming equal importance in its overall success.
Even so, I think there are some general lessons that can be drawn from this demo:
- Content is not inert
- Visual texture lets content breathe
- Visual texture lets the eye wander without losing itself
Chartwell
A FontThis set of tools for easily creating graphs is conveniently disguised as a set of fonts. OpenType features are used to interpret and visualize the data. The data remains as editable text, allowing for painless updates.
Windy
A WebsiteBetter colormaps?
An Article by Mark LibermanA modest sample of alternative ways of coloring the same type of 2-D density plots of rates of F0 change and amplitude change.
ImageQuilts
A Tool by Edward Tuftepress.stripe.com
A WebsiteStripe partners with millions of the world’s most innovative businesses. These businesses are the result of many different inputs. Perhaps the most important ingredient is “ideas.”
Stripe Press highlights ideas that we think can be broadly useful. Some books contain entirely new material, some are collections of existing work reimagined, and others are republications of previous works that have remained relevant over time or have renewed relevance today.
Between the Words
An Artwork by Nicholas RougeuxMoby Dick.
Between the Words is an exploration of visual rhythm of punctuation in well-known literary works. All letters, numbers, spaces, and line breaks were removed from entire texts of classic stories...leaving only the punctuation in one continuous line of symbols in the order they appear in texts. The remaining punctuation was arranged in a spiral starting at the top center with markings for each chapter and classic illustrations at the center.
SeriesHeat
A Website by Jim VallandinghamSearch for a TV Series to see a heatmap of average IMDb ratings for each episode.
Time-based analytics
An Article by Ryan SingerAnalytics apps don't tell you much about usage behavior. You might be able to see how many users performed an event, or how many times they did it. But none of the analytics packages out there are good at showing you how often people do things. Are they using to-dos once a week? Every day? Only signing into the app once a month but happily paying for years?
Time matters. You can't understand usage without time.
Cameras and lenses
An Article by Bartosz CiechanowskiPictures have always been a meaningful part of the human experience. From the first cave drawings, to sketches and paintings, to modern photography, we’ve mastered the art of recording what we see.
Cameras and the lenses inside them may seem a little mystifying. In this blog post I’d like to explain not only how they work, but also how adjusting a few tunable parameters can produce fairly different results.
The Subtleties of Color
A Series by Robert SimmonThe use of color to display data is a solved problem, right? Just pick a palette from a drop-down menu (probably either a grayscale ramp or a rainbow), set start and end points, press “apply,” and you’re done. Although we all know it’s not that simple, that’s often how colors are chosen in the real world. As a result, many visualizations fail to represent the underlying data as well as they could.
tixy.land
A Websitesin(t * x) * cos(t * y)
Creative code golfing.
Zipdecode
A Website by Ben FryA Library Demand List
A Website by Robin SloanThis visualization takes the current New York Times Best Sellers list for combined print and e-book fiction and scales each title according to the demand for its e-book edition at a collection of U.S. public libraries, selected for their size and geographic diversity.
MIT Student Hub
An Article by Alex HogrefeThe project is located on the MIT Campus and will be a “Student Hub” containing restaurants, large event spaces, and smaller study spaces.
V-RESAS
An ApplicationAll in & with the flow
An Article by Buster BensonInfoCrystal
A Research PaperThis paper introduces a novel representation, called the InfoCrystal, that can be used as a visualization tool as well as a visual query language to help users search for information. The InfoCrystal visualizes all the possible relationships among N concepts.
Readings in Information Visualization: Using Vision to Think
A Book by Ben Shneiderman
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.