Design is to solve problems for people. As a design leader, my job is to connect the dots between people, businesses, products, and technology. As a team leader, my job is to care personally, listen openly, challenge directly, and facilitate conversations.
Care personally, challenge directly.
[Scott, K. M. (2017). Radical candor: How to be a kickass boss without losing your humanity (First edition.). New York: St. Martin’s Press.]
Developing products excites my brain; developing people satisfies my soul. I lead the design operations team focus on growing the design practice within an organization.
Through empathy, nurture, and encouragement, I lead teams that celebrated the growth mindset. Each team member is unique, and each team member has his or her own focus on growing as a professional. I empower my team to focus on personal growth.
Through collaboration with business partners and cross-functional delivery partners, I advocate for the business value of design. In a balanced team, designers, product managers, and engineers all have an equal seat at the table and when we work together, we deliver the strongest results.
When it comes to mitigate “Swoop and Poop” management style, many folks focus on how to avoid it. It is absolutely important. However, in this post, I want to focus on the aftermath. — How to deal with it when it does occur.
Recently I posted a question on LinkedIn to the design community: What is the strategy to achieve left, while the organizational structure is like the right. The question generated over twenty-two thousand views, and more importantly, it generated an excellent discussion. My intention for posting the question is not for the answers, but to do a pulse check. The debate […]
What does an ideal design organization structure look like? No one has a magic solution. In this blog, I am raising the challenge for design leaders and design operation leaders to join the conversation.
Coming off the DesignOps Summit always fills me with excitement for a brighter future for design. Having been facilitating and participating in the DesignOps summit for the past few years, seeing more and more people getting into the designops fills me with joy.
There is no other field I’d rather be in, and there is no other work I’d rather be doing at this moment.
Care personally, challenge directly. A skip level 1 on 1 meeting is a place for conversation. For both people to benefit from these meetings, stay organized, stay prepared, follow through when appropriate. A reflection from reading the blog post by Lighhouse.
According to a research blog published by Maryville University, “Importance of Training and Development for Employees” there are several significant benefits of employee training and development:
-Enhance employee performance
-Boost employee productivity
-Help with reducing employee turnover
-Assist with improving company culture