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Finding Your Context/Leader Fit / Kim Goodwin

UXI Live
February 24, 2020

Finding Your Context/Leader Fit / Kim Goodwin

Any seasoned designer or PM knows the importance of context: users, goals, environments, and business needs all shape the “best” solution to a given problem. And yet, designers and leaders frequently assume that a process, skill set, or attitude that worked in one place is the one right answer.

Kim will discuss:

What characteristics of organizations demand different things from leaders
How to assess your leadership effectiveness within a given context
How to find your own context/leader fit

UXI Live

February 24, 2020
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  1. Most “design” Corporate goals Terms of service Security policies Revenue

    models Technology stack Employee training Employee incentives Algorithms & training data user experience @kimgoodwin
  2. • Clarifying vision & goals • Influencing values & culture

    • Building skills & systems @kimgoodwin
  3. Dynamic Stable Simplified from Cameron & Quinn 2011, based on

    earlier works Internal External Competing Values Framework @kimgoodwin
  4. Company or team life stages Childhood Learn how to survive

    Adolescence Shape who they’ll be Adulthood Prosper (health & wealth) @kimgoodwin
  5. They require leaders to be great at: Instigating • Vision

    • Persuasiveness Building • Systems thinking • Delegation Optimizing • Evidence focus • Relationships See also: Simon Wardley “pioneers, settlers, town planners” concept @kimgoodwin
  6. Growing UX capability is similar • Interest • Survival •

    Value • Scale • Pervasiveness • Efficiency @kimgoodwin
  7. Instigating UX involves • Diagnosing organizational culture • Generating vision

    • Selling vision at multiple levels • Getting resources • Offering hope
  8. • Finding quick wins to prove value • Identifying gaps

    in skill & process • Designing teams & processes • Hiring strong people • Giving them clear goals Building UX capability involves
  9. • Improving the right metrics • Improving efficiency • Growing

    new leaders • Building long-term relationships …without losing sight of the vision Optimizing UX involves
  10. Continuous Change Cycle systems individuals cognition behavior Lawrence, Dyck, Maitlis

    & Mauws, 2006 educators shape intuition evangelists sell ideas architects establish systems autocrats dictate practices
  11. If not, be more trustworthy • Keep promises • Give

    credit • Admit failures • Treat failures as data
  12. Do they: • Invite you to join • Seem happy

    to help you • Give you the benefit of the doubt
  13. If not, show you care • Spend time • Ask

    about life • Acknowledge personal impact • Value their time
  14. % of potential projects you can handle Proof point projects

    All projects in core business Key projects in core business Projects in support functions
  15. Some of Dev & PM All of Dev & PM

    Other customer- facing functions Employee-facing functions
  16. Leading indicators • Task time • Time on site •

    Engagement numbers Can be misleading indicators: Too easily confused with real goals
  17. Objectives & key results Decreased costs • Support calls •

    Product returns Increased revenue • Conversion rates • Upsells
  18. @KimGoodwin | © 2009-2019 Influencing & adapting to organizational culture

    “Does Facebook care about you?” is needy & useless @kimgoodwin
  19. @KimGoodwin | © 2009-2019 Influencing & adapting to organizational culture

    After using Facebook today, how much did you feel: …close to the people you care about? …valued by other people? …appreciative of people who aren’t like you? @kimgoodwin Human-centered measures would be:
  20. The real test of our success? Do they do what’s

    good for people, even when it’s inconvenient?