Notes from GiantConf 2014′s “Building a Whole Team UX Design Team” presentation by Phillip Hunter

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In his presentation on day two of GiantConf 2014, Phillip Hunter talked to us about “Building a Whole Team UX Design Team”. Here are my notes from his talk.

Phillip Hunter – Building a Whole Team UX Design Team
@designoutloud
http://www.minotaurdesign.com/blog/wp-login.php

His belief is that in the UX community, team building is much like early days in baseball scouting.

The focus on stereotypes:
on rock Stars in the industry…….
(is that a person w/ diseases and who trashes hotel rooms? lol)

On Ninja’s….
(is that the person who kills people in the night? lol)
Focus on design mishmash – (beanie/knit cap and glasses, lol)

– Stereotypes don’t help us build better UX teams. Avoid them.

(slide of the major pieces of most companies) – All these people are ENABLING the user experience.
– most of us are in Product development team.
– so it’s silly to think of one small piece of the org as wholly responsible for the UX of a company

4 primary capabilities (as a grid):
– engineering leading technology
– maintaining strong teams
– running a successful business
– enabling great experiences

The practice of creating experience is a SERVICE – look to service design for cues

Strategy means defining and inspiring before hiring

Hiring a dev, designer, tester because you need to developer, design and test is premature.

Context + capability to help you know the best way to create that holistic UX mindset.

OAQH- Orient, Assess, Question, Hypothesize

Setting the team-building CONTEXT:
– what are our goals, values, constraints and principles as a corp?
– what do we need to get done?
– why?
– how much/how fast?

Setting capability requirements:
– What do we need to be god at?
– How good? How will we know?
– What are our priorities?
– Not who…. (yet)

Liz Bacon’s infographic on her definition of user experience design
– pie chart of sorts
– ranked herself within each facet

Building effective structures within the company:
– Complementary strengths vs homogeneous development
– Breadth and depth of skill across people
– Increase participation

Beyond hiring and skills:
Shape align and inform with biz goals
Aim for impact, scope, scale, diversity, resilience, sustainability

Crazy list of necessary skills (all of which mapped back to the grid of 4 above)

Atomic elements of necessary high level skills

Have the right project members been identified?
In what areas will augmentation be the best thing?
What kind and from where?

Building Your list of necessary Skills
Skill name
-skill 1, 2, etc becomes `> color, line, shape 2. Latent need identification, ebrand integration, prototyping, etc.

Gathering list items:
Ask your UX leaders and ICs, your UX enthusiasts, your Product owners, your Execs and sponsors.

(ranking 1-5 etc)
Skill name – Current Level – Desired Level – Priority
– – – –
– – – –

Perceived skill gap
– gap value on its own wasn’t that compelling/illuminating
– Gap value multiplied by Priority – this really surfaced the true GAP in context

Conversations that can come out of the above types of analysis?
Who does that already?
How can you get them involved?
What do your colleagues want to be good at?
X is how we need to craft our job description for HR!!!

sixboxes.com
framework for aligning people’s desires with their roles, and ultimately their ideal internal path that also benefits the company

– issue challenge to add UX to everyone’s job
– Let people find their point of contribution

HIRING (since sometimes you just have to…..)
– understanding and implementing the strategic framework from above
– involve the team to determine fit and talent
– Hire the inspired

Phillip’s slides (Thanks, Phillip!) – http://www.slideshare.net/philliphunter/building-a-whole-company-ux-team

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