HxRefactored 2015: Adam Connor "Redesigning The Table"
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The document discusses organizational culture and its impact on design success. It notes that while having design talent is important, true success depends more on culture. Culture consists of structure/roles, values/beliefs, communication, tools/processes, skills/knowledge, and policies. The largest barriers to design impact are overall culture and lack of leadership. Changing culture requires understanding it, envisioning improvements, identifying opportunities, generating and testing changes, and iterating. Intentional culture change should be approached as a design problem and requires persistence over time. True success comes from designing an organizational culture that supports design values and behaviors.
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HxRefactored 2015: Adam Connor "Redesigning The Table"
- 1. Redesigning the Table The Case for Organizational Design @ADAMCONNORADAM CONNOR EXPERIENCE DESIGNER, VP ORGANIZATIONAL DESIGN & TRAINING
- 3. “Design lead” organizations have been shown to outperform the S&P 500 by 228% over the last 10 years. (DMI) In the next 10 years, job growth for UX Designers in the US is expected to increase by 22%. (CNN) Increase in design leadership positions such as CCO, CDO and CXO.
- 7. Having design talent does not ensure design success.
- 8. 25% 24% 18% 14% 11% 9% Overall Culture Lack of Leadership Resource Constraints Silos & Politics Partial Implementation Lack of Understanding What barriers prevent UX Design from having a greater impact in organizations? Leah Buley Principal Analyst, Forrester Research
- 9. They’re people problems. Often, the problems that cause organizations to fail are not problems with technology, talent, or ideas.
- 10. Conway’s Law “Organizations which design systems are constrained to produce designs which are copies of the communication structures of these organizations.” Melvin Conway, Computer Scientist
- 11. “An organization’s ability to take advantage of design talent and creative ideas is directly proportional to its culture’s support or hinderance of the conditions needed for them to flourish.” Adam Connor The Guy Speaking Right Now
- 12. 25% 24% 18% 14% 11% 9% Overall Culture Lack of Leadership Resource Constraints Silos & Politics Partial Implementation Lack of Understanding What barriers prevent UX Design from having a greater impact in organizations? Leah Buley Principal Analyst, Forrester Research
- 13. Organizational Culture Lack of Leadership Resource Constraints Silos & Politics Partial Implementation Lack of Understanding
- 14. Culture is the shared beliefs and behaviors of a group.
- 15. Organizational Culture Lack of Leadership Resource Constraints Silos & Politics Partial Implementation Lack of Understanding Structur Values & Commu Tools & Skills & Policies
- 16. Organizational Culture adership nstraints & Politics entation standing Structure & Roles Values & Beliefs Communication Tools & Processes Skills & Knowledge Policies
- 17. Changing culture is difficult because it is a self-reinforcing network.
- 18. Organizational Culture Structure & Roles Values & Beliefs Communication Tools & Processes Skills & Knowledge Policies
- 19. Structure & Roles Values & Beliefs Communication Tools & Processes Skills & Knowledge Policies
- 20. Structure & Roles Values & Beliefs Communication Tools & Processes Skills & Knowledge Policies
- 21. Structure & Roles Values & Beliefs Communication Tools & Processes Skills & Knowledge Policies
- 22. Structure & Roles Values & Beliefs Communication Tools & Processes Skills & Knowledge Policies
- 23. Changing culture can be approached as a design challenge.
- 24. Envision Understand the future culture you intend to change towards. your current organizational culture.
- 25. Dave Gray Super Smart Dude With Too Many Titles Culture Maps Journey Maps
- 26. Skills, Tools & Knowledge COM-B Model Capability Opportunity Motivation Behavior Values, Beliefs, Structure & Roles Processes, Policies & Communication
- 27. Envision Identify Understand the future culture you intend to change towards. your current organizational culture. the opportunities and challenges between the two. Select Analyze Generate and implement some of those ideas. ideas for potential changes to process, structure, roles, etc. and critique your implementation and it’s effect. Iterate and keep going.
- 28. Structure & Roles Values & Beliefs Communication Tools & Processes Skills & Knowledge Policies Where do we start?
- 29. Structure & Roles Values & Beliefs Communication Tools & Processes Skills & Knowledge Policies Where do we start?
- 30. Intentional culture change requires persistence and adaptation.
- 31. “If we want to put our organizations in positions where they can make the most of their employees’ design talent and ideas, we must make a conscious, focused effort to provide a culture that supports those beliefs and behaviors.” Adam Connor That Same Guy As Last Time
- 32. Intentional culture change is designed.
- 33. Intentional culture change is Organizational Design.
- 34. THANK YOU!Adam Connor VP Organizational Design & Training ! @adamconnor aconnor@madpow.com