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UXPA 2023: Lessons for new managers
The document outlines essential lessons for new managers, emphasizing the importance of understanding decision-making processes, fostering relationships with influencers, and focusing on business objectives. Key strategies include simplifying project tracking, providing constructive feedback using the CORe method, and conducting regular career chats with team members. Overall, it encourages managers to genuinely care for their team while maintaining a balance in workload and expectations.
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UXPA 2023: Lessons for new managers
- 1. Lessons for new managers LizDressler UX Research Manager Google (Google Workspace)
- 2. Proprietary + Confidential Proprietary+ Confidential
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- 9. Proprietary + Confidential Proprietary+ Confidential You’re going to be fine.
- 10. 01 02 Facing yourteam Facing the org
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- 13. Tracker Woes ● They’rea pain to keep updated Pro ject Pro ject lea d Des crip tion Pri orit y Rel ate d wor k We eks T Shi rt size Pri orit y v2 Sta rt dat e End dat e Pro toc ol Rep ort Not es … … … … … … … … … … … … … … … … … … … … … … … … … … … … … … … … … … … … … … … ● They’re too granular ● They’re inflexible ● Their complexity prevents buyin
- 14. Quarterly Planning ● Collectmany research questions Requestor Research Question Name Question Name Question Name Question Name Question
- 15. Quarterly Planning ● Collectmany research questions ● Stack rank Requestor Research Question Priority Name Question P0 Name Question P1 Name Question P2 Name Question P2
- 16. Quarterly Planning ● Collectmany research questions ● Stack rank Requestor Research Question Priority Name Question P0 Name Question P1 Name Question P2 Name Question P2 ● Draw a cut line
- 17. Quarterly Planning ● Collectmany research questions ● Stack rank Requestor Research Question Priority Name Question P0 Name Question P1 Name Question P2 Name Question P2 ● Draw a cut line ● Make the case for headcount
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- 22. Insight Alignment ProductExcellence ● Standardized processes ○ Usability ○ Pilots ○ Alpha ○ Beta ● Measurement frameworks eg, HEART ○ Happiness ○ Engagement ○ Adoption ○ Retention ○ Task Success ● Issue prioritization frameworks
- 23. facing the org understandingthe org
- 24. Proprietary + Confidential Understandhow decisions get made.
- 25. Proprietary + Confidential Understandhow decisions get made. Make friends with influencers.
- 26. Proprietary + Confidential Understandhow decisions get made. Make friends with influencers.
- 27. Proprietary + Confidential Understandhow decisions get made. Make friends with influencers. Learn what people care about.
- 28. Proprietary + Confidential Stakeholderinterview ● What’s the history o this project? ● What issue are we trying o solve? ● What is going well? Poorly? ● What does success for this project or eam look like? Failure? ● What keeps you up at night? ● What do other execs think about? Understand how decisions get made. Make friends with influencers. Learn what people care about.
- 29. Proprietary + Confidential Understandhow decisions get made. Make friends with influencers. Learn what people care about. Focus the work on business objectives. OKR Project Lead OKR 1 Project X Name OKR 2 N/A Name OKR 3 Project Y Name N/A Project Z Name Do you understand why? Yes!
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- 33. Proprietary + Confidential Actuallycare Demonstrate openness
- 34. Proprietary + Confidential Actuallycare Demonstrate openness Start safe
- 35. Proprietary + Confidential Actuallycare Demonstrate openness Start safe Follow up
- 36. Proprietary + Confidential Actuallycare Demonstrate openness Start safe Follow up Take notes
- 37. facing the team givingfeedback
- 38. Proprietary + Confidential GivingFeedback directly from Radical Candor C - Context (Describe the situation) O - Observation (Describe what was said or done) R - Result (What happened as a result?) E - nExt stEps (What do you expect for the future?)
- 39. Proprietary + Confidential Atleast 50% of feedback should be positive. It goes over better after you’ve built up some confidence. Feedback tips
- 40. Proprietary + Confidential Atleast 50% of feedback should be positive. It goes over better after you’ve built up some confidence. You don’t have to tackle it all at once. Feedback tips
- 41. Proprietary + Confidential Atleast 50% of feedback should be positive. It goes over better after you’ve built up some confidence. You don’t have to tackle it all at once. Affirm they can reach the highest standards, and you’re on their side. Feedback tips
- 42. facing the team growingpeople
- 43. Proprietary + Confidential Trackgrowth! Job Expectation Example of meeting (or not meeting) expectation Improvement opportunity Expectation 1 Example 1 Opportunity 1 Expectation 2 Example 2 Opportunity 2 Recap of improvement opportunity Progress since checkin Opportunity 1 Example 1 Opportunity 2 Example 2 Q1 Q2
- 44. Proprietary + Confidential CareerChat Dream me in 5 years? Motivations behind career pivots? An awesome day at work? My superpower? Where is my role (not) fulfilling? What do I want more of? What will I do next week?
- 45. Recap 1. Actually careabout people 2. Use CORE for feedback 3. Give more positive feedback than negative 4. Set measurable goals 5. Career chats are for them Facing the org Facing your team 1. Keep your tracker simple 2. Plan publicly 3. Focus on foundational 4. Respect the big scope 5. Understand how the business works
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- 47. Proprietary + Confidential Noone is that important, and nothing matters that much.
- 48. Proprietary + Confidential Noone is that important, and nothing matters that much, except this dog, Marshmallow, your loved ones, and your wellbeing.
- 49. Proprietary + Confidential Yourglass can only hold so much Your glass can only hold so much.
- 50. Proprietary + Confidential It’sok to drop the ball.
- 51. Proprietary + Confidential Proprietary+ Confidential It’s going to be fine.
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