Summary
As organizations scale, we risk over-engineering the way design teams work. This can mean creating brittle systems and discouraging true innovation. In this talk, we’ll explore learning-centered approaches as a way to embrace change and foster long-term success — and how we can find inspiration from our childhood roots.
Key Insights
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The importance of prioritizing a learning culture over outcome fixation in design operations.
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Historical influences like Montessori education can inform contemporary UX practices.
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Independence and self-direction are essential for team and individual success.
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Google's OKR framework promotes peer-based goal-setting and accountability.
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Creating an adaptable organizational culture is crucial for thriving amidst constant change.
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Cross-functional teams enhance creativity and efficiency but require strong leadership.
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Encouraging psychological safety within teams drives engagement and productivity.
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Failure should be celebrated as a key part of the learning process.
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Employing flexible approaches, like the research train model, can expedite user feedback and innovation.
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Continuous iteration and experimentation are vital for attracting and retaining talent.
Notable Quotes
"What you build matters, but what matters more is if you learn."
"Learning culture is paramount; you have to change better if you're always changing yourself."
"Independence is the cornerstone of a Montessori approach."
"20% of your time is for you to do whatever you want with it."
"Psychological safety is the key ingredient for team effectiveness."
"The cost of failure is education."
"Never try and think of a person as just a resource to be moved around."
"Be okay with it being messy; humans are less predictable than algorithms."
"Growth and learning should be your long-term change management plan."
"If we design teams based solely on what we know today, we'll miss out on creating a better tomorrow."
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