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1. The Accidental Design Leader
2. A few years ago I spotted a trend
3. Designers now had a seat at the table
4. But
5. Rather than being happy Many were stressed
6. New problems to deal with
7. Theyd fallen for the myth of leadership
8. All you need is power to make change
9. All you need is power to make change
10. Power gives you more opportunity to influence
11. You need to develop a new set of skills
12. over tea and cake The pattern became clear
13. Finding talent #1
14. Retaining talent #2
15. Executing at pace #3
16. Managing up #4
17. Managing down #5
18. wasn't for them? Maybe design management
19. Mount Stupid Stuck in the Trough of disillusionment
Plateaux of productivity Trough of disillusionment
20. Design Leadership is still relatively new
21. Accidental Leader for the past 12 years
22. I helped found a new design Leadership Community
77. and critique privately Make sure you praise publicly
78. individual growth Support your teams
79. Lead Principal Director VP A leading performer who prefers
to manage projects over managing people. Indispensable individual
contributor. Dynamic leader, focused on strategic vision, growing
talent and execution Articulate a compelling vision; help run the
company Depth, expertise, innovation, persuasion, strategic,
condence; programs not projects Breadth, mentorship, evangelism,
thought leadership, visionary, storytelling Mentorship, new value
creation, organization-wide leadership, planning; operations
Recruiting and hiring; establishing culture; accountability;
vision, evangelism Leads the delivery of shipped products;
Delivered successful work at the scope of product areas Leads teams
in framing and solving hard problems; has driven innovative efforts
that uncovered new value with new kinds of experiences; presents
company as an industry leader in design Signicant management
experience (teams up to 10 people); recruited and hired teams
Successfully run design organizations (of around 10-15 or fewer);
Demonstrated ability to engage executive leadership across the
company
80. accountability Provide autonomy with
81. Unaware Blame others Excuses Wait and hope Acknowledge
reality Own it Find solutions Get on with it Accountability
Ladder
82. Tell me what to do I think I recommend I would like to I
intent to Ive done Ive been doing Leadership Ladder
83. I see repeating themselves Those were the 5 key
concerns
86. approach to leadership There's no one-size-fits-all
87. common wisdom and tactics Instead its a mix of
88. but its still not being done A lot of this is obvious
89. but its still not being done A lot of this is obvious
bleeding
90. Good Leaders Servetheirteams Hire people better than them
selves Make themselves redundant Invest in their teams Create space
to do great work Setcompelling visions Foster collaboration Create
a thriving work culture Empower teams Remove barriers Provide air
cover Operationalise design Em bed design in the governance layer
Supportindividual growth Promotethe valueofdesign