scaling a design team: insights from interviewing the world's top design leaders on the hacking...

Scaling a Design Team

David Tintner & Sagi Shrieber present:

Insights from interviewing some of the world’s top design leaders

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David & Sagi

David Tintner@dmtintner

Sagi Shrieber@sagishrieber

Community for designers, developers and creative entrepreneurs



Community for designers, developers and creative entrepreneurs

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“Ok Sagi - Time to learn how to be a design manager”

Introducing: The Hacking UI PodcastHackingUI.com/podcast

Scaling a Design Team event, SF, Nov 2015

Scaling a Design Team @sagishrieber, @dmtintner, @hackingui

Career advice

Becoming a manager

Setting up your designers for success

Routines

Communication with your team

Communication with people outside your team and to the organization

Product & Design methodology

Hiring

So.. What insights will we cover?

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Career advice

01


What made you happy today?- Melissa Hajj


A framework separates a Sr. from a Jr.- Melissa Hajj


Becoming a manager

02


Managementis not forEveryone- Jon Lax


Managementis not forEveryone


Talk to leaders in order to learn any new role- Sagi Shrieber



03


Your company needs to set you up for success as well- Joel Califa


Now time toset your people up for success- Joel Califa


There isn’t only one pathManagers & Mentors are both needed in design teams

- Katie Dill


Onboarding designers should be done by… Designers!- Mike Monteiro


Management is a design problem.• Do interviews, solve problems. • Explore and iterate with workflows in the team.

- Katie Dill


Create a blamefree culture(3 armed sweater award)- Magera Moon


Set expectationswith each designer- Katie Dill


Routines

04


Design critiques are a thingIt’s our job as managers to teach our team to do that and learn to master this ourselves


Iterate as you scale“Notice when your team grows - you will spend more time on context rather than feedback”- Melissa Hajj


Be unofficial, oftenPeople in unofficial experiences create the trust and comfort needed in order to speak up- Melissa Hajj


Create your ownunique routinesExpress yourself, create your own style

- Sagi Shrieber


Communicating withyour team

05


Have a chat groupwith your teamSlack/Basecamp/Facebook

- Billy Kiely


Be a mentor, don’t be an art directorAsk: “Do you understand the problem that you’re solving? Is this a real problem?”

- Melissa Hajj


No trust,No scaleYou can’t be making sure everyone is doing their job if you want to scale

- Joel Califa


Gather your team often“If you want to go fast go alone, if you want to go far go together”- Bob Baxley


Communication with people outside your team

06


The “problem solving together” mentality- Melissa Hajj


Let everyone sketchLet people confront their own idea and see it’s harder than they think- Sagi Shrieber


Don’t be a black boxThink out loud, show the mental work - Bob Baxley


Promote design within the companyBi-Weekly emails from the design team- Joel Califa



07


5 point product roadmapNew ideas → Iterating → Customer wants →Quality improvement → Build for scale- Emmet Connolly


Write your design principlesThey need to be subjective as possible- Emmet Connolly


Create teamvaluesCraft, Humility, Hustle- Katie Dill


Create teamvaluesUnderstand, Identify, Execute- Melissa Hajj


Push your designers to spark emotionPeople are not just clicks on a server log- Bob Baxley


Hiring

08


Let your team in onrecruiting processSlack Channel, encryption of text to avoid bias- Joel Califa


Slower hiring process is betterBetter not make mistakes on this stage, and have a longet process, also for the employee- Billy Kiely


Slower hiring process is betterBetter not make mistakes on this stage, and have a longet process, also for the employee- Katie Dill


Always be on the lookoutTalents are out there when they are out there, not whenever you want- Billy Kiely


Plan for 30% mis-hiresotherwise you will be too conservative in hiring

- Bob Baxley


Career advice

Becoming a manager


Routines

Communication with your team

Communication with people outside your team and to the organization


Hiring

So.. What have we covered?

01

02

03

04

05

06

07

08


The most impactful for me

*


• Make them as subjective as you can

• Base them on experiences you had in your own organization

• Prioritize them

Design Principles

Thank YouDavid & Sagi

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Code: INV-HACKUI