What happens when you’re on a team and you have a bad leader? They’re a terrible manager. Maybe even incompetent. You could quit, sure. Usually, the best course of action is to make it work. You need to manage up.
Does your team really understand who is using the tools you are designing? Do your team members throw around “user” without any solid understanding of what those people are trying to achieve?
Do you find that things on your team are constantly changing? Maybe you aren’t sure what to tackle next. Maybe you’re having a hard time digesting it all. Perhaps you understand part of the system well, but you’re having a hard time with the bigger picture.
Were you sold some utopian dream about UX design? About how everyone, everywhere understands the value of good UX design? Did you expect everyone to trust your opinion because you’re the UX designer?
The goal of Kickass UX is to reinvent UX education and provide a more personalized, honest, and accessible learning experience for aspiring UX designers. They believe that traditional UX education doesn’t provide practical skills for students to succeed in the industry.
How do you feel about tests? If you’re anything like me, your heart starts racing and your palms get sweaty. Regardless of their GPA, it’s safe to assume most people don’t like tests.
Is your team focused on outcomes? Or are you just cranking out feature after feature? This week, Neil Pleasants joins me to talk about how he’s moving his company, Mindful Chef, to focus on outcomes over outputs.
You landed the job. You have a sweet title. You’re making a ton of money. You start tomorrow morning. What do you do? Joining a new team can be a stressful situation. But joining a team doesn’t have to be stressful.
The terms neurodivergent, neurotypical or neurodiverse might be new to you. But we’ve been working with a neurodiverse group our entire careers. Introverts, extroverts, thinkers, feelers, etc. We hear talk of “the spectrum” often, but are these problems to be fixed, or might these folks have valuable insights that us “normies” would have never considered?
You’re obsessing over how much you’re impressing the recruiters. But are you so worried about impressing the company that you’ve missed the fact that they should also be working to impress you?
