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Redesigning the Table The Case for
Organizational Design
@ADAMCONNORADAM CONNOR EXPERIENCE DESIGNER, VP ORGANIZATIONAL DESIGN & TRAINING
Congratulations Designers!
We’ve made it!
“Design lead” organizations have been shown to
outperform the S&P 500 by 228% over the last 10
years. (DMI)
In the next 10 years, job growth for UX Designers
in the US is expected to increase by 22%. (CNN)
Increase in design leadership positions such as
CCO, CDO and CXO.
Having design talent does not ensure design success.
25%
24%
18%
14%
11%
9%Overall Culture
Lack of Leadership
Resource Constraints
Silos & Politics
Partial Implementation
Lack of Understanding
What barriers prevent UX Design from having a greater impact in organizations?
Leah Buley Principal Analyst, Forrester Research
They’re people problems.
Often, the problems that cause organizations to fail are not problems with technology, talent, or ideas.
Conway’s Law “Organizations which design systems are constrained to produce designs which are copies of the communication structures of these organizations.”
Melvin Conway, Computer Scientist
“An organization’s ability to take advantage of design talent and creative ideas is directly proportional to its culture’s support or hinderance of the conditions needed for them to flourish.”
Adam Connor The Guy Speaking Right Now
25%
24%
18%
14%
11%
9%Overall Culture
Lack of Leadership
Resource Constraints
Silos & Politics
Partial Implementation
Lack of Understanding
What barriers prevent UX Design from having a greater impact in organizations?
Leah Buley Principal Analyst, Forrester Research
Organizational Culture
Lack of Leadership
Resource Constraints
Silos & Politics
Partial Implementation
Lack of Understanding
Culture is the shared beliefs and behaviors of a group.
Organizational Culture
Lack of Leadership
Resource Constraints
Silos & Politics
Partial Implementation
Lack of Understanding
Structure & Roles
Values & Beliefs
Communication
Tools & Processes
Skills & Knowledge
Policies
Organizational Culture
Lack of Leadership
Resource Constraints
Silos & Politics
Partial Implementation
Lack of Understanding
Structure & Roles
Values & Beliefs
Communication
Tools & Processes
Skills & Knowledge
Policies
Changing culture is difficult because it is a self-reinforcing network.
Organizational Culture
Structure & Roles
Values & Beliefs
Communication
Tools & Processes
Skills & Knowledge
Policies
Structure & Roles
Values & Beliefs Communication
Tools & Processes
Skills & Knowledge
Policies
Structure & Roles
Values & Beliefs Communication
Tools & Processes
Skills & Knowledge
Policies
Structure & Roles
Values & Beliefs Communication
Tools & Processes
Skills & Knowledge
Policies
Structure & Roles
Values & Beliefs Communication
Tools & Processes
Skills & Knowledge
Policies
Changing culture can be approached as a design challenge.
Envision
Understand
the future culture you intend to change towards.
your current organizational culture.
Dave Gray Super Smart Dude With Too Many Titles
Culture Maps Journey Maps
Skills, Tools &
Knowledge
COM-B Model
Capability
Opportunity
Motivation
Behavior
Values, Beliefs,
Structure & Roles
Processes, Policies &
Communication
Envision
Identify
Understand
the future culture you intend to change towards.
your current organizational culture.
the opportunities and challenges between the two.
Select
Analyze
Generate
and implement some of those ideas.
ideas for potential changes to process, structure, roles, etc.
and critique your implementation and it’s effect.
Iterate and keep going.
Structure & Roles
Values & Beliefs Communication
Tools & Processes
Skills & Knowledge
Policies
Where do we start?
Structure & Roles
Values & Beliefs Communication
Tools & Processes
Skills & Knowledge
Policies
Where do we start?
Intentional culture change requires persistence and adaptation.
“If we want to put our organizations in positions where they can make the most of their employees’ design talent and ideas, we must make a conscious, focused effort to provide a culture that supports those beliefs and behaviors.”
Adam Connor That Same Guy As Last Time
Intentional culture change is designed.
Intentional culture change is Organizational Design.
