Similar to the company values, the Design Team Values are about promoting positive behaviour among individuals and our team as a collective. Team values are about what we want to be rather than what we want our design to be.
<aside> ➡️ To discover how we arrived at our values, check out this awesome Miro board
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<aside> 📌 This is ever evolving so if you wish to add or question on of the values and/or behaviours listed, please leave a comment and mention anyone from the design team!
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Every activity starts with discovery. Understanding the problem is just as important as solving it. We ask the questions, we pick holes, we cut through organisational barriers.
| What it is | What it isn’t |
|---|---|
| We go back to the 'why' | We avoid experimenting on an idea because ‘someone has done this in the past and failed’ |
| We practice curiosity by asking asking questions and trying to understand the problems we face from every angle | We avoid experimenting on an idea because ‘we don’t have sufficient resources’ |
| We use tools and methods for brainstorming and documenting the problem at its lowest fidelity | We get lost in discovery and are paralysed by opportunities |
| We consider both the business AND the user value when thinking through a problem and/or solution | |
| We select the right research method for the problem at hand | |
| We update our knowledge, remaining abreast of industry standards, regulations and competitors | |
| We design and experiment with more than one solution | |
| We drive a culture of design empowerment - 'tell me the problem, not the solution' |
We create consistent and unified experiences across all segments, whether online or offline.
| What it is | What it isn’t |
|---|---|
| We start with common and diverge with intent, both for our outcomes and our ways of working | We compromise usability for the sake of consistency |
| We break down silos (users shouldn’t feel the pain of our org chart) | We compromise individualism and the need for personalisation for the sake of consistency |
| We bridge the gap between the offline and online experience | We remain wedded to our guidelines and ignore better ideas. |
| We collaboratively create and follow agreed upon playbooks, guidelines and values |
We are not unicorns; we recognise that no single person can do it all. Instead, we amplify individual strengths to create a stronger unit. We adopt a growth mindset, giving and receiving feedback in a way that promotes vulnerability and psychological safety.
| What it is | What it isn’t |
|---|---|
| We develop expertise | We avoid giving feedback in fear of offending team members |
| We create a introspective and retrospective environment | We give feedback more than we are willing to receive |
| We share our design work and process early and frequently | We reject feedback without communicating the rationale |
| We explain our thought process | We only focus on what needs to improve but not on what already works |
| We don't know it all; we learn from others experiences and knowledge | We give feedback that is harmful and doesn't promote personal and professional growth |
| We are open to sharing our knowledge and experience with others | We compromise psychological safety |
| We share our wins and fails |
We celebrate our achievements and successes, as well as our growth opportunities. We show recognition. We lead with empathy and positive encouragement.
| What it is | What it isn’t |
|---|---|
| We reward and recognise people the way they wish to be recognised | We throw ‘empty' compliments around |
| We celebrate the wins, not just the things to be improved upon | We assume that everyone is comfortable with being recognised publicly |
| We celebrate progress and 'moving towards the right direction' | |
| Doing something for the first time is worth recognition |