Podcasts about org design

In this episode, Peter Merholz—co-founder of Adaptive Path and co-author of Org Design for Design Orgs—joins us to talk about what it really takes to build and scale effective design teams. We explore the systems, structures, and leadership mindsets that shape successful organizations, the relationships between product and design teams, and how design leaders can foster clarity, consistency, and impact as their teams grow. Whether you're managing a team or aspiring to, this conversation is packed with insights on navigating the evolving role of design in today's organizations.Learn More About Peter:Website: https://petermerholz.com/Newsletter: https://petermerholz.com/newsletter/ LinkedIn: https://linkedin.com/in/petermerholzPodcast: https://findingourway.design/Book: https://orgdesignfordesignorgs.com/Full-Day Courses (also available in half-day formats):DesignOps: Scaling UX Design: https://www.nngroup.com/courses/scaling-ux-design-and-user-research/?utm_source=podcast&utm_medium=social&utm_campaign=ep50Product and UX: Building Partnerships for Better Outcomes: https://www.nngroup.com/courses/product-and-ux/?utm_source=podcast&utm_medium=social&utm_campaign=ep50Leading Highly Effective UX Teams: https://www.nngroup.com/courses/leading-ux-teams/?lm=pm-ux-different-views-of-responsibilities&pt=article&utm_source=podcast&utm_medium=social&utm_campaign=ep50UX Leader: Essential Skills for Any UX Practitioner: https://www.nngroup.com/courses/ux-leadership-skills-for-all/?utm_source=podcast&utm_medium=social&utm_campaign=ep50New UX Managers: https://www.nngroup.com/courses/new-manager/?utm_source=podcast&utm_medium=social&utm_campaign=ep50Related Free NN/g Articles:DesignOps: Study Guide: https://www.nngroup.com/articles/design-ops-study-guide/?utm_source=podcast&utm_medium=social&utm_campaign=ep50Product & UX: Study Guide: https://www.nngroup.com/articles/product-and-ux-study-guide/?utm_source=podcast&utm_medium=social&utm_campaign=ep50PM and UX Have Markedly Different Views of Their Job Responsibilities: https://www.nngroup.com/articles/pm-ux-different-views-of-responsibilities/?utm_source=podcast&utm_medium=social&utm_campaign=ep50

On this episode of The Tech Trek, we're diving deep into the intersection of engineering, product, and business thinking with Vineet Goel — Co-Founder and Chief Product & Technology Officer at Parafin, a fast-growing fintech startup powering small businesses on platforms like DoorDash, Amazon, and Walmart.We unpack what it really means to build a company where engineers are product thinkers, why bringing in product managers too early can backfire, and how AI is reshaping what it means to write code — and who's best positioned to thrive in this new world.Vineet shares how Parafin scaled with just two PMs to 25 engineers, why every engineer shadows customer support calls, and how GenAI might collapse the wall between product and engineering entirely.Whether you're an engineer, product leader, founder, or just curious where the future of tech orgs is headed — this conversation is packed with insights you won't want to miss.

In this episode of the Org Design Podcast, hosts Tim Brewer and Amy Springer welcome Amri B. Johnson from Inclusion Wins. Amri shares his journey into organizational design, revealing how his background as an epidemiologist shaped his understanding of leadership and management. He discusses the importance of creating organizational structures that foster emergent strategies, emphasizing that "structure creates behavior." Amri highlights the common pitfalls organizations face when trying to implement diversity, equity, and inclusion (DEI) initiatives, noting that many fail to align their strategies with their stated goals. He argues for a shift in perspective: DEI should not be seen as a separate initiative but as integral to the organization's fabric. Listeners will gain insights into the significance of including team members in the decision-making process and the need for leaders to develop robust listening skills to build adaptive organizations. This conversation aims to equip leaders with the tools to create inclusive environments that allow all individuals to thrive, ultimately driving better organizational outcomes. Tune in to learn how to design organizations that are not only effective but also resilient and inclusive, ensuring that every voice is heard and valued.

Is it better to hire someone with deep domain expertise and teach them product management, or to bring in an experienced PM who can learn the domain? Today, we're debating the strengths and weaknesses of both approaches across critical areas like business impact, product discovery, stakeholder management, and leadership!Listen (or watch) as Product Manager Brian Orlando and Enterprise Business Agility Coach Om Patel discuss why domain experts excel at identifying immediate pain points but may struggle with deeper product methodologies... or listen/watch as we discuss how experienced PMs can bring fresh perspectives while also facing steeper learning curves in specialized industries. This podcast is all about exploring the real-world tradeoffs Product Leaders face when building product teams and providing insights for both hiring managers and product professionals!#ProductManagement #CareerDevelopment #AgileLeadershipReferences:Boiler Room (film), 2000Marty Cagan - Inspired: How to Create Tech Products Customers Love, 2008AA120 - Did AirBnB Fire Their Product Managers?AA199 - W. Edwards Deming's Profound Knowledge for Transforming OrganizationsAA201 - Mastering Stakeholder Communication & Management= = = = = = = = = = = =YouTubeSubscribe on YouTube:https://www.youtube.com/channel/UC8XUSoJPxGPI8EtuUAHOb6g?sub_confirmation=1Applehttps://podcasts.apple.com/us/podcast/agile-podcast/id1568557596Spotifyhttps://open.spotify.com/show/362QvYORmtZRKAeTAE57v3= = = = = = = = = = = =Toronto Is My Beat (Music Sample)By Whitewolf (Source: https://ccmixter.org/files/whitewolf225/60181)CC BY 4.0 DEED (https://creativecommons.org/licenses/by/4.0/deed.en)

Join us on the Org Design Podcast as we dive into the fascinating journey of Beth Gunderson in our episode, From Science to Strategy: Effective Org Design with Beth Gunderson. Beth, a key figure at the University of Southern California's Center for Effective Organizations, shares her unique path from material science to becoming an influential org design consultant. We explore her insights on the STAR framework, the importance of aligning org design with strategy, and the evolving role of operating models. Beth also discusses how leaders can effectively communicate change and foster collaboration across various organizational levels. With her extensive experience, Beth offers valuable advice for leaders and designers alike. Tune in as Amy, Damian, and I uncover the intricacies of effective org design and how it can transform organizations.

Insights are only as powerful as the action they inspire. In this episode, we are joined by Will Osborn, Service and Org Design Director & Head of Service Design at frog, part of Capgemini Invent, as he discusses why insights fail and what the industry needs to do differently. Will shares candid takes on blind spots in insights, why context is more critical than data, and why waiting for the perfect tech solution is a mistake.We also discuss:The evergreen challenge of silo syndrome. How great storytelling makes data impossible to ignore.Why research on its own isn't enough.Join The Insighter's Club and get exclusive industry insights, expert analysis, and cutting-edge trends delivered straight to your inbox.

In this short segment of the Revenue Builders Podcast, John McMahon and John Kaplan and Alex Varel, CRO of Multiverse, discuss the mindset and responsibilities required to succeed in a CRO role. Alex shares firsthand insights on the challenges of executive leadership, the importance of accountability, and how customer success should be integrated into go-to-market strategies. He also emphasizes the significance of informed decision-making and fostering a culture of collaboration across sales and customer success.KEY TAKEAWAYS[00:01:17] The CRO's Accountability Mindset – The deep responsibility that comes with the CRO role and the need to embrace it.[00:01:56] Executive Team and Board Alignment – Understanding the dynamics of working with senior leadership and the board.[00:03:06] The Power of Listening in Leadership – Why listening is a CRO's biggest advantage when making critical decisions.[00:04:42] Customer Success and the CRO Role – The importance of unifying pre-sale and post-sale efforts under a single vision.[00:05:28] Org Design for Customer-Centric Growth – Why aligning sales and customer success creates a seamless customer journey.[00:06:22] The Right Intent Behind Owning Customer Success – Why it's about customer outcomes, not just control over teams.QUOTES[00:01:17] "Having the accountability to the customers, individuals, and teams—and making all of them wildly successful—is what excites me about the CRO role."[00:03:06] "A huge advantage of being a CRO is that people want to meet with you—inside and outside the company. Use that to listen and make informed decisions."[00:07:23] "The best org design creates a natural mechanism for unified goals that benefit the customer and fuel growth."[00:06:45] "I wasn't concerned with building a fiefdom—I was focused on creating a structure that aligns sales and customer success for better customer outcomes."Listen to the full conversation through the link below.https://revenue-builders.simplecast.com/episodes/the-reflective-journey-from-sales-leader-to-cro-with-alex-varelEnjoying the podcast? Sign up to receive new episodes straight to your inbox:https://hubs.li/Q02R10xN0Check out John McMahon's book here:Amazon Link: https://a.co/d/1K7DDC4Check out Force Management's Ascender platform here: https://my.ascender.co/Ascender/Force Management is hiring for a Sales Director. Apply here: https://hubs.li/Q02Zb8WG0Read Force Management's eBook: https://www.forcemanagement.com/roi-of-sales-messaging

Send us a textIn this episode of the Org Design Podcast, host Amy Springer engages in a thought-provoking conversation with Pallavi Srivastava, an associate partner at The OrgSmith. They explore the often misunderstood concept of organizational design, emphasizing its importance beyond mere restructuring and cost-cutting measures. Pallavi shares insights on the need for leaders to adopt an agile and entrepreneurial mindset in today's rapidly changing business environment, particularly in light of recent global disruptions like COVID-19.The discussion covers the critical role of leaders in aligning organizational structures with dynamic strategies and the necessity for constant communication about these strategies. Pallavi highlights the significance of fostering a culture of innovation and psychological safety, enabling organizations to adapt quickly to change. She provides real-world examples of companies that successfully pivoted during the pandemic, demonstrating the qualities that empower resilient and agile organizations.Listeners will gain valuable perspectives on the evolving landscape of job design in the context of AI and digital transformation, and the essential leadership skills required to navigate these changes. Pallavi underscores the need for empathy in leadership while also advocating for the courage to make tough decisions as organizations adapt to new challenges.Join us for this enlightening episode as we uncover the complexities of organizational design and the pivotal role of leadership in fostering a responsive and resilient business environment.Support the show

Join us as we dive into the inspiring story of Neda, founder of Keshty, as she shares her journey of overcoming rejection, building a successful business, and investing in others. From her experiences as an only child to navigating the world of entrepreneurship, Neda opens up about the lessons she's learned along the way. Don't miss this episode as we explore the importance of org design, rejecting transactional relationships, and building a strong support network. Neda shares her story of starting Keshty, a business that was built on her mission to make a difference. She talks about the challenges she faced, and how she overcame them. She also shares her insights on the importance of hiring and how it can make or break a business. Plus, she opens up about her experiences with rejection and how she's learned to see it as a redirection. Don't miss this inspiring and informative episode!Links:Neda's LinkedIn: https://www.linkedin.com/in/nedasahebelm/?originalSubdomain=ukKeshty Website: https://www.keshty.com/about

Send us a textIn this episode of the Org Design Podcast, we're joined by Elizabeth Venter and Ross Libby to explore the human side of organizational change. Our guests share invaluable insights on how to implement structural changes while keeping people at the heart of the transformation process.Key discussion points include:The importance of involving team members in organizational change rather than imposing decisions from aboveWhy continuous communication is crucial throughout the entire change processHow seeking clarity rather than certainty leads to better organizational outcomesThe value of experimentation and learning through pilot programsElizabeth emphasizes that successful organizational change requires supporting each team individually through their transformation journey, while Ross shares the powerful perspective that "the future punishes certainty but rewards clarity." Together, they provide practical advice for leaders navigating organizational change, whether they're org design experts or just beginning their journey.This conversation offers essential insights for anyone interested in creating more effective, human-centered organizations that can adapt and thrive in today's rapidly changing business environment.Support the show

Every business dreams of experiencing that exhilarating hockey stick growth where success skyrockets, but what does it truly take to achieve it? Tom Gratian, founder of Gratian Group, shares the secrets to achieving explosive hockey stick growth by focusing on top talent, laser-sharp strategy, and the game-changing power of AI. He provides actionable insights on how to identify and secure A-players, develop effective leadership, and foster a winning culture, all while navigating the unique challenges of rapid growth. Tune in to discover how to unlock your company's full potential and achieve phenomenal growth.Love the show? Subscribe, rate, review, and share!

In this episode of the Org Design Podcast, Cynthia Escamilla, an experienced organizational design consultant, shares insights on effective org design practices. She emphasizes the importance of looking at the bigger picture when addressing organizational issues, rather than just changing roles or people. Cynthia advises leaders to focus on strategic goals and align organizational structure accordingly. She discusses common pitfalls in org design, such as mislabeling budget cuts as reorganization. Cynthia also highlights the iterative nature of org design, suggesting that leaders should plan for continuous adaptation. She explains her consulting approach, which includes diagnostics, co-creation of future designs, and implementation support. The conversation touches on the impact of AI and technology on workforce roles, emphasizing the need for organizations to consider how jobs may be augmented by new technologies in the future.Support the show

Will Gaybrick joined Stripe as CFO after investing in the company at Thrive Capital. Over the past 9 years, now as President, he's helped grow Stripe's into one of the world's largest private startups. In this episode, we explore his impressive career journey—from Harvard Math to software engineering, Yale Law, venture capital, and now his leadership role at Stripe. Will shares key insights on capital allocation, crypto, AI, investing, leadership, and more. Some takeaways:(00:00) Intro(01:09) From Academia to Venture Capital(02:01) Joining Stripe: The Unexpected Journey(02:09) Career Philosophy and Decision Making(05:23) Building Hack Yale and Teaching(08:15) The Role of a Polymath at Stripe(09:31) Learning Techniques and AI Insights(16:15) Operational Shifts and Growth Strategies(20:36) Hiring and Leadership at Stripe(28:08) Organizational Systems and Processes(31:40) Migrating Users to New API Versions(32:07) Challenges in API Refactoring(33:57) The Rise of Stablecoins(34:07) Stripe's History with Crypto(35:51) Stablecoins: Use Cases and Adoption(41:30) AI and Machine Learning at Stripe(47:59) Risk Management and Compliance(53:21) Empowering Innovation with AI(57:14) Decision-Making Frameworks at Stripe(01:04:07) Stripe's Product Evolution(01:09:31) Exploring the Fun and Challenges of Product Space(01:10:20) Stripe's Organizational Structure and Strategy(01:12:12) The Importance of Technical Unification(01:13:13) User Demands and Capital Allocation(01:14:18) The Role of ROI in Early Projects(01:15:53) Stripe's Unique Approach to Titles and Levels(01:18:36) Insights on Organizational Design(01:21:36) Effective Leadership and Decision-Making(01:24:18) Reflections on Influential Leaders(01:33:25) The Value of Venture Capital(01:38:29) Future Prospects and Motivation at Stripe  Executive Producer: Rashad AssirProducer: Leah ClapperMixing and editing: Justin Hrabovsky Check out Unsupervised Learning, Redpoint's AI Podcast: https://www.youtube.com/@UCUl-s_Vp-Kkk_XVyDylNwLA

Unlocking the Future of Organizational Design: In this episode from the Org Design Festival, experts Joemmy Ramirez and Mary Selden, join Podcast hosts Tim Brewer and Amy Springer, explore the art and science of developing effective organizational design functions within large organizations. They discuss unconventional career paths and innovative approaches to modern organizational challenges, along with the crucial elements for reshaping and future-proofing organizational structures. Joemmy and Mary provide invaluable advice for leaders, highlighting the importance of adaptability, strategic foresight, and the evolving role of technology in organizational design.Support the show

Kiersten Rippeteau discusses her journey into organizational design, starting from internal consulting in healthcare to external consulting in the construction industry. She emphasizes the importance of understanding organizational systems and human behaviors. Rippeteau highlights the need for clear strategy, values, and effective communication within organizations. She also touches on the impact of AI in consulting and construction, stressing the importance of maintaining a human lens. Rippeteau's firm, New Commodity, focuses on practical, impact-driven business models to improve organizational effectiveness and positive societal impact.Support the Show.

In this Org Design Podcast episode from the Organizational Design Festival 2024, Chris Worley shares his fascinating journey in organizational design. We explore the common signs of org design issues, the importance of strategy in effective org design, and the challenges of power and politics in implementation. Chris emphasizes the significance of curiosity, trust-building, and the role of leaders in fostering psychological safety during organizational change. Tune in for insightful stories, practical advice, and a deep dive into the art and science of creating well-structured, adaptive organizations.00:00:00 - Introduction and Welcome00:00:36 - Chris Worley's Background and Journey00:03:33 - Importance of Organizational Design00:04:56 - Challenges in Implementing Change00:06:42 - Incremental vs. Radical Change00:10:23 - The Future of Continuous Transformation00:13:15 - Psychological Safety in Change00:14:32 - Overcoming Resistance to Change00:19:46 - The Need for Strategic Agility00:22:45 - Building an Agile Organization00:24:53 - The Role of AI in Organizational Design00:27:48 - Future Scenarios and Prompt Engineering00:30:02 - Closing Remarks and Contact InformationSupport the Show.

In Part 3 of the Top 10 Challenges series, we're addressing the biggest org-level challenges that eng leaders face. We've compiled conversations from past podcasts and conference sessions that cover org-related topics, such as aligning engineering & business goals, team topologies & org resourcing, and thinking strategically. This episode features a slate of top eng leaders with valuable insight to share: Jessica McKellar @ Pilot, Andrew Lau @ Jellyfish, Samir Naik @ Plaid, Former VPE @ Robinhood Surabhi Gupta, Aaron Erickson @ NVIDIA, Mike Tria @ Gusto, Emad Elwany @ Docusign, and Scott Woody @ Metronome.Join us at ELC Annual 2024!ELC Annual is our 2 day conference bringing together engineering leaders from around the world for a unique experience help you expand your network and empower your leadership & career growth.Don't miss out on this incredible opportunity to expand your network, gain actionable insights, ignite new ideas, recharge, and accelerate your leadership journey!Secure your ticket at sfelc.com/annual2024And use the exclusive discount code "podcast10" (all lowercase) for a 10% discountSHOW NOTES:Aligning Engineering and Business Goals: Invest in tracking metrics to identify / meet long-term business-building goals w/ Jessica McKellar (00:43)How to align metrics with overall, long-term business strategy w/ Andrew Lau (4:56)Planning Team Topologies and Organizational Resources: the transition between PMF & scale-up w/ Samir Naik (12:12)Approaching org design & planning during periods of hypergrowth w/ Surabhi Gupta (18:45)How to do an effective reorg w/ Aaron Erickson and Mike Tria (24:41)Strategic Thinking: Organizing engineering by strategic themes & complete units of value w/ Emad Elwany (30:12)The transition from a large unified eng team to embedding experts and building specialized teams catered to specific customer personas w/ Scott Woody (37:26)LINKS AND RESOURCESBecoming a better strategic contributor & business leader with Jessica McKellarNavigating 2024: Engineering management principles to tackle the unknowns & challenges ahead with Andrew LauHow eng orgs (and careers) evolve through hyper-growth with Samir NaikHypergrowth, Scaling & Org Design with Surabhi GuptaHow to Do an Effective Reorg with Aaron Erickson and Mike TriaOrganizing eng by strategic themes / complete units of value & consensus building to drive velocity with Emad ElwanyRapidly operating early-stage engineering at global scale, mapping eng workflows to personas & pivoting pricing / business models with Scott WoodyThis episode wouldn't have been possible without the help of our incredible production team:Patrick Gallagher - Producer & Co-HostJerry Li - Co-HostNoah Olberding - Associate Producer, Audio & Video Editor https://www.linkedin.com/in/noah-olberding/Dan Overheim - Audio Engineer, Dan's also an avid 3D printer - https://www.bnd3d.com/Ellie Coggins Angus - Copywriter, Check out her other work at https://elliecoggins.com/about/

In the latest episode of the Org Design Podcast, hosts Tim Brewer and Amy Springer welcome Shubha Narayanan, a partner at OrgSmith, to discuss all things organization design and workforce transformation. Shubha shares her insights on the evolving role of org design, emphasizing the importance of solving problems through people and processes rather than mere structures. She delves into her journey from working at KPMG to leading OrgSmith, highlighting the importance of aligning organizational structures with business strategies. The conversation also touches on the impact of AI on org design, the need for horizontal organizations, and the crucial role of leaders in fostering collaboration and innovation. Shubha's UNSPEND model for org design is explained, providing listeners with a comprehensive approach to tackling organizational challenges. This episode is a must-listen for anyone interested in creating agile, efficient, and scalable organizations.Support the Show.

Paul Tolchinsky discusses his journey into organizational design, emphasizing the importance of human interaction and systemic thinking over traditional hierarchical structures. He highlights the need for leaders to embrace resistance, engage with employees at all levels, and create adaptive, responsive systems. Tolchinsky advocates for leaders to ask good questions, listen, and integrate diverse perspectives to foster a more inclusive and effective organizational environment. He also mentions his new venture, Change Accelerators, aimed at leveraging experienced professionals to drive meaningful change.Support the Show.

Drew Sechrist, CEO of Connect the Dots, discusses the challenges of organizational design and the importance of empathy in leadership. He shares his experience of having to lay off 20% of his company, emphasizing the importance of clear communication and support for affected team members. Sechrist also highlights the benefits of having a geographically diverse team, with operations in both the United States and Serbia, and how the company has adapted to remote work.Support the Show.

On this episode of Rehash, we're speaking with Amy Jung, Governance Lead at Safe and an OG in the Ethereum and specifically DAO space, about all things organization design, governance, and her hottest takes about DAOs.Amy joined the Safe team back in March of this year and also has her own DAO operations and strategy consultancy called Shared Realities, where she helps organizations and teams with their progressive decentralization strategy and execution, organizational design, and community development. Previously, she worked at MakerDAO for two years as their Head of Community Development and ConsenSys as their Design Operations Lead.In this episode, Amy reveals many of her strategies and frameworks she uses to help organizations decentralize, starting with questions any organization should ask themselves to decide first and foremost whether it even makes sense for them to decentralize.Amy presents information in really clearly thought out frameworks that anyone can take back to their organization and implement, and her dedication to the space and deep expertise in DAO organization design is unmatched. COLLECT THIS EPISODEhttps://www.rehashweb3.xyz/ SUBSCRIBE TO REHASH PODCAST CLUB (RPC)https://hypersub.withfabric.xyz/collection/rehash-podcast-club-s9c8bb45vg1s?referrer=0x4b65caf44055f910fd94eae4f14307ffe3233b12 SPONSORS:Forage FOLLOW USRehash: https://twitter.com/rehashweb3Diana: https://twitter.com/ddwchenAmy: https://twitter.com/itsamyjungSafe: https://twitter.com/safe LINKSS8 E1 | Multiparty Ops Onchain w/Jonah Erlich (Den): https://www.youtube.com/watch?v=ErdxzFt1rEo“Working in Public” by Nadia Eghbal: https://www.amazon.co.uk/Working-Public-Making-Maintenance-Software/dp/0578675862Rehash Podcast Club on Hypersub: https://hypersub.withfabric.xyz/collection/rehash-podcast-club-s9c8bb45vg1s?referrer=0x4b65caf44055f910fd94eae4f14307ffe3233b12“Owning is the New Sharing” by Nathan Schneider: https://nathanschneider.info/2014/12/owning-is-the-new-sharing/ TIMESTAMPS0:00 Intro2:53 Amy's background in DAOs5:26 Frameworks for decentralized organizational design13:20 How do DAOs scale?17:37 How to balance growth with quality20:08 How to make tradeoffs between decentralized and centralized components of DAOs27:48 Decentralization process for Safe38:28 Compensation in DAOs44:22 Best and worst examples of governance in DAOs48:05 Amy's hot take on the one thing all DAOs are doing wrong49:32 Can You Not52:11 Follow Amy DISCLAIMER: The information in this video is the opinion of the speaker(s) only and is for informational purposes only. You should not construe it as investment advice, tax advice, or legal advice, and it does not represent any entity's opinion but those of the speaker(s). For investment or legal advice, please seek a duly licensed professional.

In this exclusive interview recorded live from the Ownit AI Studio at CommerceNext 2024, Rick Lockton, SVP of Digital at Tractor Supply Company, shares insights on navigating the challenges and opportunities of omnichannel retail. With a background in merchandising and over a decade of experience in digital product management, Rick discusses the importance of organizational design, incentives, and collaboration between digital and store teams. Rick shares his priorities for Tractor Supply, including improving site conversion, leveraging AI in marketing, and building a CDP to better understand and engage customers. He also touches on the value of adopting agile methodology and a product mindset in key areas of the business, such as e-commerce and merchandising. Discover how Tractor Supply is driving digital transformation and omnichannel success by staying close to customers, integrating store and digital experiences, and embracing new retail technologies in this engaging conversation.

When overseeing a startup, a CEO needs a well-functioning organizational design. This helps evaluate the performance of the team, make sure functions are coordinating and executing efficiently, and communicate and set objectives. In this conversation, bestselling author of Brave New Work, Aaron Dignan, talks with Levels CEO, Sam Corcos. Look for multiple new shows per week on A Whole New Level, where we have in-depth conversations about metabolic health and how the Levels startup team builds a wellness movement from the ground up in the health and wellness tech industry. Get Your Free Ultimate Guide to Glucose: ⁠⁠⁠⁠⁠⁠⁠⁠https://levels.link/itc⁠⁠⁠⁠⁠⁠⁠⁠ Levels helps you see how food affects your health, empowering you with the tools needed to achieve health goals and improve healthspan. Levels Members gain access to the Levels app and continuous glucose monitors (CGMs), providing real-time feedback on how diet and lifestyle choices impact your metabolic health. Look for new shows every month on Levels - Inside the Company, where we have in-depth conversations about how the Levels startup team builds a movement from the ground up in the health and wellness tech industry.

In this episode of the Arguing Agile podcast, Product Manager Brian Orlando and Enterprise Business Agility Coach Om Patel are joined by Software Development expert Ed Martin for an exploration how company size affects business agility. We discuss the challenges that arise as organizations scale from 3 people to 30 to 300 and beyond, covering topics like losing the culture of experimentation, organizational rigidity, continuous improvement, and the "rule of 3 and 10". Listen as we share real-world examples on how to maintain agility while growing your business. Listen to learn strategies for reinventing your culture, org design best practices, and the importance of having a framework to "work on the business" as you scale. Listen whether you're a founder, agile coach, or product leader and this episode will give you valuable perspectives on navigating the complexities that come with company growth!0:00 Podcast Intro0:17 Topic Intro: Business Agility & Company Size0:47 Brian's Start-up Story1:51 The Rule of 3 and 103:20 Proactive Work on the System5:27 Om's Systems Example7:05 Ed's Planning Example8:11 Example: 3 to 30 People11:20 Example: Growth to 30013:57 Continuous Improvement17:04 Shooting the Messenger19:35 Your 100%23:04 Losing the Experimentation Culture26:15 Business Rigidity and Reinvention28:16 Culture is Past Tense30:10 Reinspection Triggers32:53 Org Design34:57 Gino Wickman: Traction37:49 Working Groups38:45 The Natural Order44:12  Reinventing Organizations48:37 Future Podcasts48:55 Wrap-up= = = = = = = = = = = =Watch it on YouTube= = = = = = = = = = = =Subscribe to our YouTube Channel:https://www.youtube.com/channel/UC8XUSoJPxGPI8EtuUAHOb6g?sub_confirmation=1Apple Podcasts:https://podcasts.apple.com/us/podcast/agile-podcast/id1568557596Spotify:https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3Amazon Music:https://music.amazon.com/podcasts/ee3506fc-38f2-46d1-a301-79681c55ed82/Agile-Podcast= = = = = = = = = = = =Toronto Is My Beat (Music Sample)By Whitewolf (Source: https://ccmixter.org/files/whitewolf225/60181)CC BY 4.0 DEED (https://creativecommons.org/licenses/by/4.0/deed.en)

In the podcast interview, Ron Schwartz discusses the importance of organizational design, emphasizing the need to identify roles, goals, and decision rights. He advises against designing an organization around individuals, instead suggesting to design around what is needed to execute strategy and plans. Schwartz also highlights the importance of open conversations in the organization, particularly when dealing with changes. He suggests that leaders should have the ability to deliberately design a conversation, considering the outcome and impact they want to have on the other person.Support the show

Power of Ten is a show about design operating at all levels of zoom, from thoughtful detail to changes in organisation, society and the world, hosted by design leadership coach, Andy Polaine. My guest in this episode is Peter Merholz. We talked about the state of the design nation, the burst bubble of the Cambrian explosion of design from the last 10-15 years, product, business and the issue of mediocrity. Peter has worked at the intersection of design, technology, and humans for over 25 years. Currently, he's an independent consultant focused on improving the effectiveness of design organisations. He was a co-founder of Adaptive Path, acquired by Capital One in 2014 and he co-wrote Org Design for Design Orgs, still the premier book on building in-house design teams. He co-hosts the Finding Our Way podcast exploring design leadership along with another Adaptive Path co-founder, Jesse James Garrett. He also coined the word “blog.” Show Links Peter Peter's website: https://www.petermerholz.com Org Design for Design Orgs: https://www.petermerholz.com/writing/#orgdesign Finding Our Way podcast: https://findingourway.design/ Peter on Mastodon: https://sfba.social/@peterme Peter on LinkedIn: https://www.linkedin.com/in/petermerholz/ Andy Website: https://www.polaine.com Newsletter: https://pln.me/nws Podcast: https://pln.me/p10 Courses: https://courses.polaine.com LinkedIn: https://www.linkedin.com/in/apolaine/ Mastodon: https://pkm.social/@apolaine YouTube: https://www.youtube.com/@apolaine

As the field of content design grows and matures, so too do the organizations in which content designers practice.  At Condé Nast, the publisher of iconic brands like The New Yorker, WIRED, and Vogue, Sophie Tahran has built content-design orgs from one-person units to company-spanning teams. Her latest work has been informed by original research that she conducted to learn more about how others design and manage their content-design organizations. https://ellessmedia.com/csi/sophie-tahran/

In this episode, we are deconstructing the “first team approach” with Monica Bajaj, VPE @ Okta. We cover how to apply “first team" across your org, within different team functions (including architecture, quality, security, etc.) and across all levels. She also shares real-life examples from her experience with “first teams” in scenarios like onboarding new teams after M&As, developing new products, and more. Monica provides tactical steps for implementing the first team concept within your org & why it encourages bottoms-up initiatives / self sufficient teams.ABOUT MONICA BAJAJMonica is currently VP of Engineering at Okta where she leads the Developer Experience portfolio for Customer Identity Cloud (CIAM). She is responsible for building a frictionless developer experience for Consumer and SaaS Apps thus securing billions of logins every month. Her expertise spans technology, operations, global expansion, and product launch in areas such as Consumer/Enterprise, Infrastructure, Business Intelligence, DevOps, and Security. She has taken products into the global market by launching localization and globalization programs delivering multi-million dollar growth.Previously she has held senior engineering leadership positions at Workday, Perforce, Network Appliance, and UKG. She holds a Masters in Computer Science from IIT Mumbai. Monica is an active supporter of diversity in STEM, has launched several Women in Technology initiatives, and is now an exec sponsor for Women at Okta. When not obsessing over technology, she can be found spending time with Boy Scouts, enjoying hiking, and supporting the cause of mentorship and uplifting women and young girls."The first team concept was launched at my level and then I went through this journey and I realized like, 'Oh, this is very powerful.' First, it was confusing that I need to put my team aside and take my peers as my first priority, but then I became more curious and then I was intrigued by the results and I'm like, 'Oh, this is so powerful. I need to put this in my own organization.' So I started with my directs like, 'Hey, we have studied about this. We did a whole session and walk them through some real examples. That's where it was like, 'Oh, we need to implement this and see it.'”- Monica Bajaj   This episode is brought to you by incident.ioincident.io is trusted by hundreds of tech-led companies across the globe, including Etsy, monday.com, Skyscanner and more to seamlessly orchestrate incident response from start to finish. Intuitively designed, and with powerful and flexible built-in workflow automation, companies use incident.io to supercharge incident response and up-level the entire organization.Learn more about how you can better identify, learn from, and respond to incidents at incident.ioInterested in joining an ELC Peer Group?ELCs Peer Groups provide a virtual, curated, and ongoing peer learning opportunity to help you navigate the unknown, uncover solutions and accelerate your learning with a small group of trusted peers.Apply to join a peer group HERE: sfelc.com/peerGroupsSHOW NOTES:Defining the “first team” concept & three characteristics that lead to success (3:22)How applying a first team approach impacts relationships (6:05)Why adopting these principles improved the quality, trust & maturity of eng teams (8:30)What conditions were met to set up the relationship between teams (12:09)Nuances of incorporating a first team approach at different levels of your org (13:48)How the first team facilitates faster pivoting as new priorities arise (16:31)First team frameworks for successfully & quickly onboarding new teams (19:08)An example of this concept applied to an architecture context (20:20)Why “first teams” support / encourage bottoms-up initiatives (23:47)Strategies for leadership to implement first teams @ different levels of their org (27:38)Recommendations for regaining cohesiveness as a first team (29:17)Rapid fire questions (31:28)LINKS AND RESOURCESThe Habit of Winning: Stories to Inspire, Motivate and Unleash the Winner withinThis episode wouldn't have been possible without the help of our incredible production team:Patrick Gallagher - Producer & Co-HostJerry Li - Co-HostNoah Olberding - Associate Producer, Audio & Video Editor https://www.linkedin.com/in/noah-olberding/Dan Overheim - Audio Engineer, Dan's also an avid 3D printer - https://www.bnd3d.com/Ellie Coggins Angus - Copywriter, Check out her other work at https://elliecoggins.com/about/

Discover the secrets to creating adaptable organizations and accelerating business growth with Tom Douglas, the CEO of JMARK. In this engaging podcast episode, Tom shares his valuable insights on the importance of org design, clear responsibilities, and aligning with customer and employee needs. Learn from his experiences and gain practical tips for building a successful business in today's dynamic landscape.Listen now and unlock the potential of effective org design! #Podcast #OrgDesign #BusinessGrowth #LeadershipLessonsSupport the show

Let's face it... In many organizations, human-centered design, unfortunately isn't yet woven into the cultural fabric. This means that design often still needs to earn its stripes before it gets fully accepted inside an environment that's dominated by a different mindset. And the stakes are high. Either design's influence grows, and investments shift toward it, or it risks fading into insignificance. Right now, there's a strong debate going on in our field: How can we earn this respect without losing our design essence, the very source of our effectiveness? ​Scott Zimmer, our guest this week, brings a wealth of insights on what it takes to persuade organizations to make substantial (financial) investments in design. Through his experiences in executive leadership roles, he successfully championed design, building environments where it was regarded as an equal partner rather than a replaceable resource. In this conversation, we delve into the strategies for building bridges between business and design, ensuring mutual understanding and appreciation. As you'll hear, Scott offers practical, actionable steps to drive change within your organization, from the influence of job titles to crafting stories that resonate with your business partners. So, if you're interested in learning what really moves the needle in favor of design from someone who's been at the very top, make sure you don't miss this one! One key takeaway from my discussion with Scott is that we should hold firmly to our principles and not doubt the value we bring to the table. We can be both brave and humble. ~ Marc --- [ 1. GUIDE ] --- 00:00 Welcome to Episode 187 05:45 Who is Scott 09:00 Lightning Round 10:30 Designers seeking respect 16:30 Respect revered 18:30 How to earn the respect 26:00 Valuing what designers put into the table 30:15 What it means to be an equal partner 36:30 Making  a positive impression 39:45 The status quo 44:30 Bragging rights in your favor 47:00 Lessons learned 56:00 It's a bet 59:15 What's next for Scott 1:04:30 Final takeaway --- [ 2. LINKS ] --- https://www.linkedin.com/in/sczimmer/ Org Design for Design Orgs by Peter Merholz (book) - https://orgdesignfordesignorgs.com/ Join the waitlist - https://www.tmpt.me --- [ 3. CIRCLE ] --- Join our private community for in-house service design professionals. ⁠https://servicedesignshow.com/circle

We are biased in our opinion that HR should own this capability but we are also curious on why HR doesn't own this function the way it should? What capabilities and mindset should HR have in order to build and drive this capability? Why is it important to do organizational planning and analysis as consistently and regularly as the rest of the talent related practices? Tune in to unpack this topic with us.

In this podcast episode, Kattie Capozza discusses her approach to org design based on her lived experience. She emphasizes the importance of understanding cause and effect, identifying patterns, and connecting different aspects of an organization. Starting with the operating model and considering factors such as workflow, structure, talent, and business cycles can lead to more thoughtful and strategic org design decisions. Capozza also highlights the need for patience, involving employees in the design process, and providing them with choices and transparency to minimize resistance to change.Support the show

Lets face it, org design practitioners are the ones behind all the layoffs, all the cost cutting and all the stuff that leads to uncertainty and unpleasantness in the organization.Why do we still advocate for this work, when there is so much “bad” around it? How do we continue to strive for doing the right work and making brave decisions? If you are an org design practitioner, please tell us your thoughts. Are you the bad guys (or gal)?

www.CPOPLAYBOOK.com**Play this episode to find a 20% discount code for Agentnoon**Episode TranscriptAboutExplore the future of workforce planning in an era of AI adoption, where data-driven decision-making is poised to become more precise and effortless. Ali Nawab, CEO of Agentoon, paints a compelling picture of a future where employees are better aligned with their organizations, enabling them to excel in their roles or pursue their passions. Join us as we discover how Agentoon's innovative approach bridges the gap between finance and HR.*Ali Nawab BioAli is the co-founder and CEO of Agentnoon, which was part of YCombinator's winter 2023 batch. Agentnoon saves time & money for CEOs and their leadership teams with real-time workforce planning that is visual, secure & collaborative. Agentnoon is backed by 35 of the top founders and operators in the world, from companies like Dropbox, Flexport, Algolia, Vanta, Twitter, Front, Lambda School & others.Ali founded Kiwi.ai in 2013 that started with wearables, and then built on-device machine learning software & tools integrated by large companies like IBM Watson, Intel and many leading Silicon Valley startups. In 2018, Ali joined Sentiance post acquisition.Ali has worked in 20+ countries with C-level technology executives on their toughest challenges with Booz & Co, and spent his early years as a programmer at Deloitte Consulting, managing 100+ person distributed teams. Ali loves new products, and helping founders. Ali is also an angel investor & board member for high growth technology companies. Ali believes in Pakistan and that technology can exponentially improve people's lives.*Be a guest on the showAll media inquiries: media@cpoplaybook.com

Saumil Mehta is the GM of Square's flagship point-of-sale business, as well as CRM, Square Staff, and Square Online. Before Square, Saumil was the Founder and CEO of LocBox, which raised over $5.1M, and helped offline/local businesses run multi-channel marketing campaigns, all from one universal dashboard. Saumil has now been a leader at Square for 8+ years, and has overseen many complex re-orgs. These experiences have shaped Saumil into an all-round org-design expert. In today's episode we discuss: The principles of effective org design Signs your company needs a re-org Square's GM-led org design, and the reasoning behind it Lessons on incentive-design, pricing, planning, and decision-making at scale The step-by-step process behind a recent re-org at Square 5 lessons from Alyssa Henry, CEO at Square Referenced: Alyssa Henry, CEO at Square: https://www.linkedin.com/in/alyssa-henry-0905692 Saumil's 6 key principles for effective re-orgs: https://medium.com/@saumil/avoid-the-reorg-from-hell-with-six-key-principles-f8c9cbdfb0bd Saumil's blog post about “Building Better Products with Escalation”: https://medium.com/swlh/well-that-escalated-quickly-building-better-products-with-escalation-feb259d733c9 Square: https://squareup.com/gb/en Where to find Saumil Mehta: Twitter: https://twitter.com/saumil Linkedin: https://www.linkedin.com/in/saumilmehta1/ Blog: https://medium.com/@saumil Where to find Brett Berson: Twitter: https://twitter.com/brettberson LinkedIn: https://www.linkedin.com/in/brett-berson-9986094/ Where to find First Round Capital: Website: https://firstround.com/ First Round Review: https://review.firstround.com/ Twitter: https://twitter.com/firstround Youtube: https://www.youtube.com/@FirstRoundCapital This podcast on all platforms: https://review.firstround.com/podcast Timestamps [00:02:22] Intro [00:04:20] The principles of effective org design [00:04:32] #1 Align on goals [00:06:14] #2 Separate design considerations from human considerations [00:08:03] #3 Define clear reasons each team exists [00:09:21] #4 Design for durability [00:09:49] #5 Be very intentional with comms [00:10:14] Some stories behind the principles [00:13:55] How to know when you need a re-org [00:16:14] Managing inevitable tradeoffs in org design [00:20:45] Square's "GM-led" structure [00:23:05] Why Square centralized GTM [00:25:39] Managing pricing and packaging across a complex org [00:29:28] Examples of Square's written principles [00:31:19] How Square determines what each GM owns [00:38:35] Collaboration across GMs and products [00:40:32] Key lessons on planning and decision-making at scale [00:43:15] Designing incentives across a massive org [00:49:03] Two reasons GM structures go wrong [00:52:03] 6 Step re-org walkthrough [00:52:37] Step 1: Triggering the re-org [00:53:59] Step 2: Sketching a proposed org design [00:56:17] Step 3: Checking against key criteria [00:59:22] Step 4: Finalizing approach with leadership [01:00:04] Step 5: Planning comms [01:01:58] Step 6: Executing comms [01:04:20] Signals a re-org worked vs failed [01:07:13] 5 lessons from Alyssa Henry, CEO at Square

www.CPOPLAYBOOK.comEpisode TranscriptAboutDr. Daisy Grewal, a respected social psychologist in people analytics, unravels the enigmatic dynamics of organizational design and decision-making. With her profound expertise as Senior Manager of People Analytics & Research Partners at Intuit, she challenges prevailing notions and champions the pivotal role of middle management.*Daisy Grewal BioDr. Daisy Grewal, a seasoned social psychologist, currently holds the position of Senior Manager, People Analytics & Research Partners at Intuit. Prior to this, she served as the Director of Evaluation at Stanford University. With a distinguished academic background, Dr. Grewal holds a PhD in Social/Personality Psychology from Yale University and a BA in Psychology from UCLA. Her career has been dedicated to leveraging data-driven methodologies to enhance organizational decision-making, with a focus on creating thriving workplaces that empower individuals to make a positive impact on society.Daisy has spent her career helping organizations make better and more informed decisions about their people through analytics and research. She believes that the essence of great people strategy lies in clear and accurate diagnosis of the key problems to be solved and that there's no better way to diagnose than through data. She is driven by the mission to help organizations build workplaces where people can learn, grow, feel a true sense of community, and make a positive impact on the world.Outside of work, Daisy spends most of her time with her husband Zane and their two kids: Blake and Raina. When she can find the time, she loves getting lost in a good book.*Be a guest on the showAll media inquiries: media@cpoplaybook.com

Tim Brewer (Functionly) chats with Don McKenzie (Tribe Ventures) about his experience growing organizations across Australia and the US. Then how he still prioritises org design conversations with the teams he speaks to as a venture-based investor and advisor for growing organizations. Don covers the PAEI principles and making sure you have a "christmas tree" style org. Then most importantly, the need to create a positive and healthy org design culture that results in the team being excited about org design projects and not fearful.Support the show

What are the secret ingredients when implementing an HR Operating Model? In this episode of the HRchat show, we highlight some of the key steps needed to design and transition to a future state operating model successfully.The guest this time is Dr. Dieter Veldsman, Chief Scientist: HR and OD at AIHR (Academy to Innovate HR AIHR)Questions for Dieter include:  You are an award-winning HR Executive and Psychologist, CHRO of the Year 2021, Organizational Design and Development expert, and a keynote speaker. Please introduce yourselfYou and I connected because I saw a post by you on LinkedIn called "What are the secret ingredients when implementing an HR Operating Model?" Before we get into the lessons you shared, can you explain why orgs should consider moving away from traditional HR operating models and "letting go of the past and embracing a new paradigm and ecosystem operating models"?In the same post, you share 10 ingredients for success. Can you run through each of and explain why they matter? In a post on HRD called 'Becoming the CHRO of tomorrow: Essential skills for today's HR Leaders' you suggest HR leaders must develop five domains of expertise to become tomorrow's strategically impactful CHROs. Tell us more.More About Dr Dieter VeldsmenDieter is passionate about ideas, human behavior, and business. He has dedicated his career to the field of Work Psychology and Human Resource Management. With over 15+ years of experience, he has combined his interests to guide organizations in creating desirable workplaces that foster employee satisfaction and retention. Throughout his journey, he has worked with diverse organizations across EMEA, APAC, and LATAM. He has held executive-level positions such as Group Chief People Officer, Director of Consulting Services, and Chief Research Scientist.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

:: Resources that Inspired this Episode*+ The Creative Act: A Way of Being — https://geni.us/creative-act+ The 4-hour Workweek — https://geni.us/the-4-hour-workweek+ Rework — https://geni.us/rework-dd+ Org Design for Design Orgs — https://geni.us/org-design-for-design+ Principles for Dealing with the Changing World Order — https://geni.us/changing-world-order+ Trainings by Visualize Value — https://shop.visualizevalue.com?sca_ref=2199061.e9BKrbEmIi:: Connect with Design Disciplin+ Website: http://designdisciplin.com​+ Podcast: http://podcast.designdisciplin.com​+ Instagram: http://instagram.com/designdisciplin/​+ Twitter: http://twitter.com/designdisciplin/​+ YouTube: http://youtube.com/designdisciplin+ Community: http://designdisciplin.com​/community+ Products and Services: http://designdisciplin.com​/offerings# Episode Bookmarks00:00 Intro00:57 Why you should care about remote work06:41 Tip 110:10 Tip 213:27 Tip 316:41 Tip 419:39 Closing* Affiliate links.

Learn how to structure your startup correctly from the get-go by digging into organizational design with Jessica Zwaan, a self-described "commercial COO." She has lots to teach us about everything from running operations like a product team, to mastering finance when you don't have a numbers background, and even practicing non-paternalism at work. Tune in to learn best practices you can implement in your own work!Show NotesShow notes and a full transcript of this episode is available at opsy.work.Connect with usAre you an opsy person in tech? Join our community at Opsy.work.Caro Griffin is on LinkedIn and Twitter.Jessica Zwaan is on LinkedIn and Twitter.

Hoje, Tati Gabarron é head de Org. Design & Rewards, na Raízen, mas podemos dizer que ela praticamente "nasceu" dentro de Remuneração. Desde o começo de sua trajetória profissional, Tati descobriu que, na área, poderia conciliar suas paixões: a matemática, a lógica, as finanças e as pessoas.O maior congresso de Remuneração do mundo, o Total Rewards, promovido pela World at Work, terá mais uma edição agora, em junho de 2023, e é claro que nós já estamos super animados com o evento! Por isso, nesta série especial, entrevistaremos profissionais que também estiveram na edição passada, para saber o que aprenderam em 2022 e o que aplicaram "dentro de casa".

Michael has dedicated his career to helping organizations succeed by creating highly engaging cultures and exemplary people processes. He worked in Learning and Development, Human Resources, and Organization Development as a Vice President and consultant.

When overseeing a startup, a CEO needs a well-functioning organizational design. This helps evaluate the performance of the team, make sure functions are coordinating and executing efficiently, and communicate and set objectives. In this conversation, bestselling author of Brave New Work, Aaron Dignan, talks with Levels CEO, Sam Corcos. Look for multiple new shows per week on A Whole New Level, where we have in-depth conversations about metabolic health and how the Levels startup team builds a wellness movement from the ground up in the health and wellness tech industry.

Peter Merholz demystifies design leadership, openly shares the ups and downs of a trail-blazing design career, and how we can keep design “weird” without getting fired. Highlights include: ⭐ What is the fundamental job of the designer leader? ⭐ Why do design leaders find it difficult to figure out what their job is? ⭐ What advice did Obi Wan give Luke that design leaders need to hear? ⭐ Why are you a design pragmatist and not an idealist? ⭐ What do design leaders need to know about politics and relationships? #DesignLeadership #UX #UXDesign #AdaptivePath #BraveUX ====== Who is Peter Merholz? Peter is the Founder and Principal at Humanism at Scale, the consulting practice he started in 2019 to amplify the practices and potential of design teams by shaping design organisations and bolstering design leadership. Before founding Humanism at Scale, Peter was the VP of Design at Snagajob, where he oversaw design for both product and marketing. Peter has also held positions such as Senior Director of Design at Jawbone, VP of Global Design at Groupon and VP of User Experience at Inflection. But it is his role and the almost 11 years he invested as a Co-Founder and the Head of Design Practice of Adaptive Path - then the world's leading UX strategy and UX design firm - that he is perhaps best known for. In 2016, Peter co-authored “Org Design for Design Orgs” with Kristin Skinner, which was the first book to address building and managing effective in-house design teams.  And, last millennia, Peter coined the term blog! ====== Find Peter here: LinkedIn: https://www.linkedin.com/in/petermerholz/ Twitter: https://twitter.com/peterme Website: https://www.petermerholz.com/ Peter's book: Org Design for Design Orgs - Building and Managing In-House Design Teams: https://orgdesignfordesignorgs.com/ ====== Liked what you heard and want to hear more? Subscribe and support the show by leaving a review on Apple Podcasts (or wherever you listen). Follow us on our other social channels for more great Brave UX content! YouTube: https://www.youtube.com/TheSpaceInBetween/ LinkedIn: https://www.linkedin.com/company/the-space-in-between/  Instagram: https://www.instagram.com/thespaceinbetw__n/  ====== Hosted by Brendan Jarvis: LinkedIn: https://www.linkedin.com/in/brendanjarvis/ Website: https://thespaceinbetween.co.nz/ Twitter: https://twitter.com/brendanjarvis/

Sudheer is an engineering leader and the founder & CEO of Insightly Analytics, a SaaS solution to help companies improve their engineering teams productivity. In this episode he spoke about what a developer's day looks like, how to enable a team as an engineering manager, what qualities to look for while hiring an engineer for early stage and more in his conversation with Roshan Cariappa. Topics:00:00 Introduction02:06 A Day in the life of a typical developer05:11 Building a "Code" culture09:05 Measuring a developer's productivity12:58 Org Design at Insightly15:51 Enabling your team as an Engineering Manager20:39 Dos and Don'ts for a non technical founder24:08 Qualities to look for in an early stage engineer 25:26 Idea to Product to Company30:39 Going from a nice-to-have to a need-to-have33:33 Transforming data into relevant actionable insights 36:43 What's coming up at Insightly38:10 Sudheer's insights from the developer productivity space40:40 The Engineering Leader Persona41:59 Books and podcast recommendations ------------------------------------- Click here to get regular WhatsApp updates:https://wa.me/message/ZUZQQGKCZTADL1 ------------------------------------- Connect with Sudheer :Linkedin: https://www.linkedin.com/in/sbandaru/Twitter: https://twitter.com/SudhirBandaru ------------------------------------- Connect with Us: Linkedin: https://www.linkedin.com/company/startup-operator​Twitter: https://twitter.com/OperatorStartup​​ ------------------------------------- If you liked this episode, let us know by hitting the like button and share with your friends and family. Please also remember to subscribe to our channel and switch on the notifications to never miss an episode!

Gareth Webb, OutScout's founder & CEO, discusses getting more intentional with org design, structuring teams, and why more work upfront can save weeks throughout the process.

Making decisions as an individual has its challenges, but having to make decisions as a group adds many other layers of complexity. To talk about that, I brought my friend, Alexis Gonzales-Black onto today's show. Alexis is a Partner and the org design lead at August Public. Before August, she led the implementation of Holacracy at Zappos and helped shape an emerging org design practice for world-class clients at IDEO. She is an expert in organization design and is driven by a desire to make workplaces more inclusive, agile, and fun.In this episode, we talk about what she's noticing about the future of work in a hybrid environment, why consensus is not the right approach 90% of the time, what truly inclusive decision processes look like, and a quick reframe that enables you to make group decisions faster.Topics covered03:02 Moving from remote to hybrid06:16 Decision making as a persistent challenge09:04 We love consensus09:47 Decision making as a spectrum10:46 Two other approaches to try16:22 Stakeholder mapping18:26 Inclusion in decision-making processes21:05 What's possible when you reframe decision making as a skill learned over time22:25 What happens when you push decision making down to the levels closest to the work23:29 Leading the roll out of Holocracy at Zappos25:09 A tangent on releasing ourselves from the idea that we can achieve certainty26:01 Back to Holocracy at Zappos29:13 Human centered org design at IDEO31:28 What has been most fascinating about the work at August Public35:23 Decision making as a perfect proxy for understanding what's going on in an organization37:30 Key things to remember or tryGuest BioAlexis is a Partner and the Org Design lead at August Public. She is an expert in organization design, change activation, and the future of work. Over the past 15 years, she's worked with some of the world's most respected companies to design innovative organizational practices and implement large, complex change programs. Before August, she led the implementation of Holacracy at Zappos and helped shape an emerging org design practice for world-class clients at IDEO. She is driven by a desire to make workplaces more inclusive, agile, and fun.ResourcesLearn from the experts at August Public: https://www.aug.co/learningTo learn more from Michelle about decision making, check outThe Ask A Decision Engineer websiteHer Stanford Continuing Studies course (now enrolling, class starts July 14)Her Personal Decision Toolkit course on MavenHer Decision Toolkit course for coaches and thought partners on Maven 

On this episode, we're talking about transformation: one of the most commonly tossed around buzzwords in business and consulting–and arguably one of the least understood. To do this, we're joined by Nathan Weyer, current Chief Operating Officer of Experience Design at Philips. Nathan has a long history with frog, first as a frog himself, then an alum, and now a client. He's here to share more about what he's learned about leading transformation initiatives in big organizations, managing creative teams and using Agile methods to align on a vision in the face of constant change.Brought to you by frog, a global creative consultancy. frog is part of Capgemini Invent. (https://www.frog.co)Find episode transcripts and relevant info (https://www.frog.co/designmind/design-mind-frogcast-ep-24-transformation-never-really-ends/)Register for the frog 'Reverse the Funnel' Webinar (https://uk-webinar.splashthat.com/)Research: Camilla Brown, Senior Copyeditor, frogAudio Production: Richard Canham, Lizard Media (https://www.lizardmedia.co.uk/)

The Optimal Path is a podcast about product decision-making from the team at Maze. Each episode brings in a product expert and looks at the stories, ideas, and frameworks they use to achieve better product decision-making—and how you can do the same.You can follow Renato on Twitter (@renn) or check out his website.Resources mentioned:Org Design for Design Orgs by Kristin Skinner and Peter MerholzHigh Growth Handbook by Elad GilManaging Oneself by Peter F. DruckerFollow Maze on social media:Twitter: @mazedesignHQInstagram: @mazedesignHQLinkedIn: https://www.linkedin.com/company/mazedesignTo get notified when new episodes come out, subscribe at maze.co/podcast. See you next time!

Hypergrowth, Scaling & Org Design w/ Surabhi Gupta #76Discerning what to prioritize is key to success for any organization, and even more critical during hypergrowth. Surabhi Gupta (Head of Engineering @ Robinhood) shares how she identified current and future priorities as their eng org scaled from 300 to 1,000+ engineers. Plus her approach to org design, how to set up new hires for success during hypergrowth, and a framework for predicting future personnel requirements.ABOUT SURABHI GUPTASurabhi Gupta is the VP of Product Engineering at Robinhood, where she oversees the company's growing engineering organization. Prior to Robinhood, Surabhi spent seven years at Airbnb where she was Head of Engineering for Airbnb's Homes business. During her tenure at Airbnb, she led a variety of teams such as Search, Growth, Guest and Host. Before Airbnb, she was a Software Engineer at Google, where she worked on web search ranking, and the Google Now team on predictive search. Surabhi holds a M.S. in Computer Science from Stanford."These are not insurmountable problems. So when you make that case to other leaders, especially outside of engineering, I think it's important that...‘Hey, we're not going for this ideal world of no technical debt. It's just that here's the impact of not focusing on it. The impact of not focusing on this technical debt is that we are going to see outages and there will be this false sense of progress because every time the engineers try to focus on some product work, they're going to have to go on this outage and solve that.'I think the best way to put it really is you are treading water at that point.”- Surabhi Gupta Check out our friends and sponsor, Jellyfish. Jellyfish helps you align engineering work with business priorities and enables you to make better strategic decisions.Learn more at Jellyfish.co/elc The ELC Virtual Summit is BACK on April 20th-22nd!We're bringing together engineering leaders from around the world to surface fresh industry insights & help you build peer support. Don't miss out on expert conversations, peer-led roundtables & workshops to help you accelerate your leadership growth.Learn more and register HERE: sfelc.com/summit2022SHOW NOTES:Joining Robinhood in the pandemic (2:23)How new leaders can eliminate bottlenecks (6:59)How to amend decisions previously made by Executive Team Members (8:58)Robinhood's growth from 300 engineers to 1,000 (11:49)The 3 aspects of scaling (12:46)Why process makes people happy (14:45)The effects of scaling on team structure (17:33)How to approach org design (19:23)Why flatter org structures are better for hypergrowth (21:36)How to perform org alignment check-ups (24:37)Forming the executive engineering team (25:55)A framework for predicting future personnel requirements (29:26)How to set up new hires for success during hypergrowth (32:42)Successfully onboarding senior leaders during hypergrowth (34:25)Cultivating a sense of belonging in the present “future of work” (36:03)Finding the right engineering teams for new hires (39:18)Rapid Fire Questions (41:07)Takeaways (45:47)

This episode is about this scenario in which we are living as designers when we became so important and have been rising a lot of positions of leadership for designers. We have reached the dream place that we are an important piece for the improvement and growth of companies, especially in the tech ones. For this, we invited the great Peter Merholz to talk to us about our capability to create and design organizations. Are designers prepared to assume (to take on) these rising leadership positions in our industry? Have designers been dealing with these opportunities with wisdom? What kind of knowledge is important for designers to do the best work as leaders? ---- Well, It seems a little strange for you to follow our content for a long time, but we decided to start this new project for the Bom Dia UX, or Good Morning UX, with such special-international guests. For this beginning, we decided to start with 6 professionals who are references for us and that have so much history in our industry. You will need to discover between us each guest and the subject that we prepared for you. Let's go together into this new challenge and project. But, You don't need to be afraid, The Bom Dia UX doesn't end. The Brazilian version will come back next year in the same way, always live every Wednesday at 7 am. For this first day, we decided to launch 2 episodes at once. Today, you can watch the first and the second episodes. ----- This is the Good Morning UX, a live show produced and launched at the Design Team channel every Wednesday at 7 am, in the Brazilian time zone. ----- Follow Peter on this links: https://www.petermerholz.com/ Peter's book: Org Design for Design Orgs: Building and Managing In-House Design Teams https://amzn.to/3DiqiEp ----- Sign up yourself our channel https://www.youtube.com/c/designteamb…. Listen to our PODCAST (in Portuguese) https://open.spotify.com/show/0yE3kkK… Came to membership and have exclusive content https://www.youtube.com/channel/UCTkZ…

In this episode of the podcast, Ralf Buechsenschuss, Global Head of Org Design, Analytics and Digitalisation at Zurich Insurance Company, speaks about the future of work, which we both agree is most definitely already here, and how it necessitates a skills-based approach to workforce planning. 
The unpredictability and pace of change facing organisations today is, without a doubt a major challenge, a challenge only exacerbated since the start of the pandemic. It is a skills-based approach to workforce planning that has the potential to position the HR function as a strategic partner to the business, by addressing business priorities as they arise. 
Throughout this episode, Ralf and I discuss:Why it is high time to stop viewing workforce planning as a cyclical process, and instead view the starting points of any workforce planning activity as the business strategy and in particular specific business challenges, as they ariseRalph's ingenious use of organisational network analysis and workforce planning to understand the flow of expertise throughout the organisationHow workforce planning and org design can be viewed as two sides of the same coin, and how bringing both under the same umbrella can help HR deliver more value to the businessSupport for this podcast is brought to you by Techwolf. To learn more, visit techwolf.ai. See acast.com/privacy for privacy and opt-out information.

In this HRchat we'll delve into the psychology of hiring and the tools available to potentially remove bias from the recruitment and onboarding stages of the employee life cycle.Bill's guest this time is Dr. Charles Handler, a thought leader, analyst, and practitioner in the talent assessment and human capital space. Throughout his career, Dr. Handler has specialized in developing effective, legally defensible employee selection systems.Since 2001 Dr. Handler has served as the president and founder of Rocket-Hire, a vendor-neutral consultancy dedicated to creating and driving innovation in talent assessment. Dr. Handler has helped companies such as Intuit, Wells Fargo, KPMG, Scotia Bank, Hilton Worldwide, and Humana to design, implement, and measure impactful employee selection processes.Through his podcast Science 4-Hire, his prolific writing for media outlets such as ERE.net, his work as a pre-hire assessment analyst for Bersin by Deloitte, and worldwide public speaking, Dr. Handler is a highly visible futurist and evangelist for the talent assessment space.Throughout his career, Dr. Handler has been on the forefront of innovation in the talent assessment space, applying his sound foundation in psychometrics to helping drive innovation in assessments through the use of gaming, social media, big data, and other advanced technologies.Questions include:* What is the most common mistake when it comes to talent assessment?* Doesn't talent assessment promote biased decision-making? Where does skills-based hiring fit in?* Why are humans inherently flawed in evaluating candidate capabilities and is AI finally ready to step up and remove inherent biases?* How has the global remote work experiment of 2020-21 influenced what companies think about how they can manage employees?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

The number one question on the minds of any commerce executive is how should I organize my teams and processes to drive the right results in the right time? The actual answer  is always, it depends. But  there are clear guideposts and  a maturity curve  to consider along the way. This episode features two people on this topic: Christina Vail, Director of Client Strategy at Profitero, who has just published a new research report on  the topic entitled Building a High-Performance CPG eCommerce Organization. She joins Peter along with guest co-host, Lauren Livak, who ran North American Digital shelf strategy at Johnson and  Johnson and is now a Commerce Strategist for Salsify.

Peter Merholz, co-author of Org Design for Design Orgs, consultant, conference speaker, podcaster and all-round great human being, talks to us about how his and Kristin's book was born, what's changed in the last five years, some red flags that your org isn't working and how the concept of org design fits within DesignOps. petermerholz.comOrg Design for Design OrgsPeter on TwitterDesign at Scale conferenceTalking Heads - Remain in LightMoby Dick by Herman MelvilleDesignOps Island Discs is brought to you by zeroheight, the design system documentation platform. You can jump in at any point and create your first styleguide for free. Until next time, bon voyage...

Design at scale is perhaps the most interesting challenge facing the design industry right now. How do you maintain quality and not get bogged down as your team grows? Much of the discussion focuses on systems and processes, but that starting with systems runs exactly contrary to the true value that design brings to companies, which is a humanistic and creative problem-framing and problem-solving approach. In other words, this focus on systems could ironically undercut design’s potential within organizations— in other words, “Design at Scale” is humanism at scale, and share what’s needed to keep people at the center of this work. Peter Merholz will be both a speaker and a workshop instructor during this year’s Design at Scale conference! Here, Lou and Peter muse over stories from the early days of information architecture before meandering their way to contrasting UX in the public versus private sectors. They also discuss a preview of Peter’s talk at the conference, Design at Scale is People! More about Peter’s workshop, Design Your Design Organization: https://rosenfeldmedia.com/design-at-scale-2021/cohorts/design-your-design-organization/ Peter recommends: HmntyCntrd https://hmntycntrd.com/ More about Peter Peter Merholz has been active in digital design and product for 25 years, most notably in building premier user experience consultancy Adaptive Path, and now advising teams on design organizations and leadership. Recent clients include The New York Times, Wells Fargo Bank, Cloudflare, and Zendesk. He co-wrote Org Design for Design Orgs (O’Reilly), the first book focused on the organizational, managerial, and operational challenges of building in-house design teams. https://www.petermerholz.com/about-peter/

Larry and Roman wrap up 2020 with a discussion of Design Ops (after a quick diversion into the Anova Precision Oven). In the last few years Design Operations (or DesignOps, as the cool kids call it) has emerged as an important role for a lot of teams. We discuss what Design Operation are, what kind of teams need DesignOps, and the right way to say it. Show Notes the Anova Precision Oven - https://anovaculinary.com/anova-precision-oven/ Dave Malouf on Twitter - https://twitter.com/daveixd?s=20 Org Design for Design Orgs book - https://orgdesignfordesignorgs.com/2016/08/30/the-printed-book-is-here/ Design Ops Handbook - https://www.designbetter.co/designops-handbook Rosenfeld Media Communities - https://rosenfeldmedia.com/communities/ Please consider leaving a quick review. It would help us a lot! iTunes - https://itunes.apple.com/us/podcast/ux-like-us/id1362088405 Spotify - https://open.spotify.com/show/3QzWfQ9mJSH9VMBnAyathq Overcast - https://overcast.fm/itunes1362088405/ux-like-us Follow the show on Twitter @UXLikeUs - https://twitter.com/uxlikeus @LAKing - https://twitter.com/LAKing @Stuporman - https://twitter.com/Stuporman --- Send in a voice message: https://anchor.fm/uxlikeus/message

In this live virtual event as part of Voice of FinTech: Live Speaker Series, we spoke to INSEAD Professor of Strategy and Organizational Design, Phanish Puranam, about his work on how to leverage data and AI when thinking about changing your organizational design. Is there a smarter way of planning and executing organization design changes? If you missed it, here is the recording from the event.

I'm deeply fascinated with the topic of organisational design. Why? I've often said that the organisation is the design material of service designers. Our job really is about shaping the environment from which great services can be delivered. The guest in this weeks episode (Peter Merholz) even wrote an entire book about it titled: Org Design for Design Orgs. Now I know what you're thinking... "The people around me haven't even grasped the concept of service design. And now you want me to start telling them about organisational design? Give me a break!" I totally get it. But there's a very simple reason why it's designers who need to and are driving this. I'll give you a clue. The answer lies in the shift that happens when you move from value creation through products to value creation through services. I promise that after watching the episode it will make complete sense why you need to be thinking about organisational design as well. And how that makes your work easier, not harder! At the end of the episode we're doing a contest where you can win a signed copy of Peter's book. So make sure you don't miss that! --- [ GUIDE ] -— 00:00 Welcome to episode 110 02:30 Who is Peter 03:30 60 second rapid fire 06:20 When did the journey start 11:50 How Adaptive Path started 16:00 Going in-house to Groupon 21:00 Making the design happen 27:30 The role of design leadership 33:30 Why designer needs to drive this change 36:00 Every business is a service business 40:40 Revisiting org design for design orgs 46:00 The wave of Customer Experience 48:15 Don't be a service design purist 50:15 Book give away contest 51:00 Get in touch with Peter 52:00 Final thoughts --- [ LINKS ] --- * https://www.peterme.com/ * https://www.petermerholz.com/ * https://twitter.com/peterme * https://www.linkedin.com/in/petermerholz/ --- [ BOOKS ] --- Org Design for Design Orgs * https://amzn.to/3igFB67 Information Anxiety * https://amzn.to/3kT5kD8 The Design of Everyday Thing * https://amzn.to/2Gr5Zg3 --- [ MORE ] --- Enjoyed the show? Take a look at some of the other episodes. https://go.servicedesignshow.com/spotify YOUTUBE Every episode of the Service Design Show is also available as via the official YouTube channel. https://go.servicedesignshow.com/youtube INSTAGRAM Get an exclusive behind the scenes look of the Show. https://go.servicedesignshow.com/instagram --- [ FREE COURSE ] --- HOW TO EXPLAIN SERVICE DESIGN Learn what it takes to get your clients, colleagues, managers, CEOs and even grandmas as excited about service design as you are! https://servicedesignshow.com/free-course

For more support from my team during these times, please go to www.strategysprints.com Get our free productivity tools here: www.strategysprints.com/tools #AskSimon (these are real-life business coaching calls): https://www.youtube.com/watch?v=BYMdKHJ-BMg&t=4s Also, have you thought about doubling your revenue in 90 days? www.strategysprints.com/apply Join the fun at our community here - https://www.facebook.com/groups/entrepreneurshipinsprints Also, follow me at these places below and say hi! Website: www.strategysprints.com/ Instagram: http://www.instagram.com/strategysprints Twitter: http://www.twitter.com/strategysprints Cheers, and as always, #keeprolling Music: Afternoon Bike Ride by Dixxy

Dug Song and Sally Carson, discuss the role of design in tech. Doug is a general manager and cofounder of Duo Security, now a part of Cisco. And Sally is their head of product design and user research.Duo Security makes it safe to log into anything from anywhere, from any device, at any time. Duo combines security expertise with a user-centered philosophy to provide simple and effective security solutions for all users today, we will explore why design matters in tech and why we need to build more inclusive environments across the tech community.Links for Reference: Duo Security, Cisco, Elayna Spratley, w00w00, Allied Media Conference, Brian Stevenson at the Equal Justice Initiative, Digital Defense Playbook, Project Greenlight, Detroit Community Technology Project, Chamath Palihapitiya, Ben Adida, VotingWorks, Ban the Box, Org Design for Design Orgs

Tanner and Jasmine share their must-read books for designers. Spanning everything from how to conduct design critique or present your work, to what makes a good manager and how learning about org design can help your understanding of the work you do. The full list of books mentioned are: 1. The Design Method, by Eric Karjaluoto 2. The Shape of Design, by Frank Chimero 3. The Design of Everyday Things, by Don Norman 4. How Design Makes the World, by Scott Berkun 5. The Creativity Challenge, by Tanner Christensen 6. The Making of a Manager, by Julie Zhuo 7. Org Design for Design Orgs, by Kristen Skinner and Peter Merholz 8. Sprint, by Jake Knapp 9. Radical Candor, by Kim Scott 10. The Advantage, by Patrick Lencioni 11. The Messy Middle, by Scott Belsky 12. Redesigning Leadership, John Maeda 13. Discussing Design, by Aaron Irizarry and Adam Connor 14. Don't Make Me Think, by Steve Krug 15. About Face, by Alan Cooper 16. The User Experience Team of One, by Leah Buley 17. TED Talks, by Chris Anderson 18. Loonshots, by Safi Bahcall 19. Just Enough Research, by Erika Hall 20. Principles, by Ray Dalio 21. The Dance of the Possible, by Scott Berkun 22. The Elements of Typographic Style, by Robert Bringhurst 23. Thinking With Type, by Ellen Lupton 24. The Visual Display of Quantitative Information, by Edward Tufte 25. Why are we Yelling, by Buster Benson 26. Resilient Management, by Lara Callender Hogan 27. The Five Dysfunctions of a Team, by Patrick Lencioni 28. Articulating Design Decisions, by Tom Greever 29. Start With Why, by Simon Sinek 30. Mastering Collaboration, by Gretchen Anderson If you pick just four books to read from the list, Tanner and Jasmine recommend: The Design of Everyday Things, Org Design for Design Orgs, Discussing Design, and The Making of a Manager (even if you're not a manager!).

ex-Head of Digital Transformation at the Guardian, and Principal Consultant at Cantor & Ball, Giles Anderton knows what it takes to ‘break it before you make it'. In this podcast Tim & Damian explore Giles' story, the effect of Dunbar's no. on organisations and how he design teams at produce results. Listen in as they gain valuable insights on their quest to make work, work better.     Find out more about what Giles is up to now: http://cantorandball.com/  • Twitter: @gilesa74 • LinkedIn: gilesanderton

Join us are we chat with Dr. Marcus Tan, co-founder & CEO of HealthEngine: A venture backed darling of the Australian startup scene, now with over 100+ team that started in his lounge room. Settle in for an inspiring episode as Tim & Damian explore HealthEngine's  story as Marcus shares some of the lessons (and scars) he's gained along the way. Find out more about what Marcus and his team are up to at: https://healthengine.com.au/ • Twitter: @drmarcustan • LinkedIn: drmarcustan

Traditional marketers have been left in the dust by digital marketing. In an omni-channel environment, how can an organization offer an inspiring career path for both traditional and digital marketers? Thoughtful org deign that incorporates agile principles—namely, cross functional teams where marketers have the opportunity to test and learn new skills as well as campaigns, can offer a solution.   Guest: Marianne Hewitt   Marianne Hewitt is an experienced consultant and entrepreneur who has worked with Fortune 100 companies in marketing and sales where she design growth programs, work flow and organizations for an omni-channel world. She left IBM 12 years ago to launch her consulting business, where she focuses on helping her clients achieve profitable growth and retention. These programs focus on getting people to think about if they are organized the right way, how to build teams to work in an omni-channel way that provides profitable growth, but also to provide challenging and exciting careers for marketers.   Check out The Growth Strategy Group and read Marianne’s article to see all the graphics referenced in this episode!   Host: Veronica Bright Veronica Bright is a solution architect at Zee Jay Digital. Specializing in marketing resource and digital asset management, Veronica delivers thoughtful, functional solutions for enterprise clients. Veronica believes that technology design starts and ends with the people who use it, and strives to put people first in every solution she builds.

Unicorn Auth0's former Head of Culture & Head of Customer Success, and on deck with Microsoft during their cloud transition, Clayton Moulynox has a wealth of experience and expertise manage the pain of designing work and teams in fast growing companies. In this podcast Tim & Damian explore Clayton's story, how he approaches conflict, structures he's found useful, hiring sprees, and along the way gain valuable insights on their quest to make work, work better.   Find out more about what Clayton is up to now: https://www.moulynox.com/ • Twitter: @claytonhm • LinkedIn: claytonmoulynox

In this HRchat episode, we hear from Rohit Manucha, Head of Human Resources at Aujan Coca-Cola Beverages Company about ways to fine-tune your org design. Rohit has extensive experience in working with CEOs and C-suite leaders; in driving end-to-end organizational transformation across 19 countries. He has worked towards aligning organizations with their strategic agenda, managing change and driving sustainable performance. He has worked across a diverse range of sectors, covering companies with varying ownership models and at different stages of business life-cycle.His core expertise is in ‘Organizational Transformation & Effectiveness’ and has developed case studies, white papers that are featured in various publications and is quoted in a number of leading HR magazines on a host of HR-related topics. He has chaired and been a keynote speaker at a number of global events across UAE, London, India, Malaysia, Thailand, and Singapore.Presenting at Hacking HR's HR Innovation and Future of Work Global Online Conference and Workshop on March 3 – 6, Rohit will be addressing the topic of 'Future of Work in the Middle East'.This episode of the HRchat show is supported by Espresa, a firm helping to define and ignite the HR tech space to disrupt culture for good.We do our best to ensure editorial objectivity. The views and ideas shared in this episode are entirely independent of our show sponsors. There is no relationship between the guest and companies advertising within the podcasts published by The HR Gazette or it's partners.

My guest today is Peter Merholz. Peter is one of the co-founders of the pioneering UX design consultancy Adaptive Path, now part of Capital One. After leaving Adaptive Path, he has structured and led design teams in various organizations. Peter and his co-author, Kristin Skinner, wrote Org Design for Design Orgs, the book on how to organize design teams. In this episode, we discuss how the structure of organizations influences their customer's experiences. Listen to the full conversation https://theinformeddotlife.files.wordpress.com/2020/02/the-informed-life-episode-28-peter-merholz-2.mp3   Show notes PeterMerholz.com @peterme on Twitter Adaptive Path Org Design for Design Orgs: Building and Managing In-House Design Teams by Peter Merholz and Kristin Skinner Liftoff: Practical Design Leadership to Elevate Your Team, Your Organization, and You by Chris Avore and Russ Unger The Informed Life Episode 22: Andrea Mignolo on Designerly Ways of Being IDEO Tim Brown The Double Diamond Conway's Law Organization in the Way: How Decentralization Hobbles the User Experience by Peter Merholz MacGuffin Shopify Forrester Research Kristin Skinner Read the full transcript Jorge: Welcome to the show, Peter. Peter: Thank you Jorge. Jorge: So, for folks who don't know about you and your trajectory, would you please introduce yourself. Peter: Sure. I'm Peter Merholz, I work in — ostensibly — digital design, have for over 25 years. Started in CD-ROMs, so even pre-web. But cut my teeth on the web and through web design. Probably most notably, helped start a user experience consulting firm called Adaptive Path, which I helped lead from 2001 to 2011. For the last eight years, I've been some flavor of design executive, primarily working in-house. A few years ago, co-wrote a book called Org Design for Design Orgs, which is still the only book about what it… Kind of a playbook on building in-house design teams. Though I'm happy that Russ Unger and Chris Avore's book is coming out soon, so we will no longer be the only one on that subject. And a few months ago, decided to commit myself to independence and started a company. The URL is petermerholz.com, but the company name is Humanism At Scale, and it's my one-person consultancy dedicated to helping design organizations realize their potential and helping bolster and improve design leadership practices within organizations. Jorge: What is the link between the potential of organizations, humanism, and design? Peter: I see design as the Trojan horse for humanistic thinking within companies. Design is an obvious contributor of value, particularly in digital contexts and software contexts, and so companies are building design organizations in order to create these digital experiences. What they don't know they're getting with it is that design, when practiced fully, is situated within a humanistic frame that also includes social science and subjects like user research, it includes writing, rhetoric, composition, with things like content strategy… And so I see design as this lead… It's the tip of the spear, but what's behind it is a full kind of humanistic understanding that design can help bring into these companies. And the importance of that is companies have been so mechanistic, so analytical with their either kind of business orientations, MBA orientations, spreadsheet focuses, or engineering orientations. They've been so mechanistic that design has this opportunity to bring a humanistic balance into that conversation. Jorge: I had Andrea Mignolo as a guest in the podcast last year, and she talked about this subject as well, design as a way for organizations to map out possible futures, in distinction to using things like spreadsheets. Is that kind of what you're talking about here? Peter: That's definitely part of what I'm talking about. I mean, there's the obvious benefits or contributions of design in this business context, which is making a strategy concrete. We talked about that at Adaptive Path over 10 years ago, probably closer to 15 years ago, and, and IDEO has been talking about that. Tim Brown's been talking about that, right? It's very easy for executives to have different interpretations of bullet points on a PowerPoint slide and projections and spreadsheets, but it's really difficult to have different interpretations of sketches and prototypes of futures that those PowerPoint, bullet points and spreadsheets are actually inferring, right? Design can very quickly make concrete these abstract notions. And, so I think lead to better conversations about where an organization is headed. So, I think that's part of it. But I think, again, importantly, there's a whole body of thinking, of problem solving, of looking at the world that is rooted in the humanities, that is rooted in not just design and visual expression, but in language in social science, that can inform how businesses operate in and basically encourage them to operate better at least when I think would be better. Jorge: In your book and in your presentations on the subject, you often talk about this three-legged stool, where the three legs are, business, technology, and design. Is that the context in which you're talking about design here, as in supplementing the other two? Peter: I wouldn't say supplementing, but yes, balancing the other two. And that still makes it sound like design is one against two in that equation. But essentially, business and technical approaches tend to be analytical and reductive. And that's not bad in and of itself, but it's insufficient, particularly given the complexity of the things that we're building and how those things that we're building are situated within a society. And so the opportunity that design and humanism brings is providing a more generative, qualitative, creative, big picture frame and approach to problem-solving to balance that reductive, analytical, quantitative metrics-driven approach that has been so dominant for so long. Something I hadn't actually connected it with until just now as we're talking about, when you have that metrics-driven approach, that leads to businesses so focused on the numbers, they lose sight of the, frankly, societal impact of those numbers, right? So, you know, the big issue with social media is that everything's driving towards engagement. Because that's what they're measuring. And having lost sight of the societal impact of what happens when you have two and a half billion people that you're trying to engage, and not recognizing that the product of that engagement outside of the system is massive societal unrest. Jorge: Which has become evident after the fact, right? Peter: Right. Exactly. But if you had talked to or had any social scientists actively involved in that process, and you had a more humanistic approach involved in that process, you would have likely realized those potential outcomes in the process instead of simply after the fact. Jorge: I've worked mostly as a consultant in my career. I did spend some time internally in an organization, but most of my career I've spent as an external designer who is brought into an organization to help them through some of these challenges. And in that capacity, I've had the opportunity to interact with internal design teams. And one of the things I keep seeing in many of those organizations is that designers are working making either products or services better, but often at a very kind of granular level. And I'm bringing this up because I love what I'm hearing you say about design being kind of the organ of the organization that helps them think more systemically. But sometimes that can be at odds with the way that designers are actually working in organizations. And I'm wondering if you can speak a bit to that. Peter: I agree. By and large, most design in most organizations is seen as part of production, part of delivery. This is the challenge, but the opportunity, with the Trojan horse, right? Design is being brought into these organizations because you need designers to design the interfaces, essentially, of these digital experiences. And that is seen primarily in an output mode, right? The stuff that your users are interacting with, someone needs to design that, let's hire designers. And so it gets very much… I often use the double diamond when talking about this type of work and it's very much second diamond, very much on the execution side, the implementation side. Because that is the obvious value that design brings into business. And I think in many businesses, you're right, that's pretty much the limit of the value that design is bringing. What I would argue though, is there's this potential and more and more companies are expecting that potential of design to have some contribution “upstream.” I talk to companies all the time where they want design to have that seat at the table, to be a peer to product and engineering, to contribute strategically, to the conversation. And so the challenge there though, is often — this is part of the reason why design leadership is so important to me — is that I think we have a general kind of industry-wide shortcoming among our design leaders in terms of understanding the breadth of the influence they can wield and how to wield it. My concern is that many of those design leaders have come up in organizations where design was seen primarily as a production function. And so that's how they're approaching design leadership is just to make production better. And so, there's an opportunity, I believe where design leaders, one, can learn how their practices can have a broader influence. And then two, — and this is actually, I think, an even harder challenge — help those design leaders develop the confidence to assert their perspective at that more kind of executive or strategic level. Right? Because they're often a lone voice in a wilderness, right? That wilderness is heavily analytical, heavily mechanistic. And there are some designers saying, “We've got to listen to users,” or you know, “What about ethics?”, or whatever the thing is that the designer is talking about. And they're often that lone voice. And it can be hard to be that one to stand up and be the one that is — not necessarily getting along with whatever the dominant kind of cultural paradigm is — but I believe… Frankly, I believe it's kind of our duty. I think it's, in an unconscious way, these businesses have realized there's a power to this other way of thinking. That the current models aren't working, that the mechanistic model is running its course. And so, they're seeking other ways of working. So, then they bring in design, and when design starts doing its other way, the initial reaction is going to be one of pushing back because it's weird and uncertain and different. And it's up to the design leader then to manage that transition to help the business not react, not lash out, not reject out of hand, this new way of thinking and then also for that leader to help their team recognize its power and its potential in terms of influencing the organization. And it's really hard. Like, I think design leadership is probably, at least within a product development context, the hardest kind of leadership there is right now. It's easier to be an engineering leader or a product leader, or a data science leader, than it is to be a design leader because of this kind of contradiction or conflict of we want design, but design is different so we're pushing back on design, but then when we push back on it, we're unhappy because design isn't being interesting. Resolving that is this interesting challenge design leaders have. Jorge: You're validating how I see the arc of your career. We've known each other for a long time, and we met through the information architecture community, where — to summarize it really kind of unfairly and at a very high level — it's all about the design of the underlying structures of — at least when we met, at the stage that the discipline was in — was mostly focused on digital experiences. Peter: Web experiences. Jorge: Web experiences, yeah. Peter: Not even software or mobile. Jorge: It was pre-mobile. But that's what we were focused on, right? Like the structures that underlied these experiences. And my sense of your career is that there came a point in your own development where you had this insight that the structures… That you can work on the structure of the thing, or you can work on the structure of the thing that's going to produce the thing. Right? And that's where Org Design for Design Orgs I see basically as a book about the architecture of the organizations that define these architectures. Is that fair? Peter: Sure. Yeah. It's so… Conway's law. Conway's law is an interesting concept in this context, right? Conway's law is that any organization is going to deliver… Whatever it delivers will be a reflection of how it is organized. And oftentimes Conway's law is thought of not as a law, but as a thing to be aware of that you can work around. Right? So, if your company has organized in some way, you have business units, but when you present your org, when you present the company to the world, you don't want your customers to get caught up in the business units. Right? That's often… That has been a role for design to play in the past — web design in particular — is to create this kind of skin, this presentation layer, over the mess that is the company in its presentation to the customers. I actually first was writing about this like literally in 2002 or three there was an essay on the Adaptive Path website called Organization in the Way, where I was talking about how the reason websites don't make sense is because they basically reflect a company's organizational structure. And at that time, I thought the solution was, well, you can keep that organizational structure and the role of the design team is to understand the user and how they are approaching that company and again, create this presentation layer, this interface, this interpretation, so that the user can actually engage with the company meaningfully and not worry about how that company is structured. What I have since come to realize is that Conway's law is a law. That organizations will deliver their value, deliver their services, deliver their experiences, shaped directly by how they are organized. And yes, you might be able to paper over that for some brief period of time, launch a website design that, you know, in the past we would launch these kinds of task-based website designs because customers weren't looking at an enterprise software firm and thinking about the product modules, they had tasks they wanted to solve, so let's do a task-based architecture. And that would last maybe even a year or two, but eventually it would break down because that organizational structure has such power that it would reassert itself in how the company is presented to customers, regardless of whether or not it made sense to the customers. And so, what the true implication of Conway's law is, if you want to deliver a meaningful experience — a sensible experience — to your customers, you have to reorganize your company in a way that makes sense to your customers. That is the only way you're going to solve that problem. Jorge: Yeah. As you're talking about this, I'm thinking that I've experienced that very issue as well in projects where I've been brought in to help an organization, for example, rethink the way that their products are presented on their website. And it seems on the surface to be kind of an information architecture challenge; I've been hired to fix their navigation system or whatever. And then when you start digging into the problem, it turns out that the website and its nav structures are actually a MacGuffin for these conversations that are much more strategic and more challenging that people at a very high level in the organization — for whatever reason — have not been able to articulate except in the context of having something actionable like the website to serve as their meeting ground. Peter: Yeah. What was interesting about the web from an organizational perspective 20 years ago was it was the first time an entire company was being presented in a single unitary canvas, right? Before you would just deal with whatever channel that you were a part of and you know, whether there was a sales channel, a marketing channel, et cetera, and whichever part of the business that made sense to you, and you didn't have to worry about anything else. But with the web, all of that got placed on a single point of entry. And you know, we all dealt with trying to figure out how to design websites for these big companies that now their complexity was being exposed to the users, and the company had never had to deal with that before. I do think you're starting to see some companies grapple with this in a more meaningful sense. They're starting to change how they're organized. Shopify. I'm not a customer of theirs, I don't know if this has been good or bad, right? But Shopify for the longest time was basically organized functionally. You know, product team or an engineering team and a design team and marketing teams, and they would then deliver the products. And then at some point two or three years ago, they decided to — it's not radical — organize by products. But they also identified meaningful product distinctions. Products for merchants in one fashion, products for point of sale products, or whatever it is, right? The product line changed. And so that's now how they organize. They had to reorganize in order to make their company makes sense to their customers, possibly make their company makes sense internally as well. And so, I think you're seeing, you know… I'm doing some work with a bank and they have a set of… So, banks are funny, right? Because they're highly regulated, so that actually limits how they are able to organize. One of the things I've learned in working in financial services is that when a bank offers both checking and savings services as well as credit card services, those have to be treated by the bank as two independent organizations that really shouldn't be interacting with each other for legitimately good regulatory reasons. But as a customer, if you have a checking account with a bank and a credit card with the bank, it can be odd how it's not seamless in engagement. And you're like, “It's the same bank. Why can't I just do it?” And it turns out there's regulatory reasons for that. But what I'm starting to see with in this one bank I'm working with, they have this thing called “missions” and “value streams,” and they're organizing by, basically, tasks. You have a payments team and you have within that payments team; you have a value stream for moving money or a value stream for paying bills, and they're pulling people together in these teams. I'm doing work for a journalism company, news company, I guess you would call it. They talk about journalism; they don't just talk about news. I'm working with a news company, and they also have adopted missions. They have an engagement mission, a growth mission. And these missions are the means by which these companies are pulling together cross-functional teams, but providing an organization that now can make some sense to the customer, right? A customer isn't going to want to navigate the marketing team, the sales team, the product development team, et cetera, et cetera. But a customer, you know, if you are new to this company, you are working… You are basically… Your experience is managed by the growth team as they try to bring you into the fold. If you are an active user, you are now being handed off to the engagement team that keeps you engaged, it introduces you to new experiences, et cetera, et cetera. And so, these companies are looking at ways of creating, internally, at least, some new structures that are orthogonal to the kind of functional structures that better speak to customer experiences because they recognize kind of that Conway's law thing. If what matters is the customer's experience, you have to change your organization to meaningfully deliver on that customer experience. Jorge: I'm guessing that a considerable part of the people listening to us right now are not external consultants but are actually… I don't know if to use the word “affected,” or at least their work is influenced heavily by the type of structures that you're talking about. Peter: Hmm? Yes. Jorge: And I'm wondering if there's any advice or any insights that folks working in organizations can glean from this way of thinking about the work that could help them be more effective. Peter: “Yes” is the short answer. I think particularly designers have — which I'm assuming is the large part of your audience, designers and the design-adjacent — I think are particularly well-suited to have an impact on these internal structures because, as I was suggesting these internal structures should be influenced by an understanding of customers and the journeys they are on. And it's oftentimes and design team working with researchers that are tasked with understanding those customer journeys. And the opportunity, I think, for people internally, is to understand and map these customer journeys. So, do that work. And that, that's not hard to sell. Right? That's a pretty accepted practice now. Forrester's been talking about journey mapping for well over a decade. But I don't think every company has recognized the implications that I was referring to earlier, which is that that customer journey becomes a blueprint for how you reorganize your teams. Now, it might not be their reporting organization, right? That might maintain functional organization. So, you know, your designers will still report up to a Head of Design, and you might have 50 designers reporting into it as part of a single design team. But their day to day work, those designers are spending the bulk of their time and effort in these cross-functional teams that are organized by these journeys. And I think the opportunity is to help drive that organization, drive that conversation around, “Hey, we shouldn't be organized by either function…” Sometimes you get companies organized by platform, right? You have the mobile team versus the web team, you have an iOS team versus an Android tea m. Because that's not how people are experiencing it, right? You want to organize by the nature of how people are experiencing it so that you can deliver value across the customer journey. And you're seeing that more and more. I think we're still at very early days for it. But the opportunity for people listening who are in-house is, one, to know that this shift has occurred. It's not even occurring. The shift has occurred within many companies. And if in your organization, you're not operating in this kind of model that is… In this framework that is modeled after the customer journey, that is something to propose, that is something to continue to agitate for. And the customer journeys that you and your team are creating are that architecture for thinking through this and for organizing in this way. Jorge: Well, that's a great summary, I think. And, I think that those folks should reach out to you. Why don't you tell us where they can do that? Peter: Sure. I'm easy to find. My URL is petermerholz.com. That's my professional URL. I'm on Twitter at @peterme. Those are probably the two best places to find me. You can contact me through either means, through petermerholz.com or through @peterme, my DMs are open. So yeah, that's the easiest way to find me. Jorge: Great. And I believe the book has a website as well, right? Peter: Yes. The book has a website, orgdesignfordesignorgs.com, which also has with it a blog that we update in fits and starts. So, the book came out about three and a half years ago, and we've been blogging about ideas from the book, but as we've had new insights, new thinking, we've been blogging about those ideas. Improved, levels, frameworks, improved portfolio assessment tools, definitions of team leadership. As Kristen and I both do our work, and then teach a workshop based on this, we come up with things to write about. And so, the blog has all the most recent thinking when it comes to organizing your design organization. Jorge: Well, fantastic. I hope that folks visit the site and I'm sure they'll find valuable stuff there. Thank you, Peter, for being on the show. Peter: My pleasure. Thank you, Jorge, for having me.

Paul Tolchinksy is a co founder of the European Organizational Design Forum and managing partner of Performance Design Associates, a small boutique international consulting firm based in Scottsdale Arizona. His extensive experience in organizational design incorporates the early work done in Whole Scale Change. Clients bring him in when they want to hear the truth and are ready to move forward.Paul and Dawna had this conversation in Madrid, Spain at the Choices Conferences hosted by Cocoon Projects in October 2019.We talk about the difference between design and development, when organizational design applies, how to know when (or if) to stop paying attention, communication and decision-making.Intro music is courtesy of MarkRomeroMusic.com See acast.com/privacy for privacy and opt-out information.

The role HR plays in a successful business transformation is significant and increasingly important. On this week’s podcast, we are joined by Julie Digby who has led several successful integrations and transformations at Mars, including a two-year project which saw a merger of Mars and Wrigley. What struck me most from our conversation is the key triumvirate Mars forms for successful transformation comprised of finance, HR, and the president of the Mars business involved. In our conversation, Julie and I discuss: How HR is organised and works with the business in Mars The specific role HR plays in transformation projects, particularly in relation to organisational design, culture and change management The role that technology and data plays in supporting, enabling and speeding up transformation work The skills that HR needs to develop as it becomes a more strategic function within the business And finally, as we do with all our guests on the show, we ponder what the role of HR will be in 2025 This episode is a must listen for anyone in HR involved in transformation change and business partnering. Support for this podcast is brought to you by OrgVue to learn more, visit orgvue.com.

My guest in this conversation is Rich Mironov (@RichMironov).Rich is known as the "product mensch" in Silicon Valley, and for good reason. Educated at Yale and Stanford, Rich is a 30-year veteran of product management at multiple enterprises and startups that have gone public who now consults as an interim VP of Product helping companies to get their product organizations working at top notch.Show notesHow did Rich end up as a product leader? [0:02:30]Rich's first week in "product" [0:05:01]How to learn a new space or company when you don't have background in it [0:06:46]How does Rich figure out what's really going on, and what to do? [0:08:34]Common failure modes Rich sees [0:09:32]What does Rich do in his first 4 weeks as head of product? [0:13:33]How do you build the trust to make the needed changes? [0:18:37]Roadmaps: common initial challenge [0:20:29]How to build initial momentum when "engineering can't ship anything" [0:22:17]"Teams that don't finish anything quit" [0:25:11]"Caring is probably the #1 most important feature I see in engineering teams that get a lot of really good stuff done" [0:25:21]What are the conditions that enable a product team to be at their best? [0:25:43]Lesson: Assume good intent & don't blame people for the system [0:30:13]"If we design an organization badly, almost everybody we put into that organization fails" [0:30:27]"As product people we gotta be curious, we gotta look outside ourselves and figure out what's broken. We're analytical, relentless, and we failed them if our product doesn't work." [0:32:08]Digging into psychological safety [0:34:55]How to provide top cover for your team [0:36:13]How do you make it OK to hear truth and speak truth? [0:37:58]How to keep the exec team aware of what's being built [0:39:19]The "exclusive or" question to deal with competing roadmap requests [0:40:15]"Trust starts with delivering the things we said we'd deliver." [0:42:00]How do you spread outcomes thinking across an organization? [0:44:06]Roadmaps & outcomes thinking [0:47:13]How is PM different in a machine learning context? [0:49:16]"Just because you have a stack of data doesn't mean it's going to tell you anything" [0:52:40]"Schroedinger's insight" [0:56:05]How does a product leader think differently about a product portfolio with ML products? [0:56:59]Impostor syndrome & internalizing impersonal issues [0:59:22]How do you help the product team level up their skills? [1:06:55]"The goal of those discussion isn't to focus on some artifact. The goal is to skill up mentally." [1:09:23]What one change would Rich have product leaders make? [1:11:27]People, books, companies, resources etc mentioned in episodeConnect with Rich:WebsiteTwitterTandem ComputersTolstoy - Anna KareninaShuttle diplomacyRich's talk at INDUSTRY on product org/team structuresThe Glengarry LeadsThe Agile ManifestoPsychological safetyThe Fearless Organization, by Amy Edmondson (re: psychological safety)Outcomes Over Output, by Josh SeidenChristina Wodtke - ENLIVEN episode & websiteMarty Cagan on outcome based roadmapsRich's article on product management in data science"Hot Dog, not Hot Dog"Sally Foote - AI at PhotoboxImpostor syndromeRailsCon 2014 talk on Imposter Syndrome - Nickolas MeansInception (movie)Calendly scheduling toolTeresa TorresJared SpoolTristan KromerDaniel Elezalde

In this episode, we consider the role of org design. Our guest is Sebastiaan Bos. As head of product management at Nakisa Hanelly, an organizational design solution for HR and Business leaders, Sebastiaan leads product development to define, design, and implement the product vision and strategy. As the executive solutions architect, Sebastiaan is focused on understanding the functional and business requirements of a company by bridging the gaps between technology, process, and solution.

Our guest this week is Rupert Morrison. A native New Zealander and rugby fanatic who grew up on a sheep farm, but off the field, Rupert is leading the way in data-driven organisational planning as CEO of OrgVue. It was in Rupert's years as a management consultant, frustrated by the many tedious hours spent building models in PowerPoint and Excel that were unsustainable for his clients that drove him to build his own solution in OrgVue, a SaaS platform for workforce analytics and modelling. So impassioned. He's also authored a Chartered Management Institute, shortlisted book of the year on data driven organisation design. We'll spend much of today's episode in conversation about the following topics: How HR needs a serious step change in order to manage the business and not just Human Resources in times of change We look at why finance is often stepping in on workforce planning and how HR must partner with them We look at the role analytics plays in shaping the future workforce As with all our guests on the podcast, we also look into the crystal ball and ponder what the role of HR will be in 2025 This episode is a must listen for any HR professional who wants new ideas, wants to add value to their organisation, and wants a voice at the board level, not just lip service. I'm sure listeners will enjoy Rupert's thinking on some of the most pivotal and challenging issues that HR isn't addressing. Support for this podcast is brought to you by OrgVue to learn more, visit orgvue.com.

Kudos to Derrick Schultz for the question on twitter. Have a question? Tweet @bud_caddell --- Send in a voice message: https://anchor.fm/budlets/message

Beth Davies, former Director of Learning and Development at Tesla, now podcast host, professor, keynote speaker and consultant, discusses everything from invisible learning to mentors vs managers, curvy careers and organizational infrastructure. To read the full show notes and transcript visit us at illuminatehrpodcast.comSupport the show (https://www.patreon.com/illuminatehr)

Kristin Skinner and Peter Merholz, co-writers of Org Design for Design Orgs, are teaching a full day workshop at the DesignOps Summit this year. On this episode of the Rosenfeld Review, they discuss the career milestones that brought them to the realization that there was a book to be written about the challenges they faced when coordinating and managing across teams. What Peter’s reading: Uday Gajendar’s “Rise of the Meta Designer” in Interactions Magazine https://dl.acm.org/citation.cfm?id=3338285 What’s inspiring Kristin lately: Scott Berkun’s work http://scottberkun.com More about the workshop: As the move to establish in-house design teams accelerates, it turns out there’s very little common wisdom on what makes for a successful design organization. In their full day workshop at the DesignOps Summit on October 25 in New York City, Peter Merholz and Kristin Skinner will draw from their groundbreaking book Org Design for Design Orgs, and address this lacuna by shining a light on the unsung activities of actually running a design team, the organizational and operational challenges and considerations, and what works and what doesn’t.

Our guest today is Stephen Redwood, who has been a Partner in the Organization practices at PricewaterhouseCoopers, McKinsey & Co., Oliver Wyman, and Deloitte. He is now running his own firm, Redwood Advisory Partners, where he helps clients develop a high performing organization and an exceptional employee experience. In today’s discussion, Stephen explains what an organizational design project is all about, and he also discusses his other business, Tri Endeavors, where he coaches elite triathletes. To learn more about Stephen’s triathalon coaching practice, visit http://triendeavors.com/ And To learn more about Stephen’s consulting practice, visit https://redwoodadvisorypartners.com/ If you are interested in joining a global community of top-tier independent management consultants, or if you are looking for support from an independent consultant, contact Will Bachman at unleashed@umbrex.com  

In this twelfth episode of the Progression Podcast I'm chatting to Peter Merholz, co-founder of Adaptive Path, long time speaker and blogger on design scaling and co-author of Org Design for Design Orgs (2016). We get into the weeds on his back story, including learning how to write and speak confidently. We then got onto managing up, down and across, his book and the ethics of design (and a designers' role within it). Finally we got to some listener questions from various Slack channels that I hang out on. Peter's links: Twitter: https://twitter.com/peterme Peter's blog: https://www.peterme.com/ Org Design for Design Orgs (Amazon) https://www.amazon.co.uk/Org-Design-Orgs-Peter-Merholz/dp/1491938404 Coach, Diplomat, Advocate, Architect. Peter's talk at Leading Design: https://vimeo.com/243666544 Sponsor: Onfido

Guests Avantha Arachchi, Director of Talent and Operations at Gerber Technology, and Jessica Simmons of Onfido discuss the importance of community, people as a business function, and homegrown bootstrapped HR.To read the full show notes and transcript visit us at illuminatehrpodcast.comThis episode brought to you by Lumity, visit lumity.com to learn moreSupport the show (https://www.patreon.com/illuminatehr)

Guest Aaron Huang, Chief Marketing Officer at Lumity, talks about the power of hiring divergent super-powers and personalities to create diversity of thought, hiring your anti-hero, and explains why group-think is dangerous.To read the full show notes and transcript visit us at illuminatehrpodcast.comThis episode brought to you by Lumity, visit lumity.com to learn moreSupport the show (https://www.patreon.com/illuminatehr)

Warum braucht eine Bank Fans statt Kunden? Josef Winkler, Service Designer und Fan Relationship Manager bei der TeamBank AG, verrät warum heute Fans wichtiger als Kunden sind und wie man sie über Customer Centricity und Design Thinking gewinnt.   Mehr über Josef Winkler: LinkedIn: https://www.linkedin.com/in/josefmwinkler   Mehr über die Teambank: https://www.teambank.de/ offene Stellen bei der Teambank: https://www.mein-check-in.de/teambank/x/stellenangebote-ausbildung-praktika-trainees/index/cls/germany   Links zu Büchern: Org Design for Design Orgs: http://shop.oreilly.com/product/0636920044949.do Game Storming: https://www.oreilly.de/buecher/120182/9783897213265-gamestorming.html This is Service Design Thinking: http://thisisservicedesignthinking.com/   Links zu Communities: Global Jams: http://globaljams.org/ Alle Infos zur Global Service Jam im März: http://planet.globalservicejam.org/ Meetups: https://www.meetup.com/de-DE/   Links zu Schulungsplattformen: Service Design Summer School: https://www.thisisservicedesigndoing.com/school Hasso Plattner Institut: https://hpi.de/school-of-design-thinking.html Design School Stanford: https://dschool.stanford.edu/

In this episode, Mark and Andy managed to nab top agile organisational design guru, Topaz Milbrandt (@MilbrandtTopaz)!! Topaz is the foremost agile organisational design guru, and knows a thing or two about organisational design and transformation. We talk to him about the perfect team size; co-location; how to relax; and the scoop on Scrum 2.0! Turn on, tune in, drop out!

“Many designers don’t realize the challenges their leader faces.” Peter Merholz is the VP of Design at Snagajob and co-author of “Org Design for Design Orgs”. He previously co-founded Adaptive Path, which is now part of the Capital One Design. In between all of this, Peter was also Funsize’s first client during his time at Groupon. It’s been a couple of years since Peter’s been on the Hustle Podcast and we’re really excited to have him back. On this episode, Anthony and Peter chat about designing design teams, Peter’s new talk “The Four Archetypes of The Complete Design Leader”, design job titles, why Product Management is the new User Experience, and more. More on Peter’s Four Archetypes of Design Leadership: As designers become design leaders, they need to leave behind what made them successful and embrace new approaches to their work. And when they realize just how much there is to do, it can feel overwhelming. In this talk, Peter draws upon 20 years of leading design teams to provide a memorable framework for understanding all aspects of the role. As a Coach, you manage down to get the most out of your team. The Diplomat manages across, developing relationships with functional peers. The Advocate manages up, championing their team's work to executives and other stakeholders. And the Architect figures out the tools and frameworks necessary to support the design organization as it scales. Visit the Funsize website Subscribe to The Funsize Digest

As you will hear, this episode is completely in english. From now on, I plan on delivering at least two episodes a month, one in english and one in spanish. I wasn’t sure about doing this but in the end, who really cares? I’m sure lots of you can benefit from both types of content. You could also decide to listen to only one language, bottomline is, I'm interviewing people whom I think are worth interviewing and I think language shouldn’t be a barrier.  I’m happy to have Bob Gower in the show this week. A little more than a year ago, I took a masterclass he was teaching along with Mark Raheja from August about Organizational Design and thats where we met. At that time, they were both working with Undercurrent an Org Design firm. I was mindblown the whole class with the work he was doing and with his view on organizations and the future of work. Ever since that day i have been actively applying many of his teachings in my own ventures andi’ve changed my way of approaching work for good.  My purpose with this episode is that you understand the basic principles on how companies work and evolve so you could have a new understanding on organizations and also, to understand how you and your organization/team can work better, faster and in a more innovative matter.  In this episode we talk about what’s changing in the workplace, and what are the most basic drivers for employee motivation. We talk about new ways of organising around work and which companies are doing it correctly. We also discuss some of Bob’s personal challenges and future projects. I really hope you enjoy this episode as much as I did.      Show Notes:    Books Agile Business - Bob Gower Sense and Respond: How Successful Organizations Listen to Customers and Create New Products Continuously - Jeff Gothelf Drive: The Surprising Truth About What Motivates Us - Dan Pink How Google Works - Eric Schmidt Holacracy: The New Management System for a Rapidly Changing World - Brian J. Robertson Mindset: The New Psychology of Success - Carol S. Dweck Grit: The Power of Passion and Perseverance - Angela Duckworth Sapiens: A Brief History of Humankind - Yuval Noah Harari The Social Conquest of Earth - Edward O. Wilson How to Live a Good Life - Jonathan Fields Web Responsive Org Responsive Conference Bob Gowers Articles at Inc Companies: The Ready Holacracy One Podcasts   Unmistakable Creative Podcast Interview This American Life - Toyota Episode

The O’Reilly Design Podcast: Design investment, the importance of mindset, and creating the right environment.In this week’s Design Podcast, I sit down with Kristin Skinner, managing director at Adaptive Path, head of design management at Capital One, and co-author of Org Design for Design Orgs.  We talk about managing design teams, scaling design, and what we can learn from the Golden State Warriors.Here are a few highlights from our conversation: Helping companies realize their design investment There’s the famous Mark Andreessen quote about software eating the world. Back in 2004, Tim Brown was on the cover of Businessweek Magazine declaring that design can help shape business. That trend has been happening over time, but it’s really been over the last 10, probably even five, years where design teams are really starting to scale. We recognize the generative qualities for design can help to realize new business value, and that the old methods of management around development, specifically, that require a real keen focus on efficiency and a real keen focus on value that you’re getting out of every hour, every line of code, etc., doesn’t fit well. It doesn’t sync up with the generative qualities of design. We also recognized that there’s a shift right now, or a trend, where you have the raw talent. There are a lot of schools and programs now where you can actually get your certification in certain disciplines of design, but there’s really a big gap in figuring out how to scale design. Most design books, most information that you find out there, and we found this in our research to be true, they’re mostly about design practice—so, what sort of tools, what sort of methods and approaches and processes for doing the design work exist and are shared broadly, and then the case studies to show how that work has actually affected products and services out in the real world. That target audience is really meant for those design practitioners. We believe design should be a core competency. It should be on par with sales, information technology, development, marketing, etc., but it’s not as mature a practice. That’s why we really wanted to focus on helping organizations see a path to get there and hopefully in the future be able to talk even more broadly about what those success stories look like. Hiring: Looking for the growth mindset For me, it’s mindset. There’s qualifications, obviously, that once you’re talking to somebody, you assume that you’ve met all of those. First and foremost, it’s mindset—especially for the roles on the team I’m building or hiring for right now. It’s things like being able to read the room. It’s having confidence. It’s being a good facilitator, being able to understand when to really push and when to lean back, when to lean in and when to lean back. Let me see if I can give you an example: soft skills, things like negotiation, facilitation. Those are the big ones. Really, communication was huge. That’s in a bucket in and of itself. The mindset for me has always been one of the leading indicators of how successful somebody’s going to be. You can assess that pretty quickly, even through a phone call, but certainly face to face I think it’s something you can really appreciate—really understanding how people approach different problems, to how people approach their work, how people approach collaboration. Those are the areas that I really like to focus on to help figure out who’s going to be successful and who may not be the best fit. Design management: Creating an environment to succeed I think from a design community perspective, what’s really been interesting is seeing a lot more activity—not just here in the U.S., but globally around design management. That’s been really fascinating to see and to hear how we’ve come from ‘I just need to get the design right’ to ‘I just need to get the strategy right’ to ‘I just need to get the design organization right.’ It’s part of why we wrote the book. We even talk about it situationally—just think about the Golden State Warriors. In 2013- 2014, they had a different management team than they have in place right now. They were a team of exemplary players, and they lost in the first round of the playoffs. Management is out, new management came in, and the very next year they were NBA champions. It’s not a coincidence. There’s a responsibility from managers’ perspectives to really, really focus on creating their environment.

The O’Reilly Design Podcast: Design investment, the importance of mindset, and creating the right environment.In this week’s Design Podcast, I sit down with Kristin Skinner, managing director at Adaptive Path, head of design management at Capital One, and co-author of Org Design for Design Orgs.  We talk about managing design teams, scaling design, and what we can learn from the Golden State Warriors.Here are a few highlights from our conversation: Helping companies realize their design investment There’s the famous Mark Andreessen quote about software eating the world. Back in 2004, Tim Brown was on the cover of Businessweek Magazine declaring that design can help shape business. That trend has been happening over time, but it’s really been over the last 10, probably even five, years where design teams are really starting to scale. We recognize the generative qualities for design can help to realize new business value, and that the old methods of management around development, specifically, that require a real keen focus on efficiency and a real keen focus on value that you’re getting out of every hour, every line of code, etc., doesn’t fit well. It doesn’t sync up with the generative qualities of design. We also recognized that there’s a shift right now, or a trend, where you have the raw talent. There are a lot of schools and programs now where you can actually get your certification in certain disciplines of design, but there’s really a big gap in figuring out how to scale design. Most design books, most information that you find out there, and we found this in our research to be true, they’re mostly about design practice—so, what sort of tools, what sort of methods and approaches and processes for doing the design work exist and are shared broadly, and then the case studies to show how that work has actually affected products and services out in the real world. That target audience is really meant for those design practitioners. We believe design should be a core competency. It should be on par with sales, information technology, development, marketing, etc., but it’s not as mature a practice. That’s why we really wanted to focus on helping organizations see a path to get there and hopefully in the future be able to talk even more broadly about what those success stories look like. Hiring: Looking for the growth mindset For me, it’s mindset. There’s qualifications, obviously, that once you’re talking to somebody, you assume that you’ve met all of those. First and foremost, it’s mindset—especially for the roles on the team I’m building or hiring for right now. It’s things like being able to read the room. It’s having confidence. It’s being a good facilitator, being able to understand when to really push and when to lean back, when to lean in and when to lean back. Let me see if I can give you an example: soft skills, things like negotiation, facilitation. Those are the big ones. Really, communication was huge. That’s in a bucket in and of itself. The mindset for me has always been one of the leading indicators of how successful somebody’s going to be. You can assess that pretty quickly, even through a phone call, but certainly face to face I think it’s something you can really appreciate—really understanding how people approach different problems, to how people approach their work, how people approach collaboration. Those are the areas that I really like to focus on to help figure out who’s going to be successful and who may not be the best fit. Design management: Creating an environment to succeed I think from a design community perspective, what’s really been interesting is seeing a lot more activity—not just here in the U.S., but globally around design management. That’s been really fascinating to see and to hear how we’ve come from ‘I just need to get the design right’ to ‘I just need to get the strategy right’ to ‘I just need to get the design organization right.’ It’s part of why we wrote the book. We even talk about it situationally—just think about the Golden State Warriors. In 2013- 2014, they had a different management team than they have in place right now. They were a team of exemplary players, and they lost in the first round of the playoffs. Management is out, new management came in, and the very next year they were NBA champions. It’s not a coincidence. There’s a responsibility from managers’ perspectives to really, really focus on creating their environment.