designing for suits

Designing for Suits.(Or how Suits think)

A short story.

Synergy.

Down RightSizing.™

“Manage Up”

He said:

“I probably would have told you the same thing”

“The best thing to do here is actually the opposite of what

you’re doing.”

“Remove problems for her.”

“Even if they’re not one of your problems to begin with.”

“Be someone that removes problems, instead of adding

them, & you’ll get a licence to do whatever you want.”

“Don’t be surprised if they promote you.”

Work out what they need.Rather than what you want.

(Not a)

Subservient Ass Kisser™

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“stupid manager”

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“teenage drinking”

?

The Suits.

John AllanCEO

truelocal.com.au

Darren BurdenDirector of News & Sport

Fairfax Digital

Gloria Poulakis General Managercarsguide.com.au

Nick LeederCOO

News Digital Media

The Designers.

Andy CoffeyArt Director - Sport

C4

Jewels MillerSenior Designer

Isobar

Simon WrightArt Director

news.com.au

Intros / The Brief.The Middle Bit. ie: Work

Feedback.

WATCH THE VIDEO…http://vimeo.com/7015781

Intros / The Brief.

Key points from The Suits:

➡ This is a fun part of their job➡ They’re adjusting their approach based

on the designers capability

From The Designers:

➡ Recognising they are expected to fill in the blanks

➡ Actively trying to extract the relevant bits to get started

In my experience:

➡ A brief template is good in the early days

➡ Good briefs are done over coffee➡ Resist “Educating the client”➡ Earn their trust

WATCH THE VIDEO…http://vimeo.com/7015956

The Middle Bit.(Otherwise known as Work)

Key points from The Suits:

➡ They respect the influence of good quality design

➡ They like being included in the process & seeing early concepts

From The Designers:

➡ Designers block is common➡ Reduce the options given➡ Address the project objectives first

when presenting

DISC Profiling

William Moulton MarstonPh.D.

1893-1947

DDominance

IInfluence

SSteadiness

CConscientious

High D =Active in dealing with problems and challenges.They are: demanding, egocentric, determined, ambitious, aggressive, and pioneering.

Low D = Want to do more research before committing to a decision.They are: conservative, cooperative, calculating, cautious, agreeable, modest and peaceful.

High I =Influence others through talking and activity and

tend to be emotional.They are: convincing, magnetic, political,

enthusiastic, persuasive, warm, trusting, and optimistic.

Low I = Influence more by data and facts,

and not with feelings.They are: reflective, factual, calculating,

skeptical, logical, suspicious, matter of fact, pessimistic, and critical.

High C =Adhere to rules, regulations, and structure. They like to do quality work and do it right the first time.They are: careful, neat, systematic, diplomatic, accurate, and tactful.

Low C = Challenge the rules and want independence.They are: self-willed, stubborn, opinionated, unsystematic, arbitrary, and careless with details.

High S =Want a steady pace, security,

and do not like sudden change. They are: calm, patient, possessive, predictable,

consistent, poker faced.

Low S = Like change and variety.

They are: restless, demonstrative, impatient, eager, or even impulsive.

Adjust your delivery to suit The Suit.

WATCH THE VIDEO…http://vimeo.com/7016142

The Feedback.

Key point:

➡ Taking feedback personally.Designers trying not to, andSuits wishing we didn’t.

The Summary

➡ Remove problems, & Suits will be quick to assess you as valuable.

➡ Adjust your approach to suit The Suit

➡ Be proactive, positive & genuine with your communication

Further Reading

➡ DISC profilinghttp://en.wikipedia.org/wiki/DISC_assessment

➡ ArticleDesign Observer: Ten Graphic Design Paradoxeshttp://observatory.designobserver.com/entry.html?entry=8217

Contact/Feedback

➡ twitter@c41

➡ websitec41.com.au