Education, Enablement, and Evangelism
The work of Senior Practitioners goes far beyond business-defined KPIs.
Senior Practitioners in design organizations bring more than just their expertise. They serve as guides, shedding light on the path for the next generation and as advocates, championing the growth and relevance of their discipline. In this article, I will explore how Senior Practitioners walk the tightrope of Education, Enablement, and Evangelism as they represent their discipline, present their work, and collaborate.
Representation at scale
Example Leadership
Senior Practitioners contribute to their field by embodying the principles and standards of their discipline. The value of their experience comes from years of converting problems into opportunities. They lead by example, demonstrating how to navigate complex challenges with patience and integrity. In doing so, they educate junior staff members.
I have seen many Senior Designers and Researchers embrace complexity and technical challenges. Finding creative ways around development constraints and overcoming recruitment issues is simply part of the job. Managers should trust Senior staff but always hold them accountable for timely delivery.
Defining Design
Designers deliver outcomes. No one wants to admit that sometimes this means production-level work. Only the best projects go into the portfolio or become the case study you present when interviewing. I'm not advocating for designers to be solely production artists here, but production is part of the job, where practitioners build mental muscle memory. Senior Designers and Researchers know when to push back and ask difficult questions. And when not to.
The best Senior staff can read a room. Senior Designers know when a feature presents an opportunity to drive a new interaction pattern/overhaul a larger workflow, or leverage components off the shelf. Senior Researchers know when to ask the right questions and how to deliver concise findings. It's really about identifying larger opportunities and knowing what is worth fighting for.
The pixel showcase
High-Stakes Show and Tell
Presenting one's work combines storytelling, persuasion, and knowledge sharing. Senior Practitioners frequently present their projects, research, or insights within their organizations. Presentations showcase their expertise and share valuable information with a broader audience.
Not every presentation is an opportunity for a sweeping narrative. Designers do, however, have data on users, whether they are qualitative or quantitative. Senior staff knows how to leverage user data to tell a story, and that story can be right-sized for the presentation.
I have seen SO many articles espousing storytelling for designers and researchers. Yet few provide actionable advice. Managers should encourage all staff to present their work in unique ways that depart from traditional methods.
Senior staff should take the opportunity to avoid traditional 'book report' formats. That shit is boring. Business leaders sit through enough boring presentations. Get their attention, be memorable (within reason), and you are more likely to get what you want.
Oh--and don't EVER read directly off of your slides. Doing so may increase the likelihood of your audience multitasking.
Leading through thinking
Senior Practitioners often push the boundaries of the discipline by introducing new ideas or challenging existing paradigms. In doing so, they inspire others to think critically and explore new horizons. Thought Leadership is critical to showing how Design is pushing boundaries and getting support in doing so. How practitioners introduce new concepts and drive change is just as significant.
Attention to voice and tone is essential. Sometimes, how you say something is just as important as what you say. Evangelism requires attention to detail. Senior Practitioners should have a style of delivery that is a function of years of repetition. Distinct perspectives should spark meaningful discussions and drive progress, but using a pretentious tone won't help.
I have seen unprepared Senior Practitioners shine as often as witnessing them fade under pressure. Testing Thought Leadership with others when introducing new ideas and checking the tone and pace of the message is not difficult, but it requires forethought.
Taking the opportunity to do 'dry runs' with peers and junior team members is advisable. Managers should encourage a group format, as it is closer to what the main event will feel like.
Beware: Simple questions throw off overprepared presenters because their flow is easily interrupted.
Playing well with others
Promoting Collaboration
Not much gets accomplished without collaboration. Senior Practitioners actively seek opportunities to collaborate with peers within and outside their field. These collaborations enrich their knowledge while fostering interdisciplinary connections.
The intersection of ideas from different fields often leads to groundbreaking innovations. Design Thinking encourages participatory decision-making and divergent thinking. Design Thinking doesn't need to take place in workshops, but it works better when you bring a friend (or friends). Managers need to support Senior staff by providing the initial conditions for collaboration and trusting their abilities to deliver.
Collaboration enables non-designers to play a role in creative problem-solving. Over the years, I have seen great ideas come from non-Design team members, as a SME tends to know the technology and user needs. Senior Practitioners are great at getting behind the ideas of others or letting someone else take their ideas and run with them. After all, ideas are cheap--outcomes drive value.
The Team Elevator
Senior Practitioners understand that their success is also the success of the broader team. They empower junior team members, providing guidance, support, and opportunities for growth. They create a safe environment where everyone can contribute and grow together by elevating others.
A Senior Designer or Researcher can mentor a junior resource in many unstructured ways. You don't need an official HR program to shadow someone Senior. Learning by doing is less intimidating if you have witnessed the right behaviors to model.
Design is a nuanced profession. Helping the next generation avoid common pitfalls can have a profound impact. Senior Practitioners should seek out opportunities to accelerate the professional growth of team members with less experience. Managers should encourage it.
More meaningful mentoring occurs in unofficial formats than in formal programs. Few things are as satisfying as hearing that a Senior team member has been meeting with someone with less experience without prompting. I appreciate it when people don't ask for permission (or make sure they are getting to add to their performance goals) before helping one another.
Balancing Education, Enablement, and Evangelism
The roles of Senior Practitioners as presenters, mentors, and collaborators are multifaceted. Driving value requires a delicate balance of evangelism, education, and enablement.
Evangelism: Senior Practitioners evangelize their discipline by promoting its importance, advocating for best practices, and driving innovation. They inspire others to be passionate advocates for the field.
Education: Senior staff educate others by imparting their knowledge, providing guidance, and offering constructive feedback. They share their experiences and expertise to help others grow.
Enablement: Senior Designers and Researchers enable the growth of emerging talent by providing resources, opportunities, and mentorship. They create an environment where others can thrive and reach their full potential.
Senior Designers and Researchers who see themselves as educators who promote the role of Design and see mentoring others as their duty are worth more than their salary. Management must vet Senior candidates carefully, as finding the right fit for business needs and the team's culture is vital.
In the next installment of this series, I will address Critiques and Feedback Loops, which are critical forums for Senior staff to reinforce their value.
