Design thinking techniques to explore and uncover failure patterns sgphx
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This document outlines an agenda for a 45 minute session on using design thinking techniques to explore failure patterns. The agenda includes briefly sharing the timeline, tools for 10 minutes, sharing the presenter's failures for 15 minutes, interviewing in groups for empathy and probing "why" for 33 minutes, and sharing results for the final 25 minutes. Interviewing techniques discussed include asking "why", encouraging storytelling, looking for inconsistencies, and being prepared to capture insights. Examples of failures shared by the presenter include building the wrong product, not getting work done, "do-what-I-say" behavior from management, an change manager who wanted a big change but did not want to work with teams, and teams being bored.
Design thinking techniques to explore and uncover failure patterns sgphx
- 1. Design Thinking Techniques to explore and uncover Failure patterns @catherinelouis, @PoDojo cll@cll-group.com Scrum Gathering Phoenix 2015
- 2. Schedule for the next 45 minutes: - Sharing this timeline - 2 min - Sharing tools - 10 min - Sharing my failures - 15 min - Interviewing for empathy, probing why - 33 min - Sharing results - final 25 min
- 4. Empathize rich stories Define User +needs +insights for POV Ideate Yes! and.. Yes! and.. Yes! and.. Yes! and.. Yes! and.. Prototype Build to learn Test Show & learn & repeat Source: dschool.stanford.edu Design Thinking
- 5. Interviewing for empathy 1. When we understand a person’s thoughts, emotions & motivations we can better determine how to innovate for him/her. 2. If we understand the choices a person makes, the behaviors they engage in, then we can identify their needs and design solutions to meet those needs. prep for interview: https://dschool.stanford.edu/wp-content/themes/dschool/method-cards/interview- preparation.pdf
- 6. How to interview 1. Ask why. Even when you think you know the answer. 2. Never say “usually” when asking a question. 3. Encourage storytelling. 4. Look for inconsistencies. These inconsistencies hide interesting insights. 5. Pay attention to nonverbal cues. Be aware of body language and emotions. 6. Don’t be afraid of silence. 7. Don’t suggest answers to your questions. 8. Ask questions neutrally. 9. Don’t ask binary questions. 10. Make sure you’re prepared to capture! 11. If you can, interview in pairs.* 12. Use food: it offers just enough distraction.* Source: http://dschool.stanford.edu/wp-content/themes/dschool/method-cards/interview-for-empathy.pdf * I’ve found food + pairing works great!
- 7. 5-Whys Why is the statue eroding? harsh chemicals splat gulp! gulp!! source: https://www.youtube.com/watch?v=IETtnK7gzlE
- 8. I believe •People want to do great work. •People want to be able to decide how to do their work. •People need to understand the purpose of their work, to be part of something greater than themselves. If you believe this too it’ll influence your interviews.
- 10. Built the wrong product 1. Missed a word in the spec. Why? 2. We weren’t listening. Why? 3. Engineers are intrinsically motivated to build cool stuff. Why? 4. We’re hard-wired that way. Why? 5. We know we are, that’s why we demo’d every 2 weeks, but these demos were not to the real customers. Demos were to other folks just like us. “How is the product going to be used?”
- 11. Not getting Done 1. The test for HW was not provided by the SW prime. Why? 2. HW/SW folks don’t work together in- sprint. Why? 3. Teams were told that their Sprints were separated. Why? 4. Edict from above. Why? 5. Dir. of SW & Dir. of HW compete for the same pile of money. “Do you need help?”
- 12. Do-what-I-say behavior 1. Because I want to know how long it will take for the product to be built. Why? 2. Because it’s the time of year for the finance review and planning. Why? 3. Because we do financial planning yearly. Why? 4. We’ve always done it this way. Why? 5. Not sure! “Is iterative development supported?”
- 13. Change manager wanted a big change 1. She wasn’t working with the teams, but seemed to work well managing upwards. Why? 2. She …really did not want to work with teams in this job. Why? 3. She wanted to put “Agile Coach” on her resume to get a new gig. Why? 4. Company not helping her, she did not want to help the company. “Do you really want to be here? Why?”
- 14. we are…bored 1. Only 2 out of 8 teams have the skills needed to deliver each Sprint. Why? 2. Teams were formed as “work streams” versus fully functioning teams. Why? 3. Teams were kicked off to reflect the original waterfall (silo’d) structure Why? 4. Did not want to begin with “just what we need.” Why? 5. Needed a Big Plan Up Front to get funding. “How did you start the development?”
- 15. Schedule for the next 45 minutes: - Sharing this timeline - 2 min - Sharing tools - 10 min - Sharing my failures - 15 min - Interviewing for empathy, probing why - 33 min 3 Min: get in groups, 15/switch - Sharing results - final 25 min
- 16. cll-group.com podojo.com facebook/podojo plus.google.com/+PoDojo Share your hacks with a guest post: bizculturehackers.com @PoDojo - for Product Owners @Catherinelouis - to find me @Bizculturehacks - to tweet your hack