Bear Liu: How visual thinking can improve communications in design workplaces

Last week Optimal Workshop was delighted to sponsor UXDX USA 2024 in New York. The User Experience event brings together Product, Design, UX, CX, and Engineering professionals and our team had an amazing time meeting with customers, industry experts, and colleagues throughout the conference. This year, we also had the privilege of sharing some of our industry expertise by running an interactive forum on “Measuring the Value of UX Research” - a topic very close to our hearts.

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Our forum, hosted by Optimal Workshop CEO Alex Burke and Product Lead Ella Fielding, was focused on exploring the value of User Experience Research (UXR) from both an industry-wide perspective and within the diverse ecosystem of individual companies and teams conducting this type of research today.

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The session brought together a global mix of UX professionals for a rich discussion on measuring and demonstrating the effectiveness of and the challenges facing organizations who are trying to tie UXR to tangible business value today.

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The main topics for the discuss were: 

• Metrics that Matter: How do you measure UXR's impact on sales, customer satisfaction, and design influence?
• Challenges & Strategies: What are the roadblocks to measuring UXR impact, and how can we overcome them?
• Beyond ROI:  UXR's value beyond just financial metrics

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Some of the key takeaways from our discussions during the session were: 

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1. The current state of UX maturity and value
   • Many UX teams don’t measure the impact of UXR on core business metrics and there were more attendees who are not measuring the impact of their work than those that are measuring it. 
   • Alex & Ella discussed with the attendees the current state of UX research maturity and the ability to prove value across different organizations represented in the room. Most organizations were still early in their UX research maturity with only 5% considering themselves advanced in having research culturally embedded.

2. Defining and proving the value of UX research
   • The industry doesn’t have clear alignment or understanding of what good measurement looks like. Many teams don’t know how to accurately measure UXR impact or don’t have the tools or platforms to measure it, which serve as core roadblocks for measuring UXRs’ impact. 
   • Alex and Ella discussed challenges in defining and proving the value of UX research, with common values being getting closer to customers, innovating faster, de-risking product decisions, and saving time and money. However, the value of research is hard to quantify compared to other product metrics like lines of code or features shipped.

3. Measuring and advocating for UX research
   • When teams are measuring UXR today there is a strong bias for customer feedback, but little ability or understanding about how to measure impact on business metrics like revenue. 
   • The most commonly used metrics for measuring UXR are quantitative and qualitative feedback from customers as opposed to internal metrics like stakeholder involvement or tieing UXR to business performance metrics (including financial performance). 
   • Attendees felt that in organizations where research is more embedded, researchers spend significant time advocating for research and proving its value to stakeholders rather than just conducting studies. This included tactics like research repositories and pointing to past study impacts as well as ongoing battles to shape decision making processes. 
   • One of our attendees highlighted that engaging stakeholders in the process of defining key research metrics prior to running research was a key for them in proving value internally. 

4. Relating user research to financial impact
   • Alex and Ella asked the audience if anyone had examples of demonstrating financial impact of research to justify investment in the team and we got some excellent examples from the audience proving that there are tangible ways to tie research outcomes to core business metrics including:
   • Calculating time savings for employees from internal tools as a financial impact metric. 
   • Measuring a reduction in calls to service desks as a way to quantify financial savings from research.

5. Most attendees recognise the value in embedding UXR more deeply in all levels of their organization - but feel like they’re not succeeding at this today. 
   • Most attendees feel that UXR is not fully embedded in their orgnaization or culture, but that if it was - they would be more successful in proving its overall value.
   • Stakeholder buy-in and engagement with UXR, particularly from senior leadership varied enormously across organizations, and wasn’t regularly measured as an indicator of UXR value 
   • In organizations where research was more successfully embedded, researchers had to spend significant time and effort building relationships with internal stakeholders before and after running studies. This took time and effort away from actual research, but ended up making the research more valuable to the business in the long run. 

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With the large range of UX maturity and the democratization of research across teams, we know there’s a lot of opportunity for our customers to improve their ability to tie their user research to tangible business outcomes and embed UX more deeply in all levels of their organizations. To help fill this gap, Optimal Workshop is currently running a large research project on Measuring the Value of UX which will be released in a few weeks.
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When Bear Liu was teaching himself design, he struggled remembering concepts since English wasn’t his first language. To help, he started doodling. By drawing pictures that related to what he was learning, he found he could not only remember them better, he could understand and communicate more effectively too. Ever since, he’s used the power of drawings and pictures to relay information in ways people can use.

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Bear gives examples of how visual communication can help design workplaces to relay information in a more memorable and usable way. It may only seem like a minor change, but the difference can be significant.

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Bear’s background 🎤

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Bear Liu is a Product Designer at Xero, an online accounting platform that’s used all over the world. He’s also a Design Mentor at Springboard and CareerFoundry, and an Apple Award-Winning podcast host at BearTalk.

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His background is in science education. As a self-taught designer, Bear has helped a raft of large and small businesses with digital products over the last 16 years. His clients come from diverse backgrounds and industries across the globe. Bear's professional passions also carry over into his hobbies. Outside of work he enjoys reading, drawing, and producing videos & podcasts on tech and design.

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Contact Details:

You can find Bear on LinkedIn, or listen to his podcast, BearTalk.

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Unleash your visual superpower as a communication pro 🦸🏻

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When it comes to addressing business challenges it is important to keep these three aspects in mind: 

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1. Understanding - break down complex problems and solutions so everyone can understand. 
2. Memory - retaining information in your mind is difficult even with note taking.
3. Communication- People relate to words differently, and the meaning of something can easily get lost in translation. This issue is more prevalent with remote work.

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Bear Liu strongly believes that visual communication helps people understand, remember and communicate information more effectively. Why?

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• It helps to focus. Pictures remove distractions and draw attention to where it’s desired.
• It’s a token. A picture is universal - a house or a smiley face means the same thing to people that speak different languages. 
• Most people are visual thinkers. Studies have found humans are hard-wired to process visual information faster. We are better at storing information in images, rather than numbers and letters.

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But what if I can’t draw? This is a common issue Bear finds when talking to people about this. It’s not about the quality of the drawing itself, it’s about what it means. By delivering a message through a picture, it becomes understandable. Many of Bear’s drawings only ever remain in draft form. Even simple doodles can have meanings that make concepts clear.

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In his design work at Xero, Bear has used drawing and sketches to great effect in a range of instances:

• The accessibility tree was a complex, abstract system, but by drawing it (on a literal tree), and adding a few notes alongside it, the terminology became much more understandable.
• Sketching how customers work made it easier to describe how Xero could help them. It was much more memorable than writing it out in paragraphs.
• Wrapping the year in product design. A written summary of a year’s work is long-winded. Instead, Bear drew a tree and pinned key words, quotes and achievements to communicate the highlights.
• UX terminology explanations can be difficult for those outside the industry to comprehend. Bear challenged himself to share 1 minute videos that accompanied simple drawings to help colleagues understand them, and had rave reviews.
• Sketching notes is a great alternative to writing notes at conferences or meetings. Presenters can draw to help audiences follow along, and people in the audience themselves can also sketch their own notes.

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Why it matters  🔥

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Bear has adapted visual thinking to his own product design process and has seen a noticeable improvement in communication as a result.

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People are busy - their brains are packed with all sorts of information, and they’re easily distracted by other things they have on their minds. By delivering information in a way that helps them to focus on it, remember and understand it, designers can achieve their ultimate goals.

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As Bear also notes, drawing is fun. It’s much more rewarding than using words, as well as much more effective.

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Bear used the example of his talk at UX New Zealand 2023 as a great place to use a drawing. Rather than follow along with his message by scribbling notes the whole way through, those in the audience could capture the biggest lessons easily in one simple drawing.

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• First, Bear drew one stick figure to represent himself as a speaker. He drew three speech bubbles, where audience members could write the most notable points he said.
  
• Then he drew another stick figure, which represented the audience member listening to him. They had three thought bubbles, which people could populate with their biggest takeaways from the speech.
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That one simple drawing is a template that can be used in any speech or meeting to remember the key points.

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It’s no secret - New Zealand has a diversity problem in design and technology. 

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Throughout her career, Sachi often felt like the odd one out - the only woman, the only Pasifika person, the one who laughed too loud, the one who looked different and sounded different. But as a leader, Sachi has been able to create change.

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Sachi Taulelei, Head of Design, ANZ, recently spoke at UX New Zealand, the leading UX and IA conference in New Zealand hosted by Optimal Workshop, on how she is building a diverse team of designers at New Zealand’s largest bank.

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In her talk, Sachi shares the challenges she’s faced as a Pasifika woman in design and technology; and how this has shaped her approach to leadership and her drive to create inclusive environments where individuals and teams thrive.

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Background on Sachi Taulelei

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Sachi is a creative strategist, a design leader, and a recovering people pleaser. She has worked in digital and design for over 25 years, spending most of her career creating and designing digital experiences centered on people.

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As a proud Pasifika woman, she has a particular interest in diversity, equity, and inclusion. She has spoken out about the need for more diversity within design and technology and the impact it can have on the technology we create.

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Sachi is passionate about giving back - when she's not running after her two kids, you'll find her mentoring Pasifika youth, cheering on young leaders through the Young Enterprise Scheme, judging awards for Women in AI, or volunteering at the local hospice.

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Contact Details:

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Email: sachi.taulelei@anz.com

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LinkedIn: https://www.linkedin.com/in/sachi-taulelei/

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Odd one out: embracing diversity in design and technology ✨

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Looking and sounding different from her peers, Sachi always felt like she was trying to find her place in the office. She always felt like she didn’t belong. 

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Sachi has experienced all forms of racism and discrimination as a result of her heritage. These experiences aren’t spoken about and often go unnoticed by the majority. She has held equivalent jobs to male counterparts but received lower pay, and was advised to change her name from Sachi to Sacha on her job applications to improve her chances.  

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Sachi’s response was to work hard and become great at what she does, which was recognized over time. Slowly, she began to rise through the ranks. However, having reached leadership roles, she struggled to be heard and participate, without knowing why. The advice was given freely by managers to “stick at it”, to “grow thicker skin”, and to grow through the “school of hard knocks”. Although this advice worked at face value and she flourished, Sachi began to feel like a fraud and constantly second-guessing herself. She began to “edit” herself to fit into an acceptable mold and, in doing so, felt like she lost part of who she was.

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What is success? 🏆🎯💎

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Success often comes in the form of our leaders who have already climbed the mountains of achievement. When you see success in this way, as someone who doesn’t fit the mold, there is pressure to conform to get ahead. Using the same tools and advice given to these leaders, she realized, would actually hold her back. 

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Realizing true value through our uniqueness 🪐🦋

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Sachi recounts the treatment of Japanese-American citizens in the U.S. in the years following Pearl Harbour, where Japanese-American citizens were moved to concentration camps. This happened despite an official report finding conclusively that there was no threat from this population. Even though Germany and Italy were also at war with the U.S., for example, citizens with Italian and German heritage were not treated this way. This caused immeasurable pain, shame, and fear for the victims, and fostered a head-down, work-hard mentality in order to try and forget the treatment they received. This attitude, Sachi believes, was passed down to her from her ancestors who experienced that reality. Sachi explains that while there are many things that can hold someone back in life, creating meaningful change starts with introspection. Often, that requires us to work through fear and shame.

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Reflecting on her heritage, which is part Samoan and part Japanese, Sachi started to embrace her unique traits. In her case, she embraced the deep empathy and human compassion from her Japanese side and the deep sense of community and connection from her Samoan side. Her uniqueness is something to celebrate, not to hide behind. 

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Becoming a leader and realizing this, Sachi wanted to create a team culture based on equity, openness, and a sense of belonging – all things that Sachi wished for herself on her journey.

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Why it matters 💫

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Once she understood herself and what she wanted for her team, Sachi set to work on building a new team culture. Sachi breaks down key learnings from how she turned this vision into reality.

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Define

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Define what diversity means for your team. You need to clearly understand what it is you want to achieve before you can achieve it. For Sachi’s team, they knew that they wanted to create a team that was representative of New Zealand. Sachi knew, for example, that she had a lack of Māori and Pacific representation within the team. Māori and Pasifika represent 25% of the population. So, an effort was made to increase ranks by hiring talent from these cultures. 

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Additionally, Sachi focused on creating new role levels - from intern right through to graduates, juniors, and intermediate-level positions. This helped to acknowledge age differences within her team and also helped to manage career progression opportunities.

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Effort 

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It can be difficult to achieve diversity and inclusion and it requires a lot of work. For example, Sachi learned that posting an ad on job boards and expecting to receive hundreds of Māori and Pasifika applicants wasn’t realistic. Instead, partnerships were built with local design schools, and networking events were consistently attended. Job referrals from within the team were also leveraged, as well as establishing a strong direction for recruitment specialists within the organization.

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Sachi also recognized that, as a leader, she needed to be more visible and more vocal about sharing her views of the world and what she was trying to achieve. It was important to be clear about the type of culture she was building within her team so that she could promote it.

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In less than a year her team grew (from 11 to 40!) which meant a focus on building an inclusive team culture was required. The central theme throughout this time was, “You have to connect to yourself and your strengths first and foremost, before you can connect with others and as a team”. This meant that the team used tools like the Clifton Strength Finder, in order to learn about themselves and each other. Each designer was then encouraged to delve into their own natural working styles and were taught how to amplify their own strengths through various workshops. This approach also becomes handy when recruiting and strengthening potential weak spots.

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Integrity

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It’s important to have leaders who care - you can’t do it on your own. There can be pain points on the journey to creating diversity and inclusion, so it’s necessary to have leaders who listen, support, and work through some of the challenges that can arise.

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Benefits of diversity and inclusion in design teams 👩🏼🤝👨🏿

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Why push for diversity and inclusion? Sachi argues that the benefits are evident in the way that her team designs. 

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For example, her team:

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• Insist that research is done with diverse customer groups
• Advocates for accessibility when no one else will
• Understand problems from different perspectives before diving into a project

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Most importantly, the benefits show up in the way that each other is treated, and the relationships that are built with key stakeholders. Diversity and inclusion are wins for everyone - the team, the organization, and the customer.

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