Design System Culture - Speaker Deck

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Ben Callahan Design System Culture @bencallahan

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a quick story…

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@bencallahan (on Twitter) https:/ /bit.ly/connect-with-ben Connect with me

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Basic Underlying Assumptions Espoused Beliefs Artifacts Organizational Culture is made up of three layers

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Basic Underlying Assumptions Espoused Beliefs Artifacts Organizational Culture is made up of three layers What you see What people say What people believe Experience http://www.scheinocli.org/

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There are four primary types of Organizational Culture in the competing values framework Focused https://www.thercfgroup.com/ fi les/resources/an_introduction_to_the_competing_values_framework.pdf Flexible External Internal

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There are four primary types of Organizational Culture in the competing values framework Focused Flexible External Internal Collaborate   Clan Culture   “Do things together” Control   Hierarchy Culture   “Do things right” Compete   Market Culture   “Do things fast” Create   Adhocracy Culture   “Do things fi rst” https://www.thercfgroup.com/ fi les/resources/an_introduction_to_the_competing_values_framework.pdf

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Collaborate   Clan Culture   “Do things together” Control   Hierarchy Culture   “Do things right” “I believe the scope of my work cannot be accomplished in any way other than to partner with teams who have caught the vision” “My subscribers haven’t created consistency, so I’m here to make sure they do going forward” Design system subcultures are most often Collaborative or Controlling

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Collaborate   Clan Culture   “Do things together” Control   Hierarchy Culture   “Do things right” Prioritization primarily based on subscriber needs Adoption primarily driven by relationship Intentionally fl exible (extension of the system is encouraged) The system adapts to the needs of the subscribers Prioritization primarily based on organization needs Adoption primarily driven by incentive Necessarily restrictive (“use what we have” is the general attitude) Subscribers adapt to the approach of the system Healthy Characteristics

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Collaborate   Clan Culture   “Do things together” Control   Hierarchy Culture   “Do things right” Tries to serve everyone perfectly, serving nobody well Overwhelmed with input, resulting in slow execution Extension is abused Hand-holding through onboarding Without input from subscribers, serves nobody well Disregard for input, resulting in need to rework Extension is prohibited No support for onboarding Unhealthy Characteristics

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Can the design system subculture change the   culture of the organization?

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Basic Underlying Assumptions Espoused Beliefs Artifacts Organizational Culture is made up of three layers What you see What people say What people believe Experience Create http://www.scheinocli.org/