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Would you hire person A or B: A: A designer who could articulate their work well, but their work always fell short on quality. B: A designer who found it challenging to articulate their work, but their work was consistently excellently executed.On twitter.com
♻️ 4 Retweets ❤️ 55 Favorites Mood +2 🙂
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So, here’s my take on this… Obviously, it depends. But… all things being equal. I’d hire B. Coaching a talented designer to articulate their work is easier and faster than developing design talent.Permalink On twitter.com
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Additionally… Through things like structured critique and open design reviews, design managers can bring the best out of designers who find it difficult to articulate their work. That’s why good design managers need a background in design imo. They ask the right questions.Permalink On twitter.com
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Riffing off @andybudd’s tweets. He’s got me thinking. :)Permalink On twitter.com
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I think there’s something in this. Many designers who have followed a ‘traditional’ path have been tuned into their ability to work on feel. Much of art, architecture, why we find somethings appealing over others, is not rational. Like a chef’s palette, this is experiential.Permalink On twitter.com
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More senior designers have developed a sense of explaining how they’ve made decisions. Certainly, anyone who has had to sell design has had to explain it. A lot of it is post-rational bullshit though, frankly, imo. Innovative design takes leaps of faith. Much of it on ‘feel’.Permalink On twitter.com