On the 50th anniversary of Vannevar Bush’s As We May Think, Tim Berners-Lee delivered this address in 1995.
To a large part we have MEMEXes on our desks today. We have not yet seen the wide scale deployment of easy human interfaces for editing hypertext and making links. (I find this constantly frustrating, but always assume will be cured by cheap commercial products within the year.)
You could create components that strike the perfect balance between reuse and context sensitivity. But defining the components of your design system is just the first step. It has to make its way into the product. If it doesn’t, a design system is like a language with no extant literature or seminal texts.
Marissa Christy outlines the reasons why your design system might struggle:
The redesign isn’t prioritized
The tech stack is changing
Maintenance takes discipline
But she also offers advice for counteracting these forces:
Get buy-in from the whole team
Prioritize a lightweight re-skin on older parts of the product
Treat a design system like any other product project: start small
Don’t wait for others. Lead by example.
Finally, don’t compare yourself to others on the internet
The hits keep on comin’ from Clearleft. This time, it’s Danielle with an absolutely brilliant and thoughtful piece on the perils of gaps and overlaps in pattern libraries, design systems and organisations.
This is such a revealing lens to view these things through! Once you’re introduced to it, it’s hard to “un-see” problems in terms of gaps and overlaps in categorisation. And even once the problems are visible, you still need to solve them in the right way:
Recognising the gaps and overlaps is only half the battle. If we apply tools to a people problem, we will only end up moving the problem somewhere else.
Some issues can be solved with better tools or better processes. In most of our workplaces, we tend to reach for tools and processes by default, because they feel easier to implement. But as often as not, it’s not a technology problem. It’s a people problem. And the solution actually involves communication skills, or effective dialogue.
I know I’m biased because I work with Jerlyn, but I think this in-depth piece by her is really something! She suveys the design system landscape and proposes some lo-fi governance ideas based around good old-fashioned dialogue.
Developing a design system takes collaboration between the makers of the design systems and the different users of the system. It’s a continual process that doesn’t have to require a huge investment in new departments or massive restructuring.
At least, they don’t physically exist. They are intangible.
They’re in good company.
Feelings are intangible, but real. Hope. Despair.
Ideas are intangible: liberty, justice, socialism, capitalism.
The economy. Currency. All intangible. I’m sure we’ve all had those “college thoughts”:
Money isn’t real, man! They’re just bits of metal and pieces of paper ! Wake up, sheeple!
Nations are intangible. Geographically, France is a tangible, physical place. But France, the Republic, is an idea. Geographically, North America is a real, tangible, physical land mass. But ideas like “Canada” and “The United States” only exist in our minds.
Faith—the feeling—is intangible.
God—the idea—is intangible.
Art—the concept—is intangible.
A piece of art is an insantiation of the intangible concept of what art is.
Incidentally, I quite like Brian Eno’s working definition of what art is. Art is anything we don’t have to do. We don’t have to make paintings, or sculptures, or films, or music. We have to clothe ourselves for practical reasons, but we don’t have to make clothes beautiful. We have to prepare food to eat it, but don’t have to make it a joyous event.
By this definition, sports are also art. We don’t have to play football. Sports are also intangible.
A game of football is an instantiation of the intangible idea of what football is.
Football, chess, rugby, quiditch and rollerball are equally (in)tangible.
But football, chess and rugby have more consensus.
(Christianity, Islam, Judaism, and The Force are equally intangible, but Christianity, Islam, and Judaism have a bit more consensus than The Force).
HTML is intangible.
A web page is an instantiation of the intangible idea of what HTML is.
But we can document our shared consensus.
A rule book for football is like a web standard specification. A documentation of consensus.
By the way, economics, religions, sports and laws are all examples of intangibles that can’t be proven, because they all rely on their own internal logic—there is no outside data that can prove football or Hinduism or capitalism to be “true”. That’s very different to ideas like gravity, evolution, relativity, or germ theory—they are all intangible but provable. They are discovered, rather than created. They are part of objective reality.
Consensus reality is the collection of intangibles that we collectively agree to be true: economy, religion, law, web standards.
We treat consensus reality much the same as we treat objective reality: in our minds, football, capitalism, and Christianity are just as real as buildings, trees, and stars.
Sometimes consensus reality and objective reality get into fights.
Some people have tried to make a consensus reality around the accuracy of astrology or the efficacy of homeopathy, or ideas like the Earth being flat, 9-11 being an inside job, the moon landings being faked, the holocaust never having happened, or vaccines causing autism. These people are unfazed by objective reality, which disproves each one of these ideas.
For a long time, the consensus reality was that the sun revolved around the Earth. Copernicus and Galileo demonstrated that the objective reality was that the Earth (and all the other planets in our solar system) revolve around the sun. After the dust settled on that particular punch-up, we switched up our consensus reality. We changed the story.
That’s another way of thinking about consensus reality: our currencies, our religions, our sports and our laws are stories that we collectively choose to believe.
Web standards are a collection of intangibles that we collectively agree to be true. They’re our stories. They’re our collective consensus reality. They are what web browsers agree to implement, and what we agree to use.
The web is agreement.
For human beings to collaborate together, they need a shared purpose. They must have a shared consensus reality—a shared story.
Once a group of people share a purpose, they can work together to establish principles.
Design principles are points of agreement. There are design principles underlying every human endeavour. Sometimes they are tacit. Sometimes they are written down.
Patterns emerge from principles.
Here’s an example of a human endeavour: the creation of a nation state, like the United States of America.
The purpose is agreed in the declaration of independence.
The principles are documented in the constitution.
The patterns emerge in the form of laws.
Here’s one of the design principles behind HTML5. It’s my personal favourite—the priority of constituencies:
In case of conflict, consider users over authors over implementors over specifiers over theoretical purity.
“In case of conflict”—that’s exactly what a good design principle does! It establishes the boundaries of agreement. If you disagree with the design principles of a project, there probably isn’t much point contributing to that project.
Also, it’s reversible. You could imagine a different project that favoured theoretical purity above all else. In fact, that’s pretty much what XHTML 2 was all about.
XHTML 1 was simply HTML reformulated with the syntax of XML: lowercase tags, lowercase attributes, always quoting attribute values.
Remember HTML doesn’t care whether tags and attributes are uppercase or lowercase, or whether you put quotes around your attribute values. You can even leave out some closing tags.
So XHTML 1 was actually kind of a nice bit of agreement: professional web developers agreed on using lowercase tags and attributes, and we agreed to quote our attributes. Browsers didn’t care one way or the other.
But XHTML 2 was going to take the error-handling model of XML and apply it to HTML. This is the error handling model of XML: if the parser encounters a single error, don’t render the document.
Of course nobody agreed to this. Browsers didn’t agree to implement XHTML 2. Developers didn’t agree to use it. It ceased to exist.
It turns out that creating a format is relatively straightforward. But how do you turn something into a standard? The really hard part is getting agreement.
Sturgeon’s Law states:
90% of everything is crap.
Coincidentally, 90% is also the percentage of the world’s crap that gets transported by ocean. Your clothes, your food, your furniture, your electronics …chances are that at some point they were transported within an intermodal container.
These shipping containers are probably the most visible—and certainly one of the most important—standards in the physical world. Before the use of intermodal containers, loading and unloading cargo from ships was a long, laborious, and dangerous task.
Along came Malcom McLean who realised that the whole process could be made an order of magnitude more efficient if the cargo were stored in containers that could be moved from ship to truck to train.
But he wasn’t the only one. The movement towards containerisation was already happening independently around the world. But everyone was using different sized containers with different kinds of fittings. If this continued, the result would be a tower of Babel instead of smoothly running global logistics.
Malcolm McLean and his engineer Keith Tantlinger designed two crate sizes—20ft and 40ft—that would work for ships, trucks, and trains. Their design also incorporated an ingenious twistlock mechanism to secure containers together. But the extra step that would ensure that their design would win out was this: Tantlinger convinced McLean to give up the patent rights.
This wasn’t done out of any hippy-dippy ideology. These were hard-nosed businessmen. But they understood that a rising tide raises all boats, and they wanted all boats to be carrying the same kind of containers.
Without the threat of a patent lurking beneath the surface, ready to torpedo the potential benefits, the intermodal container went on to change the world economy. (The world economy is very large and intangible.)
The World Wide Web also ended up changing the world economy, and much more besides. And like the intermodal container, the World Wide Web is patent-free.
Again, this was a pragmatic choice to help foster adoption. When Tim Berners-Lee and his colleague Robert Cailleau were trying to get people to use their World Wide Web project they faced some stiff competition. Lots of people were already using Gopher. Anyone remember Gopher?
The seemingly unstoppable growth of the Gopher protocol was somewhat hobbled in the early ’90s when the University of Minnesota announced that it was going to start charging fees for using it. This was a cautionary lesson for Berners-Lee and Cailleau. They wanted to make sure that CERN didn’t make the same mistake.
On April 30th, 1993, the code for the World Wide Project was made freely available.
This is for everyone.
If you’re trying to get people to adopt a standard or use a new hypertext system, the biggest obstacle you’re going to face is inertia. As the brilliant computer scientist Grace Hopper used to say:
The most dangerous phrase in the English language is “We’ve always done it this way.”
Rear Admiral Grace Hopper waged war on business as usual. She was well aware how abritrary business as usual is. Business as usual is simply the current state of our consensus reality. She said:
Humans are allergic to change.
I try to fight that.
That’s why I have a clock on my wall that runs counter‐clockwise.
Our clocks are a perfect example of a ubiquitous but arbitrary convention. Why should clocks run clockwise rather than counter-clockwise?
One neat explanation is that clocks are mimicing the movement of a shadow across the face of a sundial …in the Northern hemisphere. Had clocks been invented in the Southern hemisphere, they would indeed run counter-clockwise.
But on the clock face itself, why do we carve up time into 24 hours? Why are there 60 minutes in an hour? Why are there are 60 seconds in a minute?
It probably all goes back to Babylonian accountants. Early cuneiform tablets show that they used a sexagecimal system for counting—that’s because 60 is the lowest number that can be divided evenly by 6, 5, 4, 3, 2, and 1.
But we don’t count in base 60; we count in base 10. That in itself is arbitrary—we just happen to have a total of ten digits on our hands.
So if the sexagesimal system of telling time is an accident of accounting, and base ten is more widespread, why don’t we switch to a decimal timekeeping system?
It has been tried. The French revolution introduced not just a new decimal calendar—much neater than our base 12 calendar—but also decimal time. Each day had ten hours. Each hour had 100 minutes. Each minute had 100 seconds. So much better!
It didn’t take. Humans are allergic to change. Sexagesimal time may be arbitrary and messy but …we’ve always done it this way.
Incidentally, this is also why I’m not holding my breath in anticipation of the USA ever switching to the metric system.
Instead of trying to completely change people’s behaviour, you’re likely to have more success by incrementally and subtly altering what people are used to.
That was certainly the case with the World Wide Web.
The Hypertext Transfer Protocol sits on top of the existing TCP/IP stack.
The key building block of the web is the URL. But instead of creating an entirely new addressing scheme, the web uses the existing Domain Name System.
Then there’s the lingua franca of the World Wide Web. These elements probably look familiar to you:
You recognise this language, right? That’s right—it’s SGML. Standard Generalised Markup Language.
Specifically, it’s CERN SGML—a flavour of SGML that was already popular at CERN when Tim Berners-Lee was working on the World Wide Project. He used this vocabulary as the basis for the HyperText Markup Language.
Because this vocabulary was already familiar to people at CERN, convincing them to use HTML wasn’t too much of a hard sell. They could take an existing SGML document, change the file extension to .htm and it would work in one of those new fangled web browsers.
In fact, HTML worked better than expected. The initial idea was that HTML pages would be little more than indices that pointed to other files containing the real meat and potatoes of content—spreadsheets, word processing documents, whatever. But to everyone’s surprise, people started writing and publishing content in HTML.
Was HTML the best format? Far from it. But it was just good enough and easy enough to get the job done.
It has since changed, but that change has happened according to another design principle:
Evolution, not revolution
From its humble beginnings with the handful of elements borrowed from CERN SGML, HTML has grown to encompass an additional 100 elements over its lifespan. And yet, it’s still technically the same format!
This is a classic example of the paradox called the Ship Of Theseus, also known as Trigger’s Broom.
You can take an HTML document written over two decades ago, and open it in a browser today.
Even more astonishing, you can take an HTML document written today and open it in a browser from two decades ago. That’s because the error-handling model of HTML has always been to simply ignore any tags it doesn’t recognise and render the content inside them.
That pattern of behaviour is a direct result of the design principle:
…document conformance requirements should be designed so that Web content can degrade gracefully in older or less capable user agents, even when making use of new elements, attributes, APIs and content models.
Here’s a picture from 2006.
That’s me in the cowboy hat—the picture was taken in Austin, Texas. This is an impromptu gathering of people involved in the microformats community.
Microformats, like any other standards, are sets of agreements. In this case, they’re agreements on which class values to use to mark up some of the missing elements from HTML—people, places, and events. That’s pretty much it.
And yes, they do have design principles—some very good ones—but that’s not why I’m showing this picture.
Some of the people in this picture—Tantek Çelik, Ryan King, and Chris Messina—were involved in the creation of BarCamp, a series of grassroots geek gatherings.
BarCamps sound like they shouldn’t work, but they do. The schedule for the event is arrived at collectively at the beginning of the gathering. It’s kind of amazing how the agreement emerges—rough consensus and running events.
In the run-up to a BarCamp in 2007, Chris Messina posted this message to the fledgeling social networking site, twitter.com:
how do you feel about using # (pound) for groups. As in #barcamp [msg]?
This was when tagging was all the rage. We were all about folksonomies back then. Chris proposed that we would call this a “hashtag”.
I wasn’t a fan:
Thinking that hashtags disrupt the reading flow of natural language. Sorry @factoryjoe
But it didn’t matter what I thought. People agreed to this convention, and after a while Twitter began turning the hashtagged words into links.
In doing so, they were following another HTML design principle:
Pave the cowpaths
It sounds like advice for agrarian architects, but its meaning is clarified:
When a practice is already widespread among authors, consider adopting it rather than forbidding it or inventing something new.
Twitter had previously paved a cowpath when people started prefacing usernames with the @ symbol. That convention didn’t come from Twitter, but they didn’t try to stop it. They rolled with it, and turned any username prefaced with an @ symbol into a link.
The @ symbol made sense because people were used to using it from email. The choice to use that symbol in email addresses was made by Ray Tomlinson. He needed a symbol to separate the person and the domain, looked down at his keyboard, saw the @ symbol, and thought “that’ll do.”
Perhaps Chris followed a similar process when he proposed the symbol for the hashtag.
It could have just as easily been called a “number tag” or “octothorpe tag” or “pound tag”.
This symbol started life as a shortcut for “pound”, or more specifically “libra pondo”, meaning a pound in weight. Libra pondo was abbreviated to lb when written. That got turned into a ligature ℔ when written hastily. That shape was the common ancestor of two symbols we use today: £ and #.
The eight-pointed symbol was (perhaps jokingly) renamed the octothorpe in the 1960s when it was added to telephone keypads. It’s still there on the digital keypad of your mobile phone. If you were to ask someone born in this millenium what that key is called, they would probably tell you it’s the hashtag key. And if they’re learning to read sheet music, I’ve heard tell that they refer to the sharp notes as hashtag notes.
If this upsets you, you might be the kind of person who rages at the word “literally” being used to mean “figuratively” or supermarkets with aisles for “10 items or less” instead of “10 items or fewer”.
Tough luck. The English language is agreement. That’s why English dictionaries exist not to dictate usage of the language, but to document usage.
It’s much the same with web standards bodies. They don’t carve the standards into tablets of stone and then come down the mountain to distribute them amongst the browsers. No, it’s what the browsers implement that gets carved in stone. That’s why it’s so important that browsers are in agreement. In the bad old days of the browser wars of the late 90s, we saw what happened when browsers implemented their own proprietary features.
Standards require interoperability.
Interoperability requires agreement.
So what we can learn from the history of standardisation?
Well, there are some direct lessons from the HTML design principles.
The priority of constituencies
Consider users over authors…
Listen, I want developer convenience as much as the next developer. But never at the expense of user needs.
I’ve often said that if I have the choice between making something my problem, and making it the user’s problem, I’ll make it my problem every time. That’s the job.
I worry that these days developer convenience is sometimes prized more highly than user needs. I think we could all use a priority of constituencies on every project we work on, and I would hope that we would prioritise users over authors.
Web content can degrade gracefully in older or less capable user agents…
I know that I go on about progressive enhancement a lot. Sometimes I make it sound like a silver bullet. Well, it kinda is.
I mean, you can’t just buy a bullet made of silver—you have to make it yourself. If you’re not used to crafting bullets from silver, it will take some getting used to.
Again, if developer convenience is your priority, silver bullets are hard to justify. But if you’re prioritising users over authors, progressive enhancement is the logical methodology to use.
Evolution, not revolution
It’s a testament to the power and flexibility of the web that we don’t have to build with progressive enhancement. We don’t have to build with a separation of concerns like structure, presentation, and behaviour.
But why do that? Is it because those native buttons and dropdowns might be inconsistent from browser to browser.
Consistency is not the purpose of the world wide web.
Universality is the key principle underlying the web.
Our patterns should reflect the intent of the medium.
Use what the browser gives you—build on top of those agreements. Because that’s the bigger lesson to be learned from the history of web standards, clocks, containers, and hashtags.
Our world is made up of incremental improvements to what has come before. And that’s how we will push forward to a better tomorrow: By building on top of what we already have instead of trying to create something entirely from scratch. And by working together to get agreement instead of going it alone.
The future can be a frightening prospect, and I often get people asking me for advice on how they should prepare for the web’s future. Usually they’re thinking about which programming language or framework or library they should be investing their time in. But these specific patterns matter much less than the broader principles of working together, collaborating and coming to agreement. It’s kind of insulting that we refer to these as “soft skills”—they couldn’t be more important.
Working on the web, it’s easy to get downhearted by the seemingly ephemeral nature of what we build. None of it is “real”; none of it is tangible. And yet, looking at the history of civilisation, it’s the intangibles that survive: ideas, philosophies, culture and concepts.
The future can be frightening because it is intangible and unknown. But like all the intangible pieces of our consensus reality, the future is something we construct …through agreement.
Now let’s agree to go forward together to build the future web!
This is a great piece by Alla, ostensibly about Bulb’s design principles, but it’s really about what makes for effective design principles in general. It’s packed full of great advice, like these design principles for design principles:
This is great advice from Lindsay Grizzard—getting agreement is so much more important than personal preference when it comes to collaborating on a design system.
When starting a project, get developers onboard with your CSS, JS and even HTML conventions from the start. Meet early and often to discuss every library, framework, mental model, and gem you are interested in using and take feedback seriously. Simply put, if they absolutely hate BEM and refuse to write it, don’t use BEM.
Dan compares the relationship between a designer and developer in the web world to the relationship between an art director and a copywriter in the ad world. He and Brad made a video to demonstrate how they collaborate.
Digital things look ‘finished’ too soon. When something is a work in progress on a wall, it looks unfinished, so you keep working on it. moving things around, reshaping things, connecting things, erasing things, and making them again. Walls make it easier to iterate. Iteration, in my opinion, is massively correlated with quality.
Susan writes about the challenges when trying to get widespread adoption of a design system. Spoiler: the challenges aren’t technical.
Change is hard. Communication and collaboration are absolutely necessary to make a system work. And the more people you can get involved from various disciplines the better chance you have of maintaining your system.
If you’ve ever wondered what it would be like to be a fly on the wall at a CSS Working Group meeting, Richard has the inside scoop.
The consensus building is vital. Representatives from all the major browsers were in the room, collaborating closely by proposing ideas and sharing implementations. But most fundamentally they were agreeing together what should go in the specifications, because what goes in the specs is what gets built and ends up in the hands of users.
An interesting piece by Jessica Kerr that draws lessons from the histories of art and science and applies them to software development.
This was an interesting point about the cognitive load of getting your head around an existing system compared to creating your own:
And just because I’ve spent most of last year thinking about how to effectively communicate—in book form—relatively complex ideas clearly and simply, this part really stood out for me:
When you do have a decent mental model of a system, sharing that with others is hard. You don’t know how much you know.
It’s day two of An Event Apart Seattle (Special Edition). Lara is here to tell us about Navigating Team Friction. These are my notes…
Lara started as a developer, and then moved into management. Now she consults with other organisations. So she’s worked with teams of all sizes, and her conclusion is that humans are amazing. She has seen teams bring a site down; she has seen teams ship amazing features; she has seen teams fall apart because they had to move desks. But it’s magical that people can come together and build something.
Bruce Tuckman carried out research into the theory of group dynamics. He published stages of group development. The four common stages are:
Forming. The group is coming together. There is excitement.
Storming. This is when we start to see some friction. This is necessary.
Norming. Things start to iron themselves out.
Performing. Now you’re in the flow state and you’re shipping.
So if your team is storming (experiencing friction), that’s absolutely normal. It might be because of disagreement about processes. But you need to move past the friction. Team friction impacts your co-workers, company, and users.
An example. Two engineers passively-aggressively commenting each other’s code reviews; they feign surprise at the other’s technology choices; one rewrites the others code; one ships to production with code review; a senior team member or manager has to step in. But it costs a surprising amount of time and energy before a manager even notices to step in.
The Hulk gets angry. This is human. We transform into different versions of ourselves when we are overcome by our emotions.
Lara has learned a lot about management by reading about how our brains work. We have a rational part of our brain, the pre-frontal cortex. It’s very different to our amygdala, a much more primal part of our brain. It categorises input into either threat or reward. If a threat is dangerous enough, the amygdala takes over. The pre-frontal cortex is too slow to handle dangerous situations. So when you have a Hulk moment, that was probably an amygdala hijack.
We have six core needs that are open to being threatened (leading to an amygdala hijacking):
Belonging. Community, connection; the need to belong to a tribe. From an evolutionary perspective, this makes sense—we are social animals.
Improvement/Progress. Progress towards purpose, improving the lives of others. We need to feel that we do matters, and that we are learning.
Choice. Flexibility, autonomy, decision-making. The power to make decisions over your own work.
Equality/Fairness. Access to resources and information; equal reciprocity. We have an inherent desire for fairness.
Predictability. Resources, time, direction future challenges. We don’t like too many surprises …but we don’t like too much routine either. We want a balance.
Significance. Status, visibility, recognition. We want to feel important. Being assigned to a project you think is useless feels awful.
Those core needs are B.I.C.E.P.S. Thinking back to your own Hulk moment, which of those needs was threatened?
We value those needs differently. Knowing your core needs is valuable.
Lara has seen the largest displays of human emotion during something as small as moving desks. When you’re asked to move your desk, your core need of “Belonging” may be threatened. Or it may be a surprise that disrupts the core need of “Improvement/Progress.” If a desk move is dictated to you, it feels like “Choice” is threatened. The move may feel like it favours some people over others, threatening “Equality/Fairness.” The “Predictability” core need may be threatened by an unexpected desk move. If the desk move feels like a demotion, your core need of “Significance” will be threatened.
We are not mind readers, so we can’t see when someone’s amygdala takes over. But we can look out for the signs. Forms of resistance can be interpreted as data. The most common responses when a threat is detected are:
Doubt. People double-down on the status quo; they question the decision.
Avoidance. Avoiding the problem; too busy to help with the situation.
Fighting. People create arguments against the decision. They’ll use any logic they can. Or they simply refuse.
Bonding. Finding someone else who is also threatened and grouping together.
Escape-route. Avoiding the threat by leaving the company.
All of these signals are data. Rather than getting frustrated with these behaviours, use them as valuable data. Try not to feel threatened yourself by any of these behaviours.
Open questions are powerful tool in your toolbox. Asked from a place of genuine honesty and curiosity, open questions help people feel less threatened. Closed questions are questions that can be answered with “yes” or “no”. When you spot resistance, get some one-on-one time and try to ask open questions:
What do you think folks are liking or disliking about this so far?
I wanted to get your take on X. What might go wrong? What do you think might be good about it?
What feels most upsetting about this?
You can use open questions like these to map resistance to threatened core needs. Then you can address those core needs.
This is a good time to loop in your manager. It can be very helpful to bounce your data off someone else and get their help. De-escalating resistance is a team effort.
Listen with compassion, kindness, and awareness.
Reflect on the dynamics in the room. Maybe somebody thinks a topic is very important to them. Be aware of your medium. Your body language; your tone of voice; being efficient with words could be interpreted as a threat. Consider the room’s power dynamics. Be aware of how influential your words could be. Is this person in a position to take the action I’m suggesting?
Elevate the conversation. Meet transparency with responsibility.
Assume best intentions. Remember the prime directive. Practice empathy. Ask yourself what else is going on for this person in their life.
Listen to learn. Stay genuinely curious. This is really hard. Remember your goal is to understand, not make judgement. Prepare to be surprised when you walk into a room. Operate under the assumption that you don’t have the whole story. Be willing to have your mind changed …no, be excited to have your mind changed!
This tips are part of mindful communication. amy.tech has some great advice for mindful communication in code reviews.
Mindful communication won’t solve all your problems. There are times when you’ll have to give actionable feedback. The problem is that humans are bad at giving feedback, and we’re really bad at receiving feedback. We actively avoid feedback. Sometimes we try to give constructive feedback in a compliment sandwich—don’t do that.
We can get better at giving and receiving feedback.
Ever had someone say, “Hey, you’re doing a great job!” It feels good for a few minutes, but what we crave is feedback that addresses our core needs.
Specific and Actionable
The feedback equation starts with an observation (“You’re emails are often short”)—it’s not how you feel about the behaviour. Next, describe the impact of the behaviour (“The terseness of your emails makes me confused”). Then pose a question or request (“Can you explain why you write your emails that way?”).
observation + impact + question/request
Ask people about their preferred feedback medium. Some people prefer to receive feedback right away. Others prefer to digest it. Ask people if it’s a good time to give them feedback. Pro tip: when you give feedback, ask people how they’d like to receive feedback in the future.
Prepare your brain to receive feedback. It takes six seconds for your amygdala to chill out. Take six seconds before responding. If you can’t de-escalate your amygdala, ask the person giving feedback to come back later.
Think about one piece of feedback you’ll ask for back at work. Write it down. When your back at work, ask about it.
You’ll start to notice when your amygdala or pre-frontal cortex is taking over.
Talking one-on-one is the best way to avoid team friction.
Retrospectives are a great way of normalising of talking about Hard Things and team friction.
It can be helpful to have a living document that states team processes and expectations (how code reviews are done; how much time is expected for mentoring). Having it written down makes it a North star you can reference.
Mapping out roles and responsibilities is helpful. There will be overlaps in that Venn diagram. The edges will be fuzzy.
What if you disagree with what management says? The absence of trust is at the centre of most friction.
Mature and Transparent
Acceptable but Tough
Practice finding other ways to address B.I.C.E.P.S. You might not to be able to fix the problem directly—the desk move still has to happen.
But no matter how empathic or mindful you are, sometimes it will be necessary to bring in leadership or HR. Loop them in. Restate the observation + impact. State what’s been tried, and what you think could help now. Throughout this process, take care of yourself.
Remember, storming is natural. You are now well-equipped to weather that storm.