Interview #16 - another phone interview at Strada with a woman who works as an organizational psychologist at a change agency. Heavy on organizational change, but they also used the language of culture in their own materials and have partnered with companies who are in the “culture space.”
”Ett exempel på kvalitativ forskning med hög kvalitet”. 🙌🏻🙌🏻 .
Som forskare jobbar man dagligen med kritik, det är helt enkelt ett värdefullt arbetsredskap. Man granskas, ratas, skriver om, och så håller det på. ➰
Men att få beröm för hög studiekvalitet i en review... det ...känns BRA! 🍃🍃 Jag blir extra glad att det just är den kvalitativa artikeln som lyfts; jag har alltid sagt att den är dansprojektets hjärta. Det är deltagarnas egna röster! Jag slet rätt hårt med analysen och texten - med så värdefullt material ville jag försöka göra det rättvisa. 📝 Och. Jag har nog alltid velat att många ska läsa just den här artikeln; ”I feel free”. Tjejernas röster behöver höras. Så tack till handledare och reviewers. Tack forskarteamet i München; nu kanske ännu fler läser den!💡Kanske ännu fler får insikt, kanske ännu fler vill hjälpa någon att få känna frihet i rörelse och få ökad tilltro till sig själv. Någon som behöver det. Hoppas. 🍃🍃
—————————————————————————- #selftrust#qualitativeresearch#kvalitativforskning#dansprojektet#dansförhälsa#ifeelfree#dance#empoweringyoungwomen#studiekvalitet#danceintervention / @annaduberg
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Interview #12 - phone interview with someone who works at an HR tech company. Some takeaways - traditional people analytics take a more quantitative approach. She’s working on bringing more social science data into the picture as well. Part of the transformation of HR/People ops is thanks to technology - automating the administrative chores of typical HR, thus opening up space for them to innovate people-focused programs. Buy-in from the top, at the CEO level is very important - which led us to talk about power and agency. Who’s responsible? People ops “set the system,” but everyone owns the culture.
Interview #11 - we had the interview at South Park Commons, a community of entrepreneurs, engineers, etc (but not an incubator nor an accelerator!) He’s worked as a software engineer at both startups and a larger tech company, and is currently focused full-time on rebooting his community house in SF. He was first exposed to intentional community living spaces in college, and has been trying to build that himself ever since across two cities in an evolving and iterative process. This is a really interesting background to consider culture in. We then talked about his couple of years at a larger tech company, which felt like a “magical fairy wonderland” filled with a feeling of abundance. Abundance in the materials, yes - whisky Fridays, custom t-shirts for every company event - but also in knowing that the company will “take care of you.” Abundance beyond material perks, but “abundance is also a value.”
Qualitative research has many different tools. While we also conducted focus groups with the urban population, we also conducted key informant interviews with rural folk who own their own wells. Using in-depth interview as another qualitative tool, we were able to uncover another dimension of water quality issues in Zanzibar.
For more information on the study check out the article on the BUSPH website! Link in bio! 💧#publichealth#busphsummer18#waterquality#qualitativeresearch
Before we begin any intervention, we need to understand what our target population really wants. This was my focus during my month in Zanzibar. PGHT was looking to create a water quality device that would monitor the quality of water in Zanzibar. But before the team could engineer a device, it was important to conduct a formative evaluation to understand the people’s perception of their quality of water. Qualitative research is a great tool to use when you want to understand the who, where, what, and why of a certain topic...which is exactly what we did! Here you can see the focus groups we conducted with women living in the city of Stone Town. .
Stay tuned to explore more! 💧You can also find out more by clicking the link in the bio☝🏼#busph#publichealth#waterquality#waterqualitymonth#qualitativeresearch#engineering#collaboration
Interview #10 - running awfully late to an interview so jumped off the CalTrain and spoke on the phone at a Starbucks in Burlingame instead. Interview comes at a interesting time - spent the last few days thinking of ways to narrow down the research, was fearful that this interview would lack focus. So thankful for this interviewee’s time - it ended up being less an interview and more thinking aloud together. “Power doesn’t always sit with the title” - a reminder to look more closely at power (it’s anthro after all!) and agency in the work of culture and the people impacted by it. (“Innovation requires agency.”) A suggestion to think about unions - which made me think again about contractors and contractor relations. A note that a lot of the HR/“culture” metrics, e.g. employee engagement and happiness index, “doesn’t get to the root of how well-functioning the organization is.” An interesting thought - what’s the culture of Uber drivers? (Do they have one?) Is there an overlap between culture of Uber HQ and Uber drivers? + other food for thought.
Starting the week right. Here's how we layout and assess the #InformationArchitecture of a website using @WhimsicalPowers. Our UX designers and developers at Make have been using Whimsical for all our charting and wireframing tasks and it's definitely better than doing it in Sketch or Figma. Best of all, it allows multiple user collaboration ☺️
To cap off the week, Make’s UX designers presented their outputs for a mini-design challenge (design a ride hailing app screen) that we started last week. Some went as far as doing custom illustrations for the loading screen and interactive prototypes! Here's Nica presenting her prototyping workflow using Anima to the team. Next week's challenge: Design a weather app screen. 😅
Reached out to someone who has experience in tech and currently works around behavioral econ. Appreciated this response and some really good points to think about - hits home at some of the doubts and concerns I’ve been having myself. Are my asking the right questions? Am I being too vague and not specific in an unproductive way - at the justification of letting trends emerge from the conversations? Note to self: 1) take a moment to think of specific instances/behaviors I can ask about that will reveal beliefs about culture, rather than just outright asking people about their belief per se. 2) I have a few days before my next interview - it’s important for me to take the time to reflect more substantially on the data I have so far, instead of just go-go-going as if I were just ticking the boxes.
Interview #9 - talked to a software engineer who has exclusively worked at startups. Some sound bites: culture is not the same as policies, but being intentional about culture, to him, means making policies. He also mentioned that if you’re not intentional about your company’s culture, the company becomes just a sum of its part. For him, a culture that is too “set” is actually aversive.
Work well done is often rewarded with more work. Some old work from the Mzantsi Wakho Project in #southafrica came back to haunt me and pretty much used up all of my free time, and even though I thought I would never publish any #qualitativeresearch - well here we are. #work#hivresearch#academia
Strategy pro-tip: celebrate success!
Super proud of workbooks my team created to help 90 parents and teachers nationwide communicate their thoughts on the state of education and support its positive evolution! Thankful that the team at @wolfwilhelmine made sure we took a moment to celebrate! 🥂 And shout out to my hands for supporting the idea of a completely handwritten x-book! Now - on to phase 2!
Interview #8 - part-walking interview through the neighborhoods of Berkeley with someone who heads a culture design agency (and a grateful shoutout to Jumbos helping Jumbos!) 10 years ago, culture as an organizational concept was foreign. HR used to be more risk-mitigation where now people are taking an active, creative role in building culture. Not that all of them knows what “building culture” really means, but they know it’s something they need to pay attention to. Thinking of culture as an ecosystem of various parts - many of which are not new or buzzwordy at all, e.g. “purpose.” But it’s how these parts are being brought together in an ecosystem that we’re calling “culture” in the organization sense that is new. The keychain souvenir reads WORK, LIVE, but if you read across colors, it also says LOVE.
Reviewing initial screens for different connected products and syncing style guides with the team, before preparing the designs for prototyping 😌
We are not UX generalists, so we focus on our strengths and complement each other throughout the design process. Our team is a mix of visual, interaction and user experience designers and developers, and we always see to it that everyone's on the same page before proceeding to the next phase of every project.
Interview #7 - what a fun and insightful interview/conversation, a lot of notes and a lot of laughter. I spoke with someone who works at the Bay Area satellite office of a tech company based on the other side of the country. Their office is currently housed in WeWork, spanning across multiple glass cages - a very different environment than their own colorful space in HQ. We talked about community activism, work/life balance, the bullshit of culture, the malleability of culture, lessons in growing the company into satellite locations, and more. Afterwards, took a little spin around the WeWork (my first time in one!) - whose motto is “Make a life, not just a living” - a sliver of a peak into this $20B giant.