avatarBen Le Ralph

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Abstract

omen’s movements advocating for gender equality in an intersectional way, where feminism should meet the experiences of this demographic of women, is at her intersection of <b><i>culture</i></b>, race, and gender oppression that is at a cross-road with the traditional, white, female-focused movement in the first (1840–1920), second (1962–1980s), and possibly arguably even third (1990s) <a href="https://www.history.com/news/feminism-four-waves">waves of feminism</a> that mainly all focused on the experiences of oppression from a predominantly western white female perspective alone.</p><h1 id="034e">Female Gender Oppression: Population Control via The Medical Profession</h1><p id="531d">Kim Jiyoung’s friend falls pregnant, and what a drama it caused; this was around the time when the government implemented “birth control” policies they called “family planning.” Abortion was legal for medical related reasons. What if I told you that being born female was also considered a “medical problem” and a reason for her friend to consider abortion? And clearly some medical professionals felt the same way. The author cites this as a common dilemma for women throughout the 1980s-1990s. While the author does not go deep into this subject as part of the plot, I did do some investigation myself into this. According to the <i>Feminist Majority’s</i> short report they released in <a href="https://feminist.org/news/korean-women-pressured-to-abort-girl-babies-to-try-for-sons/">January 1997</a> they confirmed that:</p><blockquote id="cdaa"><p>“Although fetal sex identification and abortion are against the law in South Korea, women continue to feel pressure to abort girl fetuses in order to try for sons.”</p></blockquote><p id="5cf4">Also</p><blockquote id="fe88"><p>“Compared to a natural ratio of 105 boys born for every 100 girls (which later evens out to 1:1 since boys die earlier), some regions in South Korea have rates of 125 boys born to every 100 girls resulting in 30,000 fewer girls born each year than would be the case without sex-influenced abortions.”</p></blockquote><p id="9143">And</p><blockquote id="41f7"><p>“A Chinese government report in 1992 found the ratio in China at 118.5 boys to 100 girls, statistics which embarrassed the government enough that it never formally released the results.”</p></blockquote><p id="9f55">When looking the pressure Korean women face to have sons, taking a simple glance at the birth rate ratio would lead a critical mind to see the ratio supports the argument that the medical profession had what I would call “a silent compliance” to help embed and maintain female oppression, by aborting female babies. Sure, no doctor with his or her head on straight will announce to the world, “come to me for female terminations, I’ll gladly help you.” But that doesn’t mean it wasn’t going on. The stats on the birth rate ratio show that at this point in time, in the nineties when the rates were released, female terminations must have been carried out at a high rate.</p><p id="1f4d">What is key to note about the male to female birth rate ratio is: any parent will probably remember the scan they were given when their fetus was eighteen to twenty weeks old. Around this time, when you’re offered a nice photo of the baby, you can also <a href="https://www.healthline.com/health/pregnancy/when-can-you-find-out-sex-of-baby#medical-tests">learn the sex of the baby</a>. For the Korean women it’s at this point that terminations logically must have been happening for females babies. This is as late as five months into pregnancy; abortions done then come with a higher risk to the mother as stated in the research done by <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9614144/"><i>Frontiers in Women’s Global Health’s</i></a><i> </i>2022 study across southern Ethiopia. Their report asserts that:</p><blockquote id="eb57"><p>“Second-trimester abortion accounts for 10–15% of all induced abortions, with varying rates across countries, and is responsible for two-thirds of major abortion complications. It is also associated with higher medical costs, morbidity, and mortality rates than first-trimester abortion.”</p></blockquote><p id="e44f">With only 10–15 % as a norm for abortions at this stage, we can assume it’s not the norm globally. The <a href="http://aidtowomencenter.org/abortion-secondtrimester"><i>Aid to Women Centre</i></a> also cites a lot of risks and complications post abortion for women who have second trimester abortions. The Korean women have been subjected to a health risk, for the sake of maintaining their cultural patriarchy, which is not something we see a lot of for the western woman, in western culture.</p><p id="d54f">If we further compare the western gender oppression to the Koren women’s via the outcomes for female babies, and the medical profession’s willingness to partake in oppression, and lastly the health risk of a woman choosing late termination (even if the practice was more common in the eighties-nineties), you see that this type of oppression is not a cultural norm in the west. It could be argued that pressure should be placed on the Korean medical profession for better regulation of abortion practices.</p><p id="67d5">For Korean women their intersection of cultural oppression includes a key aspect western woman do not have. Which is: from the womb, females leave a bad taste in society’s mouth. Whether you have a girl or a boy, generally speaking, for the western woman it is a cause for celebration, not abortion.</p><figure id="d363"><img src="https://cdn-images-1.readmedium.com/v2/resize:fit:800/1*i1XzuPmk2jAonENWjAYxTA.jpeg"><figcaption>Photo by <a href="https://unsplash.com/@thatsherbusiness?utm_content=creditCopyText&amp;utm_medium=referral&amp;utm_source=unsplash">That’s Her Business</a> on <a href="https://unsplash.com/photos/white-ceramic-mug-on-white-ceramic-plate-8KHPeh9mNvs?utm_content=creditCopyText&amp;utm_medium=referral&amp;utm_source=unsplash">Unsplash</a></figcaption></figure><h1 id="3e35">The Role of Korean Women: Their ‘Double Jeopardy’ and Work</h1><p id="a483">Being a woman with another characteristic that can be used for oppression (such as race or class), has been defined as ‘a double jeopardy’ by the black feminist Frances. M. Beal, in her work <a href="https://en.wikipedia.org/wiki/Double_Jeopardy:_To_Be_Black_and_Female"><i>Double Jeopardy: To Be Black and Female (1969)</i></a><i>. </i>In relation to the Korean woman, her double jeopardy is being female and living in a <b>culture which defines her role in a specific way</b>. Korean females are often not shunned for working or discouraged from working. In the west, the “right to work” caused a ruckus from predominantly white women in the second wave (1963–1980s) of feminism, against white men’s oppression. But the Korean woman is often expected to work, not for herself but to support the males in her family so that <b>they can progress</b> in life. Woman will work in substandard conditions with risks to their health, for terrible wages, to gain a few pennies to rub together in the contribution pot of male success. In <i>Kim Jiyong, Born in 1982, </i>the author writes:</p><blockquote id="b3ac"><p>“This was at a time when people believed it was up to the <b>sons</b> to bring honour and success to the family. The family’s wealth and happiness <b>hinged upon male</b> success. The <b>daughters</b> gladly supported the male siblings.”</p></blockquote><p id="e10a">This narrative comes in a scene where we see a Korean lady struggling with work to provide for a man and fulfill her cultural duty. Yet she could not dream for herself, and she could not be a success, and she could not work in the profession of her own desire.</p><p id="f2e2">Where culture meets feminism from this angle of work and roles in society, is a need to recognise the “double jeopardy” for Korean women — that is focused on <b>cultural roles and norms</b> for her as a woman in the world of work. Outside of being white and female, the cultural roles for women often do look very different for the black, brown, and minority woman; I have said this before and will keep saying it.</p><p id="bac4">The Korean woman is in a similar position of not being able to pursue her dream of her ideal career, just like white feminists fought for the right to work against white men. However, what is unique to women in different communities is that it is <b>a necessity for them to work and they are expected to</b>, <b>but not for them</b>, for the <b>patriarchy</b>, in the context of Korean women. For black women this looks different which I do plan to write about in a future story. Sticking to the Korean women’s plight and experience, now, if this is not oppression worth noting, or checking the patriarchy’s behaviour to show them how it damages the Korean women, then I don’t know what is.</p><p id="f1a9" type="7">Where culture meets feminism from this angle of work and roles in society, is a need to recognise the “double jeopardy” for Korean women</p><h1 id="7d11">Education of Korean Girls and Women</h1><p id="7ff4">In addition to being expected to work minor jobs to support the patriarchy, the Korean woman’s education is sacrificed. Boys are prepared for school with the right equipment, books, lunches etc., as mentioned earlier. Later on, when it comes to further education, boys are encouraged to attend higher education to access the degrees that will land them high paying jobs. While girls are not put in this position, but it’s fine for them to work on lower paying jobs, in risky environments, to support this cultural norm and the patriarchy. If you’re a woman in the west, tell me: when was the last time this was expected of you, as a woman?</p><h1 id="3ac5">How Cultural Oppression Embraces Sexual and Physical Harassment</h1><p id="7490">One of the most heartbreaking things about the cultural oppression Korean women face, for me as a reader of the author’s work, was how vivid it was that sexual and physical harassment is something Korean girls should just get used to. It appeared to be a cultural norm, something that starts from an early age and doubles down on the learning Korean girls gain around their status being lower than boys.</p><p id="fe7a">It appears that if a girl or woman is a victim, she is questioned over what she possibly could have done to bring the assault on herself. We do see this today in the western culture at times; it would be a lie to say we don’t.</p><p id="a618">The difference is when comparing the western woman’s potential experience of the doubt around her experiences, and the Korean woman’s, culturally it seems more acceptable to disbelieve a Korean woman. Also, it’s more culturally acceptable to physically/sexually harass women. For women, it’s almost like harassment is an expected life experience that is a woman’s responsibility to avoid.</p><p id="669c">One of the most dramatic examples of this embedded culture was while Kim Jiyoung was at school. She was bullied by a boy, and the teacher blamed her. The truth only came out when another young girl was brave enough to raise her hand and say what she saw. Later on, we follow young Kim Jiyong’s story as she makes her way home from school. A boy follows her, and even attempts to intimidate her with sexual advances on the bus. Her father’s response is to ask her, “what did you do?” for her to bring on his attack.</p><p id="4479"><a href="http://dis.hanyang.ac.kr/lyceum-vol-1/sexual-harassment-in-south-korea/"><i>The Hangyang Dis Division of International Studies</i></a> backs up the ex

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periences of Kim Jiyoung; they reported in 2018:</p><ul><li>a sexual assault is reported across south Korea at a rate of 3 cases an hour.</li><li>98% of assaulters being men, and 86% of victims being women.</li><li>One of the most common places of assault happening in the workplace.</li></ul><p id="cca9"><a href="http://dis.hanyang.ac.kr/lyceum-vol-1/sexual-harassment-in-south-korea/">The <i>Hangyang Dis Division of International Studies </i></a>also says in their report:</p><blockquote id="cdd6"><p>“Before you ask yourself why these women don’t speak-out, you must first understand the culture background of their society.”</p></blockquote><p id="1008">Supporting the last point above, we see workplace sexual harassment when Kim Jiyoung enters the world of work, in the field of marketing. A male security guard takes it upon himself to install secret cameras in one female toilet, then uploads the images to a pornographic site. He shares his assault with other men in the workplace, the cat is only let out of the bag when the word reached Kim Jiyoung’s female friend via her boyfriend — who warned her to use a different bathroom. The women engage in sexual assault litigation against the company; then the male CEO of the company responds to the women who were victims of the pornographic website experience:</p><blockquote id="62fc"><p>“It’ll ruin this company’s reputation if word gets around in the field, The accused male employees have families and parents to protect, too. Do you really want to destroy people’s lives like this?”</p></blockquote><p id="3a9e">What we see here is sexual harassment at its finest, with a spoonful of misogyny mixed in. It could be argued that any boss would respond like this, especially a male boss, to protect their company. Yet the men themselves who were part of the sexual assault admitted what they did but see no wrongdoing — that’s the cultural dynamic around overlooking women and sexual assault the <i>Hangyang Dis Division of International Studies</i> is probably referring to in their citation about understanding culture, above.</p><p id="7201">When compared to western culture, this is not something that would be taken as lightly. It could even be argued that a CEO (for the good of their company) is more likely to disassociate with the offenders of sexual assault to protect their brand. <a href="https://en.wikipedia.org/wiki/Sean_Combs">Sean ‘Puffy’ Combs,</a> the American rapper who currently at the time of writing has <a href="https://www.latimes.com/entertainment-arts/business/story/2023-12-06/sean-diddy-combs-sexual-assault-harve-pierre-fourth-woman">four sexual assault</a> cases against him, has been dropped from all of his lucrative money making deals by big companies. <a href="https://en.wikipedia.org/wiki/Russell_Brand">Russell Brand,</a> who is also caught up in sexual assault cases, lost his <a href="https://www.theguardian.com/culture/2023/sep/19/youtube-suspends-russell-brand-revenues-channel">YouTube monetised channels</a>, and <a href="https://en.wikipedia.org/wiki/Jonathan_Majors">Jonathan Majors</a> was <a href="https://www.independent.co.uk/arts-entertainment/films/news/jonathan-majors-assault-projects-dropped-b2324039.html">dropped from his acting roles</a> due to his accusations of sexual assault; this has all happened in 2023 at the time of writing this. In the west what we see here is a different response to women’s sexual assault. We have a “cancel culture” for men. Korean has a “what did we really do wrong? You can’t cancel us” culture. For the fourth wave feminist, this is something to challenge when culture meets feminism. The patriarchy needs checking around their handling — literally of women and their bodies, which they feel are free to access for all.</p><figure id="550f"><img src="https://cdn-images-1.readmedium.com/v2/resize:fit:800/1*fuRradtidxYvIirUNUppbg.jpeg"><figcaption>Photo by <a href="https://unsplash.com/@sandym10?utm_content=creditCopyText&amp;utm_medium=referral&amp;utm_source=unsplash">Sandy Millar</a> on <a href="https://unsplash.com/photos/gold-wedding-band-on-white-textile-8vaQKYnawHw?utm_content=creditCopyText&amp;utm_medium=referral&amp;utm_source=unsplash">Unsplash</a></figcaption></figure><h1 id="afc3">About Married Life and Korean Women’s Oppression</h1><p id="736c">For the Korean woman, she is often forced to give up work (if she has been lucky enough to find it), once she gets married. The pressure to get married is high, and her choice between work, marriage, and children is due to cultural expectations; this is not a woman who can have it all in any way shape or form. Once a woman is married it is an expectation, demand, and almost her duty to now start popping out babies — that are male, mind you. So that he can “bring the success, prosperity, and respect to the family,” as mentioned earlier.</p><p id="f56f">It was around 2014 when Kim Jiyoung finally secured work, battling through the sexism she faced as a Korean woman, which I deep dive into in my essay, <a href="https://readmedium.com/is-feminism-to-blame-for-korean-women-taking-down-the-patriarchy-870090bcc034?sk=ab5fcd0da5d394069b13b6107ad7dbe3"><i>Is Feminism to Blame For Korean Women Taking Down The Patriarchy</i></a><i>. </i>Then Kim Jiyoung left work, just as one in five Korean women quit their job citing: marriage, pregnancy, childbirth and care, or the education of their younger children, according to <a href="https://eng.kwdi.re.kr/inc/download.do?ut=A&amp;upIdx=101628&amp;no=1"><i>Women’s Lives Through Statistics in 2015, Statistics Korea</i></a><i>. </i>Around the time Kim Jiyong was faced with life changes the author asserted that:</p><blockquote id="fe06"><p>“The workforce participation rate of Korean women decreases significantly before and after childbirth. Its percentage starts at 63.8% for women aged twenty and twenty-nine, drops to 58% for women aged thirty to thirty-nine.”</p></blockquote><p id="da10">What this shows is that when culture meets feminism in this area for women, there is greater pressure, expectation, and demand for them to leave work to have male children, and if they do return to work after birth — to work to support their son’s progression. The latter, the author demonstrates, often means taking a lower paying job and giving up a career. Kim Jiyoung went from being a marketing executive in a male, sexist, environment — but she made it! — to considering part-time work in an ice cream parlour. This expectation is not a cultural norm for many of us western women, but one we need to be sensitive to, if we are to be inclusive female advocates.</p><p id="c887">Husbands also add to this pressure to leave work but fail to see what their wives are giving up. This plays out for readers clearly when married Kim Jiyoung is pressured by in-laws to have a child, then discusses it with her husband. They have barely been married five minutes at this point:</p><blockquote id="0c7b"><p>“And what will you be giving up <i>Oppa</i>?</p></blockquote><blockquote id="844d"><p>“What?”</p></blockquote><blockquote id="5852"><p>“You said don’t just think about what I’ll be giving up. I’m putting my youth, health, job, colleagues, social networks, career plans, and future on the line. No wonder all I can think about are the things I’m giving up. But what about you? What do you lose by gaining a child.”</p></blockquote><p id="e500">Her husband, true to his culture, did not see Kim Jiyoung’s personal goals, dreams, and rights to work go down the pan, in favour of producing child after child until she has a boy. Only to then take work well below her skills to provide for the male child.</p><p id="3643">For intersectionality to really make an impact in this fourth wave of feminism, as I said in the opening, eyes must be opened, ears must be fixed, and the advocate for women’s rights must step outside not only their <a href="https://readmedium.com/the-intersection-when-race-meets-feminism-the-unfinished-conversation-d39e2dda8062?sk=ecfa9780caf2ab4cc78d4d86dc2d29b3">race</a>, class, sexuality, able body, but also their<b> culture</b> to understand how oppression looks different for different demographics of women. This is how the patriarchy’s behaviour oppresses some women; the men do nothing to change a son’s position being more valuable than daughter’s from the moment they are conceived. They take this status norm in their culture as chance to exploit women sexually, physically, and even financially with Korea having the largest gender pay gap in the Asian countries. The patriarchy’s behaviour is culturally harming women; this is not my opinion, this is based on the data, statistics, and evidence presented. My message to the patriarchy is: don’t argue with me, argue with the evidence, and do something about it.</p><p id="0517"><b>What are your thoughts and feelings now that you’ve seen cultural oppression by reading these words?</b></p><p id="319a"><i>Thanks for your readership, I hope my writing gave you something to think about. If I’ve caught you in a good mood or you’re feeling kind, you can buy me a coffee here: <a href="https://www.buymeacoffee.com/meandmymuse">https://www.buymeacoffee.com/MeAndMyMuse</a>. Why not follow me for more of my thought-provoking muse?</i></p><p id="b84b"><b>Further reading:</b></p><div id="b269" class="link-block"> <a href="https://readmedium.com/is-feminism-to-blame-for-korean-women-taking-down-the-patriarchy-870090bcc034"> <div> <div> <h2>Is “Feminism to Blame” For Korean Women Taking Down The Patriarchy?</h2> <div><h3>And they are using their wombs!</h3></div> <div><p>medium.com</p></div> </div> <div> <div style="background-image: url(https://miro.readmedium.com/v2/resize:fit:320/1*dlbaZB-GAzJKEHITvpsrLA.jpeg)"></div> </div> </div> </a> </div><div id="e914" class="link-block"> <a href="https://readmedium.com/the-intersection-when-race-meets-feminism-the-unfinished-conversation-d39e2dda8062"> <div> <div> <h2>The Intersection When Race Meets Feminism: The Unfinished Conversation</h2> <div><h3>Who is wiling to have it?</h3></div> <div><p>medium.com</p></div> </div> <div> <div style="background-image: url(https://miro.readmedium.com/v2/resize:fit:320/1*9ssL5l5Hjai5yhg3riC6Jg.png)"></div> </div> </div> </a> </div><div id="9ef5" class="link-block"> <a href="https://readmedium.com/intersection-where-class-meets-feminism-are-the-women-of-latin-america-class-less-dc3ff334e521"> <div> <div> <h2>Where Class Meets Feminism: Are the Women of Latin America Class-less?</h2> <div><h3>And whose responsibility is it to improve their lot?</h3></div> <div><p>medium.com</p></div> </div> <div> <div style="background-image: url(https://miro.readmedium.com/v2/resize:fit:320/1*b5hexyyoSq8tEGd10Fdf2w.jpeg)"></div> </div> </div> </a> </div><p id="08a1"><i>For more of the good stuff, follow <a href="https://medium.com/fourth-wave">Fourth Wave</a>. Have you got a story, essay, or poem that focuses on women or other disempowered groups? <a href="https://readmedium.com/submit-to-the-wave-7c92f095e86f">Submit to the Wave!</a></i></p></article></body>

Agile & Lean UXD week 1, part 2

Agile & Lean UX

A collection of tasks, strung together to achieve the best result.

This is a resource guide to complement the ‘Intro to UX Design’ course run by IF Academy. Visit their website for upcoming course dates.

Also see Part 1 (Introduction to UXD) and Part 3 (UX Research)

In this session we cover introductions to:

Defining a UX workflow

Spoiler alert! UX Design doesn’t have a single defined process or workflow. There isn’t a definitive list of steps that work unchanged, each and every time (that would be boring!) Part of your job and value as a UX practitioner is to evaluate the project, define the goals, understand the organisation and then select the right tools for the job.

Let’s consider an example.

Here is your (simplified) UX toolkit. You can see tasks roughly separated by function:;

UX toolkit

Discovery & User Testing Tasks designed to help you learn about your users and their behaviours.

Strategy & Ideation Tasks designed to help you form insights, work as a team, set strategic goals and find creative solutions.

Content & IA Tasks designed to help you create meaningful content and organise it so users can find it.

Interaction Design Tasks for designing intuitive interfaces that users will interact with.

Note, tasks aren’t confined to being used in sequence.

Let’s review three different kinds of projects:

Different UX Workflows

You can see that although there are many similarities, each project requires a different mix of UX activities. An eCommerce site has more content, requiring more time spent on organising the information architecture (IA), while the feature-heavy weather app needs more time spent ideating and understanding user behaviours.

Lastly, if we zoom in on the weather app project, we can see how the tasks flow together, feeding information from one stage to the next.

It is important to note that this process might contain many UX designers working together. UX designers can choose to specialise in a single area (a single row in the diagram) or apply their skills more broadly across the full spectrum of activities.

This granularity and flexibility allows UX as a discipline to work with and provide value to any organisation or project regardless of time or budget constraints.

There are many different project methodologies each with different strengths, weakness, advocates and evangelists. UX works in all of them.

UX is methodology agnostic.

Knowing your project methodology

There isn’t room in this post to discuss all the various project methodologies, but it is important to know whether you are going to follow a traditional linear model or take a more flexible iterative approach to your project.

Working in a linear way (‘Waterfall’)

Sometimes also called Prince2 or Pmbok

The term ‘waterfall' is often used to describe traditional linear ways of working because water in a waterfall only flows one way. Water starts at the top and then makes its way down level by level until it reaches the main body of water at the bottom. Similarly, in these kinds of projects, each person (or team of people) complete their individual part of the project before passing the job down to the next person (or team of people).

If you’re designing a website following a waterfall approach it might look something like this:

Waterfall model

There is limited communication during the handover from one department to another, and for the bulk of the time, each team is working in their specialty silos.

Although not the most ‘trendy’ way of working in 2017, waterfall projects are still very common and can work well, especially when the project is small and well defined. The biggest benefit waterfall provides is that it calls for the bulk of the planning and strategising to be completed upfront before moving on to the implementation phase. This has many flow-on benefits:

  1. A well-defined project can be cheaper. Designers and developers can provide fixed-price quotes and business leaders can make decisions based on hard numbers and budgets.
  2. Upfront planning allows you to predict potential problems and then either mitigate or create contingencies.
  3. You can employ specific skill sets like designers or developers for smaller, discrete chunks of time as required.

This upfront planning is also the reason why so many I.T. projects go over time and budget. When something unforeseen happens or the base project assumptions change – like sand getting into the gears of a highly-tuned machine – the strengths of the waterfall approach start to work against it:

  1. If you have fixed-price quotes and then requirements change, budgets and schedules blow out. Often significantly.
  2. If an unforeseen problem arises, you have no contingencies or processes to deal with it.
  3. If you discover a design problem after the designers have finished up, it can be tricky or costly to re-engage their expertise. The same can be said of any skill set like content authors, developers, testers, managers and business analysts. The nature of these silos means that problems are solved by whoever is available when they arise not by the skill set best placed to solve them.

From a purely practical point of view, a waterfall approach is often very appealing. Most people like the idea of planning and feel nervous about jumping in without proper thought. I’m sure your parents and teachers always told you to ‘take your time’ and ‘don’t rush’. In an ideal world where all unknowns are known, and every contingency can be foreseen, then a waterfall approach would most likely be the most efficient way.

It is not an ideal world; the unknowns are never known. User needs, the technical environment and business requirements are always changing. The longer the project goes on, the higher the risks of the initial planning becoming out of date. What was a good feature in January is now not such a good feature in August. In a waterfall model, you tend to build it anyway because it is budgeted for and no-one has spent time since January talking to your customers to see if they still need it.

In an agile or iterative project, you split all the planning you would have done at the start of the project throughout the project. You do ‘just enough’ planning every week or two. The benefit of this approach is that the planning and strategy keep pace with the constantly changing market.

The problem with many waterfall projects: a lack of communication…

http://www.wysiwygventures.com/how-projects-really-work/

Taking an Iterative Approach (‘Agile’ or ‘Lean’)

For this article, we are going to use the terms Agile and Lean interchangeably. There are differences between the two ways of working, but they share many common principles, especially when it comes to UX Design.

Fundamentally, working in an iterative way means working as a cross-disciplinary team in short 2- or 3-week project sprints.

Instead of each department working separately and handing over requirements from one team to the next; clients, designers and developers all work together to collect the requirements, create the designs and complete the development.

Your project team can also include product owners, producers, iteration managers, researchers, subject matter experts and many other skill sets depending on the project.

A basic Lean model:

Lean model

The assumption at the core of the Lean methodology is that the first thing you design will be wrong. The aim is to create something as quickly as possible so you can measure and test to find the problems as quickly and inexpensively as possible.

A basic Agile model:

http://www.screenmedia.co.uk/blog/2014/08/what-is-agile-development-a-brief-introduction/

Agile has a much stronger focus on process and team rituals. There is a lot more structure in place to keep the team on track and constantly striving to deliver as much value to the business as possible.

Both Lean and Agile can be used effectively in any sized business primarily because each doesn’t have a fixed process so are free to adapt to the strengths and weakness of the team. For this reason, not all ‘Agile’ businesses work the same way, and when starting out it can often take a few weeks to work out the kinks.

The core Lean UX principles:

As there is no defined process, you would be right to ask ‘how do I know if I’m working in an Agile or Lean way?’ To help guide you, here is a cheat sheet of core Lean UX principles:

Lean UX Principles Cheat Sheet

In this course, we are going to focus on Agile and Lean UX. This won’t be a course about these methodologies specifically, but we will work in an iterative way and give you the tools to thrive in these kinds of environments.

We will be working in an iterative, agile way for two main reasons.

Firstly, it is modern and popular. Agile is predominantly the preferred method of working for most development teams in 2017.

Secondly, as a beginner, knowing what you don’t know is tough. When starting out, it is hard to plan a full project’s worth of UX activities from a standing start. Agile is great for beginners because it allows you to select a task, do it, review how you went and then decide what to do next.

For example, if you conduct three user interviews and after looking at your results feel like you need to perform a few more, you can. Alternatively, if you have planned to run ten user interviews but after five feel like you are getting very similar or repetitive results, you can choose to move on to the next stage.

Double Diamond

This is what our design sprint will look like:

The UX Double Diamond

Our six-week course is split across four themes: discovery, definition, development and delivery. We will start with a very broad problem statement and then use a range of UX techniques to research the business and its users to gain insight into real user problems that we can solve. We will then ideate to find the best possible solutions before prototyping the solutions so we can test them with real users.

When we zoom in, here are the activities we will be completing:

Thank you for taking the time to read, (like and subscribe 😉).

I’m Ben Le Ralph, the founder of Impact Positive, an app that helps hybrid teams stay aligned and cut down on endless meetings, distractions, busy work and miscommunications.

For help with:

  • Hybrid Teams & Remote Collaboration
  • Standard Operating Procedures (SOPs)
  • Effective Outsourcing & Automation
  • Hiring & Onboarding

Checkout Impact Positive

Agile
UX Design
Lean UX
Product Experience
Transformation
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