We had several goals when we set out to run this exercise with the executive team. The first was to introduce them to the concept of personas. We achieved this goal to the extent that the team now knows what this tool is and what components make it up. Given that these were ad-hoc personas, it is incumbent on us, the UX team, to continue to update the 6 personas we created as we learn more from actual user interactions. We must then update the executives with these new details.
Traditionally known for creating innovative ‘bricks & mortar’ customer experiences, FITCH has also had to rapidly adjust our approach. Translating a brand into a compelling consumer experience now requires a much more diverse skill base, a refined process and the ability to orchestrate a much broader range of touch points than ever before.
Every product or service comes in to this world with an abundance of actors, like the relations they have and the conditions they interact within. This ecosystem is a self-sufficient set of elements which are intricately interconnected. These elements can exist by themselves, and yet simultaneously be part of a larger ecosystem, like a tree in the forest. However, our ecosystems are populated with people, which can easily result in chaotic or poorly organized systems plagued by unnecessary bureaucracy.
We need to design all the internal tools, mechanisms, reporting, processes, policies etc to be focused on the employee. We need to understand our teammates and employees as well as we understand our user and customers. I call this Employee eXperience (EX).
The Experience Canvas is a framework for project teams of any size to ensure that the end result – whether it’s a minimum viable product (MVP), a new feature roll-out, even a process or other business initiative – is thorough, considered, user-centred and lean, without compromising on flexibility. The emphasis is on the experience to be achieved by that result; a minimum viable experience (MVE), if you will.