Good design looks great, yes -- but why shouldn't it also feel great, smell great and sound great? Designer Jinsop Lee (a TED Talent Search winner) shares his theory of 5-sense design, with a handy graph and a few examples.
Designing for the 5 sense... Thought Starter: Think about the designing for the 6 emotions and also around that X Factor
Inspiring and enabling evolutionary innovation is one of the fundamental jobs of leaders.
Innovation depends on the three P's: Passion, Permission and Protocols.
PERMISSION: creating the directive to solve a problem and allowing the physical and emotional space to foster innovation.
PROTOCOLS: developing the protocols to shift the frame away from success or failure, and instead focus on learning. Borrow from the scientific method: ask people to develop hypothoses and design experiments to test them.
PASSION: Once provided permission and support from the right protocols, evolutionary innovators will naturally discover their passion for creative problem-solving.
"Darwin's lesson is that survival of the fittest is about those best able to adapt. Adapting requires innovation. You can't stand still. If you're not adapting and innovating, you are falling behind your innovating competitors. At that point, survival comes into question."
If you’re seeking a career in the social sector, an advanced university degree may not be the best ticket.
For social sector careers, an advanced university degree may not be the best ticket. While many prospective staff have abundant analytical and research skills, the employers rank leadership, problem solving, and communication as more important. They also think such attributes may be better gained on the job, or by working abroad, than in a classroom.
"Employees need relevant field experience that builds hard skills such as technical work or project management."
Employers are particularly keen on hires with initiative, enthusiasm, and a willingness to learn. Several said their worst recruits exhibited over-confidence, and a "sense of entitlement."
"My most disappointing hires were those who were always coming up with reasons for why something won’t work, waiting to be told what needs to be achieved, and performing the role as a task that needs completion as opposed to achieving the goal,” another respondent said.
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