Advice for Students

I've just replied to an email from an enthusiastic chap wanting advice on whether the course he was about to embark on would secure him a job in the industry. I thought my reply would be useful for others:

We don’t pay too much attention to the course that someone has done, more what they have achieved whilst on the course that is in and out of course time. If you have only completed the minimum to pass the course and have shown no desire to extend your skills or specialities beyond that then you won’t tend to stand out from the large crowd. For development roles if someone can show dedication and enthusiasm on top of some great portfolio work then that has a much greater influence on their chances of employment than a top qualification. Most courses are rigidly structured and tend to focus on technologies that aren’t necessarily used within the studio, so having the impetus to learn yourself is very desirable.

Creativity and Innovation

Since visiting the IDEO office, I have been inspired by their way of working and have sort look at ways of implementing their innovation techniques into Fluid Pixel. What I have come to realize, is that nothing they are doing is particularly revolutionary, or even necessarily difficult to implement. So why then are they consistently able to succeed where others haven’t? I think one of the reasons goes back to my last post about failure, and the culture that has been nurtured at IDEO is very much failure friendly, even encouraged, but the failures are short lived, and it’s not long before success is born from the disappointments.

The attention to detail and the concentration on the customer experience is ingrained within the walls in the IDEO offices, whether it’s the end customer using the product they are designing, or the client, IDEO knows how to look after people. This goes hand in hand with their project and team management which are chosen based on skills and interest, rather than experience. Teams are flexible and dynamic, and the company structure flat, enabling people to concentrate on the job at hand, rather than office politics.

They are also masters at taking inspiration from all corners of the world, including their Tech Box, chocked full of interesting shapes, materials and solutions that act to inspire the “technology brokering” effect by sharing ideas between industries. Something like this could easily be implemented in a software studio, instead of physical objects, it could be a collection of images, code and websites that inspire and provoke new ideas for new product development, assisting in the design process.
I was lucky enough learn firsthand about the techniques used during IDEO style brainstorming and project development at the recent BBC Innovation Labs event and seen how, if executed correctly can be a great asset to any company. I’ve also never seen so many Post It notes used in one week!

However, I don’t believe any of these things are the main reason for IDEO’s success, but they are all the result of this one thing; the employees. Each team member at IDEO goes through a very rigorous recruitment procedure, and they are vetted by a large number of the employees in the office. Handpicked from all over the world, for their abilities in their field, as well as their ability to gel with the team already in place are both vital aspects for new employees.

Law, law, law

Our first talk of the day was from John Akula from MIT on the topics of law issues with employment, with focus on trade secrets, loyalty, non-competitive agreements through an interactive case study. John went through some of the issues that surround employment from a US perspective, which was interesting to hear. I was surprised most by the at-will contracts that are common in the US, where an employee can leave at any time, or can be let go at any time, without notice, or reason. Although there are many courteous reasons to give notice, this doesn’t have to be the case. This obviously has many implications for job security, and therefore affects areas such as loyalty and trade secrets.

There are many differences between both the laws and the cultures between the US and UK regarding employment law and areas such as non-competitive agreements. Having come from the games industry, where there is a lot of anxiety surrounding these areas, it was fascinating to hear another perspective on this. I was glad to hear that there are States, such as California that ban non-competitive agreements, and it seems to be a factor in the success of Silicon Valley.

The interactive workshop worked really well in this situation, on what could have been a very dry topic. However the interested case studies, along with the insights from the fellows, who all have a variety of backgrounds that they were able to bring to this area made it an enjoyable session.