Extending of working careers - for real

Finnish Ministry of Employment and the Economy (MEE) has established a important goal to have the best working life in Europe in 2020. Simultaneously there is a need to extend the working careers of Finnish citizens to bridge the sustainability deficit. A strong lobbying favors to raise the retirement age and sadly only little political support to seek alternative ways to solve the issue.

Raising of retirement age is like giving a medicine for headache, that is caused by a bullet in the head. I claim that there are two major problems among working age Finnish people that need to be solved anyway - and that those issues will solve a large part of the working career extension target.

The more urgent of these two problems is to improve the working life as MEE intends.

Already regulations and support cuts rush students to graduate and go to work earlier. Also it seems that the youngsters face symptoms of burn out already in elementary school.
Pressure works only into some extent and after that people start cracking. Finnish Student Health Service considers that 25% of university students have problems with their mental health. It is terrible to see how many people around me has experienced burn out or is on the way or recovering. Healthy, motivated and highly skilled workers experience periods of lowered capability work, sick leaves and even hospitalization. This is the reality - and this must have affect on the effective working careers.

Four principles should be the most important knowhow and goal for Everyone in Finnish labour market - both employees and employers:
1) Identifying continuous stress,
2) understanding its effect on health,
3) knowing how to relieve it and
4) adjusting the work to get rid of harmful stress.




The the other issue that is not so simple to change. Finnish education system.

Finnish elementary education system has been praised internationally and for good reason. It has kept kids as kids and taught them equally good basics to stay healthy and grow to be effective Finnish labour. It has even taught them the best way to relieve stress - outdoors and exercise.

After the elementary school something goes wrong. I have completed two degrees and I claim that half of the courses was unnecessary. Although I am generalist of my nature and want to know everything - the other half in both degrees was still totally useless (sorry teachers).
Finnish higher education targets to make age groups of Leonardo Da Vinci's year after year.
I wonder what Raimo Sailas would say, if we could extend the working lifes with two years in most of the professions?! And I bet 20 yo younsters make more work than most 67 yo elderlies..


There is a workaround for this, but it needs a cultural change. I figure that most of the professions do not require min 3 year education for the employee to be proficient in one's work.
I cannot remember that I would have shown my papers to anybody since I graduated. It seems that papers are not actually needed if you know what you are doing. In a way degrees and papers are just another form of industry that give authorizations. Maybe the time for universities as a education for masses starts decaying? This excellent article (in finnish) questions the need for universities if their original purpose of developing thinkers has shrunk to sharing diplomas to the masses.

Skills can be trained, but not attitude

Attitude is more important in the job interview than skills claims Mark Murphy in Forbes article Hire for attitude.

Yesterday I had a chat in the bus with some youngsters pondering whether they will have sufficient skills for their summer jobs. I commented, that nowadays in most roles learning new and adapting constantly to new environments has become a skill. In my post What's your true profession? I referred to how organizational changes in Nokia made all positions anyway new and the speed of adapting to new environment was crucial. -It might be, that these guys willingness to learn new stuff is the key competence and ticket to new kind of roles that others cannot asses so fast.

I see Murphy's article also linking to my earlier discussion about tacit and explicit challenges in organization. Explicit challenges as known issues can be learned and trained, but how to train or even discuss something so tacit as an attitude?
-Murphy's answer is that you can't.

Are technical and soft skills less important than attitude? Why?

It’s not that technical skills aren’t important, but they’re much easier to assess (that’s why attitude, not skills, is the top predictor of a new hire’s success or failure). Virtually every job (from neurosurgeon to engineer to cashier) has tests that can assess technical proficiency. But what those tests don’t assess is attitude; whether a candidate is motivated to learn new skills, think innovatively, cope with failure, assimilate feedback and coaching, collaborate with teammates, and so forth.

Soft skills are the capabilities that attitude can enhance or undermine. For example, a newly hired executive may have the intelligence, business experience and financial acumen to fit well in a new role. But if that same executive has an authoritarian, hard-driving style, and they’re being hired into a social culture where happiness and camaraderie are paramount, that combination is unlikely to work. Additionally, many training programs have demonstrated success with increasing and improving skills—especially on the technical side. But these same programs are notoriously weak when it comes to creating attitudinal change. As Herb Kelleher, former Southwest Airlines CEO used to say, “we can change skill levels through training, but we can’t change attitude."

Mark Murphy, Hire for attitude, Forbes

Personal touch

Today I received a letter from Gässling. First I had no idea about the reason, but I soon realized. Also pretty soon the letter made me smile. In the end I was laughing despite that they just had informed that their original ambitious design had failed in few cases and they were sending me spare buttons.

I have been writing about how an error in service or product should be mended for the customer.
Attached pic tells a story how personal touch can make a difference when something goes wrong.

Naturally personal touch requires actual use of personality leading big companies being hesitant with that kind of approach. Fresh exceptions can be found among recent web startups. They boldly use language that is both approachable and clear for users.

Mending an error smoothly is proved to create even more loyal customers. I cannot evaluate this case objectively, but clearly I'll be happy to change my buttons in case something really happens to them and will not hesitate to buy my next pair of underwear from Gässling =)

What's your true profession?

A persons profession might actually be what the person Want's to be good at.

During my time in Nokia I witnessed how experience and competence were repeatedly ignored when organizations were reshaped according to new strategies. Further, when this was understood, there was a strict guidance to ensure that recruits had proper education, which led to overlook the experience.


People really can make up their experience or credibility and talk themselves into almost any job and learn while doing, like the fake doctors also have shown. Fact is that a person might turn out to be incompetent despite the long list of experiences, but on the other hand person can be extremely skilled, but totally lack the motivation for the job.

Despite the idea of crafting ones career might sound awkward for Finnish ears it should be considered. It is proven to be a clear weakness in the competition between Finnish and foreign applicants e.g. in Nokia and has lead to less competent people doing the work with better accent.


Developing a new career without years of training sounds unorthodox for some, but it can be seen also as a huge possibility. This thinking does not corner people into their slots, but opens new possibilities, keeps the motivation up and creates cross discipline innovations.

What really matters, is whether a person wants to learn and grow to a new profession and from employer point of view, is the person interested in the right aspects of the role with potential to learn.

Tacit or explicit communication for you organization? -Choose both!

I started to read legendary manual How to Adapt to the Mountain by Jimmy Odén. On first pages Oden reminds how mountaineering skills are divided to tangible and measurable knowhow and to abstract part that he calls mountain sense. According to Odén, mountain sense can be learned slowly through experience, evaluation and reflection.

Odéns duality reminded me not only about organization psychology, but also of my ancient post that compared challenges of free skiing and design process.
Also competences in the office have dual nature, divided similarly to explicit and tacit know how.
As organizations have their mountain tops as goals, the most tangible means are naturally seen the most obvious to get there. -The abstract and non measurable traits of competences can get overlooked although it might lead to compromising the innovation.


Then, how to nurture competences to promote innovation?

One example comes from the discussions we had while making the new sitting arrangements in our office.
It was acknowledged that two types of communication is needed to get creative organization working effectively. The first one being obviously the communication required to make progress in your tasks. Second being the communication that supports the values, learning and openness in the company.

The solution here is to support the primarily the latter - tacit - communication goal, although it might sound controversial. Rationale is that this effort is not on the cognitive level and should come effortlessly - almost unconsciously. Further, mutual learning, shared values and general openness enhances competences and creates good motivation to deliver the innovation - giving good base for the first - explicit - communication goal.

Keeping finnish industries competitive by design thinking - Herrmans

As a bicyclist I was thrilled to see a Finnish bicycle part manufacturer Herrmans seeking for a industrial designer the other year.
Not only that at some point I had spotted that the company might use some design thinking, but in the end because my good friend and extremely talented designer Mikael Heikkilä got the position.

I have been eagerly waiting to see the results of his design efforts and it really starts to have an effect on the brand previously known for OEM manufacturer.

I just replaced original Specialized grips with these Endorfin 3D grips.
I love the tiny detail and the caring thinking in how he has marked the left and right as well as the up directions. Marking these directions means that I can push them with ease and confidence to the bar and that just makes me feel good. -A feeling that is sometimes hard to justify in the R&D meetings, but makes a significant effect on the customer.

 

Design story - Gässling underwear

Marketing sometimes fails to deliver the original design intent to the customer. Since the contradiction between design and marketing has been intriguing me, I was really exited when I had the chance to discuss with Joakim how a garment that now supports a whole new underwear brand Gässling was designed and is now marketed.

I wish all the best for Joakim and I just checked that you can still order some treats for christmas ;)

The name
In short, Gässling is a Swedish underwear brand that makes premium eco underwear for style conscious men. From the very beginning we wanted to create a brand based on Swedish values that was primarily focused on an international market.

We knew that we wanted to use organic cotton and that they should be manufactured in a responsible manner and we needed a brand name that could reflect this as well as look Swedish. The name should fulfill these criteria; be Swedish but not look strange in English, speak of nature, have a local connection to Malmö where we’re based and to be easy to remember.

We started to analyse different traits of nature and eventually we got hooked on the goose. We thought it was a good animal for us because there are lots of geese in Malmö and it has very sympathetic traits. For instance if a goose gets injured during flight, another goose will stay behind until it gets better or dies. It took about 1.5 months and a lot of debating to come up with the name Gässling, which means gosling in Swedish (goose baby).

The product
It’s usually said that in order to break into a saturated market your product need to outperform the competition tenfold.
I wouldn’t say that our underwear is ten times better than other underwear but we have done our very utmost to create some killer garments. We tried to list all available pain points and address them one at a time. Some details that are worth mentioning are that we don’t have a care instruction tag inside, but they are instead printed for better comfort. The waistband is covered in fabric for a smooth feel and there are no seams in the back or sides of the garment to make it as clean as possible.
Our second - more aspirational product is the first ever (as far as I know) tight fitting boxer with an openable waistband. To give it an extra exclusive look we used fabric covered buttons that were all custom made to match the color of the main fabric.

What’s next
We have now been online a few days and even though we are still very far from sold out we can see that the main traffic is coming from outside of Sweden and predominately from the US. This tells us that we probably made some correct decisions when creating the brand. Now we need to turn those page views into purchases but if we succeed with that is another story. 

Introducing oneself

Sitting in a meeting - listening what people have done and how experienced they are. Does it feel waste of time for you?

Listening people introducing themselves as experienced and noteworthy in meetings or seminars feels more or less useless. Instead of retrospectives, it would be more interesting to hear what people have on their desks right now or what are they interested in. That information might tell more about the personality of the person. But the personality is unfortunately sometimes our best kept secret. That might be the reason to rely on list of experiences.
The fact is that a person might turn out to be incompetent despite the long list of experiences. Next time you introduce yourself, make a decision do you want to turn this into your advantage or play it safe ;)

GrapePeople held an training that I participated for facilitation of creative work and they had a nice idea to do the introduction by telling a short story or incident from that morning or from the way to work. Even that can tell more about the person and the way of thinking. -Try that next time you facilitate a meeting.

Work of Art?

Valio (Finnish dairy producer) has a ongoing campaign where famous Finnish artists designed prints on milk jugs standing on Finnish tables.

Finnish design legend Eero Aarnio was also asked to do his magic. I was pretty disappointed when the result turned out to be just an add for his previous designer furniture and not much else.

This makes me wonder about the situation when somebody in Valio has realized that the delivery was something else than ordered and how could it be rejected..

Complaining makes you fail?

Somebody starts complaining and hesitating in the middle of action. Wanting others to know that there lies a risk in the activity. And more the complaint is overlooked, the louder it gets.

I remember a trip to Chamonix, which ended up me wondering that do I really complain. I though I was just making notions on the circumstances.
Complaining and negativitity spread from people to others. Although the intention might be neutral, the effect might be that somebody else starts focusing on cold feet insteads of good skiing.


Hesitation and negativitity grow from fear. A fear that something is getting worse and not having control over it. -Withdrawing while still able might feel like the rational thing to do.

Working in organizational environment and extreme sports have much in common in this. Going to the mountain and making strategic decisions contain risks. In both cases the missunderstood fear can lead to not getting the run planned or failing in business. Sometimes even to fall of mighty organizations.
-Do we have the skills? What do other think if I can't?
-Are we strong enough? Can we make it in time?
-Do we have the right gear? Have we covered all the risks?
-Am I able to take care of myself? Is this getting worse?

Both in organizational environment as well as in extreme sports there are times that you to make leaps of fait. Have the confidence on yourself and on what you are doing.

There are three good anti-dozes for fear:
Experience creates confidence, that all the challenges can be tackled and all the needed skills and gear is with you.
Positivity makes you focus on the solutions - not the problems and make sure you don't spread the hesitation to others.
Finally, if there is a fear behind a complaint, treat it as such and discuss through to diminish it.
-Monsters are as frightening even if they are put under the bed.

In both environments, not keeping noise about real problems can be lethal too. Good question is that how to recognice the serious stuff? -Mutual trust maybe?

Meaningful feedback resulting as motivation?

Finland is a country of self service. Where this is most imminent, is cafes and restaurants. Mostly, you need to get your orders yourself and even clean the table afterwards. In a bit better places you might get service, but often it's poor or unmotivated.

Despite few exceptions it seems that service is clearly better in cultures where waiters salary consists mostly of tips. For long I considered tip based salary somewhat bad deal, but I have changed my mind.

Compared to fixed salary, tip based salary creates immediate feedback channel between customer satisfaction and waiters behavior. Furthermore, the feedback is truly meaningful to the waiter. Skilled waiters can even make a career and climb up the ladder to better places with better tips.

The experience of the profession becomes this way totally different than in Finland, where common understanding is that anybody can be a waiter resulting in that nobody actually wants to do it nor be proud of ones profession.

How to train people incompetent

"Uusavuton" is a finnish term for younger generations who don't know how to make food or clean the house. Newly incompetent might be the direct translation. (According to natives, english does not have the term, since all UK and US kids are anyway like this. ;)

I happened to read two articles below and those made me do a following conclusion:
Finnish society and individuals are over achieving in fulfilling all regulations and creating a bunch of new details to follow. At the same time there is urgent need to support new entrepreneurship. We excel in byrocracy - when we should excel in enabling creativity and business.


Unfortunately articles are only in finnish :/
Taloussanomat: Keittiö, jossa ei saa leipoa – ja muut hullut kiellot
Gradutakuu: Opittu avuttomuus

Graphics work: theme for a homescreen clock

My strengths are on the product and services concepts and not so much on the graphical design. Despite the tendency I sometimes have artistic urges to fulfill.

Not so long ago, we realized a co-operation possibility with my ingenious colleague, who has coded a clock/timer application to Ovi Store on his spare time. I had a vision to work with fonts covered by paint or dirt and he could use a theme for his application. As in design work generally - there was a feeling of magic in bring this -this time artistic- vision alive. Theme builds on the Symbian Anna software refresh.


Here's the preview of the theme, but you can as well download the whole application to your smartphone to get a better picture :)
 

Enhancing creativity and innovatio by doing mistakes

Have you ever felt that the success is must and you cannot fail? Did you feel stressed?


Most (if not all) people do feel stressed if failure is not an option. What we know about stress is that it limits the our creativity and our capability to see possibilities instead of threats. If your resources are low and solution is needed instantly - isn't it quite obvious that you try something that has been tried before and works for sure?

In organizations where jobs are in danger, showing that projects run smoothly and mistakes do not happen can feel important. Unfortunately this kind of thinking leads into several problems.
Organization stops learning from each other, ability to create new innovations drops and information of ongoing crisis or failures of larger scale can be buried. -And we need to remember that this happens in ALL levels of organization. -We all have somebody to report ;)

Sam Swaminathan tells a story in www.managementexchange.com how one organization was changed by celebrating the Mistake of the Month.

Stupid users

The title might feel pompous.
After I add my motto; Never underestimate the stupidity of a human being - It surely sounds even worse.

My excuse is that I admit my stupidity also as a designer. We tend to overlook the challenges users have in their interaction with our designs. The issue is the same, the important thing is that we study the issue - what ever the point of view may be.
Demystifying Usability has some good thinking on How to deal with Stupid Users.

The main points to remember are:
1. Users who have trouble with designs and feel stupid lack a key behavior required in using most interfaces: Discovery and Exploration.
2. Users who struggle with interfaces and feel of incompetent do not notice or use features.
3. Users who struggle with designs that do not feel intuitive are not comfortable with interface elements that are too different.
4.Users who do not make interface design distinctions ignore complex or multi-step tasks.
5. Users that lack the confidence with computers have a thinner comfort barrier and a general helplessness.

Powerpoint organizations

2003 Columbia space shuttle was hit by a 760g piece of insulation with life threatening result. The threat was analyzed and presented to managers for decision making. Decision was to take shuttle down as planned. Seven lives were lost.

Data visualization specialist Edward Tufte analyzed the slide that was used to communicate the threat and pointed out several reasons why Power Point is a wrong tool to communicate complex information for decision making.

Similarly, PowerPoint can be dramatically wrong tool for creating organizations compared to any nodal presentation.
A human way to use PowerPoint is to pursue harmony, balance and clarity. This can result as over simplifying organizations into boxes with arbitrary amount of size eventually linked with solid or dotted lines.
After a few years of continuous experience of organizational changes, I claim that boxes don't discuss and further, cross discipline UX specialist don't belong to any boxes.

Conclusion is that, if you want to "use UX professionals in all levels of your organization", but you don't want to increase your headcount, stop lying to yourself and admit that your organization will not be a UX driven one. -Possibility that a rationally thinking manager in resource pressure would create a PowerPoint box for cross disciplinary UX specialists is expected to be quite low.

What is expected from a (junior) industrial designer?

Michael Roller presented an interesting slide on his blog Strategic Aesthetics about what industry expects from a newbie industrial designer. And I cannot say that I would disagree..
His whole study is available here.

Against matrix organizations - Idealist Group

The anticipation what I had earlier about matrix organizations was that it helps in concentrating to the actual work. Having the full support from the other direction and you creating results to other direction. -Unfortunately it wasn't quite like that. As Jaakko Kievari below desrcibes, a lot of time goes into reporting to both ends, what you have been doing and selling your ideas to continue again your meetings interrupted effert to create something.
I hope all the good for Jaakko's new interesting company called IDEALIST GROUP.

Yritysten arjessa ideointi on usein heikoilla. "Ei ole niin vähäpätöistä asiaa, ettei se kiireessä ohita ideointia. Todella paljon energiasta jää kiinni rutiineihin. Matriiseissa iso osa ajasta menee sen hoitamiseen, että kerrot toisille, mitä teet", sanoo Jaakko Kievari, joka viisi viime vuotta työskenteli Nokia Software & Services yksikössä.

Jussi Jalkanen, Ajattele. Optio, 17.9.09.

Guitar Hero goes cycling

There are times that even a open minded guy like me feels himself like old fart. There is a possibility that you've felt it already when you saw somebody playing Guitar Hero.You know the game, where a player is trying to press right buttons in right order based on music. -Despite of the fact that it's super popular it somehow reminds me of of late Spede Pasanen.
After seeing this video we can share the feeling of being old farts. Oh my what new-school keeps bringing to us; Bike Hero!

Minimalism in presentation

I have to admit that I love the minimalistic presentation of finnish people. The tendency is to keep it in mere minimum and the actual issue. When mediterrainean (or swedish) culture collides with ours, it's usually getting annoying to have conversations about the topic, just to spend some time around bending some facts.