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How can you resolve conflicts with a team member over user experience?

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User experience (UX) is a crucial aspect of application development, as it determines how users interact with and perceive your product. However, UX design is not always a straightforward or objective process, and you may encounter conflicts with a team member over different opinions, preferences, or approaches. How can you resolve these conflicts in a constructive and respectful way? Here are some tips to help you.

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1 Identify the source of conflict

The first step to resolving a conflict is to understand what is causing it. Is it a matter of personal taste, professional standards, user feedback, or technical feasibility? Is it based on evidence, assumptions, or emotions? Is it a minor or a major issue? By identifying the source of conflict, you can clarify your own position and perspective, as well as acknowledge the other person's. This can help you avoid misunderstandings, biases, or defensiveness, and focus on the problem rather than the person.

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William Cole, MBA
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To provide a meaningful response, additional context is necessary. Are we discussing my own work, evaluating someone else's, or engaging in a design review? In my experience as a UX designer, I prioritize listening to feedback, asking clarifying questions, and understanding the audience. UX transcends specific situations, emphasizing the importance of discerning whether feedback stems from personal opinion or past experiences. Recognizing that valuable ideas can originate from anyone, I value open collaboration. If I hadn't conducted prior research, I would attentively consider feedback and suggestions. In instances of significant design divergence, proposing testing for each option could help identify the most beneficial design solution.

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2 Communicate effectively

The second step to resolving a conflict is to communicate effectively with your team member. This means listening actively, empathizing, asking questions, and expressing your thoughts and feelings in a clear and respectful way. Avoid blaming, criticizing, or dismissing the other person's views, and instead use "I" statements, such as "I feel", "I think", or "I prefer". Try to find common ground, such as shared goals, values, or interests, and acknowledge the positive aspects of the other person's work. Use a calm and polite tone, and avoid sarcasm, irony, or exaggeration.

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William Cole, MBA
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It is important that we are unselfishly designing for others, it’s not about us as individuals. In any situation, you shouldn’t attack someone for an opinion, it’s important that as a designer you test and evaluate. So that “I think” becomes, “I know” this is the appropriate solution.

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3 Seek feedback and input

The third step to resolving a conflict is to seek feedback and input from other sources, such as users, stakeholders, experts, or peers. This can help you gain a broader and more objective perspective on the UX issue, and validate or challenge your own assumptions and preferences. You can use various methods, such as surveys, interviews, tests, reviews, or analytics, to collect and analyze data on user behavior, satisfaction, and needs. You can also consult with other UX professionals, such as designers, researchers, or developers, to get their insights and advice.

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William Cole, MBA
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Test, test, test. This should happen at every stage of the process. Discovery through delivery needs research and analysis.

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4 Explore alternatives and compromises

The fourth step to resolving a conflict is to explore alternatives and compromises that can satisfy both parties and meet the UX objectives. This means being flexible, creative, and open-minded, and willing to give and take. You can brainstorm different ideas, solutions, or approaches, and evaluate them based on their pros and cons, feasibility, and impact. You can also try to combine or modify elements from each person's proposal, and create a hybrid or a new option. You can use prototypes, mockups, or sketches to visualize and test your alternatives and compromises.

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5 Agree on a solution and action plan

The fifth step to resolving a conflict is to agree on a solution and action plan that both parties can support and implement. This means reaching a consensus, or at least a compromise, that is based on evidence, logic, and mutual respect. You can use criteria, such as user needs, business goals, technical requirements, or best practices, to justify and explain your decision. You can also document your agreement and action plan, and specify the roles, responsibilities, and deadlines for each team member. You can also monitor and evaluate the results of your solution, and make adjustments if needed.

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6 Learn from the experience

The sixth and final step to resolving a conflict is to learn from the experience and improve your UX skills and teamwork. This means reflecting on what went well and what went wrong, and identifying the lessons and insights you gained. You can also give and receive feedback, praise, or recognition to your team member, and express your appreciation and gratitude for their collaboration. You can also celebrate your achievements, and share your findings and outcomes with other team members or stakeholders. By learning from the experience, you can enhance your UX knowledge, competence, and confidence, and strengthen your professional relationship with your team member.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you resolve conflicts with a team member over user experience?

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1 Identify the source of conflict

2 Communicate effectively

3 Seek feedback and input

4 Explore alternatives and compromises

5 Agree on a solution and action plan

6 Learn from the experience

7 Here’s what else to consider

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