projekt202 is proud to welcome Danny Westheimer to the team as Vice President of Retail and Consumer Packaged Goods.
by Jenny Szakonyi
Sr. Recruiter, projekt202
When you think of how the generations have changed, we went from a very silent generation, to now a very open and “share everything” generation. So how do we determine the best candidates for our company?
Social media has opened up a whole new light to what we reveal in our personal and professional lives, but when is it too much?
This leads me to the topic of vulnerability. Is being vulnerable “being too open?” Or putting yourself out there “too much?” Let’s look at this in terms of the workplace.
Brene’ Brown’s article in Forbes -- “How Vulnerability Can Make Our Lives Better” -- talks about the challenges of measuring this vulnerability and the fears that people often face thinking about this in its true form. What’s more important, and why I write this article, is, what about vulnerability in our professional life? We may often hear things like, to be loved you must give love, or love with risk, or a great relationship comes from true vulnerability, but what about how it affects us at work? Is it a good idea to be vulnerable in the workplace and, if so, how much?
There are many myths about vulnerability that have been reported on this topic, such as vulnerability means weakness, vulnerability means to air all of our dirty laundry or being vulnerable means you get to opt out.
So let’s think about the real definition of this word. Vulnerability is showing up and being seen, and not fearing what the results will be or how others will respond. It doesn’t mean we hurt or offend others, but rather we have the courage to act, and we take risk by being true to ourselves and our own character.
Is this a good idea in the workplace?
As a corporate recruiter, one thing I have learned is to stop looking for the “perfect” candidate. When I first started my career as a recruiter, I was often told I would get “candidate crushes” as I talked them up to my hiring managers. I would reveal a long list of things that this candidate did or qualities they had in an effort to “sell” this candidate based on their credentials.
But as I grew into my role, I began to see that it was the imperfections, or the “vulnerability,” in the candidate that made them an even better consideration. It doesn’t mean I hire someone who has several flaws, but it means I am more interested in the candidate who isn’t afraid to share their challenges or their struggles, and how they overcame them.
We have to be willing to be vulnerable ourselves in order to get it on the receiving end. Here are some of the qualities that vulnerability births:
- Problem solving
- A sense of belonging
As hiring managers, if we aren’t vulnerable in our own approach, we won’t recruit candidates who are more likely to have these qualities. These are all qualities we want in our company from our top performers.
So how do we as recruiters and hiring managers find these people, and how do we as candidates ensure we’re being as vulnerable as we can in our interviewing process?
We have to be willing to take a risk and we have to be willing to fail. There is zero innovation without failure. Top performers in companies most often have stories of failures. Many of them had to struggle in order to get where they are. As a company, we want to allow “opportunity” for these failures in order to find the qualities that make top performers. We identify that these struggles and challenges often are talent that is transformed to becoming resilient, self-reliant, with great purpose, very driven, incredibly dedicated, and problem solvers.
Once we begin to weed through the “perfect” resumes, or perfect credentials, we no longer risk overlooking qualified candidates who are vulnerable enough to show their struggles and true selves. It doesn’t mean we look for people who often make mistakes and forget about the good folks; it just means we get “real” and look at who people are, and not only about what they’ve done.
A personal experience I’ll share about my own vulnerability was how I became a recruiter. I was working part-time in a completely different role and one day decided I wanted more hours. The budget wasn’t there and I didn’t have any experience in most of the other roles available, so I didn’t see much option. When I saw that our HR department needed assistance, I thought perhaps I could increase my hours by offering my time there. It took me a while to ask because I was actually afraid I’d get turned down. I feared, since I knew absolutely nothing about HR at the time, that I may fail at it. I wasn’t sure I should take the risk of putting myself out there.
Instead, I decided to be vulnerable and honest about what I wanted. I stepped out, showed up, and told it how it was: “I don’t know anything about HR yet or if I’ll be any good at it, but I’d love to have the additional hours to help the company more.” That opened up the opportunity to take on HR tasks. A year later, I moved into full-time recruiting.
Without stepping out there, I would not be doing what I am today. Without the company being willing to take a risk, I would not have had that opportunity.
So how vulnerable should we be in the workplace? There are boundaries and it isn’t necessary to be a victim, but we need to be vulnerable enough to allow our true character to shine. Vulnerability creates a natural desire for striving, but not for the purpose of perfectionism or for the sake of others, but for the sake of self-improvement.
We as both employers and employees have to figure out what’s keeping us out of the arena, what do we fear about it, and why do we fear it?
We are quick to critique others on their weaknesses, but the critic is usually the one who won’t step into the arena. As a vulnerable person, you must be “all in,” and you must embrace both victory and defeat. It’s the only thing I believe will promote the top performers we want in the workplace.
So, for every recruiter or hiring manager, open up the doors for vulnerability. For candidates looking for opportunity, be willing to reveal your greatest challenges and struggles, and step into the arena and be seen.
Some of projekt202's Thought Leaders -- representing key areas such as User Experience (UX) Design, Technology, and Experience Strategy, among many others -- broadcast their expertise in solving complex challenges facing today's businesses. Their presentations were recorded this week as part of projekt202's new Thought Leadership series. The videos showcase the experts behind projekt202's methodology and holistic approach to experience-driven application development.
Learn more about what we do at projekt202.
A key reason for projekt202's standing as a Top Place to Work is the recognition of our team members' strengths, talents and career interests.
Project Coordinator Carly Lord describes her career path and responsibilities at projekt202:
I started at projekt202 as the Dallas Office Manager. From there, I became involved in the Experience Strategy and Insight (ESI) practice by assisting in the creation and operation of our Usability Lab in Dallas.
Exposure to projects that came through the lab led me to recognize an opportunity within the Project Management practice. Leveraging my skill set and background, I was promoted to a Project Coordinator, where I have been busy every hour of every day since.
In any of the roles I've held at projekt202, I've worked very hard to be the person that people come to in order to solve miscellaneous problems. When you are mortar and not so much a brick, you end up with a wide range of responsibilities that puts you in the face of many diverse challenges.
To be successful, you have to be transparent, kind and proactive. If you do all those things, there is no such thing as a challenge.
projekt202 has invested in me with trainings, certification classes and mentorship opportunities. They have put their belief in me to be accountable for the success of a client's investment and satisfaction with their experience at projekt202. That kind of investment and confidence is something I'm grateful for every day.
Leverage your skills and talents as part of our team. See projekt202's opportunities in Seattle, Austin and Dallas.
"I have seen myself grow into a management position where I can mentor others."
If you're looking for a range of opportunities, you'll find them at projekt202, says Creative Director, UX Mike Townson:
Over the four years I have worked at projekt202, I've learned a lot, thanks to the ability to work on multiple client projects in many different industries. I have been involved in rigorous research activities and design sessions of complex software systems, educated Fortune 50 companies on the value of research and UX to get the job done right the first time, and worked alongside brilliant development teams, watching my designs come to fruition.
Along with all those opportunities, I have had the chance to move to another city and start a new life in a new office, yet with the same great company.
One of the things I have learned through my four-year career is that "you won't know the answer unless you ask" and "you can always learn something new."
Ready for something new? See our opportunities in Seattle, Austin and Dallas.
"I knew that moving to projekt202 was the right move for my career. What I didn't know at the time, though, was how impactful the job was going to be for me."
projekt202 has been a moving experience for Senior UX Designer Jerehmie Cannon.
Jerehmie headed in a new direction -- northwest, to be exact -- with the opening of projekt202's Seattle office in 2013.
"The relocation was great and everyone in the Seattle office -- four people at the time -- really went out of their way to make sure I was set up with everything I needed on a personal level," he said. "The move to Seattle was seamless and now I'm fortunate enough to learn how to grow a fledgling office."
On the professional level, too, Jerehmie said projekt202 has provided him with exciting new challenges and opportunities:
I've gone from being a Senior Designer with basic delivery responsibilities to completely owning projects from start to finish.
projekt202 is great about figuring out where people fit best. Our leadership has a knack for asking and inferring what each of us really want out of our careers. They foster an environment that is flexible enough to let us figure our own way.
I have been fortunate enough to work with huge clients, but the level of talent at projekt202 is so high that I'm constantly challenged to be a better designer, consultant and professional.
Ready to make the next move in your career? Find your opportunity to join us in Seattle, Austin or Dallas.
"I fully believe leaders aren't chosen -- they're made. projekt202 presents a lot of opportunities and you just have to be willing and persistent enough to go get them."
One of the many perks of working at projekt202 is the ongoing opportunity for advancement. Employees aren't boxed into specific roles; in fact, team members are encouraged to embrace their professional passions and think outside the box when it comes to their career paths and roles.
Senior UX Designer Lan Nguyen shared the career development opportunities she's found at projekt202:
When I started, I was told that I would be given a lot of autonomy, which still holds true today. I've been encouraged to take on more responsibility outside my job title.
projekt202 has been very encouraging for me. I am in two mentorship programs: one with projekt202 leadership and one with (Co-Founder and Chief Experience Officer) Peter Eckert, who works specifically with the UX team.
I've been able to grow very fast and far in the 15 months that I've been with the company. It's really all about what you want to do and the impact you'd like to make.
Do you have designs on a new career? See our current opportunities in Seattle, Austin and Dallas.
"Engagement. Opportunities. Advancement. Those are three motivational differences that set projekt202 apart."
These significant characteristics have made projekt202 the employer of choice for Solutions Architect Reggie Samuel and our team of talented, dedicated professionals. Reggie shared the ways that projekt202 stands out:
In my nearly three years with projekt202, I have experienced unique opportunities that have grown me professionally and personally. Beginning as a Senior Developer and having since been promoted to Architect, where I now manage a small group of Developers, I have had the opportunity to hone my communication skills and succinctly relate our vision to my team.
projekt202 has a well-laid-out roadmap for its employees to develop their skill sets and build knowledge for career advancement, be engaged in the work they perform, and receive incentives for outstanding employee performance.
Map out your career as part of the projekt202 team. See our current opportunities in Seattle, Austin and Dallas.
"projekt202’s emphasis on cross-functional teams really gives our employees a breadth of exposure to all of the roles necessary to create amazing software experiences ..."
At projekt202, we support career development among our diverse teams of professionals. Employees are actively encouraged to investigate and take on new responsibilities and roles that allow them to grow in their professions.
Program Manager Mike Mannis shares his perspective on his career path at projekt202:
I originally joined projekt202 as a Solutions Architect and led the development effort on multiple projects. Yet, over time, I was becoming disenchanted with the day-to-day intricacies of actual development. However, I was still interested in the software development process, especially the focus on research and design at projekt202.
When I spoke to my manager, he was very understanding and helped set me on a new career path, first in information architecture and analysis, and then in project management, expanding on my project experience from my architect role.
projekt202’s emphasis on cross-functional teams really gives our employees a breadth of exposure to all of the roles necessary to create amazing software experiences, which, in turn, makes career growth -- even in a totally different direction -- a natural effect of working here.
Ready to take your career to the next level? See current opportunities to join our team in Seattle, Austin or Dallas.
Fast-growing projekt202 has announced senior leadership promotions on its Austin team.
Co-Founder and Chief Experience Officer Peter Eckert will take on added responsibilities as projekt202 Ambassador, increasing his industry outreach to actively promote the company's programmatic, observation-based methodology. Peter will drive strategic guidance for clients and present his renowned, industry-defining insights on national and international tech stages.
Each of the five Dallas startups had two minutes to impress the crowd. The DCH improv troupe then piped in with its comedic take for a truly unique type of user experience.
Are ethics and creativity in conflict? What tensions exist between them and what responsibilities do they hold to one another?
By Kelly Moran
A set of studies recently came out concerning the ethical behavior of creative people. Coverage by The Harvard Business Review included the headline “Why Creative People Are More Likely to be Dishonest” and offered an unflattering assessment. Aside from granting creative personalities the asset of thinking outside the box, the article noted that such people “see creativity as rare and believe that they deserve a bigger box.”
What lies behind this issue? Is creative thinking with its inherent lack of boundaries always at risk of leading a person into unstable ethical ground?
Think about what it means to be creative.
A Google search of “signs you are a creative person” brings up enough questionable, occasionally insulting content to reinforce the notion that no one is quite sure what creativity actually is (Lifehack.com currently has two different lists and they include things like being “irresponsibly responsible” and an “inability to relate to others”). Dictionary.com plays it safe on creativity with “the ability to transcend traditional ideas, rules, patterns, relationships, or the like and to create meaningful new ideas, forms, methods, interpretations, etc.” Way to live your truth, Dictionary.com, with the “etc.” – as if one must be creative in order to complete the definition. Most can at least agree that at its heart creativity results in bringing new into being.
Think about what it means to be ethical.
The Internet Encyclopedia of Philosophy states that ethics involves “recommending concepts of right and wrong conduct.” These “concepts” tend to be agreed upon by a group, as opposed to being personally-held morals. They’re guidelines.
Ethics uphold traditional beliefs.
Creativity, however, tends to eschew the traditional in favor of the new. Creativity supports the innovative and celebrates disruption. Ethics leans toward the more established. Synonyms for ethics include convention and imperative. Synonyms for creative include visionary and inspired. Are they in perpetual conflict? Is there any meeting in the middle?
Rather than limit ourselves to what these terms mean I suggest we look at what they do: the intentions behind their appearance.
We are ethical not to lay down a lot of rules.
We are ethical to make the place we inhabit gentler, more considered or more thoughtful. An ethical standard makes our shared existence more beautiful. Kinder. In short, it makes the world a more tolerable place to live. A better place.
We are creative not to make a lot of stuff.
We are creative to create meaning. Create change. Create a difference. Create an impact. To make the world gentler, more considered or more thoughtful. More beautiful. Easier perhaps. Joyful even. Or we might just create to make the world a more tolerable place to live. But it will be better.
A meeting in the middle.
With this in mind, how now will you ensure an ethical application of creativity? There are numerous professional codes of conduct available for almost any craft you can name (yes, even for comic book writers. There are myriad codes, creeds, canons, guidelines, rules, principles and standards.
So I will leave you with just one piece of advice for dealing with the tension between creativity and ethics:
Do better. …
What do you think? Have you ever run into ethical quandaries while performing creative work?
Recently, I spoke on this topic with the Dallas chapter of CreativeMornings. You can watch the video here.
International Women's Day (IWD) on March 8 is a global observance celebrating the social, economic, cultural and political achievements of women. We've made great strides since the first IWD, but we also recognize there is still much progress to be made. That demonstrates another area in which projekt202 is leading by example within the tech industry.
According to a CNET article, the percentage of women working in technical roles at major tech companies was around 15 percent in 2015. At projekt202, however, we more than double that number, with women currently constituting 38 percent of our total workforce.
When it comes to leadership roles, the industry average for women is 22.5 percent; at projekt202, women fill more than a third of our managerial and leadership positions.
We support diversity and opportunity in the workplace. We are proud that projekt202 is a place where women can build their careers, chart their professional course and development, and be recognized as leaders in their craft, today and every day.
Join us and be an active part of our dynamic team. Check out our career opportunities in Seattle, Austin and Dallas.
Recent research from career platform Glassdoor found that more than half (57%) of people said benefits and perks are among their top considerations before accepting a job. At projekt202, we recognize and appreciate that our talented professionals have made us their employer of choice.
projekt202 offers great benefits such as:
- Nine paid holidays
- 18 days of paid time off (PTO) annually (after five years of service, you earn an additional five PTO days)
- A private “Mom’s Room” for nursing mothers
- Professional development and training opportunities
- Monthly face-to-face welcome luncheons for new employees with projekt202 Chairman and CEO David Lancashire and Chief Experience Officer Peter Eckert
- Casual dress
- Plenty of free food, drinks and refreshments
- Employee Referral Bonus Program
- New Business Referral Program
- Staff appreciation events, such as monthly birthday celebrations and holiday parties
- Opportunities to attend key professional tech conferences, such as Big Design, SXSW Interactive and the Front Porch Conference
As one of the fastest-growing, Top Places to Work, projekt202 is a great company to share your talents and hone your craft. We need leaders everywhere in our mission to make software make sense and improve the digital experiences that people are having in our ever-connected world.
If you’re passionate about what you do, we’d love to speak with you. Check out our career opportunities in Seattle, Austin and Dallas.
Aliza Gold, projekt202's Vice President of Experience Strategy and Insight, was recognized for her nomination to the 2016 Top Female Executive Awards.
Nominees were honored at an awards luncheon on March 2 in Addison.
The Top Female Executive Awards recognize women who conduct outstanding business and positively influence clients, employees and peers.