Design Critique Sessions

I once dreaded design reviews. Now, I use them as a tool. All of us go through this shift. Negative feedback, constructive or not, made me defensive. It felt like an insult. I took it personally and often went through the five stages of grief: 1. Denial "They must have misunderstood my design; there's no way it's actually that bad." 2. Anger "How dare they criticize my work like that? They don't understand my vision at all!" 3. Bargaining "Maybe if I just tweak this one part, they'll see how great the overall concept is." 4. Depression "I'm clearly not cut out for this; maybe I should just give up." 5. Acceptance "Okay, okay, I will make the changes; maybe it will make the design better." Knowing how to receive and act on feedback is part of a designer's job and is also what differentiates good and bad designers. It took me a while to understand that. Here are some tips that can help you: 1. Be open-minded. Embrace new perspectives, even challenging ones. Critique aims to improve your design, not undermine your skills. 2. Ask clarifying questions if unsure. Request specific examples or detail explanations. 3. Your work isn't you. Feeling attached to designs is natural. Remember, critique isn't personal. View your design objectively. 4. Resist arguing. Listen fully and thank them for their input. If you disagree, reflect and follow up later. After you get the feedback, don't address it right away. Give yourself time to reflect on what was discussed. As I like to tell all my mentees: "Don't implement the feedback blindly. Push it through your own point of view. Use it as a guide, not as a requirement. You are the designer."

🤦🏻 “How We Run Design Critiques at Figma” (https://lnkd.in/eERQmRnY), an honest case study by Noah Levin with helpful techniques and templates to run more effective design critiques ↓ 🚫 Most critiques are an avalanche of unstructured opinions. ✅ Good critiques are inspiring, and give you a plan of action. ✅ Critiques work best with 2–6 people in the room. ✅ Explain the problem before showing any work. ✅ Reiterate previous findings, decisions and research. ✅ Explain how far you are: 30%, 60% or 90% done. ✅ Explain what kind of feedback you are looking for. ✅ No Keynote/Powerpoint: Figma link + Observation mode. ✅ Assign a note-taker to capture key points (Google Doc). ✅ Show what you want to show: feedback is shaped by that. 🚀 Critique formats: 🎡 Round-the-room: everyone voices their feedback (2min / person). 🍿 Popcorn: freeform comments for flowing conversation. 🥁 Jams: for early explorations with brainstorms, group sketching. 🫱🏻🫲🏾 Pair design: for deep collaboration on a problem (small groups). 🤫 Silent critiques: for a large volume of written, structured feedback. 📋 Paper print-out: for complex flows and reviewing more at once. 📣 FYI critiques: for sharing context and invite feedback later. Design critiques are about applying critical thinking. It’s about how well a current iteration of design does what it’s trying to do. However, designers alone often don’t have the full picture. Don’t necessarily reserve critiques to design teams only: invite developers and stakeholders and PMs for early feedback. Don’t ask what people think — ask how well the design tackles a specific problem. And probably the most important thing is to enable a flowing conversations. Invite everyone to ask, to doubt, to scrutinize, but stay on point and gather structured feedback: that’s when good critiques emerge. Useful resources: Practical Design Critique Guide, by Darrin Henein https://lnkd.in/ey_cGKuc Mastering Design Critiques, by Jonny Czar https://lnkd.in/e_BYwNwf Anti-Behavior in Design Critiques, and How To Handle Them, by Ben Crothers https://lnkd.in/e4UrpsPs --- ⛵ Figma and Miro Templates Design Critique Meetings Guide (Figma), by Overflow https://lnkd.in/dE85MUAK Design Critique Template (Figma), by Janus Tiu https://lnkd.in/dCYp2MSY Design Critique Meeting (Figma), by Rodrigo Javier Peña https://lnkd.in/dP_8pCug Design Critique Playground Template (Miro), by Miroslava Jovicic https://lnkd.in/eryJShRd #ux #design

One of the most common questions I get asked, especially when I speak at tech events, is this: "How do I handle feedback and turn it into a tool for growth?" Feedback can feel tricky sometimes. I get it - you’re putting your work, your ideas, your skills out there, and then someone comes back and tells you it’s not quite right. It can sting, right? I’ve been there too. But here’s the thing - how you respond to feedback can either fuel your career growth or quietly hold you back. Let me explain. When you approach feedback with the wrong attitude, whether it’s defensiveness, dismissiveness, or even avoidance, you’re shutting the door to potential improvement. Imagine building a great product and ignoring feedback because, "It works fine for me!" It sounds ridiculous, but that’s exactly what a wrong attitude to feedback looks like. However, let me show you how I make feedback a tool for growth: 👉 I detach my ego from my work: I understand that sometimes comments on our work can get to us, but it’s a lot easier when I remind myself that my work or ideas are not me specifically. I consciously choose not to see feedback as an attack but as an opportunity to make my work better. 👉 I ask for clarification: Sometimes, people just want to talk or make vague comments, and I ensure that I filter things properly by asking the right questions. If the feedback isn’t clear, I ask for examples or specifics. I’ll say things like, “Can you show me what you mean?” or “What would you suggest as an improvement?” This helps me turn vague critiques into actionable insights. 👉 I create a feedback loop: After implementing feedback, I follow up by asking, “Does this solve the issue you pointed out?” This shows I’m proactive and allows me to openly communicate, making feedback even more effective. The right attitude to feedback can transform how you grow in your career. Use it as a tool to refine and elevate your work rather than something to fear. I hope this helps someone. See you in the future! Samuel Lasisi #linkedin #feedback #career #tech #uxdesign #uiuxdesign

Design reviews aren’t about proving your design is “right.” They’re about sparking the right conversations, surfacing blind spots, and aligning your work with both the business and the user. But here’s the thing: The quality of the questions you ask directly shapes the quality of the feedback you’ll receive. When you ask questions that seek approval, you invite surface-level reactions: “I don’t like that color.” “Can you move this button?” “It doesn’t feel right.” When you ask questions that seek perspective, you unlock insights that go much deeper: “Does this flow align with the goals we set?” “Which part of this journey feels riskiest for launch?” “What business constraints should we keep in mind?” That’s the shift: ❌ Approval → opinions ✅ Perspective → alignment, priorities, and actionable feedback Strong designers don’t just show screens. They guide the conversation by asking thoughtful, open questions that: Clarify the “why” behind feedback Dig into what truly matters for success Encourage stakeholders to connect feedback back to goals That’s how design reviews stop feeling like a defensive battle and start becoming a collaboration that moves everyone forward. Because when you stop asking “Do you like it?” and start asking “How does this support our goals?”you elevate both the conversation and the design.

The Power of Specific Feedback: How to Guide Your Team to Real Improvement I once skimmed a design document from a team member, AL, and instantly felt it missed the mark. Something was off—maybe the clarity, maybe the depth. “This needs improvement,” I said. AL revised it and brought it back. Still not quite right. “Try making it clearer,” I suggested. Another round of edits, another submission. Still, something felt off. Finally, AL looked at me, exasperated. “Joseph, what exactly should I improve?” That’s when it hit me—my feedback was useless. Vague advice like “make it better” is like telling an artist to “be more creative” without pointing out if they need sharper lines, richer colors, or a different perspective. It wastes time, drains energy, and leads to frustration. So, I sat down with AL and walked through specific gaps—unclear diagrams, weak logic, awkward phrasing. No vague suggestions, just clear, actionable direction. The result? The next draft was client-ready. But more than that, from then on, every report he submitted was sharper, clearer, and more effective. If you want real improvement from your team, don’t just say, “Do better.” Tell them how. Because no one can fix what they can’t see.

New case study out today about eval and AI optimization workflows with Cisco Duo Security, and this one's a bit different: A big part of their success involves Design. 👀 Most of the conversation about AI quality focuses on engineering. Duo deeply involves designers into AI quality work, alongside engineering and product. They shared what their process looks like, and why they do things this way. For the past year, the Duo AI Assistant team has been running what they call a "communal" quality practice. Every week, designers, PMs, data scientists, and engineers each review 15-20 real assistant conversations. They calibrate together on Fridays. They've turned cross-functional collaboration into cadence. What stood out to me: the Design team doesn't see this as a chore. They see it as part of their user research process. Jillian Haller, Design Manager: "This is the next best thing to a contextual inquiry... We're actually able to see how the interaction unfolds." A year in, the results speak for themselves: Duo is expanding their AI Assistant to global customers, their team and leadership have clear visibility into quality, and the team has built the operational muscle to keep improving week over week. Huge thanks to Brianna Penney, Jillian Haller, Laura Cole, and Shakeel Ahamed for sharing their story with us. They built this practice without a blueprint, and now it's become a model for other teams to learn from. We're proud Freeplay is the shared surface where their cross-functional team collaborates on AI quality. Full case study in the comments. 👇

Innovation doesn’t happen in isolation It happens when teams, disciplines and companies decide to build real relationships—the kind that push boundaries instead of protecting comfort zones That’s why the story of IDEA Design Mindset in Spain stands out A real reminder of the power of collaboration done right IDEA Design started as a product-development studio in Murcia with a clear aim: blend strategy, engineering and design into solutions that genuinely solve problems Their work now spans medical devices, industrial design, packaging, and technical product development What matters isn’t just the portfolio—it’s how they operate They partner deeply, stay close to customer challenges, and co-create instead of designing in a vacuum That relationship-first mindset is why their journey has been packed with global recognition: iF Design Awards in the Medicine/Health category New York Product Design Awards Red Dot and BIG SEE accolades across multiple years Awards don’t matter on their own What matters is why they’ve won them: because they build trust with clients, learn the nuances of the industries they serve, and create long-term engagement instead of transactional output In healthcare and medtech—where risk is high, timelines are tight, and user experience is mission-critical—this approach isn’t optional It’s the difference between shipping a product and shaping a market Their work with companies like INBENTUS Medical Technology, developing rugged field-ready ventilators, is the perfect example That type of device doesn’t happen without tight collaboration between designers, engineers, clinicians and manufacturers. It takes aligned teams, clear communication and shared accountability It’s a demonstration of how the right relationships multiply capability And that’s the point worth highlighting IDEA Design’s journey is proof that strong partnerships drive stronger outcomes. Looking ahead, their future will be shaped by the same principles that built their past: Deep collaboration with clients Cross-functional development A commitment to understanding needs before solving them Good People making a difference, sounds so simple But it's the simple things people miss, and that really make a difference!

Giving feedback is one of the most important jobs of a leader, but doing it in a way that’s both direct and constructive takes some finesse. It’s not just about telling the truth—it’s about doing so in a way that uplifts rather than discourages. Here are a few principles I’ve relied on that can help you give feedback that truly supports growth: ✅Start with care: People are more open to feedback when they know it’s coming from a place of genuine support. Show that you’re invested in their success. ✅Be specific and actionable: Vague feedback doesn’t help anyone. Focus on specific behaviors and offer concrete ways to improve. This helps the recipient know exactly what they can work on, instead of wondering if what you shared was actually feedback or not! ✅Stay future-focused: Feedback should always look forward. Instead of dwelling on past mistakes, keep the conversation centered on what the person can do to improve going forward. Think of it like driving a car: your windshield is bigger than your rearview mirror because there’s more opportunity ahead than behind. ✅Balance challenge with support: Feedback shouldn’t just point out areas for improvement—it should also highlight strengths and superpowers. Striking that balance helps people see what’s working while understanding where there’s room to grow. How do you ensure the feedback you give supports growth? #LeadershipDevelopment #FeedbackCulture #EffectiveCommunication

💡SQUACK Design Critique Framework It's nearly impossible to design a solid product in a vacuum—you always need feedback from others. Yet, giving and receiving feedback are often the most challenging parts of the design process. Without a clear framework, design review sessions can easily devolve into unproductive noise or, worse, feel like a lynching. SQUACK, proposed by UX coach Julie Jensen (https://lnkd.in/dCA8CTHc), is a structured framework that helps provide constructive and organized design feedback. Each letter represents a specific type of comment: 🟠 S (Suggestion) Personal ideas or preferences that may not be backed by data but offer alternative approaches. 🟠 Q (Question) Points of confusion or requests for clarification (e.g., "Why did you decide to use this component in the first place?"). 🟠 U (User Signal) Feedback grounded in data, user research, or real user behavior. It's objective feedback, not subjective opinions. 🟠 A (Accident) Minor mistakes like typos, alignment issues, or numerical errors can cause friction or misunderstanding. 🟠 C (Critical) Major concerns that present risks (business, usability, technical). These require further attention or redesign. 🟠 K (Kudos) Praise for successful elements or well-executed design choices. This is important for morale and motivation. ✅ Benefits of using SQUACK Design critique session participants can use initials (e.g., S, Q, C) to label their comments and even combine types (e.g., "Q+S") when providing feedback. This helps improve clarity & context and leads to better outcomes: ✔ Helps categorize feedback into distinct categories and separate subjective opinions from facts. ✔ Makes critique sessions more inclusive, especially for quieter participants. ✔ Encourages actionable and balanced feedback (not just what's wrong with design but also what's good about it). 🖼️ SQUACK example by Ya-Ching #UX #uxdesign #productdesign #design