This insight was added because several of the interviewees stated that, if the F50 companies decided all at once to hire a new designer for an executive position in their C-suite, they would have a very hard time because there were not enough qualified designers with the right experience in the market, that many of […]
Is it because they don’t have an engineering degree?
According to market data, engineering is the most common undergraduate degree of the F500 CEOs, and it has been for some time. Approximately one third of CEOs majored in engineering and only 11% graduated from business school. This might be another insight that impacts access to Designers to this selective group, a strong engineering, highly […]
Is it because they didn’t do an MBA?
We engaged with designers that did an MBA and asked them if they felt that it had the right return on investment, if it allowed them to evolve in their careers the way they somehow expected, planned. While all that did an MBA expressed that it was important, fundamental to their professional career, none of […]
6. Preparation – Designers don’t have the right education and training, skill set, mindset.
This insight describes an argument where designers don’t have the right education and training, skillset, mindset. While these elements are all different in nature – education what you get in school, training what you can get throughout your career, skillset embodies hard + soft skills and result from natural and apprehended means, and mindset which […]
5. Access – Designers are not selected for the job, not invited, not mentored and groomed for it.
This insight describes a context in which designers are not selected for the job, not invited, not mentored and groomed for it. While many designers cite this as a true insight impacting the reality described by the question we pose, this is seen by non-designers as a typical complaint of a group of people that […]
4. Desire – Designers don’t want/ aspire this role, stops them from crafting their practice.
This insight generally describes an argument where designers don’t want, don’t aspire this role, it comes with a number of unwanted responsibilities and impact in the personal life and ethos of a designer. Interestingly enough, what many non-designers described as a lack of desire for the role did not match the response from the senior/ […]
3. Effectiveness – This is not the best/ right place for designers to lead design, too many distractions.
This insight generally describes an argument that the C-level position is not the best place for designers to lead design, that there are too many matters and practices that impact design’s effectiveness in the company, too many so-called ‘distractions’. The term effectiveness was purposefully chosen instead of efficiency, following a classic definition the effectiveness is […]
2. Necessity – There is no need, design is already represented, these corporations are at the top of their game.
This insight generally describes a corporate context where there is no need for a designer in a C-suite position, design is already represented in some shape or form by one or more executives, these corporations are at the top of their game, so it is arguable that they don’t need a designer in this position. […]
1. Design CEO – There are not enough Design savvy CEO’s/ Executives that understand the value of Design.
So, why there aren’t more designers in the c-suite of large corporations?
How did you arrive to the list of insights?
Since the 1:1 interviews started with the broader question, we began collecting insights, and these started to populate a list that was clustered into several topics. For every 3 guests that mentioned the same insight, we created a shortlist which at a certain point had 3 main insights. As the conversations with guests proceeded, so […]