Opportunities for AI in Accessibility

In reading Joe Dolson’s recent piece on the intersection of AI and accessibility, I absolutely appreciated the skepticism that he has for AI in general as well as for the ways that many have been using it. In fact, I’m very skeptical of AI myself, despite my role at Microsoft as an accessibility innovation strategist who helps run the AI for Accessibility grant program. As with any tool, AI can be used in very constructive, inclusive, and accessible ways; and it can also be used in destructive, exclusive, and harmful ones. And there are a ton of uses somewhere in the mediocre middle as well.

I’d like you to consider this a “yes… and” piece to complement Joe’s post. I’m not trying to refute any of what he’s saying but rather provide some visibility to projects and opportunities where AI can make meaningful differences for people with disabilities. To be clear, I’m not saying that there aren’t real risks or pressing issues with AI that need to be addressed—there are, and we’ve needed to address them, like, yesterday—but I want to take a little time to talk about what’s possible in hopes that we’ll get there one day.

Alternative text

Joe’s piece spends a lot of time talking about computer-vision models generating alternative text. He highlights a ton of valid issues with the current state of things. And while computer-vision models continue to improve in the quality and richness of detail in their descriptions, their results aren’t great. As he rightly points out, the current state of image analysis is pretty poor—especially for certain image types—in large part because current AI systems examine images in isolation rather than within the contexts that they’re in (which is a consequence of having separate “foundation” models for text analysis and image analysis). Today’s models aren’t trained to distinguish between images that are contextually relevant (that should probably have descriptions) and those that are purely decorative (which might not need a description) either. Still, I still think there’s potential in this space.

As Joe mentions, human-in-the-loop authoring of alt text should absolutely be a thing. And if AI can pop in to offer a starting point for alt text—even if that starting point might be a prompt saying What is this BS? That’s not right at all… Let me try to offer a starting point—I think that’s a win.

Taking things a step further, if we can specifically train a model to analyze image usage in context, it could help us more quickly identify which images are likely to be decorative and which ones likely require a description. That will help reinforce which contexts call for image descriptions and it’ll improve authors’ efficiency toward making their pages more accessible.

While complex images—like graphs and charts—are challenging to describe in any sort of succinct way (even for humans), the image example shared in the GPT4 announcement points to an interesting opportunity as well. Let’s suppose that you came across a chart whose description was simply the title of the chart and the kind of visualization it was, such as: Pie chart comparing smartphone usage to feature phone usage among US households making under $30,000 a year. (That would be a pretty awful alt text for a chart since that would tend to leave many questions about the data unanswered, but then again, let’s suppose that that was the description that was in place.) If your browser knew that that image was a pie chart (because an onboard model concluded this), imagine a world where users could ask questions like these about the graphic:

  • Do more people use smartphones or feature phones?
  • How many more?
  • Is there a group of people that don’t fall into either of these buckets?
  • How many is that?

Setting aside the realities of large language model (LLM) hallucinations—where a model just makes up plausible-sounding “facts”—for a moment, the opportunity to learn more about images and data in this way could be revolutionary for blind and low-vision folks as well as for people with various forms of color blindness, cognitive disabilities, and so on. It could also be useful in educational contexts to help people who can see these charts, as is, to understand the data in the charts.

Taking things a step further: What if you could ask your browser to simplify a complex chart? What if you could ask it to isolate a single line on a line graph? What if you could ask your browser to transpose the colors of the different lines to work better for form of color blindness you have? What if you could ask it to swap colors for patterns? Given these tools’ chat-based interfaces and our existing ability to manipulate images in today’s AI tools, that seems like a possibility.

Now imagine a purpose-built model that could extract the information from that chart and convert it to another format. For example, perhaps it could turn that pie chart (or better yet, a series of pie charts) into more accessible (and useful) formats, like spreadsheets. That would be amazing!

Matching algorithms

Safiya Umoja Noble absolutely hit the nail on the head when she titled her book Algorithms of Oppression. While her book was focused on the ways that search engines reinforce racism, I think that it’s equally true that all computer models have the potential to amplify conflict, bias, and intolerance. Whether it’s Twitter always showing you the latest tweet from a bored billionaire, YouTube sending us into a Q-hole, or Instagram warping our ideas of what natural bodies look like, we know that poorly authored and maintained algorithms are incredibly harmful. A lot of this stems from a lack of diversity among the people who shape and build them. When these platforms are built with inclusively baked in, however, there’s real potential for algorithm development to help people with disabilities.

Take Mentra, for example. They are an employment network for neurodivergent people. They use an algorithm to match job seekers with potential employers based on over 75 data points. On the job-seeker side of things, it considers each candidate’s strengths, their necessary and preferred workplace accommodations, environmental sensitivities, and so on. On the employer side, it considers each work environment, communication factors related to each job, and the like. As a company run by neurodivergent folks, Mentra made the decision to flip the script when it came to typical employment sites. They use their algorithm to propose available candidates to companies, who can then connect with job seekers that they are interested in; reducing the emotional and physical labor on the job-seeker side of things.

When more people with disabilities are involved in the creation of algorithms, that can reduce the chances that these algorithms will inflict harm on their communities. That’s why diverse teams are so important.

Imagine that a social media company’s recommendation engine was tuned to analyze who you’re following and if it was tuned to prioritize follow recommendations for people who talked about similar things but who were different in some key ways from your existing sphere of influence. For example, if you were to follow a bunch of nondisabled white male academics who talk about AI, it could suggest that you follow academics who are disabled or aren’t white or aren’t male who also talk about AI. If you took its recommendations, perhaps you’d get a more holistic and nuanced understanding of what’s happening in the AI field. These same systems should also use their understanding of biases about particular communities—including, for instance, the disability community—to make sure that they aren’t recommending any of their users follow accounts that perpetuate biases against (or, worse, spewing hate toward) those groups.

Other ways that AI can helps people with disabilities

If I weren’t trying to put this together between other tasks, I’m sure that I could go on and on, providing all kinds of examples of how AI could be used to help people with disabilities, but I’m going to make this last section into a bit of a lightning round. In no particular order:

  • Voice preservation. You may have seen the VALL-E paper or Apple’s Global Accessibility Awareness Day announcement or you may be familiar with the voice-preservation offerings from Microsoft, Acapela, or others. It’s possible to train an AI model to replicate your voice, which can be a tremendous boon for people who have ALS (Lou Gehrig’s disease) or motor-neuron disease or other medical conditions that can lead to an inability to talk. This is, of course, the same tech that can also be used to create audio deepfakes, so it’s something that we need to approach responsibly, but the tech has truly transformative potential.
  • Voice recognition. Researchers like those in the Speech Accessibility Project are paying people with disabilities for their help in collecting recordings of people with atypical speech. As I type, they are actively recruiting people with Parkinson’s and related conditions, and they have plans to expand this to other conditions as the project progresses. This research will result in more inclusive data sets that will let more people with disabilities use voice assistants, dictation software, and voice-response services as well as control their computers and other devices more easily, using only their voice.
  • Text transformation. The current generation of LLMs is quite capable of adjusting existing text content without injecting hallucinations. This is hugely empowering for people with cognitive disabilities who may benefit from text summaries or simplified versions of text or even text that’s prepped for Bionic Reading.

The importance of diverse teams and data

We need to recognize that our differences matter. Our lived experiences are influenced by the intersections of the identities that we exist in. These lived experiences—with all their complexities (and joys and pain)—are valuable inputs to the software, services, and societies that we shape. Our differences need to be represented in the data that we use to train new models, and the folks who contribute that valuable information need to be compensated for sharing it with us. Inclusive data sets yield more robust models that foster more equitable outcomes.

Want a model that doesn’t demean or patronize or objectify people with disabilities? Make sure that you have content about disabilities that’s authored by people with a range of disabilities, and make sure that that’s well represented in the training data.

Want a model that doesn’t use ableist language? You may be able to use existing data sets to build a filter that can intercept and remediate ableist language before it reaches readers. That being said, when it comes to sensitivity reading, AI models won’t be replacing human copy editors anytime soon. 

Want a coding copilot that gives you accessible recommendations from the jump? Train it on code that you know to be accessible.


I have no doubt that AI can and will harm people… today, tomorrow, and well into the future. But I also believe that we can acknowledge that and, with an eye towards accessibility (and, more broadly, inclusion), make thoughtful, considerate, and intentional changes in our approaches to AI that will reduce harm over time as well. Today, tomorrow, and well into the future.


Many thanks to Kartik Sawhney for helping me with the development of this piece, Ashley Bischoff for her invaluable editorial assistance, and, of course, Joe Dolson for the prompt.

The Wax and the Wane of the Web

I offer a single bit of advice to friends and family when they become new parents: When you start to think that you’ve got everything figured out, everything will change. Just as you start to get the hang of feedings, diapers, and regular naps, it’s time for solid food, potty training, and overnight sleeping. When you figure those out, it’s time for preschool and rare naps. The cycle goes on and on.

The same applies for those of us working in design and development these days. Having worked on the web for almost three decades at this point, I’ve seen the regular wax and wane of ideas, techniques, and technologies. Each time that we as developers and designers get into a regular rhythm, some new idea or technology comes along to shake things up and remake our world.

How we got here

I built my first website in the mid-’90s. Design and development on the web back then was a free-for-all, with few established norms. For any layout aside from a single column, we used table elements, often with empty cells containing a single pixel spacer GIF to add empty space. We styled text with numerous font tags, nesting the tags every time we wanted to vary the font style. And we had only three or four typefaces to choose from: Arial, Courier, or Times New Roman. When Verdana and Georgia came out in 1996, we rejoiced because our options had nearly doubled. The only safe colors to choose from were the 216 “web safe” colors known to work across platforms. The few interactive elements (like contact forms, guest books, and counters) were mostly powered by CGI scripts (predominantly written in Perl at the time). Achieving any kind of unique look involved a pile of hacks all the way down. Interaction was often limited to specific pages in a site.

The birth of web standards

At the turn of the century, a new cycle started. Crufty code littered with table layouts and font tags waned, and a push for web standards waxed. Newer technologies like CSS got more widespread adoption by browsers makers, developers, and designers. This shift toward standards didn’t happen accidentally or overnight. It took active engagement between the W3C and browser vendors and heavy evangelism from folks like the Web Standards Project to build standards. A List Apart and books like Designing with Web Standards by Jeffrey Zeldman played key roles in teaching developers and designers why standards are important, how to implement them, and how to sell them to their organizations. And approaches like progressive enhancement introduced the idea that content should be available for all browsers—with additional enhancements available for more advanced browsers. Meanwhile, sites like the CSS Zen Garden showcased just how powerful and versatile CSS can be when combined with a solid semantic HTML structure.

Server-side languages like PHP, Java, and .NET overtook Perl as the predominant back-end processors, and the cgi-bin was tossed in the trash bin. With these better server-side tools came the first era of web applications, starting with content-management systems (particularly in the blogging space with tools like Blogger, Grey Matter, Movable Type, and WordPress). In the mid-2000s, AJAX opened doors for asynchronous interaction between the front end and back end. Suddenly, pages could update their content without needing to reload. A crop of JavaScript frameworks like Prototype, YUI, and jQuery arose to help developers build more reliable client-side interaction across browsers that had wildly varying levels of standards support. Techniques like image replacement let crafty designers and developers display fonts of their choosing. And technologies like Flash made it possible to add animations, games, and even more interactivity.

These new technologies, standards, and techniques reinvigorated the industry in many ways. Web design flourished as designers and developers explored more diverse styles and layouts. But we still relied on tons of hacks. Early CSS was a huge improvement over table-based layouts when it came to basic layout and text styling, but its limitations at the time meant that designers and developers still relied heavily on images for complex shapes (such as rounded or angled corners) and tiled backgrounds for the appearance of full-length columns (among other hacks). Complicated layouts required all manner of nested floats or absolute positioning (or both). Flash and image replacement for custom fonts was a great start toward varying the typefaces from the big five, but both hacks introduced accessibility and performance problems. And JavaScript libraries made it easy for anyone to add a dash of interaction to pages, although at the cost of doubling or even quadrupling the download size of simple websites.

The web as software platform

The symbiosis between the front end and back end continued to improve, and that led to the current era of modern web applications. Between expanded server-side programming languages (which kept growing to include Ruby, Python, Go, and others) and newer front-end tools like React, Vue, and Angular, we could build fully capable software on the web. Alongside these tools came others, including collaborative version control, build automation, and shared package libraries. What was once primarily an environment for linked documents became a realm of infinite possibilities.

At the same time, mobile devices became more capable, and they gave us internet access in our pockets. Mobile apps and responsive design opened up opportunities for new interactions anywhere and any time.

This combination of capable mobile devices and powerful development tools contributed to the waxing of social media and other centralized tools for people to connect and consume. As it became easier and more common to connect with others directly on Twitter, Facebook, and even Slack, the desire for hosted personal sites waned. Social media offered connections on a global scale, with both the good and bad that that entails.

Want a much more extensive history of how we got here, with some other takes on ways that we can improve? Jeremy Keith wrote “Of Time and the Web.” Or check out the “Web Design History Timeline” at the Web Design Museum. Neal Agarwal also has a fun tour through “Internet Artifacts.”

Where we are now

In the last couple of years, it’s felt like we’ve begun to reach another major inflection point. As social-media platforms fracture and wane, there’s been a growing interest in owning our own content again. There are many different ways to make a website, from the tried-and-true classic of hosting plain HTML files to static site generators to content management systems of all flavors. The fracturing of social media also comes with a cost: we lose crucial infrastructure for discovery and connection. Webmentions, RSS, ActivityPub, and other tools of the IndieWeb can help with this, but they’re still relatively underimplemented and hard to use for the less nerdy. We can build amazing personal websites and add to them regularly, but without discovery and connection, it can sometimes feel like we may as well be shouting into the void.

Browser support for CSS, JavaScript, and other standards like web components has accelerated, especially through efforts like Interop. New technologies gain support across the board in a fraction of the time that they used to. I often learn about a new feature and check its browser support only to find that its coverage is already above 80 percent. Nowadays, the barrier to using newer techniques often isn’t browser support but simply the limits of how quickly designers and developers can learn what’s available and how to adopt it.

Today, with a few commands and a couple of lines of code, we can prototype almost any idea. All the tools that we now have available make it easier than ever to start something new. But the upfront cost that these frameworks may save in initial delivery eventually comes due as upgrading and maintaining them becomes a part of our technical debt.

If we rely on third-party frameworks, adopting new standards can sometimes take longer since we may have to wait for those frameworks to adopt those standards. These frameworks—which used to let us adopt new techniques sooner—have now become hindrances instead. These same frameworks often come with performance costs too, forcing users to wait for scripts to load before they can read or interact with pages. And when scripts fail (whether through poor code, network issues, or other environmental factors), there’s often no alternative, leaving users with blank or broken pages.

Where do we go from here?

Today’s hacks help to shape tomorrow’s standards. And there’s nothing inherently wrong with embracing hacks—for now—to move the present forward. Problems only arise when we’re unwilling to admit that they’re hacks or we hesitate to replace them. So what can we do to create the future we want for the web?

Build for the long haul. Optimize for performance, for accessibility, and for the user. Weigh the costs of those developer-friendly tools. They may make your job a little easier today, but how do they affect everything else? What’s the cost to users? To future developers? To standards adoption? Sometimes the convenience may be worth it. Sometimes it’s just a hack that you’ve grown accustomed to. And sometimes it’s holding you back from even better options.

Start from standards. Standards continue to evolve over time, but browsers have done a remarkably good job of continuing to support older standards. The same isn’t always true of third-party frameworks. Sites built with even the hackiest of HTML from the ’90s still work just fine today. The same can’t always be said of sites built with frameworks even after just a couple years.

Design with care. Whether your craft is code, pixels, or processes, consider the impacts of each decision. The convenience of many a modern tool comes at the cost of not always understanding the underlying decisions that have led to its design and not always considering the impact that those decisions can have. Rather than rushing headlong to “move fast and break things,” use the time saved by modern tools to consider more carefully and design with deliberation.

Always be learning. If you’re always learning, you’re also growing. Sometimes it may be hard to pinpoint what’s worth learning and what’s just today’s hack. You might end up focusing on something that won’t matter next year, even if you were to focus solely on learning standards. (Remember XHTML?) But constant learning opens up new connections in your brain, and the hacks that you learn one day may help to inform different experiments another day.

Play, experiment, and be weird! This web that we’ve built is the ultimate experiment. It’s the single largest human endeavor in history, and yet each of us can create our own pocket within it. Be courageous and try new things. Build a playground for ideas. Make goofy experiments in your own mad science lab. Start your own small business. There has never been a more empowering place to be creative, take risks, and explore what we’re capable of.

Share and amplify. As you experiment, play, and learn, share what’s worked for you. Write on your own website, post on whichever social media site you prefer, or shout it from a TikTok. Write something for A List Apart! But take the time to amplify others too: find new voices, learn from them, and share what they’ve taught you.

Go forth and make

As designers and developers for the web (and beyond), we’re responsible for building the future every day, whether that may take the shape of personal websites, social media tools used by billions, or anything in between. Let’s imbue our values into the things that we create, and let’s make the web a better place for everyone. Create that thing that only you are uniquely qualified to make. Then share it, make it better, make it again, or make something new. Learn. Make. Share. Grow. Rinse and repeat. Every time you think that you’ve mastered the web, everything will change.

To Ignite a Personalization Practice, Run this Prepersonalization Workshop

Picture this. You’ve joined a squad at your company that’s designing new product features with an emphasis on automation or AI. Or your company has just implemented a personalization engine. Either way, you’re designing with data. Now what? When it comes to designing for personalization, there are many cautionary tales, no overnight successes, and few guides for the perplexed. 

Between the fantasy of getting it right and the fear of it going wrong—like when we encounter “persofails” in the vein of a company repeatedly imploring everyday consumers to buy additional toilet seats—the personalization gap is real. It’s an especially confounding place to be a digital professional without a map, a compass, or a plan.

For those of you venturing into personalization, there’s no Lonely Planet and few tour guides because effective personalization is so specific to each organization’s talent, technology, and market position. 

But you can ensure that your team has packed its bags sensibly.

There’s a DIY formula to increase your chances for success. At minimum, you’ll defuse your boss’s irrational exuberance. Before the party you’ll need to effectively prepare.

We call it prepersonalization.

Behind the music

Consider Spotify’s DJ feature, which debuted this past year.

We’re used to seeing the polished final result of a personalization feature. Before the year-end award, the making-of backstory, or the behind-the-scenes victory lap, a personalized feature had to be conceived, budgeted, and prioritized. Before any personalization feature goes live in your product or service, it lives amid a backlog of worthy ideas for expressing customer experiences more dynamically.

So how do you know where to place your personalization bets? How do you design consistent interactions that won’t trip up users or—worse—breed mistrust? We’ve found that for many budgeted programs to justify their ongoing investments, they first needed one or more workshops to convene key stakeholders and internal customers of the technology. Make yours count.

​From Big Tech to fledgling startups, we’ve seen the same evolution up close with our clients. In our experiences with working on small and large personalization efforts, a program’s ultimate track record—and its ability to weather tough questions, work steadily toward shared answers, and organize its design and technology efforts—turns on how effectively these prepersonalization activities play out.

Time and again, we’ve seen effective workshops separate future success stories from unsuccessful efforts, saving countless time, resources, and collective well-being in the process.

A personalization practice involves a multiyear effort of testing and feature development. It’s not a switch-flip moment in your tech stack. It’s best managed as a backlog that often evolves through three steps: 

  1. customer experience optimization (CXO, also known as A/B testing or experimentation)
  2. always-on automations (whether rules-based or machine-generated)
  3. mature features or standalone product development (such as Spotify’s DJ experience)

This is why we created our progressive personalization framework and why we’re field-testing an accompanying deck of cards: we believe that there’s a base grammar, a set of “nouns and verbs” that your organization can use to design experiences that are customized, personalized, or automated. You won’t need these cards. But we strongly recommend that you create something similar, whether that might be digital or physical.

Set your kitchen timer

How long does it take to cook up a prepersonalization workshop? The surrounding assessment activities that we recommend including can (and often do) span weeks. For the core workshop, we recommend aiming for two to three days. Here’s a summary of our broader approach along with details on the essential first-day activities.

The full arc of the wider workshop is threefold:

  1. Kickstart: This sets the terms of engagement as you focus on the opportunity as well as the readiness and drive of your team and your leadership. .
  2. Plan your work: This is the heart of the card-based workshop activities where you specify a plan of attack and the scope of work.
  3. Work your plan: This phase is all about creating a competitive environment for team participants to individually pitch their own pilots that each contain a proof-of-concept project, its business case, and its operating model.

Give yourself at least a day, split into two large time blocks, to power through a concentrated version of those first two phases.

Kickstart: Whet your appetite

We call the first lesson the “landscape of connected experience.” It explores the personalization possibilities in your organization. A connected experience, in our parlance, is any UX requiring the orchestration of multiple systems of record on the backend. This could be a content-management system combined with a marketing-automation platform. It could be a digital-asset manager combined with a customer-data platform.

Spark conversation by naming consumer examples and business-to-business examples of connected experience interactions that you admire, find familiar, or even dislike. This should cover a representative range of personalization patterns, including automated app-based interactions (such as onboarding sequences or wizards), notifications, and recommenders. We have a catalog of these in the cards. Here’s a list of 142 different interactions to jog your thinking.

This is all about setting the table. What are the possible paths for the practice in your organization? If you want a broader view, here’s a long-form primer and a strategic framework.

Assess each example that you discuss for its complexity and the level of effort that you estimate that it would take for your team to deliver that feature (or something similar). In our cards, we divide connected experiences into five levels: functions, features, experiences, complete products, and portfolios. Size your own build here. This will help to focus the conversation on the merits of ongoing investment as well as the gap between what you deliver today and what you want to deliver in the future.

Next, have your team plot each idea on the following 2×2 grid, which lays out the four enduring arguments for a personalized experience. This is critical because it emphasizes how personalization can not only help your external customers but also affect your own ways of working. It’s also a reminder (which is why we used the word argument earlier) of the broader effort beyond these tactical interventions.

Each team member should vote on where they see your product or service putting its emphasis. Naturally, you can’t prioritize all of them. The intention here is to flesh out how different departments may view their own upsides to the effort, which can vary from one to the next. Documenting your desired outcomes lets you know how the team internally aligns across representatives from different departments or functional areas.

The third and final kickstart activity is about naming your personalization gap. Is your customer journey well documented? Will data and privacy compliance be too big of a challenge? Do you have content metadata needs that you have to address? (We’re pretty sure that you do: it’s just a matter of recognizing the relative size of that need and its remedy.) In our cards, we’ve noted a number of program risks, including common team dispositions. Our Detractor card, for example, lists six stakeholder behaviors that hinder progress.

Effectively collaborating and managing expectations is critical to your success. Consider the potential barriers to your future progress. Press the participants to name specific steps to overcome or mitigate those barriers in your organization. As studies have shown, personalization efforts face many common barriers.

At this point, you’ve hopefully discussed sample interactions, emphasized a key area of benefit, and flagged key gaps? Good—you’re ready to continue.

Hit that test kitchen

Next, let’s look at what you’ll need to bring your personalization recipes to life. Personalization engines, which are robust software suites for automating and expressing dynamic content, can intimidate new customers. Their capabilities are sweeping and powerful, and they present broad options for how your organization can conduct its activities. This presents the question: Where do you begin when you’re configuring a connected experience?

What’s important here is to avoid treating the installed software like it were a dream kitchen from some fantasy remodeling project (as one of our client executives memorably put it). These software engines are more like test kitchens where your team can begin devising, tasting, and refining the snacks and meals that will become a part of your personalization program’s regularly evolving menu.

The ultimate menu of the prioritized backlog will come together over the course of the workshop. And creating “dishes” is the way that you’ll have individual team stakeholders construct personalized interactions that serve their needs or the needs of others.

The dishes will come from recipes, and those recipes have set ingredients.

Verify your ingredients

Like a good product manager, you’ll make sure—andyou’ll validate with the right stakeholders present—that you have all the ingredients on hand to cook up your desired interaction (or that you can work out what needs to be added to your pantry). These ingredients include the audience that you’re targeting, content and design elements, the context for the interaction, and your measure for how it’ll come together. 

This isn’t just about discovering requirements. Documenting your personalizations as a series of if-then statements lets the team: 

  1. compare findings toward a unified approach for developing features, not unlike when artists paint with the same palette; 
  2. specify a consistent set of interactions that users find uniform or familiar; 
  3. and develop parity across performance measurements and key performance indicators too. 

This helps you streamline your designs and your technical efforts while you deliver a shared palette of core motifs of your personalized or automated experience.

Compose your recipe

What ingredients are important to you? Think of a who-what-when-why construct

  • Who are your key audience segments or groups?
  • What kind of content will you give them, in what design elements, and under what circumstances?
  • And for which business and user benefits?

We first developed these cards and card categories five years ago. We regularly play-test their fit with conference audiences and clients. And we still encounter new possibilities. But they all follow an underlying who-what-when-why logic.

Here are three examples for a subscription-based reading app, which you can generally follow along with right to left in the cards in the accompanying photo below. 

  1. Nurture personalization: When a guest or an unknown visitor interacts with  a product title, a banner or alert bar appears that makes it easier for them to encounter a related title they may want to read, saving them time.
  2. Welcome automation: When there’s a newly registered user, an email is generated to call out the breadth of the content catalog and to make them a happier subscriber.
  3. Winback automation: Before their subscription lapses or after a recent failed renewal, a user is sent an email that gives them a promotional offer to suggest that they reconsider renewing or to remind them to renew.

A useful preworkshop activity may be to think through a first draft of what these cards might be for your organization, although we’ve also found that this process sometimes flows best through cocreating the recipes themselves. Start with a set of blank cards, and begin labeling and grouping them through the design process, eventually distilling them to a refined subset of highly useful candidate cards.

You can think of the later stages of the workshop as moving from recipes toward a cookbook in focus—like a more nuanced customer-journey mapping. Individual “cooks” will pitch their recipes to the team, using a common jobs-to-be-done format so that measurability and results are baked in, and from there, the resulting collection will be prioritized for finished design and delivery to production.

Better kitchens require better architecture

Simplifying a customer experience is a complicated effort for those who are inside delivering it. Beware anyone who says otherwise. With that being said,  “Complicated problems can be hard to solve, but they are addressable with rules and recipes.”

When personalization becomes a laugh line, it’s because a team is overfitting: they aren’t designing with their best data. Like a sparse pantry, every organization has metadata debt to go along with its technical debt, and this creates a drag on personalization effectiveness. Your AI’s output quality, for example, is indeed limited by your IA. Spotify’s poster-child prowess today was unfathomable before they acquired a seemingly modest metadata startup that now powers its underlying information architecture.

You can definitely stand the heat…

Personalization technology opens a doorway into a confounding ocean of possible designs. Only a disciplined and highly collaborative approach will bring about the necessary focus and intention to succeed. So banish the dream kitchen. Instead, hit the test kitchen to save time, preserve job satisfaction and security, and safely dispense with the fanciful ideas that originate upstairs of the doers in your organization. There are meals to serve and mouths to feed.

This workshop framework gives you a fighting shot at lasting success as well as sound beginnings. Wiring up your information layer isn’t an overnight affair. But if you use the same cookbook and shared recipes, you’ll have solid footing for success. We designed these activities to make your organization’s needs concrete and clear, long before the hazards pile up.

While there are associated costs toward investing in this kind of technology and product design, your ability to size up and confront your unique situation and your digital capabilities is time well spent. Don’t squander it. The proof, as they say, is in the pudding.

User Research Is Storytelling

Ever since I was a boy, I’ve been fascinated with movies. I loved the characters and the excitement—but most of all the stories. I wanted to be an actor. And I believed that I’d get to do the things that Indiana Jones did and go on exciting adventures. I even dreamed up ideas for movies that my friends and I could make and star in. But they never went any further. I did, however, end up working in user experience (UX). Now, I realize that there’s an element of theater to UX—I hadn’t really considered it before, but user research is storytelling. And to get the most out of user research, you need to tell a good story where you bring stakeholders—the product team and decision makers—along and get them interested in learning more.

Think of your favorite movie. More than likely it follows a three-act structure that’s commonly seen in storytelling: the setup, the conflict, and the resolution. The first act shows what exists today, and it helps you get to know the characters and the challenges and problems that they face. Act two introduces the conflict, where the action is. Here, problems grow or get worse. And the third and final act is the resolution. This is where the issues are resolved and the characters learn and change. I believe that this structure is also a great way to think about user research, and I think that it can be especially helpful in explaining user research to others.

Use storytelling as a structure to do research

It’s sad to say, but many have come to see research as being expendable. If budgets or timelines are tight, research tends to be one of the first things to go. Instead of investing in research, some product managers rely on designers or—worse—their own opinion to make the “right” choices for users based on their experience or accepted best practices. That may get teams some of the way, but that approach can so easily miss out on solving users’ real problems. To remain user-centered, this is something we should avoid. User research elevates design. It keeps it on track, pointing to problems and opportunities. Being aware of the issues with your product and reacting to them can help you stay ahead of your competitors.

In the three-act structure, each act corresponds to a part of the process, and each part is critical to telling the whole story. Let’s look at the different acts and how they align with user research.

Act one: setup

The setup is all about understanding the background, and that’s where foundational research comes in. Foundational research (also called generative, discovery, or initial research) helps you understand users and identify their problems. You’re learning about what exists today, the challenges users have, and how the challenges affect them—just like in the movies. To do foundational research, you can conduct contextual inquiries or diary studies (or both!), which can help you start to identify problems as well as opportunities. It doesn’t need to be a huge investment in time or money.

Erika Hall writes about minimum viable ethnography, which can be as simple as spending 15 minutes with a user and asking them one thing: “‘Walk me through your day yesterday.’ That’s it. Present that one request. Shut up and listen to them for 15 minutes. Do your damndest to keep yourself and your interests out of it. Bam, you’re doing ethnography.” According to Hall, [This] will probably prove quite illuminating. In the highly unlikely case that you didn’t learn anything new or useful, carry on with enhanced confidence in your direction.”  

This makes total sense to me. And I love that this makes user research so accessible. You don’t need to prepare a lot of documentation; you can just recruit participants and do it! This can yield a wealth of information about your users, and it’ll help you better understand them and what’s going on in their lives. That’s really what act one is all about: understanding where users are coming from. 

Jared Spool talks about the importance of foundational research and how it should form the bulk of your research. If you can draw from any additional user data that you can get your hands on, such as surveys or analytics, that can supplement what you’ve heard in the foundational studies or even point to areas that need further investigation. Together, all this data paints a clearer picture of the state of things and all its shortcomings. And that’s the beginning of a compelling story. It’s the point in the plot where you realize that the main characters—or the users in this case—are facing challenges that they need to overcome. Like in the movies, this is where you start to build empathy for the characters and root for them to succeed. And hopefully stakeholders are now doing the same. Their sympathy may be with their business, which could be losing money because users can’t complete certain tasks. Or maybe they do empathize with users’ struggles. Either way, act one is your initial hook to get the stakeholders interested and invested.

Once stakeholders begin to understand the value of foundational research, that can open doors to more opportunities that involve users in the decision-making process. And that can guide product teams toward being more user-centered. This benefits everyone—users, the product, and stakeholders. It’s like winning an Oscar in movie terms—it often leads to your product being well received and successful. And this can be an incentive for stakeholders to repeat this process with other products. Storytelling is the key to this process, and knowing how to tell a good story is the only way to get stakeholders to really care about doing more research. 

This brings us to act two, where you iteratively evaluate a design or concept to see whether it addresses the issues.

Act two: conflict

Act two is all about digging deeper into the problems that you identified in act one. This usually involves directional research, such as usability tests, where you assess a potential solution (such as a design) to see whether it addresses the issues that you found. The issues could include unmet needs or problems with a flow or process that’s tripping users up. Like act two in a movie, more issues will crop up along the way. It’s here that you learn more about the characters as they grow and develop through this act. 

Usability tests should typically include around five participants according to Jakob Nielsen, who found that that number of users can usually identify most of the problems: “As you add more and more users, you learn less and less because you will keep seeing the same things again and again… After the fifth user, you are wasting your time by observing the same findings repeatedly but not learning much new.” 

There are parallels with storytelling here too; if you try to tell a story with too many characters, the plot may get lost. Having fewer participants means that each user’s struggles will be more memorable and easier to relay to other stakeholders when talking about the research. This can help convey the issues that need to be addressed while also highlighting the value of doing the research in the first place.

Researchers have run usability tests in person for decades, but you can also conduct usability tests remotely using tools like Microsoft Teams, Zoom, or other teleconferencing software. This approach has become increasingly popular since the beginning of the pandemic, and it works well. You can think of in-person usability tests like going to a play and remote sessions as more like watching a movie. There are advantages and disadvantages to each. In-person usability research is a much richer experience. Stakeholders can experience the sessions with other stakeholders. You also get real-time reactions—including surprise, agreement, disagreement, and discussions about what they’re seeing. Much like going to a play, where audiences get to take in the stage, the costumes, the lighting, and the actors’ interactions, in-person research lets you see users up close, including their body language, how they interact with the moderator, and how the scene is set up.

If in-person usability testing is like watching a play—staged and controlled—then conducting usability testing in the field is like immersive theater where any two sessions might be very different from one another. You can take usability testing into the field by creating a replica of the space where users interact with the product and then conduct your research there. Or you can go out to meet users at their location to do your research. With either option, you get to see how things work in context, things come up that wouldn’t have in a lab environment—and conversion can shift in entirely different directions. As researchers, you have less control over how these sessions go, but this can sometimes help you understand users even better. Meeting users where they are can provide clues to the external forces that could be affecting how they use your product. In-person usability tests provide another level of detail that’s often missing from remote usability tests. 

That’s not to say that the “movies”—remote sessions—aren’t a good option. Remote sessions can reach a wider audience. They allow a lot more stakeholders to be involved in the research and to see what’s going on. And they open the doors to a much wider geographical pool of users. But with any remote session there is the potential of time wasted if participants can’t log in or get their microphone working. 

The benefit of usability testing, whether remote or in person, is that you get to see real users interact with the designs in real time, and you can ask them questions to understand their thought processes and grasp of the solution. This can help you not only identify problems but also glean why they’re problems in the first place. Furthermore, you can test hypotheses and gauge whether your thinking is correct. By the end of the sessions, you’ll have a much clearer picture of how usable the designs are and whether they work for their intended purposes. Act two is the heart of the story—where the excitement is—but there can be surprises too. This is equally true of usability tests. Often, participants will say unexpected things, which change the way that you look at things—and these twists in the story can move things in new directions. 

Unfortunately, user research is sometimes seen as expendable. And too often usability testing is the only research process that some stakeholders think that they ever need. In fact, if the designs that you’re evaluating in the usability test aren’t grounded in a solid understanding of your users (foundational research), there’s not much to be gained by doing usability testing in the first place. That’s because you’re narrowing the focus of what you’re getting feedback on, without understanding the users’ needs. As a result, there’s no way of knowing whether the designs might solve a problem that users have. It’s only feedback on a particular design in the context of a usability test.  

On the other hand, if you only do foundational research, while you might have set out to solve the right problem, you won’t know whether the thing that you’re building will actually solve that. This illustrates the importance of doing both foundational and directional research. 

In act two, stakeholders will—hopefully—get to watch the story unfold in the user sessions, which creates the conflict and tension in the current design by surfacing their highs and lows. And in turn, this can help motivate stakeholders to address the issues that come up.

Act three: resolution

While the first two acts are about understanding the background and the tensions that can propel stakeholders into action, the third part is about resolving the problems from the first two acts. While it’s important to have an audience for the first two acts, it’s crucial that they stick around for the final act. That means the whole product team, including developers, UX practitioners, business analysts, delivery managers, product managers, and any other stakeholders that have a say in the next steps. It allows the whole team to hear users’ feedback together, ask questions, and discuss what’s possible within the project’s constraints. And it lets the UX research and design teams clarify, suggest alternatives, or give more context behind their decisions. So you can get everyone on the same page and get agreement on the way forward.

This act is mostly told in voiceover with some audience participation. The researcher is the narrator, who paints a picture of the issues and what the future of the product could look like given the things that the team has learned. They give the stakeholders their recommendations and their guidance on creating this vision.

Nancy Duarte in the Harvard Business Review offers an approach to structuring presentations that follow a persuasive story. “The most effective presenters use the same techniques as great storytellers: By reminding people of the status quo and then revealing the path to a better way, they set up a conflict that needs to be resolved,” writes Duarte. “That tension helps them persuade the audience to adopt a new mindset or behave differently.”

This type of structure aligns well with research results, and particularly results from usability tests. It provides evidence for “what is”—the problems that you’ve identified. And “what could be”—your recommendations on how to address them. And so on and so forth.

You can reinforce your recommendations with examples of things that competitors are doing that could address these issues or with examples where competitors are gaining an edge. Or they can be visual, like quick mockups of how a new design could look that solves a problem. These can help generate conversation and momentum. And this continues until the end of the session when you’ve wrapped everything up in the conclusion by summarizing the main issues and suggesting a way forward. This is the part where you reiterate the main themes or problems and what they mean for the product—the denouement of the story. This stage gives stakeholders the next steps and hopefully the momentum to take those steps!

While we are nearly at the end of this story, let’s reflect on the idea that user research is storytelling. All the elements of a good story are there in the three-act structure of user research: 

  • Act one: You meet the protagonists (the users) and the antagonists (the problems affecting users). This is the beginning of the plot. In act one, researchers might use methods including contextual inquiry, ethnography, diary studies, surveys, and analytics. The output of these methods can include personas, empathy maps, user journeys, and analytics dashboards.
  • Act two: Next, there’s character development. There’s conflict and tension as the protagonists encounter problems and challenges, which they must overcome. In act two, researchers might use methods including usability testing, competitive benchmarking, and heuristics evaluation. The output of these can include usability findings reports, UX strategy documents, usability guidelines, and best practices.
  • Act three: The protagonists triumph and you see what a better future looks like. In act three, researchers may use methods including presentation decks, storytelling, and digital media. The output of these can be: presentation decks, video clips, audio clips, and pictures. 

The researcher has multiple roles: they’re the storyteller, the director, and the producer. The participants have a small role, but they are significant characters (in the research). And the stakeholders are the audience. But the most important thing is to get the story right and to use storytelling to tell users’ stories through research. By the end, the stakeholders should walk away with a purpose and an eagerness to resolve the product’s ills. 

So the next time that you’re planning research with clients or you’re speaking to stakeholders about research that you’ve done, think about how you can weave in some storytelling. Ultimately, user research is a win-win for everyone, and you just need to get stakeholders interested in how the story ends.

From Beta to Bedrock: Build Products that Stick.

As a product builder over too many years to mention, I’ve lost count of the number of times I’ve seen promising ideas go from zero to hero in a few weeks, only to fizzle out within months.

Financial products, which is the field I work in, are no exception. With people’s real hard-earned money on the line, user expectations running high, and a crowded market, it’s tempting to throw as many features at the wall as possible and hope something sticks. But this approach is a recipe for disaster. Here’s why:

The pitfalls of feature-first development

When you start building a financial product from the ground up, or are migrating existing customer journeys from paper or telephony channels onto online banking or mobile apps, it’s easy to get caught up in the excitement of creating new features. You might think, “If I can just add one more thing that solves this particular user problem, they’ll love me!” But what happens when you inevitably hit a roadblock because the narcs (your security team!) don’t like it? When a hard-fought feature isn’t as popular as you thought, or it breaks due to unforeseen complexity?

This is where the concept of Minimum Viable Product (MVP) comes in. Jason Fried’s book Getting Real and his podcast Rework often touch on this idea, even if he doesn’t always call it that. An MVP is a product that provides just enough value to your users to keep them engaged, but not so much that it becomes overwhelming or difficult to maintain. It sounds like an easy concept but it requires a razor sharp eye, a ruthless edge and having the courage to stick by your opinion because it is easy to be seduced by “the Columbo Effect”… when there’s always “just one more thing…” that someone wants to add.

The problem with most finance apps, however, is that they often become a reflection of the internal politics of the business rather than an experience solely designed around the customer. This means that the focus is on delivering as many features and functionalities as possible to satisfy the needs and desires of competing internal departments, rather than providing a clear value proposition that is focused on what the people out there in the real world want. As a result, these products can very easily bloat to become a mixed bag of confusing, unrelated and ultimately unlovable customer experiences—a feature salad, you might say.

The importance of bedrock

So what’s a better approach? How can we build products that are stable, user-friendly, and—most importantly—stick?

That’s where the concept of “bedrock” comes in. Bedrock is the core element of your product that truly matters to users. It’s the fundamental building block that provides value and stays relevant over time.

In the world of retail banking, which is where I work, the bedrock has got to be in and around the regular servicing journeys. People open their current account once in a blue moon but they look at it every day. They sign up for a credit card every year or two, but they check their balance and pay their bill at least once a month.

Identifying the core tasks that people want to do and then relentlessly striving to make them easy to do, dependable, and trustworthy is where the gravy’s at.

But how do you get to bedrock? By focusing on the “MVP” approach, prioritizing simplicity, and iterating towards a clear value proposition. This means cutting out unnecessary features and focusing on delivering real value to your users.

It also means having some guts, because your colleagues might not always instantly share your vision to start with. And controversially, sometimes it can even mean making it clear to customers that you’re not going to come to their house and make their dinner. The occasional “opinionated user interface design” (i.e. clunky workaround for edge cases) might sometimes be what you need to use to test a concept or buy you space to work on something more important.

Practical strategies for building financial products that stick

So what are the key strategies I’ve learned from my own experience and research?

  1. Start with a clear “why”: What problem are you trying to solve? For whom? Make sure your mission is crystal clear before building anything. Make sure it aligns with your company’s objectives, too.
  2. Focus on a single, core feature and obsess on getting that right before moving on to something else: Resist the temptation to add too many features at once. Instead, choose one that delivers real value and iterate from there.
  3. Prioritize simplicity over complexity: Less is often more when it comes to financial products. Cut out unnecessary bells and whistles and keep the focus on what matters most.
  4. Embrace continuous iteration: Bedrock isn’t a fixed destination—it’s a dynamic process. Continuously gather user feedback, refine your product, and iterate towards that bedrock state.
  5. Stop, look and listen: Don’t just test your product as part of your delivery process—test it repeatedly in the field. Use it yourself. Run A/B tests. Gather user feedback. Talk to people who use it, and refine accordingly.

The bedrock paradox

There’s an interesting paradox at play here: building towards bedrock means sacrificing some short-term growth potential in favour of long-term stability. But the payoff is worth it—products built with a focus on bedrock will outlast and outperform their competitors, and deliver sustained value to users over time.

So, how do you start your journey towards bedrock? Take it one step at a time. Start by identifying those core elements that truly matter to your users. Focus on building and refining a single, powerful feature that delivers real value. And above all, test obsessively—for, in the words of Abraham Lincoln, Alan Kay, or Peter Drucker (whomever you believe!!), “The best way to predict the future is to create it.”

An Holistic Framework for Shared Design Leadership

Picture this: You’re in a meeting room at your tech company, and two people are having what looks like the same conversation about the same design problem. One is talking about whether the team has the right skills to tackle it. The other is diving deep into whether the solution actually solves the user’s problem. Same room, same problem, completely different lenses.

This is the beautiful, sometimes messy reality of having both a Design Manager and a Lead Designer on the same team. And if you’re wondering how to make this work without creating confusion, overlap, or the dreaded “too many cooks” scenario, you’re asking the right question.

The traditional answer has been to draw clean lines on an org chart. The Design Manager handles people, the Lead Designer handles craft. Problem solved, right? Except clean org charts are fantasy. In reality, both roles care deeply about team health, design quality, and shipping great work. 

The magic happens when you embrace the overlap instead of fighting it—when you start thinking of your design org as a design organism.

The Anatomy of a Healthy Design Team

Here’s what I’ve learned from years of being on both sides of this equation: think of your design team as a living organism. The Design Manager tends to the mind (the psychological safety, the career growth, the team dynamics). The Lead Designer tends to the body (the craft skills, the design standards, the hands-on work that ships to users).

But just like mind and body aren’t completely separate systems, so, too, do these roles overlap in important ways. You can’t have a healthy person without both working in harmony. The trick is knowing where those overlaps are and how to navigate them gracefully.

When we look at how healthy teams actually function, three critical systems emerge. Each requires both roles to work together, but with one taking primary responsibility for keeping that system strong.

The Nervous System: People & Psychology

Primary caretaker: Design Manager
Supporting role: Lead Designer

The nervous system is all about signals, feedback, and psychological safety. When this system is healthy, information flows freely, people feel safe to take risks, and the team can adapt quickly to new challenges.

The Design Manager is the primary caretaker here. They’re monitoring the team’s psychological pulse, ensuring feedback loops are healthy, and creating the conditions for people to grow. They’re hosting career conversations, managing workload, and making sure no one burns out.

But the Lead Designer plays a crucial supporting role. They’re providing sensory input about craft development needs, spotting when someone’s design skills are stagnating, and helping identify growth opportunities that the Design Manager might miss.

Design Manager tends to:

  • Career conversations and growth planning
  • Team psychological safety and dynamics
  • Workload management and resource allocation
  • Performance reviews and feedback systems
  • Creating learning opportunities

Lead Designer supports by:

  • Providing craft-specific feedback on team member development
  • Identifying design skill gaps and growth opportunities
  • Offering design mentorship and guidance
  • Signaling when team members are ready for more complex challenges

The Muscular System: Craft & Execution

Primary caretaker: Lead Designer
Supporting role: Design Manager

The muscular system is about strength, coordination, and skill development. When this system is healthy, the team can execute complex design work with precision, maintain consistent quality, and adapt their craft to new challenges.

The Lead Designer is the primary caretaker here. They’re setting design standards, providing craft coaching, and ensuring that shipping work meets the quality bar. They’re the ones who can tell you if a design decision is sound or if we’re solving the right problem.

But the Design Manager plays a crucial supporting role. They’re ensuring the team has the resources and support to do their best craft work, like proper nutrition and recovery time for an athlete.

Lead Designer tends to:

  • Definition of design standards and system usage
  • Feedback on what design work meets the standard
  • Experience direction for the product
  • Design decisions and product-wide alignment
  • Innovation and craft advancement

Design Manager supports by:

  • Ensuring design standards are understood and adopted across the team
  • Confirming experience direction is being followed
  • Supporting practices and systems that scale without bottlenecking
  • Facilitating design alignment across teams
  • Providing resources and removing obstacles to great craft work

The Circulatory System: Strategy & Flow

Shared caretakers: Both Design Manager and Lead Designer

The circulatory system is about how information, decisions, and energy flow through the team. When this system is healthy, strategic direction is clear, priorities are aligned, and the team can respond quickly to new opportunities or challenges.

This is where true partnership happens. Both roles are responsible for keeping the circulation strong, but they’re bringing different perspectives to the table.

Lead Designer contributes:

  • User needs are met by the product
  • Overall product quality and experience
  • Strategic design initiatives
  • Research-based user needs for each initiative

Design Manager contributes:

  • Communication to team and stakeholders
  • Stakeholder management and alignment
  • Cross-functional team accountability
  • Strategic business initiatives

Both collaborate on:

  • Co-creation of strategy with leadership
  • Team goals and prioritization approach
  • Organizational structure decisions
  • Success measures and frameworks

Keeping the Organism Healthy

The key to making this partnership sing is understanding that all three systems need to work together. A team with great craft skills but poor psychological safety will burn out. A team with great culture but weak craft execution will ship mediocre work. A team with both but poor strategic circulation will work hard on the wrong things.

Be Explicit About Which System You’re Tending

When you’re in a meeting about a design problem, it helps to acknowledge which system you’re primarily focused on. “I’m thinking about this from a team capacity perspective” (nervous system) or “I’m looking at this through the lens of user needs” (muscular system) gives everyone context for your input.

This isn’t about staying in your lane. It’s about being transparent as to which lens you’re using, so the other person knows how to best add their perspective.

Create Healthy Feedback Loops

The most successful partnerships I’ve seen establish clear feedback loops between the systems:

Nervous system signals to muscular system: “The team is struggling with confidence in their design skills” → Lead Designer provides more craft coaching and clearer standards.

Muscular system signals to nervous system: “The team’s craft skills are advancing faster than their project complexity” → Design Manager finds more challenging growth opportunities.

Both systems signal to circulatory system: “We’re seeing patterns in team health and craft development that suggest we need to adjust our strategic priorities.”

Handle Handoffs Gracefully

The most critical moments in this partnership are when something moves from one system to another. This might be when a design standard (muscular system) needs to be rolled out across the team (nervous system), or when a strategic initiative (circulatory system) needs specific craft execution (muscular system).

Make these transitions explicit. “I’ve defined the new component standards. Can you help me think through how to get the team up to speed?” or “We’ve agreed on this strategic direction. I’m going to focus on the specific user experience approach from here.”

Stay Curious, Not Territorial

The Design Manager who never thinks about craft, or the Lead Designer who never considers team dynamics, is like a doctor who only looks at one body system. Great design leadership requires both people to care about the whole organism, even when they’re not the primary caretaker.

This means asking questions rather than making assumptions. “What do you think about the team’s craft development in this area?” or “How do you see this impacting team morale and workload?” keeps both perspectives active in every decision.

When the Organism Gets Sick

Even with clear roles, this partnership can go sideways. Here are the most common failure modes I’ve seen:

System Isolation

The Design Manager focuses only on the nervous system and ignores craft development. The Lead Designer focuses only on the muscular system and ignores team dynamics. Both people retreat to their comfort zones and stop collaborating.

The symptoms: Team members get mixed messages, work quality suffers, morale drops.

The treatment: Reconnect around shared outcomes. What are you both trying to achieve? Usually it’s great design work that ships on time from a healthy team. Figure out how both systems serve that goal.

Poor Circulation

Strategic direction is unclear, priorities keep shifting, and neither role is taking responsibility for keeping information flowing.

The symptoms: Team members are confused about priorities, work gets duplicated or dropped, deadlines are missed.

The treatment: Explicitly assign responsibility for circulation. Who’s communicating what to whom? How often? What’s the feedback loop?

Autoimmune Response

One person feels threatened by the other’s expertise. The Design Manager thinks the Lead Designer is undermining their authority. The Lead Designer thinks the Design Manager doesn’t understand craft.

The symptoms: Defensive behavior, territorial disputes, team members caught in the middle.

The treatment: Remember that you’re both caretakers of the same organism. When one system fails, the whole team suffers. When both systems are healthy, the team thrives.

The Payoff

Yes, this model requires more communication. Yes, it requires both people to be secure enough to share responsibility for team health. But the payoff is worth it: better decisions, stronger teams, and design work that’s both excellent and sustainable.

When both roles are healthy and working well together, you get the best of both worlds: deep craft expertise and strong people leadership. When one person is out sick, on vacation, or overwhelmed, the other can help maintain the team’s health. When a decision requires both the people perspective and the craft perspective, you’ve got both right there in the room.

Most importantly, the framework scales. As your team grows, you can apply the same system thinking to new challenges. Need to launch a design system? Lead Designer tends to the muscular system (standards and implementation), Design Manager tends to the nervous system (team adoption and change management), and both tend to circulation (communication and stakeholder alignment).

The Bottom Line

The relationship between a Design Manager and Lead Designer isn’t about dividing territories. It’s about multiplying impact. When both roles understand they’re tending to different aspects of the same healthy organism, magic happens.

The mind and body work together. The team gets both the strategic thinking and the craft excellence they need. And most importantly, the work that ships to users benefits from both perspectives.

So the next time you’re in that meeting room, wondering why two people are talking about the same problem from different angles, remember: you’re watching shared leadership in action. And if it’s working well, both the mind and body of your design team are getting stronger.

Building a Business That Runs Without You

Building a Business That Runs Without You written by John Jantsch read more at Duct Tape Marketing

Listen to the full episode: Overview On this episode of the Duct Tape Marketing Podcast, John Jantsch interviews Dr. Sabrina Starling, founder of Tap the Potential, business growth expert, and creator of the Four Week Vacation™ model. Sabrina shares her hard-won lessons on succession planning, letting go, and building a company that can truly run […]

Building a Business That Runs Without You written by John Jantsch read more at Duct Tape Marketing

Listen to the full episode:

Sabrina StarlingOverview

On this episode of the Duct Tape Marketing Podcast, John Jantsch interviews Dr. Sabrina Starling, founder of Tap the Potential, business growth expert, and creator of the Four Week Vacation™ model. Sabrina shares her hard-won lessons on succession planning, letting go, and building a company that can truly run without you. After a personal tragedy forced her to step away for six weeks, she discovered the systems, mindsets, and leadership development needed to create a business that’s sustainable, profitable, and supports the lives of owners and teams alike. If you want your business to thrive—whether you’re present or not—this episode is packed with practical, people-focused advice.

About the Guest

Dr. Sabrina Starling is a business growth strategist, founder of Tap the Potential, and a sought-after coach, speaker, and author. Known for her expertise in people-focused systems and her signature Four Week Vacation™ approach, she helps entrepreneurs build companies that support—not consume—their lives. Sabrina’s work centers on leadership, succession planning, and sustainable, joyful business growth.

Actionable Insights

  • Mindset is 98% of the battle—most bottlenecks in business start with owners’ beliefs about what’s possible and what they “have” to do themselves.
  • Letting go can be forced by life—don’t wait for a crisis to test your business’s sustainability; plan, delegate, and build systems now.
  • True succession planning is about protecting your team and your business’s legacy, not just who “takes over” someday.
  • Simple, recurring reviews (every 1–2 years) are better than overwhelming, one-time estate planning attempts; aim for progress, not perfection.
  • Don’t assume family will want to take over—groom and empower team leaders and create buy-in/ownership options thoughtfully.
  • Delegation is a growth engine: Use the $10,000 Activity Chart to identify what only you should do and empower your team to take on the rest.
  • A Four Week Vacation is a test—and a tool—for building a business that lasts. Start with small steps, unplug for a day, then build up.
  • When you delegate, let your team own the outcome—don’t take the task back or undermine their growth.

Great Moments (with Timestamps)

  • 00:39 – The Real Bottleneck: Mindset, Not Systems
    Why “I can’t” thinking is the real block to business growth.
  • 02:57 – What Happens When You Truly Step Away?
    How a personal tragedy revealed the power of systems and team leadership.
  • 05:57 – Refocusing on Succession and Legacy
    The new lens of estate planning, sustainability, and impact after loss.
  • 09:12 – The Team-First Succession Model
    How to protect your people and business, even if family doesn’t want to take over.
  • 14:33 – Leadership Development, Not Just “Replacement”
    Why you must nurture leaders and build systems for a company to outlast its founder.
  • 17:59 – The Four Week Vacation as a Reality Test
    Why you should step away before you feel ready—and what it reveals about your business.
  • 18:39 – The $10,000 Activity Chart
    A practical tool for owners and leaders to delegate, focus, and grow.
  • 20:56 – Growth for A Players
    Why empowering your team to own projects is key to their growth and retention.

Insights

“Mindset is 98% of the issue—most bottlenecks start with owners’ beliefs, not their systems.”

“Succession planning is ultimately about protecting your people and your business’s ability to serve—not just who takes over.”

“Don’t wait for a crisis: test your systems and your team’s leadership now, not someday.”

“The Four Week Vacation is more than a dream—it’s a stress test for sustainability and a path to real freedom.”

“Empower your team, delegate for growth, and let go—your business (and your life) will thank you.”

 

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John Jantsch (00:01.304)

Hello and welcome to another episode of the Duct Tape Marketing Podcast. This is John Jance and my guest today is Dr. Sabrina Starling. She’s the founder of TAP, the potential of business growth and leadership development firms specializing in helping entrepreneurs build profitable, sustainable companies that support both their lives and the lives of their teams. Known for her work on the four week vacation model and her expertise in people-focused business systems, Dr. Sabrina is a sought after coach and speaker.

for owners ready to take their business to the next level without being the bottleneck. So Sabrina, welcome back to the show.

Dr. Sabrina Starling (00:36.692)

Thank you, John. I’m delighted to be here.

John Jantsch (00:39.392)

So you work, your work primarily centers around helping business owners get out of the weeds, struggle to let go, things of that nature. Do you find, you know, I know people probably come to you and say like, what’s the hack? What’s the system? What’s the process I need to put in place? Do you find the first thing is really a mindset issue?

Dr. Sabrina Starling (00:59.124)

Mindset is 98 % of the issue, if not 100 % of the issue. And I know for myself, there’s so many ways that I have over the years held myself back, held the company back, gotten in my own way, just from the statement of, I can’t do that. That runs through my head. You know, we hear wonderful advice and ideas and strategies on podcasts like Duck Tank Marketing. And then,

For whatever reason, we’ll say, well, I can’t. And I have learned that we can do incredible things that, and we really need to shift any statement that starts with I can’t, or I don’t know how, or I don’t have the resources to what can I, what resources do I need, what support do I need, where can I learn, and just start asking those open-ended questions to create possibilities.

John Jantsch (01:55.278)

Yeah, I know. You know, I’ve been doing this for a long time and I do know that, you know, one of the things that creeps up all the time for me even this is like, well, I could do it faster myself is one. The other one sometimes is, but that’s kind of where I get like my joy or happiness, you know, even if that’s like not where I need to be. Right. mean, so sometimes it’s, I mean,

Dr. Sabrina Starling (02:12.56)

yeah.

John Jantsch (02:19.906)

Do you ever have sessions where you’re like got the couch out and it’s like, let’s visit your childhood. Cause like, are, what are some of the reasons that these exist?

Dr. Sabrina Starling (02:28.276)

You know, I don’t find it very productive to go back to childhood just because we don’t have time in life to rehash and figure out where all these issues come from. What I have found is that when our back is up against the wall, we can do things we didn’t think were possible. And especially when we have these things in our businesses that we hang on to because they’re our fun.

John Jantsch (02:31.118)

Yeah, yeah, yeah, yeah.

John Jantsch (02:40.066)

That’s the doctor part though, right? So I just assumed.

Dr. Sabrina Starling (02:57.462)

our joy. So for me, that was a big example of that is the Profit by Design podcast. I love hosting the podcast. I love sharing and teaching. I love interviewing guests. And then in the summer of 2024, right before I was going to take a four week vacation, fully unplugged, it was the week that I was just wrapping things up.

My husband, Ned, passed away suddenly and unexpectedly. The trauma around that, can’t even, I don’t have enough background as a psychologist even to go into the level of what that did to me. All I was able to do is call one of my team members and say, don’t worry about the business. We’re going to figure it out, but I can’t be there right now. And

The beauty of that was that somebody in my family had already notified the business. So they already knew, thank goodness. And my team member said, Dr. Shabrita, don’t worry, we’ve got this. You just go do and take whatever time you need. I ended up being completely out of the business, fully out, like I couldn’t track anything for six weeks.

And that meant the podcast was just completely taken from me. And I was so relieved that it was. My team member, Melissa, stepped up and started leading the podcast. you know what? We had this whole transition plan in place where she was going to take it over and it was going to take a year and a half for us to get there. Well, this switch flipped overnight and she stepped up and took it.

And she’s done amazing things with it and our listenership has grown. We’re getting incredible feedback on it. And so, but in my head, back to the mindset issue, I had created like, this is going to be hard. And Melissa had created stuff in her head about the hosting the podcast and all the mental space that would be involved for her and why it would be hard. And all of a sudden we didn’t have an option. She just had to run with it.

Dr. Sabrina Starling (05:21.526)

and make it work.

John Jantsch (05:24.238)

Well, and I know that you have in some ways refocused your work a little bit on this idea of secession and sustainability. I think it was always about getting out of the weeds, but I think maybe it’s taken a new level of, of, of legacy and impact perhaps. and you, you, you did tell, you did share the story about your, your husband’s death off air. so again, I can’t imagine, but, talk a little bit about, you know,

Dr. Sabrina Starling (05:32.297)

Yes.

Dr. Sabrina Starling (05:36.649)

Absolutely.

John Jantsch (05:53.954)

that kind of refocus or shifted focus, I should say.

Dr. Sabrina Starling (05:57.633)

So the shift in focus that it created for me, he and I were in the midst of estate planning. Because we’re young, you don’t expect that life is going to end at this phase of, at this stage of life. And so we had postponed our estate planning for two years for various reasons. You know, we would get started and stop. No, one of the main reasons is not fun.

John Jantsch (06:12.163)

me.

John Jantsch (06:19.722)

It’s not very fun is one of the main reasons.

Dr. Sabrina Starling (06:24.842)

But one of the things that I became acutely aware of is one of the barriers for us is there were so many things that felt so complex and so many things to figure out. And so we kept postponing decisions, like we would kick that can down the road. And we’ll talk about that next month. We got too much going on this month to deal with this issue. And now that I’m on the other end of it, of feeling the pain of all of our decisions that we didn’t make,

John Jantsch (06:34.732)

Mm-hmm.

Dr. Sabrina Starling (06:54.384)

and living through it and all the complexity that has been created because we didn’t make these decisions. It’s made me highly aware of all the people in my life that I don’t want to put through that, including the business. And so I’ve really started looking at the business from the lens of if something happened to me today, what’s going to happen to the business and most importantly, what’s going to happen to my team members who put

everything they have into coming into work and serving our clients. I want them to know they still have a job, a paycheck, and that their opportunities continue to exist regardless of if I’m here or not. And because I know if they’re okay, they will take care of our clients. So I’m looking at it from the perspective of what do I need to put in place to make sure that my team is okay. And then I’m looking at it from the perspective of

You know, I don’t know what’s gonna happen 10 years from now, so I’m not doing my estate planning 10 years from now. I’m doing it based on here’s where we are right now. And if something were to happen to me this year or next year, and then I’ve got a reminder in my scheduling system every other year to prompt me to review my estate planning and the succession planning at Tap the Potential and update it. And that will be how I…

handle things just from a one to two year perspective rather than trying to figure it all out because that trying to figure it all out is too much. And I have a 19 year old and I have an 11 year old who neither of whom have any interest in owning tap the potential or running tap the potential. And so

What does that mean for my team and for the legacy that’s been created at Tap the Potential? Tap the Potential has been in existence for 20 years. We support business owners in taking their lives back from our business. We’re passionate about what we do. I don’t want that to stop if I stop for some reason, right? So how do I ensure that this operation can go on? Well, everything that I’ve been teaching

Dr. Sabrina Starling (09:12.449)

for how do you build a sustainable business that’s profitable and that can run without you applies when it comes to succession planning. Because we’re looking at how does the leadership team run the business so that my daughters could continue to own it. And we can create the opportunity for members of the team to purchase it down the road if they so chose. But even if they didn’t.

there could still be, it can still be owned by my daughters, but the business can continue to run with the leadership team and the systems that are in place.

John Jantsch (09:51.182)

I’m curious, this kind of launched you on a little bit of understanding more legal structures and financial structures and things that maybe somebody who does exit planning for a living would do?

Dr. Sabrina Starling (10:03.497)

Yes, so absolutely. It’s also led me to look at what is the most simple solution to put in place, because there’s a lot of legal complexity that could get added into this and financial complexity that a lot of small businesses just aren’t in a position to take advantage of and it wouldn’t serve them. really looking at, we know this business can run

with the leadership team running it. It has been, we have the processes, we have the systems. So what’s really the next level to get the business where if I’m gone and I’m completely out of the picture and a 19 year old and an 11 year old are owning this business, obviously with a trustee, somebody who is guiding them in the background, but ultimately they’re the owners.

What needs to happen? Well, the first thing that needs to happen is my daughters need to know the team at Tap the Potential, right? And my team needs to know them. They need to know my intent. All of that needs to be documented. The operating agreements need to be updated at Tap the Potential. That’s what my attorney is looking at right now as we speak. And so these are things that

John Jantsch (11:08.973)

Mm.

Dr. Sabrina Starling (11:29.335)

can be done in any small business from the perspective of, if you, John, you have family who want to be a part of duct tape marketing and continue that legacy, but not every small business owner has that. And so.

John Jantsch (11:44.974)

Yeah, but even even up, so I will say, you know, it was not anything intentional, anything planned. You know, she came back from backpacking, you know, after college and said, I need you, do you have like some work I could do? You know, that was literally, you know, how she got into business, you know, 15 years later, 13 years later, you know, she’s the CEO. But we have, I will say we have not been intentional. It’s been, hey, I know you, you know, me, we trust each other, we’ll make it work. And it has.

But I wouldn’t suggest that that’s probably the path for everyone, is it?

Dr. Sabrina Starling (12:16.535)

If it is an opportunity and a possibility, it’s a wonderful thing. But we have so many small business owners at Tap the Potential where the business owners come to us because they’re frazzled, they’re burnt out. We support them in getting that business profitable and it can run without them. And a lot of times they’ll say, now that it’s running so smoothly, I don’t really want to sell it. I’d like to own it. I like it again. It’s fun.

John Jantsch (12:29.388)

Right.

John Jantsch (12:39.918)

I like it again.

Dr. Sabrina Starling (12:45.585)

And so great. And really that’s where I am because when I came back, I thought, you know what, I can’t run a business. don’t want, I need to sell this. I need to get out because my head is just not here. Well, so first off, when you’re grieving, you don’t make any rash decisions. So fortunately I did not act on that. I just allowed that feeling to be there.

John Jantsch (12:54.208)

Mm-hmm. Mm.

Dr. Sabrina Starling (13:08.311)

And now that I’ve stepped back in and it’s, you we’re a little past a year out and I reflect on it, I’m looking at, okay, things are running really smoothly. I can do the parts that I love, which is coming on podcasts and the visibility sharing our message. And one of the things that we wanna be so intentional about it to have the potential is sharing our learning and the journey that we are on. So that’s why we’re talking in full transparency about this.

But I’ve seen so many business owners who have family members, adult children, who are maybe in the corporate world and they’re hoping to somehow lure those kids to coming in and taking a leadership role in the business. And for one reason or another, it rarely works out. The kids don’t have necessarily the same passion that we have, we who founded the business and started it.

John Jantsch (13:46.839)

Mm-hmm. Mm-hmm.

Dr. Sabrina Starling (14:04.428)

But there are people on our teams who have that passion, who own our immutable laws, who bought into our vision, who help us grow that vision. And it’s a very organic process. And so really looking at how do we take what’s already strong in the business and allow that to grow and not bottleneck it by saying, I want to continue to own it.

John Jantsch (14:08.364)

Yes.

Dr. Sabrina Starling (14:33.876)

and be in it, there’s a difference, then that’s transition that I’m in. Now I’m working about 10 hours a week at the most, a lot of weeks it’s less than that, and really looking at how do I serve the business, but most importantly making sure that anything that I’m doing can run, can continue without me. So the systems are there to make it happen.

John Jantsch (15:00.301)

So.

What I’m really hearing you say a lot of times too is you’re right a lot of times the dream is like, I want my kids to take it over. But you know, really what the typical business really just needs to start actually grooming that was probably not their best word, but grooming leadership folks almost from the beginning, right? I mean, start identifying them with the idea that that however many years from now, you you’re going to need leaders if you grow, but also that’s your best bet for transitioning.

Dr. Sabrina Starling (15:31.703)

Yes, and it may not be that the leaders buy the business. A lot of times we talk business owners off the ledge. We just had a conversation in one of our small groups this past week where a business owner wanted to give ownership percentage to a member of the leadership team to kind of create a safety net there that that person is going to then take over the business and become a co-owner.

John Jantsch (15:54.646)

Mm-hmm.

Dr. Sabrina Starling (16:00.183)

A lot of times we’ve seen that go awry over the years too. And so what we have to remember is that we, the business owners have put a lot of blood, sweat and tears into building these companies. And if we give someone ownership percentage and yes, they may be an incredible leader in the company and they may be doing, you know, they may have great strategic vision and being a huge support. But if we’re going to just give the ownership

what are we really doing to that A player? So right, one of the things psychologically that we have to be mindful of is that A players are intrinsically motivated. We show up, we work hard because it matters to us to do a good job. And so when we start giving bonuses or incentives financially to reward an A player who works hard, that takes away that intrinsic motivation. It can interfere.

John Jantsch (16:57.39)

Hmm.

Dr. Sabrina Starling (16:58.432)

with it. And so I’m not saying don’t ever give ownership percentage to leadership team. That’s not where I’m saying I’m saying be very thoughtful and make sure there is a clear plan and way that that is going to be done. And I would really encourage looking at creating the possibility for people on the leadership team to buy into the business over time, just like you want to buy stock on the stock market into another company, create

those opportunities versus just here you go because you’ve been a wonderful team member.

John Jantsch (17:32.238)

Yeah. Yeah. Yeah. So in, in light of everything you’ve shared today, the four week vacation almost, almost feels trite. You know, because I mean, it’s like, I’m sure people that are hearing their story are like, I need to take a four week vacation. Cause who knows what’s going to happen tomorrow. Right. And I know that’s something you’re known for. In a way.

Dr. Sabrina Starling (17:40.376)

you

Dr. Sabrina Starling (17:52.76)

Right.

John Jantsch (17:59.576)

Do you find that sometimes people are like, okay, yeah, that’s the goal. That’s the goal. I’m to get myself there. But you kind of explain something where maybe just do it and like rip the bandaid off. Do it even if you don’t feel ready and see what happens.

Dr. Sabrina Starling (18:13.941)

Yes, so do it and be planful. Like the worst way to do this is, know, sudden and unexpected. When we support business owners in getting to the point where the business can run four weeks without you, we say start small, start with the baby steps. So it’s not overwhelming because none of us can talk ourselves into just saying, okay, team, I’m going to be gone for four weeks. Good luck. We’re never going to do that.

John Jantsch (18:36.472)

Yeah. Yeah.

Dr. Sabrina Starling (18:39.767)

But if we look at what’s the longest we’ve been able to be away from the business fully unplugged and increase that. So if the longest is four hours, because let’s face it, some business owners are tied to their phone constantly feeling like they have to respond to everything. So maybe you take a full day off where you are fully unplugged and really look at what is going to fall through the cracks and

what can be delegated, what can come off my plate. We use a tool called the chart of $10,000 an hour activities. And it is an incredible delegation tool. And it really comes at things from the perspective that we’re spending the majority of our time on things that give us very little personal satisfaction and can be competently handled by another person. The statistic is that we spend 44 % of our time.

on activities that offer us little to no personal satisfaction and can be competently handled by another person. And so we want to start moving in the direction where most of our time is focused on these $10,000 an hour activities. We are doing a $10,000 an hour activity when we are working from our strengths, making everything else easier or unnecessary for ourselves or others.

That definition means that every person on the team can be doing $10,000 an hour activity. And the beauty in that is that as we start delegating and taking things off our plate, we will have leadership team members who become overwhelmed and start to burn out because everything we’re putting on them, they’re kind of just like, I can’t breathe.

John Jantsch (20:25.601)

Yes, right.

Dr. Sabrina Starling (20:28.355)

So guess what? They have to learn how to delegate too. And they pull out their chart of $10,000 an hour activities and look at what’s the highest and most valuable use of their time around the sweet spot and what drives the profit in the business and start delegating down. This, when we’re delegating down in that way, what we’re doing is we’re creating a business that is highly desirable for A players to work in because A players want one thing.

John Jantsch (20:52.621)

Mm-hmm.

Dr. Sabrina Starling (20:56.309)

opportunities for growth. Not necessarily advancement, opportunities for growth. And so when we hold on, like when I held on to the podcast hosting, I thought I was just doing it to keep my team member from being overwhelmed. She jumped in and she grew and she is so proud of what she has done with the podcast. Now I just come on, I’m kind of like a guest on my own podcast and we banter back and forth, but she’s grown.

and she owns it and she feels proud and that’s the rule of thumb around delegating is once you’ve delegated it and the person has handled it you don’t take it back because when you take it back what you’re saying is I don’t think you’re that competent like yeah you handled it in a few weeks but you can’t handle it long term and so this this chart of ten thousand dollar an hour activities you can download it at tapthepotential.com forward slash

John Jantsch (21:39.638)

Yeah, you failed, right. Right. Yeah, right.

Dr. Sabrina Starling (21:54.426)

10K. That is the baby step forward to really thinking about how do I get this business where it can run without me and it can live beyond me.

John Jantsch (22:07.522)

That’s the perfect segue because I was going to say, what’s the one simple thing you just gave it to us? It’s tapthepotential.com slash 10 K. So, Sabrina, I appreciate you stopping by, the duct tape marketing podcast. think you’d invite people to find out more at tap the potential anywhere else you want to invite people to connect with you.

Dr. Sabrina Starling (22:11.065)

You

Dr. Sabrina Starling (22:24.971)

If you love podcasts, check out the Profit by Design podcast.

John Jantsch (22:28.366)

Well, again, it was great seeing you. Hopefully we’ll run into you one of these days soon out there on the road.

Dr. Sabrina Starling (22:34.862)

Yes, thank you, John.

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Alien: Earth – Lily Newmark on the Nibs Moment She’s Been Waiting Her Whole Life For

Ever since Ian Holm’s Ash oozed milky white blood all over the floor of the USCSS Nostromo, androids have been an integral part of the Alien franchise. Now FX’s Alien: Earth, the first TV series in the hallowed IP, has upped the ante in a major way. The eight-episode Noah Hawley-created project features three distinct […]

The post Alien: Earth – Lily Newmark on the Nibs Moment She’s Been Waiting Her Whole Life For appeared first on Den of Geek.

This article contains spoilers for Gen V season 2 episodes 1-3.

After something of an extended hiatus, Gen V is back for season 2. Hoping to tide fans of The Boys over until its fifth and final season, while also expanding the Vought lore ahead of Vought Rising, Prime Video’s X-rated answer to the X-Men is back in bloody style. Featuring a first episode dedicated to the memory of Chance Perdomo, a three-episode drop of Gen V season 2 brings back the rest of the old guard and some potentially dangerous new foes.

While Gen V season 1 followed the vengeful Indira Shetty (Shelley Conn), trying to eradicate supes from the face of the Earth with her experiments in “the Woods,” season 2 introduces a very different kind of Dean to Godolkin University. Midnight Mass’ Hamish Linklater enters the fray as the mysterious Cipher. Similar to the likes of Antony Starr’s Homelander and Aya Cash’s Stormfront, Cipher sees supes as a master race, while referring to Erin Moriarty’s Starlight as a “race traitor.” This becomes evident in his “Hero Optimization Seminar” where he forces students to unleash their full potential or be tossed aside. 

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Still, three episodes into Gen V, and apart from a reveal that Dean Cipher loves chicken and peanut butter smoothies, we’re no closer to figuring out his backstory or his real name. Aside from the confirmation he was there while Marie Moreau (Jaz Sinclair) and co. were imprisoned at the Elmira Center, his motives remain unclear. In terms of Cipher’s powers, one popular Reddit theory from long before the season released reiterated how names of supes in The Boys typically relate to their powers. 

As “cipher” translates as a code, the OP suggested that he can code his DNA to the powers of another supe, meaning he’s able to replicate their powers. The Boys already included the Shapeshifter who went physically undercover as Starlight, but the idea of being able to copy another supes’ powers is an interesting one. Elsewhere in the thread, someone pointed to a moment in the trailer where a shocked Marie sees a goat explode into a bloody mess while looking like Cipher could’ve caused it.

An altogether more underwhelming reveal would be that Cipher has some sort of durable skin akin to X-Men’s Colossus. Alongside a line in his seminar where he said the class is necessary because “not all of us are bulletproof,” the first episode features Cipher appearing to stab a knife into his hand without reacting. Whether able to mimic powers, boasting bulletproof skin, or being immune to pain, it’s clear Cipher isn’t scared of much. Whatever abilities it’s hiding, it might be tied to Cate (Maddie Phillips) finding his secret vault in episode 3. Note how the incoming God U overseer was quick to divert her attention away from it, suggesting it either holds the key to his power or a possibly kryptonite.

Elsewhere, others are convinced Cipher is a resurrected Thomas Godolkin. The first episode opened with a flashback to 1967, where the God U founder warned a team of scientists that Compound V wasn’t ready. A seemingly dying Godolkin hasn’t been seen since, but as we’ve learned too many times before, that doesn’t mean much in The Boys. The Godolkin theory would also lead into episode 3’s big reveal that Cipher was the one who delivered Marie and his ties to the restarted Project Odessa. Someone on X gushed, “He’s the original godolkin guy, somehow switching bodies or just changing his appearance,” while another added, “Calling it, the dean is the Liberty-Stormfront situation all over again Cipher is Thomas Godolkin.” Even though he could be using an alias, this theory might’ve already been debunked thanks to Marie’s aunt referring to Cipher as “Doctor Gould.” 

The final option loops back to the Godolkin idea, but merely pitches Cipher as another member of the family. While it’s admittedly strange that it doesn’t seem that Cipher has aged since the photo of him holding Marie as a baby, one solid Reddit theory claims that Cipher is the son of Thomas Godolkin. The Redditor pitched the idea that Cipher’s power is the ability to “decipher” any problem that runs with the “final solution” idea of supes/Nazis. Finally, him getting Compound V from his father would fit the Gen V theme of inheriting powers. 

Whatever is going on with Cipher, he has that same unnerving temperament as Homelander. If anything, he could be even more terrifying as he seemingly has no fear of Homelander. Considering Homelander might be the first success story of Project Odessa, and Marie another win, the idea that Cipher turns ‘supes into soldiers’ means he could be crucial in helping raise Homelander’s supposed super army as we head into The Boys’ endgame.

The first three episodes of Gen V season 2 are available to stream on Prime Video now. New episodes premiere Wednesdays, culminating with the finale on October 22, 2025.

The post Gen V Season 2 Teases a Wild Dean Cipher Twist appeared first on Den of Geek.

One Battle After Another Review: Leonardo DiCaprio Lights Political Fire

There is a school of thought that views the whole of human existence, from the cave dwellers who discovered fire to the skyscraper and smartphone-designers of today, as an expansive cycle of guys trying to impress gals. There’s plenty of reason to be dubious about this broad generalization, not least of all because it removes […]

The post One Battle After Another Review: Leonardo DiCaprio Lights Political Fire appeared first on Den of Geek.

This article contains spoilers for Gen V season 2 episodes 1-3.

After something of an extended hiatus, Gen V is back for season 2. Hoping to tide fans of The Boys over until its fifth and final season, while also expanding the Vought lore ahead of Vought Rising, Prime Video’s X-rated answer to the X-Men is back in bloody style. Featuring a first episode dedicated to the memory of Chance Perdomo, a three-episode drop of Gen V season 2 brings back the rest of the old guard and some potentially dangerous new foes.

While Gen V season 1 followed the vengeful Indira Shetty (Shelley Conn), trying to eradicate supes from the face of the Earth with her experiments in “the Woods,” season 2 introduces a very different kind of Dean to Godolkin University. Midnight Mass’ Hamish Linklater enters the fray as the mysterious Cipher. Similar to the likes of Antony Starr’s Homelander and Aya Cash’s Stormfront, Cipher sees supes as a master race, while referring to Erin Moriarty’s Starlight as a “race traitor.” This becomes evident in his “Hero Optimization Seminar” where he forces students to unleash their full potential or be tossed aside. 

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cnx({
playerId: “106e33c0-3911-473c-b599-b1426db57530”,

}).render(“0270c398a82f44f49c23c16122516796”);
});

Still, three episodes into Gen V, and apart from a reveal that Dean Cipher loves chicken and peanut butter smoothies, we’re no closer to figuring out his backstory or his real name. Aside from the confirmation he was there while Marie Moreau (Jaz Sinclair) and co. were imprisoned at the Elmira Center, his motives remain unclear. In terms of Cipher’s powers, one popular Reddit theory from long before the season released reiterated how names of supes in The Boys typically relate to their powers. 

As “cipher” translates as a code, the OP suggested that he can code his DNA to the powers of another supe, meaning he’s able to replicate their powers. The Boys already included the Shapeshifter who went physically undercover as Starlight, but the idea of being able to copy another supes’ powers is an interesting one. Elsewhere in the thread, someone pointed to a moment in the trailer where a shocked Marie sees a goat explode into a bloody mess while looking like Cipher could’ve caused it.

An altogether more underwhelming reveal would be that Cipher has some sort of durable skin akin to X-Men’s Colossus. Alongside a line in his seminar where he said the class is necessary because “not all of us are bulletproof,” the first episode features Cipher appearing to stab a knife into his hand without reacting. Whether able to mimic powers, boasting bulletproof skin, or being immune to pain, it’s clear Cipher isn’t scared of much. Whatever abilities it’s hiding, it might be tied to Cate (Maddie Phillips) finding his secret vault in episode 3. Note how the incoming God U overseer was quick to divert her attention away from it, suggesting it either holds the key to his power or a possibly kryptonite.

Elsewhere, others are convinced Cipher is a resurrected Thomas Godolkin. The first episode opened with a flashback to 1967, where the God U founder warned a team of scientists that Compound V wasn’t ready. A seemingly dying Godolkin hasn’t been seen since, but as we’ve learned too many times before, that doesn’t mean much in The Boys. The Godolkin theory would also lead into episode 3’s big reveal that Cipher was the one who delivered Marie and his ties to the restarted Project Odessa. Someone on X gushed, “He’s the original godolkin guy, somehow switching bodies or just changing his appearance,” while another added, “Calling it, the dean is the Liberty-Stormfront situation all over again Cipher is Thomas Godolkin.” Even though he could be using an alias, this theory might’ve already been debunked thanks to Marie’s aunt referring to Cipher as “Doctor Gould.” 

The final option loops back to the Godolkin idea, but merely pitches Cipher as another member of the family. While it’s admittedly strange that it doesn’t seem that Cipher has aged since the photo of him holding Marie as a baby, one solid Reddit theory claims that Cipher is the son of Thomas Godolkin. The Redditor pitched the idea that Cipher’s power is the ability to “decipher” any problem that runs with the “final solution” idea of supes/Nazis. Finally, him getting Compound V from his father would fit the Gen V theme of inheriting powers. 

Whatever is going on with Cipher, he has that same unnerving temperament as Homelander. If anything, he could be even more terrifying as he seemingly has no fear of Homelander. Considering Homelander might be the first success story of Project Odessa, and Marie another win, the idea that Cipher turns ‘supes into soldiers’ means he could be crucial in helping raise Homelander’s supposed super army as we head into The Boys’ endgame.

The first three episodes of Gen V season 2 are available to stream on Prime Video now. New episodes premiere Wednesdays, culminating with the finale on October 22, 2025.

The post Gen V Season 2 Teases a Wild Dean Cipher Twist appeared first on Den of Geek.

Alien: Earth Has a Villain More Dangerous Than Michael Fassbender’s David

This article contains spoilers for Alien: Earth episode 7. The first season of Alien: Earth is chest-bursting its way toward an action-packed finale, and as the various synthetics, cyborgs, humans, and androids fight over the scraps of the USCSS Maginot creatures, the long-awaited Alien TV series has made it clear the Xeonomorph is far from […]

The post Alien: Earth Has a Villain More Dangerous Than Michael Fassbender’s David appeared first on Den of Geek.

This article contains spoilers for Gen V season 2 episodes 1-3.

After something of an extended hiatus, Gen V is back for season 2. Hoping to tide fans of The Boys over until its fifth and final season, while also expanding the Vought lore ahead of Vought Rising, Prime Video’s X-rated answer to the X-Men is back in bloody style. Featuring a first episode dedicated to the memory of Chance Perdomo, a three-episode drop of Gen V season 2 brings back the rest of the old guard and some potentially dangerous new foes.

While Gen V season 1 followed the vengeful Indira Shetty (Shelley Conn), trying to eradicate supes from the face of the Earth with her experiments in “the Woods,” season 2 introduces a very different kind of Dean to Godolkin University. Midnight Mass’ Hamish Linklater enters the fray as the mysterious Cipher. Similar to the likes of Antony Starr’s Homelander and Aya Cash’s Stormfront, Cipher sees supes as a master race, while referring to Erin Moriarty’s Starlight as a “race traitor.” This becomes evident in his “Hero Optimization Seminar” where he forces students to unleash their full potential or be tossed aside. 

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Still, three episodes into Gen V, and apart from a reveal that Dean Cipher loves chicken and peanut butter smoothies, we’re no closer to figuring out his backstory or his real name. Aside from the confirmation he was there while Marie Moreau (Jaz Sinclair) and co. were imprisoned at the Elmira Center, his motives remain unclear. In terms of Cipher’s powers, one popular Reddit theory from long before the season released reiterated how names of supes in The Boys typically relate to their powers. 

As “cipher” translates as a code, the OP suggested that he can code his DNA to the powers of another supe, meaning he’s able to replicate their powers. The Boys already included the Shapeshifter who went physically undercover as Starlight, but the idea of being able to copy another supes’ powers is an interesting one. Elsewhere in the thread, someone pointed to a moment in the trailer where a shocked Marie sees a goat explode into a bloody mess while looking like Cipher could’ve caused it.

An altogether more underwhelming reveal would be that Cipher has some sort of durable skin akin to X-Men’s Colossus. Alongside a line in his seminar where he said the class is necessary because “not all of us are bulletproof,” the first episode features Cipher appearing to stab a knife into his hand without reacting. Whether able to mimic powers, boasting bulletproof skin, or being immune to pain, it’s clear Cipher isn’t scared of much. Whatever abilities it’s hiding, it might be tied to Cate (Maddie Phillips) finding his secret vault in episode 3. Note how the incoming God U overseer was quick to divert her attention away from it, suggesting it either holds the key to his power or a possibly kryptonite.

Elsewhere, others are convinced Cipher is a resurrected Thomas Godolkin. The first episode opened with a flashback to 1967, where the God U founder warned a team of scientists that Compound V wasn’t ready. A seemingly dying Godolkin hasn’t been seen since, but as we’ve learned too many times before, that doesn’t mean much in The Boys. The Godolkin theory would also lead into episode 3’s big reveal that Cipher was the one who delivered Marie and his ties to the restarted Project Odessa. Someone on X gushed, “He’s the original godolkin guy, somehow switching bodies or just changing his appearance,” while another added, “Calling it, the dean is the Liberty-Stormfront situation all over again Cipher is Thomas Godolkin.” Even though he could be using an alias, this theory might’ve already been debunked thanks to Marie’s aunt referring to Cipher as “Doctor Gould.” 

The final option loops back to the Godolkin idea, but merely pitches Cipher as another member of the family. While it’s admittedly strange that it doesn’t seem that Cipher has aged since the photo of him holding Marie as a baby, one solid Reddit theory claims that Cipher is the son of Thomas Godolkin. The Redditor pitched the idea that Cipher’s power is the ability to “decipher” any problem that runs with the “final solution” idea of supes/Nazis. Finally, him getting Compound V from his father would fit the Gen V theme of inheriting powers. 

Whatever is going on with Cipher, he has that same unnerving temperament as Homelander. If anything, he could be even more terrifying as he seemingly has no fear of Homelander. Considering Homelander might be the first success story of Project Odessa, and Marie another win, the idea that Cipher turns ‘supes into soldiers’ means he could be crucial in helping raise Homelander’s supposed super army as we head into The Boys’ endgame.

The first three episodes of Gen V season 2 are available to stream on Prime Video now. New episodes premiere Wednesdays, culminating with the finale on October 22, 2025.

The post Gen V Season 2 Teases a Wild Dean Cipher Twist appeared first on Den of Geek.