About Me

Dr. Kimberly Dunwoody is a UX Information Architect and product leader revolutionizing HR technology. She designs scalable, human-centered solutions that bridge complex data systems with seamless employee experiences. Her HR Journey Intelligence Taxonomy maps the entire employee lifecycle, ensuring tools fit into the broader HR AI ecosystem. With an EdD focused on organizational change, Kimberly integrates emotional insights into her designs, creating empathetic platforms that empower leaders and employees alike.

User Experience (UX) design is thought by many to be a blend of art and  science. Often, designers in large enterprise organizations must find a  balance between these two disciplines within a business culture that  believes success must be quantifiably measurable. Much literature can be  found regarding successful application of Six Sigma metrics to UX  practices to make our work more understandable to our business partners.  After examination of the Six Sigma process, it is easy to see its  affinity to UX; for example, Six Sigma practitioners’ value of data  collection, analysis, and learning is very similar to the formative UX  design process. 

https://uxpamagazine.org/using-kano-across-enterprise-healthcare-ux/

As we move forward with these concepts across our organization, we  expect that our company’s products will advance in their UX maturity  and, consequently, pay down their debt. The calculator is a great tool  for modeling this CX/UX transition in a product and reinforcing a user-  and data-centric product culture.

https://uxpamagazine.org/ux-debt-in-the-enterprise/

To become customer centric, an organization must
1. Derive its goals from VOC data—listen
2. Communicate these goals broadly throughout the organization—learn
3. Help employees to achieve these goals—act
By  using this pattern for customer-centric organizational behavior change,  UX professionals can position themselves as customer-centric change  agents and create broader-based organizational support for their design  solutions

https://www.uxmatters.com/mt/archives/2014/10/a-pattern-for-user-centric-organizational-change.php

The results of this study suggest that employees may feel frustrated if  they do not have access to VOC data (listen), have a clear sense of the  firm’s customer-centric vision (learn), and engage in
training to learn how to apply customer-centric behaviors to their daily work (act). This
study suggests that emotions can play a significant role in customer-centric change and
calls for further research to construct support frameworks for customer-centric change
agents.

https://dspace2.creighton.edu/xmlui/handle/10504/47387?show=full