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Using games as a metaphor, this article combines personal insights and an analysis of studies to explore how values shape our approach to work, feedback, and collaboration, offering practical strategies to create a more cohesive and growth-focused team environment.

As a designer, my mind is constantly buzzing with ways to improve what’s around me. It’s rarely driven by spite, hate, or even disappointment — well, maybe a little disappointment sometimes, but it’s more about moving forward! At the core, it’s a deep sense of joy and hope for what things could become. My goal isn’t to tear anything down but to build things up, helping everyone and everything around me grow and improve.

There’s a feeling I chase, something almost magical, like the chills down my spine when I’m enveloped by the harmony of an orchestra. It’s in those rare moments when sounds, visuals, story, and themes blend so perfectly that the experience transcends all of its parts. This feeling is deeply ingrained in who I am and drives me, especially in my work as a designer.

One of the most vivid examples of this harmony for me is Super Mario Galaxy, a game that came out when I was 13 years old. Even today, I can still feel the excitement it sparked in me, an excitement that’s as much about the game itself as it is about the way it masterfully combined every element to create a seamless, joyful experience.

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If you watch the video above, you’ll get what I mean. Every detail in Super Mario Galaxy is designed to evoke a specific emotion. The hub world fosters a contemplative environment with its soothing music and subtle sound effects, and as Mario moves from one room to the next, the music shifts gradually, seamlessly transitioning into the next theme, preparing the player for what’s to come. Then, as you reach the level select screen, the excitement builds with music, animations, and visuals working together in a beautiful crescendo. Just as Mario touches the planet’s surface, the crescendo reaches its peak, perfectly timed with a specific beat. The designers, developers, musicians, and artists all working together toward a unified vision under thoughtful leadership.

For me, Super Mario Galaxy isn’t just a game; it’s a masterpiece of design, where every detail is meticulously crafted to evoke a sense of wonder and excitement. This level of coordination and attention to detail is something I strive to bring into my own work. It’s about creating experiences where every element serves a purpose, coming together to form something truly (pun intended) out of this world.

However, I’ve come to realize that this approach doesn’t translate to every situation — because not everyone wants to play the same game.

Just like how people enjoy different games, my effort to improve things can sometimes be misunderstood as taking things personally or even as an attack (from both sides). It’s been eye-opening to realize that, much like players with different tastes, some leaders may not see things the way I do — and that’s okay. I’ve learned to accept that my critique is subjective, even if it doesn’t always feel that way to me. What matters is that we all have our own perspectives, and this diversity of thought can still lead to growth and positive outcomes for everyone.

In this article, I explore how to balance critical thinking with constructive feedback and offer science-backed solutions for designers and leaders to create a more harmonious work environment.

1. The role of critical thinking

In exploring the relationship between personality and critical thinking, I came across an interesting study titled Exploration of the Relationship between Measures of Critical Thinking and Personality. It highlights a strong connection between personality types and critical thinking ability, particularly noting that intuitive introverts (Ah, of course, there’s that word again…) tend to score higher in critical thinking skills. The study found that individuals with an intuitive and thinking preference, as measured by the Myers-Briggs Type Indicator (MBTI), performed better on the Watson-Glaser Critical Thinking Appraisal, which evaluates skills like inference, deduction, and evaluation of arguments.

This suggests that those who favor introspection and deeper analysis excel in tasks requiring critical thinking, which reflects my own experience. While often seen as purely intellectual, critical thinking is heavily influenced by personality traits — especially intuition and reflection. As someone who thrives on reflection, I often approach problems in ways that don’t always align with more extroverted, action-driven methods.

The study goes beyond just identifying personality traits and critical thinking skills by also exploring how these traits impact problem-solving in real-world scenarios. It found that individuals with higher critical thinking scores tend to engage in more systematic, logical decision-making, often relying on structured analysis rather than emotional responses or quick judgments. Additionally, the research emphasizes that while intuitive and reflective individuals may excel in tasks requiring deep thinking, they can sometimes struggle in fast-paced environments where quick, decisive action is needed. The study also highlights that these traits can lead to a more cautious approach, which, though beneficial in avoiding errors, may sometimes be perceived as slow or indecisive in group dynamics. This reinforces the idea that balancing different personality traits within teams creates a more comprehensive approach to problem-solving, as each personality type brings its own strengths to the table.

2. How values shape our perceptions

At the core of how we approach problem-solving and collaboration in the workplace are our personal values, which act as guiding principles in our lives. According to Schwartz’s Theory of Basic Human Values, there are ten primary values that influence how we see the world and interact with others. Understanding these values is essential to navigating workplace dynamics, especially in fields like UI/UX design where feedback and collaboration are constant.

Here’s a breakdown of each value and how differing values can lead to various perceptions in the design process:

1. Benevolence — Concern for the welfare of others close to you.
   Example: A designer with a strong benevolence value may prioritize accessibility features in a design, ensuring users with disabilities have an optimal experience. If they’re working with a designer focused on achievement, the two may clash when discussing what’s most important — usability for all or meeting tight deadlines and business goals.
2. Universalism — Understand, tolerate, and protect people and nature. Example: A designer valuing universalism might argue for creating a product that is sustainable and eco-friendly, even if it’s not the cheapest option. This might conflict with a designer who values power, as they may focus more on market dominance or impressing high-level stakeholders with flashy designs, overlooking sustainability.
3. Self-Direction — Individuality in choosing, creating, and exploring. Example: A designer valuing self-direction might push for innovative, unconventional design solutions, emphasizing creative freedom. If paired with a designer who values conformity, the two might struggle to agree, as the latter would prioritize sticking to tried-and-tested UI/UX patterns that ensure consistency and user familiarity.
4. Achievement — Personal success through demonstrating competence.
   Example: A designer driven by achievement might focus heavily on creating a visually stunning interface that impresses both clients and users. However, if they work with a colleague who values benevolence, tension could arise if the emphasis on aesthetics compromises the usability or accessibility for certain user groups.
5. Stimulation — Excitement, novelty, and challenges found in life. Example: A designer motivated by stimulation might constantly seek out new tools or design trends, eager to experiment with cutting-edge technology. If they collaborate with a designer who values security, they might be at odds when one wants to experiment with an interface, while the other prefers sticking to safe, reliable design principles.
6. Hedonism — Pleasure and sensuous gratification for oneself.
   Example: A designer valuing hedonism might take great pride in creating beautiful, visually pleasing designs that offer a delightful user experience. In contrast, a designer focused on tradition might find these visually bold choices excessive, preferring simple, minimalist design patterns that are more familiar to users.
7. Security — Safety and stability in society, relationships, and self.
   Example: A security-driven designer might prefer designing in accordance with well-established UI patterns that ensure users know exactly what to expect and feel safe using the product. In contrast, a designer with a value of self-direction might feel stifled by this, wanting to push the boundaries of what’s possible in UI/UX.
8. Conformity — Restraint of actions likely to upset or harm others.
   Example: A designer valuing conformity may focus on maintaining brand consistency and following established guidelines to avoid confusing users. If working with a designer who values stimulation, they might push back against efforts to take risks or deviate from the norm in pursuit of something more exciting.
9. Tradition — Respect and commitment to cultural or societal customs.
   Example: A designer who values tradition might emphasize following design principles or cultural norms in UI/UX, ensuring the product feels familiar to users from certain regions or age groups. This might conflict with a designer who values universalism and wants to create a design that transcends norms, making it appealing to a global audience.
10. Power — Social status, prestige, and control over resources.
    Example: A designer driven by power may focus on creating a design that wins awards or garners the most attention, emphasizing sleek aesthetics that showcase their skill. This might clash with a designer who values universalism, as they’d prioritize inclusivity and ensuring the design serves a wide range of users, even if it’s less visually striking.

3. So… ok, what do we give feedback?

For Designers: As designers, crafting feedback that fosters growth is essential. It’s not about lowering your standards; it’s about maintaining them while helping others rise to meet the team’s shared goals. Working alongside peers with different experiences or perspectives can be challenging, but it’s an opportunity for mutual growth and improvement.

Lately, I’ve realized that “perfectionism” has started to feel empty. Everyone strives for their own version of perfection, so the word has lost its weight. Instead of chasing an unattainable ideal, the focus is on maintaining high standards and helping each other grow toward a better outcome.

Here are a few suggestions:

• Recognize Different Strengths: Every team member brings unique strengths — whether it’s creativity, efficiency, or attention to detail. Instead of focusing on differences in skill level, frame feedback to acknowledge those strengths while offering suggestions for improvement. It’s not about whose approach is “better,” but how each perspective contributes to a stronger final product.
• Find the Balance: You don’t have to compromise your values to provide constructive feedback. It’s about balancing the need to challenge peers with supporting their growth. Explain why certain decisions improve the design without making others feel like they’ve fallen short.
• Communicate Thoughtfully: Feedback is crucial, but how you deliver it matters. Focus on team improvement rather than individual shortcomings. Frame critiques in a way that acknowledges effort while offering suggestions, maintaining high standards without discouraging your peers. Balanced feedback encourages collaboration and growth.

For Leaders: As someone who has been on both sides of the feedback process, I know firsthand that leading teams require a delicate balance. The goal is to guide without discouraging and to help junior designers understand that reaching excellence takes time and effort.

• Create a Safe Feedback Culture: Leaders must build an environment where feedback is welcomed as a tool for growth. As a leader myself, I focused on cultivating actions that made designers feel supported while still driving them toward higher standards. This prevents disheartenment and fosters trust in the team.…Also, I strongly encourage anonymous feedback.
• Promote Open Dialogue and Empathy: Having given feedback countless times, I know the importance of delivering critiques with empathy. Saying something like, “This isn’t bad, but end users might be confused,” helps soften the message. Framing feedback in this way ensures that critiques are seen as opportunities to improve, rather than attacks on personal ability.
• Ensure Balance and Fairness: Providing balanced feedback to everyone, regardless of their experience level, is critical. Maintaining a mix of constructive criticism and praise ensures no one feels singled out. In my leadership roles, I’ve learned that consistent guidance is the key to keeping the team motivated and on track.

4. Would you kindly… see feedback as growth?

Much like in games, there’s no one “right” way to approach design and feedback. For me, Super Mario Galaxy resonates deeply because it reflects values I hold dear — harmony, creativity, and seamless user experience. Every element in that game serves a purpose, working together to create a cohesive and joyful whole, much like how I approach design: striving for balance and clarity.

But I’ve also come to understand that not everyone shares those same values. Some people are drawn to games like Dark Souls or Elden Ring, where the challenges are relentless, and the satisfaction comes from overcoming difficulty and complexity. For them, it’s not about harmony but perseverance, mastery, and pushing boundaries.

In the same way, our work as designers and leaders requires us to understand that different values — whether they lean toward harmony, mastery, creativity, or efficiency — are all valid. The key is finding balance. By recognizing and respecting these varied perspectives, we can offer feedback that fosters growth and builds stronger, more cohesive teams. Just as different strategies lead to success in gaming, embracing this diversity of thought in design makes the process richer, more dynamic, and ultimately more rewarding for everyone involved.

Anyways, I’d love to hear your thoughts. Thank you for reading all the way up to here. Please share, how do you balance critical thinking with constructive feedback in your work? Let’s discuss these challenges, or feel free to share your experiences in the comments below. Together, we can foster a culture where feedback is not only welcomed but valued as a key driver of our collective success. Also, shout out to the great design leaders that have guided, shared these insights with me, and made me push myself as both a designer and a person.

Games, design, and ourselves… please don’t take it the wrong way was originally published in UX Collective on Medium, where people are continuing the conversation by highlighting and responding to this story.