LEADERSHIP PHILOSOPHY

My leadership philosophy centers around enablement over enforcement, fostering autonomy over micromanagement, and building bridges rather than exerting control. I aim to cultivate a team environment that encourages collaboration, supports growth, and drives meaningful results.

A Bridge-Builder Mentality

Leadership is less about directing and creating a foundation where individuals can thrive. While some leaders may believe in leading from the trenches, I view my role as holding up a bridge for the team—a framework that enables them to produce their best work independently. As a leader, I focus on setting a vision, clearing obstacles, making connections, and fostering an environment of empowerment. While I offer guidance and support, the responsibility for executing the work lies with the team. Providing autonomy alongside accountability is essential to achieving outstanding outcomes and nurturing a culture of ownership.

I aim to create a winning team dynamic through transparency, accountability, teamwork, and focus on results. I hire capable, motivated individuals who embody a “Founder’s Mentality” and are purpose-driven. I then equip them with the tools, resources, and context they need and trust them to execute. I set clear objectives, but I am hands-off regarding the execution. I expect everyone to bring their best, but there is no tolerance for ego-driven work.

Leadership, to me, is about enabling a team of autonomous, accountable individuals who think creatively, act purposefully, and drive impact.

MY COMMITMENTS

  1. Consistent 1:1s
    We’ll meet weekly for 1:1s, which are top-priority conversations. I am here to support you in achieving your goals and ensuring your well-being. We’ll discuss progress, share feedback, explore growth paths, and connect your work to our broader mission.

  2. Your 1:1 Time
    Our 1:1s are for you. We can discuss anything on your mind, whether related to goals, challenges, feedback, or personal development. I value open, two-way dialogue.

  3. Outcome-Driven Work
    I focus on outcomes, not processes. Once we agree on a direction, you can choose your approach. If I recommend a method, it will be with context and rationale.

  4. Trust in Decision-Making
    I trust your judgment in design decisions. I’ll provide guidance when needed, but I believe you and your partners are best equipped to make informed choices in our customers' and company’s best interest.

  5. Transparent Feedback
    Openness and honesty are foundational. I’ll provide timely feedback so there are no surprises in performance reviews. My goal is to create a feedback loop that’s clear and actionable.

  6. Attentive Listening
    Your thoughts and feedback matter. I will listen actively, seek to understand, and approach all conversations with patience and openness.

  7. Flexible Time Management
    I trust you will manage your time effectively. Your well-being comes first, so feel free to take necessary breaks or OOO time. Your personal life and health matter.

  8. Open Communication
    You can do so without prior clearance if you need to discuss something with higher management. Transparency in communication is essential, and I trust you to use good judgment.

  9. Recognizing Contributions
    I value your contributions and will always ensure credit is given where due. I’ll never downplay your role or exaggerate my own, especially when sharing our achievements with leadership.

  10. Investment in Growth
    I am committed to supporting your career aspirations. I’ll seek assignments that help you grow while contributing to our mission and regularly follow up on your progress.

MY EXPECTATIONS

  1. Open Feedback
    I value your feedback about our team and me. I want your thoughts on where I can improve and ideas for enhancing our collective effectiveness.

  2. Early Collaboration
    Presenting in-progress work and involving others early strengthens our team. I encourage open collaboration and frequent feedback exchanges to build shared ownership.

  3. Team Cohesion
    Respect for and empathy toward colleagues is essential. Embrace opportunities to understand and support each other, fostering a team environment of shared growth.

  4. Explore Alternatives
    Seek multiple solutions before committing to one. When presenting ideas, aim to offer multiple options unless a clear business justification calls for otherwise.

  5. Continuous Learning
    Cultivate a growth mindset. Experiment, question assumptions, and stay curious about new approaches and methods.

  6. Inclusive Mindset
    Actively combat bias by seeking diverse perspectives. Incorporate Accessibility, Equity, and Inclusion as an integral part of our design philosophy, not as a separate checklist.

  7. Empathy for Partners
    Understand our partners’ goals, needs, and challenges as you do with users. This insight will guide stronger, more supportive relationships.

  8. Prioritize Deep Work
    Block time for focused, uninterrupted work to create your best output. Quality design requires dedicated time for thinking and innovation.

  9. Establish Boundaries
    Set non-negotiables that help you maintain balance and avoid burnout. Healthy boundaries contribute to sustained performance and well-being.

  10. Own the Business Impact
    As a team, we share responsibility for our impact on the business. I encourage everyone to identify and pitch ideas that can drive growth proactively.

MENTORING STRATEGY

I believe in mentorship that evolves through shared learning, active listening, and collaborative problem-solving.

  1. Learn Together
    Experiencing great design as a team builds shared standards. I organize opportunities to explore innovative design through field trips, workshops, or creative critique sessions.

  2. Listen
    Open, honest dialogue is invaluable. I hold regular 1:1s and team discussions focused on various themes—from career growth to feedback on our processes—tailored to individual goals and team needs.

  3. Collaborate
    Pairing design sessions allows me to work alongside team members on specific problems. It’s an opportunity to exchange ideas, raise the quality of our work, and stay connected to daily design challenges.

  4. Teach
    I promote a learning culture where everyone contributes to our shared knowledge through structured learning opportunities like UX Book Clubs or skill-sharing sessions. These sessions enable us to practice and integrate new techniques into our workflow.

LEADERSHIP PILLARS

  1. Care Personally
    Leadership is more than just guiding work; it’s about holistically understanding people. I get to know each team member’s values, career goals, and creative processes to offer meaningful support.

  2. Trust and Autonomy
    I delegate problems, not solutions. I give the team the flexibility and trust to drive innovation and accountability.

  3. Principles-Based Mentorship
    We create an operating agreement outlining the standards, values, and attitudes shaping our design culture. This framework helps keep us aligned and promotes continuous growth.

  4. Commitment to Openness
    A culture of openness, mutual respect, and active listening empowers us to grow, innovate, and achieve our goals. We lay the foundation for a supportive and successful team environment by upholding these principles.

This leadership approach isn’t just about the success of individual projects—it’s about building a cohesive, empowered team. Through support, trust, and accountability, I aim to inspire excellence and foster a culture where creativity and collaboration thrive.