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My journey in design leadership

Discover actionable design leadership tips for managers.

Let’s be real—being a design leader isn’t all about creative brainstorming sessions and glossy final presentations.

It’s about navigating the messy, frustrating, and often chaotic realities of leading a team in an industry that constantly shifts beneath your feet.

If you’ve ever felt like you’re barely holding it together, trying to meet deadlines, manage egos, and still somehow inspire your team, you’re not alone. I’ve been there, more times than I’d like to admit.

It’s not just about having a great vision; it’s about making that vision come to life through a team of people who all have their own ideas, challenges, and insecurities. And let’s face it—most of us didn’t sign up for the people management part of the job.

We wanted to create, to design, to solve problems. But here we are, balancing the roles of mentor, manager, and sometimes even therapist, all while trying to stay true to our craft.

What frustrates me the most is that the skills that got us into these leadership roles—our creativity, our problem-solving abilities, our design chops—are not the same skills we need to succeed as leaders. It’s like we’re thrown into the deep end without a life jacket, expected to figure it out as we go.

And the stakes are high.

One wrong move, and you’re not just risking a project, but the morale and trust of your entire team.

But here’s the thing: the best design leaders don’t just survive—they thrive.

They find ways to navigate the chaos, to push their teams beyond their limits, and to create an environment where everyone can do their best work. They’re not perfect, and they don’t have all the answers, but they show up, they lead by example, and they make a real impact.

In this issue, I’m going to share some hard-earned lessons from my own journey in design leadership.

These are not theoretical concepts; they’re real strategies that have helped me and could help you make a powerful impact on your team.

From pushing your team to be better, to leading by example, to giving your team a voice, these tips are about more than just managing—they’re about truly leading.

So if you’re ready to move past the frustration and make a difference, let’s dive in.

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1. Push your team to be better

The Insight:

Great managers don’t just support you; they push you beyond your comfort zone, forcing you to grow in ways you didn’t know were possible.

Personal example:

In my first month at a new company, my manager asked me to conduct a UX workshop with a room full of executives at 21st Century Fox in LA. The stakes were incredibly high—if I messed up, it could have been disastrous for both the company and my budding career.

I had never run a UX workshop before, didn’t know how to facilitate, and certainly didn’t feel like I could present myself as a professional design consultant. But my manager insisted.

After the initial panic subsided, I leaned into the challenge. Not only did I manage to pull it off, but I also went on to lead the company in conducting workshops with clients, eventually writing the playbook to train others.

Today, I offer this as a service, and have facilitated workshops for dozens of companies as an independent consultant. It’s now one of my key strengths as a designer.

Takeaway:

Find a manager who sees your potential and pushes you to achieve it, even if you don’t think you’re ready. You’ll be amazed at what you can accomplish when someone believes in you and pushes you to take that leap.

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2. Lead by example

The insight:

Leaders earn respect and trust by showing up and demonstrating their expertise in real-time. Nothing is more powerful than watching a leader work alongside their team, especially when things get tough.

Personal example:

While working in Australia with my manager, we conducted a week-long workshop with a client. By the second day, it became clear that our original plan wasn’t going to work. We were missing critical information, and there were gaps in our process.

The situation was tense—the client was paying around $20,000 for our time, and we needed to deliver.

Instead of panicking, my manager calmly called for a lunch break. During that 45 minutes, she learned a new framework that could address the gaps in our plan. She then fearlessly led the rest of the day, teaching the new framework she had just learned.

I was blown away by how quickly she adapted and took charge, saving the entire week from what could have been a disaster.

Takeaway:

Lead with your actions, not just your words. Titles mean nothing if you’re not in the trenches with your team. Credibility, trust, and authority are earned, not given.

When your team sees you working alongside them, especially in high-pressure situations, they’ll be more likely to fight for you and the goals you’ve set together.

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3. Show your team the opportunities

The Insight:

A key part of motivating your team is showing them the opportunities that align with their goals and aspirations.

This could be a promotion, new responsibilities, or a project that challenges them to grow.

Personal example:

I was incredibly motivated to lead a team of designers. My manager knew this and consistently positioned me to gain more experience in leadership roles.

I started as a UX Lead, where I was responsible for leading projects. Then, I was promoted to UX Manager, where I managed all the senior designers on our team. Eventually, I was on track to lead the entire Vietnam office, a team of around 30 people.

Even though I ultimately left before taking on that role, I left because I received an offer to lead a team elsewhere. My manager’s support and foresight helped me reach my goals, even if the path didn’t unfold exactly as planned.

Takeaway:

Identify what motivates your team members, whether it’s extrinsic or intrinsic, and create an incentive structure that aligns with their goals.

When you understand what drives someone, you can create a win-win situation where they work harder to achieve what they want, which in turn benefits the team and the organization.

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4. Give your team a voice

The Insight:

Everyone wants to feel heard and valued. Great managers elevate those around them by giving them a voice, whether it’s through encouraging ideas, listening to feedback, or involving them in decision-making processes.

Personal Example:

Every week, we had a UX management meeting with our team of 5 design leaders and my manager. My manager would often let us run the meeting while she acted as a fly on the wall.

We’d introduce topics, discuss problems, and propose solutions. When difficult discussions came up; like how to handle an underperforming employee—we’d look to her for guidance.

But instead of giving us the answers, she’d redirect the question back to the group, specifically calling out people, “Chris, what do you think?”.

Over time, this approach empowered each team member to speak up without needing prompting. We knew we were in the room for a reason, and our opinions mattered.

Takeaway:

Leaders eat last. Elevate your team by sourcing different perspectives before offering your own.

By doing this, you not only build confidence within your team, but you also encourage a culture where great ideas can come from anywhere. Give your team a voice and let them speak first.

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Conclusion

Design leadership is about more than just managing projects and people.

It’s about pushing your team to be better, leading by example, showing them the opportunities ahead, and giving them a voice.

These actions build trust, credibility, and a culture of growth.

The most impactful leaders I’ve worked with have done these things exceptionally well, and by applying these tips, you can make a powerful impact on your team, too.

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