How I lead
I want designers involved while a product direction can still change, with the judgment to challenge assumptions and influence the outcome. I work closely with Product and Engineering as a creative partner, and stay involved as those choices become experiences people actually use.
Shaping product direction together
Shared ownership. I expect designers to challenge product strategy, and Product and Engineering to question design decisions. Everyone should feel responsible for the experience, regardless of whose idea it was.
Ambition with evidence. I like ambitious ideas, and want to be clear about the problem and what would tell us we're on the right track. Early designs make options tangible, research moves us past competing opinions, and I test the biggest unknowns before committing.
Craft that holds up. I stay close to critique and validation because a convincing strategy still has to work in a real interaction.
See examples in practice
Influence framework
I developed a framework outlining four ways designers can influence decisions, when each is useful, and how to assess their own approach.
Reviews and deliverables
I clarified what each type of design review should accomplish, what designers should bring, and which decisions the discussion needs to support.
Design leadership feedback
I made it clearer when work needs input from our Head of Design and what feedback is most useful at that point.
Helping designers develop their judgment
Coach through the work. I make expectations clear and feedback specific while designers are making real product decisions. That's where they build confidence to take on harder problems.
Know when to step in. Sometimes I push hard on a direction. Other times, I help another designer lead the conversation. I want them to trust their own judgment and make calls without waiting for mine.
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Career expectations
I wrote level-by-level guidance that makes our competency framework practical in conversations about growth, and kept it current as the framework changed.
Craft guidance
I put together a guide to strong craft in everyday design work and how expectations evolve as designers grow.
Calibration artifacts
I paired designers' work with specific examples of impact for performance calibration. The format was later adopted more broadly.
Making effective ways of working repeatable
Take the guesswork out. What a review is for, who needs to be involved, and what a team needs to move forward should be clear enough for people to act on.
Share what works. When the same friction keeps showing up, I turn what we've learned into practical guidance that other teams can use too.
See examples in practice
Project playbooks
I wrote playbooks for strategic work, iterative projects, and internal pitches so teams knew whom to involve along the way.
Team planning
I mapped upcoming work against the design experience each area needed and used that understanding to inform staffing decisions.
Engagement analysis
I dug into survey trends and cross-functional benchmarks, then shared the approach with other design leads.
What it feels like to work on the team
I pay attention to whether designers feel supported, know what's expected, and have opportunities to grow. Our engagement surveys help me see where things are improving and where I still need to do better. The changes across individual questions tell a more useful story than the overall number on its own.
+37
Favorable team engagement, 2024–2026
Percentage-point improvement across three annual surveys
Where scores improved most
- Feeling of belonging+43
- Feeling energized at work+40
- Motivation to go beyond+36
- Clarity on what's expected+29
- Opportunities to learn+26
- Sense of accomplishment+24
Percentage-point improvement since 2025
Where we scored above the design org
- Work-life blend+29
- Work process+17
- Performance & accountability+16
- Training+15
- Respect+14
- Belonging+11
Percentage points above the design org average
0
Voluntary attrition over the past three years
No one on my team has left voluntarily during that period.