LEADERSHIP

STRATEGY

My design strategy centers on collaboration, alignment, and shared understanding with product, engineering, and cross-functional leaders. I’ve found success when:

Deep Understanding of Goals

I start by aligning on business goals and user needs, ensuring product and engineering teams are on the same page.

Outcome-Driven Focus

I prioritize outcomes over outputs, focusing on solving the right problems, driving customer value, and achieving measurable results for long-term growth and innovation.

Clear Communication & Transparency

I involve stakeholders early, maintain feedback loops, and simplify complex ideas so everyone understands the strategy, their role, and the rationale behind decisions.

Collaboration

I engage product and engineering leaders regularly to ensure we’re solving the right problems with feasible, scalable solutions.

Flexibility & Adaptability

I'm responsive to changing priorities, ensuring we can pivot quickly without losing sight of the larger vision.

Foster Trust & Autonomy

I create an environment where all teams feel empowered to contribute, challenge each other, and build stronger outcomes together.

TEAM

My leadership philosophy is to foster an inclusive and empowering environment where these values guide how I work with my team.

Trust

I foster an environment of mutual trust by promoting transparency, reliability, and accountability.

This builds confidence in individuals and the team, empowering ownership and collaboration to drive shared success and meaningful outcomes.

Accountability

I set clear expectations and hold myself and my team accountable for delivering results.

By celebrating successes and addressing challenges constructively, I foster a culture of ownership, ensuring that everyone takes responsibility for their contributions and strives for continuous improvement.

Empathy

I lead with understanding by valuing diverse perspectives and recognizing the unique strengths and challenges of each team member.

By cultivating a culture of care, I support both personal and professional growth, ensuring that everyone feels valued and empowered to contribute their best.

Mentorship

I actively guide and develop team members by sharing knowledge, offering constructive feedback, and supporting their growth.

By inspiring others to realize their full potential, I create a collaborative culture that encourages learning, fosters innovation, and drives both individual and team success.

PARTNERSHIPS

What my teams can expect from me

I work closely with my teams to foster a shared understanding of expectations and ensuring they view me as a partner in their success rather than someone who is simply directing efforts. I begin each new connection with a partnership agreement to help them understand what they can expect from me.

Weekly 1:1s

Your success and well-being come first. Use this time for anything on your mind, or we’ll focus on goals, feedback, career growth, mission alignment, and building a personal connection.

No need to approve designs

I’ll provide feedback, coaching, and guidance as needed, but I trust you and your team to make decisions in the best interest of the company and our associates—you have the best insights.

Open ears, open heart

I will always be open to your thoughts, listen carefully, strive to understand your perspective, and respond calmly without defensiveness.

Open communication with management

I encourage you to reach out directly to my manager or other senior management whenever you feel it's necessary. There's no need to check in with me first, and I won't be uncomfortable if you decide to share details of that conversation with me.

Investing in your success

I am committed to investing in your success and supporting you in reaching your career goals. We will regularly check in on your progress.

Your work, your way

I’m focused on outcomes, not output. Once we’re aligned on the goal, the path is yours to choose. If I ever suggest a specific approach, I’ll share an example and explain why.

I value openness, transparency, and candor

I’ll give and ask for feedback regularly, sharing it with you while it’s fresh. Nothing in your performance review will come as a surprise.

Prioritize your well-being

You have the freedom to manage your own time. There's no need to seek approval for breaks or out-of-office time, nor do you need to provide any justification. Remember, we are all humans first and employees second. Prioritizing your well-being, family, and loved ones is what truly matters.

Giving credit where credit is due

I will ensure that credit is given to you and your team as deserved. I will accurately represent my role without overstating it or downplaying your contributions. I will make it a priority to clarify attribution, especially when sharing our achievements with senior management.

What I request from my teams

In exchange, to foster an enabling and autonomous team culture, I have some requests for each team member.

Feedback is important

I would love to hear your feedback, understand when you think I might be mistaken, and learn about your ideas for how we can improve together.

Seek to understand first

A team performs at its best when we strive to understand, learn from, and appreciate one another. Let's make a conscious effort to recognize each other as individuals with valid wants, needs, and desires. By seeking to understand and support one another, we can create a more caring and effective team environment.

Explore different ideas

Great experiences and strong partnerships are built when we take the time to explore various options instead of settling for the first idea that comes to mind.

Stay curious

Keep learning and stay curious. Embrace the opportunity to explore new methods, experiment with different approaches, question the status quo, and don’t hesitate to ask when you have a question.

Seek to understand

Understand and empathize with your partners just as you do with your users. Take the time to learn what drives them, what challenges they face, and how you can offer your support.

Teamwork

A strong team thrives on collaboration and teamwork. I encourage us to make it a norm to share our in-progress work for feedback and to engage others, particularly our partners, early and frequently. The way you choose to involve them is entirely up to you.

Ask for help

Take a moment to look around and see who you support or understand more deeply. Don't hesitate to reach out when you need. Remember, we’re all in this together.

Present options

When sharing ideas, it's important to provide several options unless there's a strong business reason not to. Such instances should be the exception, not the norm.

Growth mindset

Incorporate diverse perspectives, workflows, and circumstances into your research, iterations, and solutions that differ from your own experiences. Embrace accessibility, equity, and inclusion as a mindset rather just a step in process.

FEEDBACK METHOD

Delivering constructive feedback is a vital part of effective leadership and fostering a collaborative work environment. Here's my method:

01

Create a Foundation of Trust

Build Relationships

I invest time in knowing my team members personally and professionally. When trust exists, feedback is more likely to be received constructively.

Set Clear Expectations

Ensuring that goals, responsibilities, and performance standards are clear helps ground feedback in shared objectives.

02

Use the "Radical Candor" Framework

Caring Personally

I express empathy and show that I value the individual’s growth and contributions.

Challenging Directly

I address specific behaviors or outcomes without sugarcoating or making it personal.

03

Prepare for the Conversation

Gather Evidence

I rely on specific examples to illustrate the feedback. Instead of generalizing, I point to concrete instances that highlight the issue.

Anticipate Reactions

I think through how the feedback might be received and prepare to respond with understanding and encouragement.

04

Structure the Feedback

I often follow the SBI Model (Situation, Behavior, Impact):

Situation: Describe the context in which the behavior occurred.
Behavior: Focus on the specific actions, not the person.
Impact: Explain how the behavior affects the team, project, or goals.

05

Engage in a Dialouge

Listen Actively

I ensure the individual has a chance to share their perspective or clarify misunderstandings.

Collaborate on Solutions

Together, we identify actionable steps to address the issue or improve.

06

Follow Up

Provide Support

I check in regularly to acknowledge progress and provide further guidance if needed.

Celebrate Growth

When the individual improves or achieves success, I highlight their efforts and positive outcomes.