Helping Designers Thrive: A Guide for Design Managers and Executives
In the design world, it’s clear: managers and executives are uniquely positioned to empower their teams, driving both personal and professional growth. Yet, the approach varies, with some leaders falling short or offering limited guidance. Exceptional design managers, however, consistently prioritize developing their designers, providing opportunities to showcase their talents, and fostering growth that leads to fulfilled careers and positive business results.
Take Jack Welch, former CEO of General Electric, who credited his success to impacting his employees’ careers positively. His approach of putting people first—what he termed “the generosity gene”—was a guiding principle in his leadership style, reminding managers that their primary role is to create a foundation for others to succeed. Applying such principles in design management can profoundly impact both individual careers and team performance.
Having co-founded and scaled several startups, I’ve experienced firsthand the value of investing in design talent. Watching designers grow into their potential, even advancing from entry-level roles to senior positions, underscores the benefits of intentional leadership. By adopting a few key strategies, design managers can create a supportive, growth-oriented environment.
Here are 10 practical tips to help managers uplift their designers and set them—and the business—on a path to success:
1. Encourage Growth by Working “A Level Above”
Aim to stretch each designer by assigning tasks that challenge them to think and operate one or two levels above their current role. Encouraging them to tackle higher-level responsibilities provides critical experience, making a compelling case for future promotions.
2. Align Project Assignments with Growth Opportunities
Staff designers on projects that push their boundaries, offering a mix of challenge and support. Selecting projects that require new skills or a fresh perspective can invigorate a designer’s journey, making room for personal and professional growth.
3. Focus on Craft and Product Thinking
Continuous improvement is vital in the fast-paced world of design. Design reviews, critiques, and informal discussions help team members sharpen their craft. Pairing senior and junior designers for mentorship creates space for organic learning, fostering stronger product thinking within the team.
4. Emphasize High-Impact Work
Encourage designers to think beyond their creative briefs, emphasizing the broader impact of their work. Whether it’s driving revenue, enhancing user engagement, or aligning with larger company goals, empowering designers to consider the wider implications can motivate them to deliver more significant results.
5. Make the Most of 1:1 Meetings
One-on-one meetings are a valuable opportunity to give feedback and gain insights into your team members’ perspectives. By regularly asking for 360-degree feedback on your own management style, you create an open, collaborative culture. Ensure each session has actionable takeaways so both sides feel engaged and aligned.
6. Develop Tailored Growth Plans
Each designer has unique aspirations and goals. Craft a personalized growth plan for every team member, bridging their individual goals with career opportunities within the company. This roadmap aligns their ambitions with realistic steps forward, offering a clearer path to advancement.
7. Promote Co-Learning
Learning should be a shared experience within the team. Encourage designers of all levels to share expertise, fostering a culture of co-learning. When each team member has the opportunity to teach and learn, it builds mutual respect, knowledge sharing, and a collaborative spirit that strengthens the entire team.
8. Create a Supportive, Inclusive Environment
Psychological safety and a healthy atmosphere are crucial to allowing designers to flourish. Encourage mentorship, prioritize open communication, and model a culture where designers feel supported and valued. When designers know they can lean on one another, creativity and collaboration naturally thrive.
9. Offer Coaching During Challenges
When designers encounter obstacles, take an active role in coaching them. Help them navigate challenges rather than solving problems for them. This builds resilience, independence, and confidence, teaching them how to manage difficult situations constructively.
10. Be an Advocate for Your Team
Publicly recognize the contributions of your team members. Praise their work not only within the team but to key stakeholders and leadership. This visibility fosters team morale and ensures that designers feel valued beyond their immediate circle, securing their position within the organization.
Final Thoughts
Helping each designer grow in a way that resonates with their goals is the key to retaining top talent. When design managers champion their team members’ success, they don’t just build a great team—they create an environment where innovation, collaboration, and excellence are the norm. By fostering this growth-oriented culture, managers and executives can turn their design teams into indispensable assets to their organizations.
Empowering designers to reach their fullest potential is a process, but the rewards are worth it. As leaders, embracing a “people-first” mentality makes all the difference, transforming individual designers’ careers and, ultimately, the trajectory of the entire business.