Table of Contents
- The uncomfortable truth about design leadership
- Tweak #1: Support and Push
- 1. Challenge your team with stretch goals
- 2. Offer constructive feedback, not just praise.
- 3. Encourage risk-taking and learning from failures.
- Tweak #2: Actions over words
- Tweak #3: Show both the path and the prize
- 1. Break down vision into steps
- 2. Tailor incentives
- 3. Create win-win environment for individual growth
- Tweak #4: Amplify others
- 1. Listen first
- 2. Actively ask for input
- Putting it into practice: Your first steps
- Leadership: the ongoing journey
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Read time: under 9 minutes
The uncomfortable truth about design leadership
So you just got promoted to design leadership? High five!
Now brace yourself—you're about to discover that managing humans is way harder than managing layers in Figma.
Being a great designer doesn't automatically make you management material and mastering design tools won't help you navigate team dynamics. True design leadership is about stepping back, helping others shine and orchestrating the talent show from behind the scenes.
Don't sweat it though—I'm sharing 4 tweaks to transform you into the kind of design leader who doesn't just inspire their team but actually empowers them.
Tweak #1: Support and Push
Bad managers come in two ways:
- the helicopter parent, aka let me do that for you.
- the absentee parent, aka figure it out yourself.
Great managers don’t just support their teams—they challenge them.
If you only help, you risk becoming a crutch. If you only push, you risk breaking trust. The magic happens in the balance.
Here are 3 ways you can apply:
1. Challenge your team with stretch goals
Why it works?
Teams that coast never grow.
Push people beyond their comfy routines and watch what happens. They become resourceful, grab ownership, and discover hidden talents they never knew existed.
It transforms work into something genuinely exciting - because nothing tops the rush of smashing a goal everyone thought was out of reach.
How to do it?
- Frame it as an adventure, not a death march. "Boost sales 20% this quarter" sounds way more exciting than "Work harder or you're toast."
- Give them skin in the game. Connect the challenge to something meaningful - like how landing that tough client could unlock bigger opportunities down the road.
- Break it down. If the goal feels overwhelming, create smaller milestones so the team can see their progress and stay motivated.
- Hype them up. A bit of cheerleading goes a long way. Celebrate the hustle, not just the end result.
Example: Instead of the usual two clients per month, you challenge your team to land five.
2. Offer constructive feedback, not just praise.
Why it works?
Praise feels good, but genuine growth comes from knowing what to improve.
Constructive feedback helps people sharpen their skills, avoid repeating mistakes, and level up faster.
When done right, it builds trust and keeps teams engaged instead of defensive. Nobody enjoys guessing how to improve - good feedback cuts through the confusion.
How to do it?
- Mix positivity with improvement. Start with what worked well, then guide them toward making it even better.
- Be specific. "This slide needs work" tells them nothing. "Simplify this graph to highlight your main point" gives them a clear path forward.
- Make it about the work, not the person. Feedback should feel like a roadmap, not a personal attack.
- Make it a conversation. Two-way discussions lead to better solutions and stronger buy-in.
Example:
❌ Instead of saying, "Good job, but it needed more".
✅ Try, "That presentation had some killer insights—let's make it even stronger by tightening up the messaging in the middle section."
3. Encourage risk-taking and learning from failures.
Why it works?
When failure isn’t scary, people take bolder risks, test creative ideas, and solve problems in ways they never would have otherwise.
The result? More innovation, better problem-solving, and a team that doesn’t freak out when things don’t go as planned.
How to do it?
- Reframe failure as progress. Every misstep provides valuable lessons—treat them as part of the process.
- Recognize the effort, not just the outcome. Applaud creative risks, even if they don’t pan out.
- Do post-mortems, not blame sessions. Focus on what can be improved, not who messed up.
- Lead by example. If leaders admit their own missteps and share what they learned, teams will feel safer doing the same.
Example:
❌ After a failed pitch, instead of saying “Well… that flopped”.
✅ Say: “Every ‘no’ gets us closer to a ‘yes.’ Let’s figure out what didn’t land, tweak it, and come back stronger.”
Lesson learned:
Support matters, but so does pushing people past their comfort zones.
The best designers thrive when challenged.
Tweak #2: Actions over words
Why it works?
In leadership, empty words fall flat. Your actions are what count.
People rarely follow instructions, but they're quick to copy behavior. When leaders actually do the stuff they preach about, teams naturally follow suit.
It creates genuine trust, real credibility, and a workplace where performance sets the standard—not just another forgettable mission statement hanging in the break room.
How to do it?
- Jump in the trenches first. Want a culture that values efficiency? Show them what efficient actually looks like in practice.
- Swallow your own medicine. If you're not willing to adopt a change yourself, why should anyone else bother?
- Stay the course. Trust isn't built on one impressive display—it comes from small, consistent actions over time.
- Be a person of your word. Show up when you say you will, hit deadlines, and follow through—every single time, no exceptions.
- Admit when you screw up. Owning your mistakes builds more trust than pretending you're perfect.
- Keep your promises. If you commit to something, deliver. If circumstances change, explain why.
Example:
❌ Instead of another tired speech about "working smarter".
✅ Try this: cut three recurring meetings, create clear documentation, and block out focus time—where everyone can see it.
Lesson learned:
If you want your team to believe in something, be the first to embody it.
Leadership isn’t about telling people what to do—it’s about showing them how it’s done.
Want to learn more about UX Management?
Check out UX Management Playbook — made for first-time managers building healthier and happier design teams.
Tweak #3: Show both the path and the prize
In leadership, if all you do is dangle the prize in front of your team without showing them how to get there, you’re just setting them up for disappointment. Show them both the path and the prize, and see how things start to change.
Here are 3 ways you can do:
1. Break down vision into steps
Why it works?
People freeze when things feel too overwhelming.
Breaking a big vision into smaller, clear steps creates momentum, builds confidence, and makes progress feel doable—not draining. Small wins keep the team motivated instead of stuck.
How to do it?
- One chunk at a time. Split big goals into smaller milestones so progress feels real—not just a far-off fantasy.
- Prioritize ruthlessly. Focus on what moves the needle first instead of trying to fix everything at once.
- Celebrate progress. Small wins deserve recognition. Motivation comes from seeing results, not just the finish line.
- Provide clear next steps. Vague direction leads to hesitation. Make sure everyone knows exactly what’s next.
Example
❌ Instead of saying, “We need to completely revamp this product”.
✅ Try, “Let’s improve this one key feature first, then build from there.”
2. Tailor incentives
Why it works?
People are motivated by different things. Tailored incentives show that leadership values them as individuals, not just as employees.
This builds stronger engagement, boosts morale, and makes recognition feel genuine—not just a checkbox.
How to do it?
- Learn their motivation style. Some crave public recognition, others prefer private appreciation. Find out what makes them tick.
- Mix it up. Verbal praise, bonuses, extra time off, or even a handwritten note—variety keeps incentives fresh and meaningful.
- Make it personal. A generic “Good job!” isn’t as powerful as a reward that aligns with their interests and values.
- Be consistent. Recognition shouldn’t be a rare event. Frequent, thoughtful incentives keep motivation high.
Example:
🏖️ Values flexibility? Surprise them with a day off.
🏆 Loves public praise? Give them a big shout-out in a meeting.
☕️ Coffee addict? Hook them up with a gift card to their favorite café.
3. Create win-win environment for individual growth
Why it works?
If they’re growing, you’re growing. Simple.
When people build new skills, they stay engaged, motivated, and all-in. It’s how you create a culture where people don’t just work—they level up. And when they grow, the whole team wins.
How to do it?
- Let them lead. Give them ownership of projects so they can build confidence.
- Match growth to their goals. If they want to develop a skill, find ways to work it into their role.
- Be a mentor (or connect them to one). Growth is easier with the right guidance and support.
- Celebrate progress, not just results. Progress matters just as much as results. Recognize the effort along the way.
Example
👨🏻🎨 A designer curious about strategy? Let them sit in on a client meeting and learn firsthand.
👨🏻⚖️ An aspiring manager? Give them a small project to flex their leadership muscles.
👨🏻💻 A developer who loves mentoring? Have them lead onboarding for new hires.
Lesson learned:
Show them the map and the treasure—then make sure they know it’s theirs for the taking.
When people see both the path and the prize, they won’t just walk—they’ll sprint.
Tweak #4: Amplify others
Great leaders don’t just speak—they amplify others.
Because no one likes the leader who talks over everyone else. The real power comes from making sure everyone gets their moment to shine.
3 ways to become that leader:
1. Listen first
Why it works?
You know the saying, “God gave you two ears and one mouth for a reason”? That’s how you actually hear the good stuff—like the brilliant ideas everyone’s waiting to share.
When people feel heard, they feel valued. It builds trust, sparks better conversations, and leads to smarter solutions. No one wants to work for a leader who only listens to themselves.
How to do it?
- Pause before jumping in. Instead of answering right away, ask, “What do you think?”
- Create space for voices. Some people won’t speak up unless invited. Give them the floor.
- Actually listen. Don’t just wait for your turn to talk. Engage, ask follow-ups, and show you’re tuned in.
Example:
❌ In your next performance review, don’t jump to assumptions or criticism.
✅ Instead, start with: "How do you think you’ve grown this quarter? And where can I support you more?"
2. Actively ask for input
Why it works?
Leaders don’t have all the answers—and they shouldn’t.
People back what they help build. When the team has a voice, they bring their best ideas and stay invested in the outcome. Bonus: fresh perspectives mean fewer blind spots. Win-win.
How to do it:
- Ask specific questions. Replace "Any thoughts?" with targeted questions like "What's the biggest risk in this approach?" or "How would this impact our users?"
- Create multiple channels. Different people share differently—use 1:1s, anonymous feedback tools, small groups, and written options.
- Hold your opinion. Share your thoughts last in discussions, not first. Your position of authority can unintentionally shut down alternative perspectives.
- Follow up visibly. Show what happened with the input you received. Nothing kills participation faster than feeling ignored.
Example:
❌ Instead of presenting a finished design.
✅ Try: "Here's the problem we're solving. I've sketched some ideas, but I'm stuck on [specific challenge]. What approaches would you explore?”
Lesson learned:
When you give your team the space to speak up, they’ll surprise you with ideas you never saw coming.
Putting it into practice: Your first steps
If you're a designer stepping into leadership, don’t try to change everything overnight. That’s like redesigning an entire product in one sprint—chaos. Instead, start with these small but impactful moves:
✅ To challenge and support – In your next feedback session, pair a genuine compliment with one specific challenge that helps grow their design skills.
✅ To lead by example – Find one thing you’re not practicing yourself, then fix it where everyone can see. (Hint: Check your late-night Slack messages.)
✅ To show the path and prize – Set up a monthly 1-on-1 with each team member to talk about their career goals—no project talk allowed.
✅ To amplify others – For your next three meetings, be the last to share your opinion instead of the first.
Leadership: the ongoing journey
Leadership is a marathon, not a sprint.
Don’t expect to nail it on your first try—especially when transitioning from design into management. There’s no “perfect” leader handbook, no magic formula. It’s about trial, error, and adjusting your course as you go.
Take these tweaks to heart, apply them in your leadership journey, and embrace the chaos—it’s all part of the fun.
Lead like the rockstar facilitator you are, and keep the beat going folks! ✌️
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