Team happiness: From managing to empowering

Back in the days a lot of companies thought that the design manager needs to be the “best designer”. As if the director of an orchestra is the best musician. Besides the fact that “best” is very subjective I figured out that a design manager is not the best designer but helps designer every day to get a bit better then the day before.

Design managers are not necessarily the ones solving the most complex design problem nor do they always have the final word on all designs provided by the team. In general we could say that as a manager I focus on the team and not on myself. I am convinced that best design proposals emerge from a collaborative effort. That design critique is more than an approval but a learning opportunity. I love when team members feel valued and with this leading to higher morale and better retention.

My leadership shortlist

  1. Facilitator of creative discussions

  2. Nurturer of team talent and growth

  3. Mentor, rather than the 'chief designer'.

  4. Encouraging a culture of design critiques and feedback loops

  5. Leave it to the team and don't manage it in detail.

  6. Valuing each designer's unique perspective and strengths.

  7. Prioritizing team growth over personal design accolades.

  8. Being inclusive (comprehensive)

  9. Considering not only the results of the team's work but also the satisfaction including health

  10. Regular feedback sessions to to understand the designers’ career goals and provide guidance.

  11. I foster a culture where designers are encouraged to take full ownership of their tasks.

  12. Communicate effectively - listen to people well and share information

  13. Celebrate team wins and highlight the collaborative effort behind successful projects.

  14. Conduct collaborations beyond the boundaries of the design department