With over a decade in the UX industry, I have gathered holistic UX expertise strategising and integrating data with UX and product tech innovations, improving work processes, building positive relationships between Product, UX, Tech teams and cross-company stakeholders. Having worked with clients in over 15 countries, each with their own culture and varied approaches to leadership, communication, collaboration and management, I have been taking away do's and don't's of management and putting them into practice to create my own effective style of leadership.
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Leadership mantras
RM: " Even if you are not perfect, you are limited edition "
👩💼 Never expect someone to change who they are just because they are speaking to someone senior to them. As individuals within a team, we ought to be professional but at the same time not loose our personalities - that's what makes us, us. When designers are being themselves, they communicate better, collaborate more and are generally more efficient. Work-life balance is manageable and stress levels are to the minimum. This enhances their sense of accountability and ownership for the projects they're working on. With reviews and retros, we Rose Thorn Bud and find areas that need to be worked upon to drive towards their career goals. It's a win-win.
" Build institutions, not departments "
👩💼 Unlike building just departments, I believe in building institutions which live on, building on our core values, work ethics and processes, even after people leave. This onus lies on the whole team's effort by working on, for example, the Design System across web, mobile and app platforms, that will live and be continued to be worked upon. Giving designers the time and space to work on projects such as this instead of being focused only on delivery is one of the techniques I have seen value in.
" Evaluate data to drive human centred design over user centred design "
👩💼 This is an area that I am working on. No matter how good your analytic skills are, there is always math that drives me crazy but thankfully, I have learnt to ask people for 'help'. Data evaluation is driven from a human perspective, ensuring people who use our platforms have a delightful experience. It's not just the conversion rate, it's the 'happiness' rate that needs to be tracked.
" Success is but an evolution of your team growing stronger together "
👩💼 When you give your team members the freedom to brainstorm ideas, the autonomy to make decisions, test, fail and improve - this for me is evolution of my team. I am not a micro-manager and whilst it is sometimes necessary to hand-hold designers when they first start their journey, it is imperative to allow them to fly - their first try. Then the second try, then the third and before we know it, their goals reflect stars in the sky instead of just the street lights.
My definition of success is derived when any of my team members takes ownership of a project. When they take the initiative to think and ask for help. When any of them are called out positively for their work. When I can begin to see feedbacks provided being put into action. When one of the best compliments you can receive are like "I feel comfortable talking to you, I realise that this is a non-judgement zone and no question is silly".
" Feedback is a two-way street "
👩💼 I always say, "I'll give you feedback but I want feedback as well. It's a two way street and I would like you to share with me things I am doing right, things I am not doing so well and maybe even things that frustrate you and I should down-right stop doing. You won't be judged or 'marked down' for sharing feedback, so please be candid. I want to improve and grow my leadership skills too."
We ought to treat our team the same as we'd treat ourselves - as Judge Judy would say "put on your listening ears", accept the feedback given and you, even as a leader, can show vulnerability and the 'want' to improve. This ties deep within my roots and beliefs that if you think your team are your subordinates, your arrogance and ignorance will creep in to the point that your team may not want to share their thoughts or give you honest feedback (this could eventually take the joy away from working with you and they will eventually start looking for another job). One of the ways to not be an assh*** but make your team feel empowered is to listen to them, openly and without prejudice, action what needs actioning and show that you care about the thoughts and feedback they've mustered the courage to share.
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Giving back to the UX community
- Mentor with ADPList & UX Design Institute (UXDI), Dublin
- Masterclass with Interaction Design Foundation (IxDF) about UX Careers: Setting yourself up for success
