Over the years, I\u2019ve danced the intricate tango of management \u2014 leading with grace at times and, admittedly, stumbling over my two left feet at other times. While the applause for successes is oh so sweet, it\u2019s the sharp sting of my failures that sticks with me, teaching me lessons more valuable than any win ever could.<\/p>\n\n\n\n
It\u2019s said that wise people learn from their mistakes; even wiser ones learn from the mistakes of others. I have made a lot of mistakes. As your self-appointed guinea pig in the grand experiment of leadership, I present to you a masterclass of missteps, sprinkled with the wisdom of hindsight.<\/p>\n\n\n\n
Learn from me \u2014 relish in my tales of what NOT to do. And then, for the sake of your team (and perhaps your career), heed the tips on what you absolutely SHOULD do. Buckle up; it\u2019s a journey of epic facepalms and glorious redemptions.<\/p>\n\n\n\n
I apologize in advance to anyone reading this that has been on the receiving end of bad management, especially mine. Names in my stories have been changed to protect the identities of others.<\/p>\n\n\n\n
Behind every design success, there\u2019s often a trail of failed attempts. Those failed attempts? They\u2019re the unsung heroes. They hold the lessons, the insights, the pivots that eventually lead to greatness. It\u2019s crucial to remember: Perfection isn\u2019t the aim; growth is.<\/em><\/p>\n\n\n\n In the realm of design, where innovation is king, the fear of failure can be paralyzing. If designers are constantly afraid of making mistakes, they\u2019ll opt for safe, tried-and-true methods. While this might guarantee a functional design, it rarely leads to something groundbreaking.<\/p>\n\n\n\n During my tenure at Media Tap, I misstepped by sidelining Alex for a single project failure. Rather than diving deep into what went wrong and using it as a teachable moment, I impulsively shifted him to minor tasks. This not only crushed his morale but also cost us his innovative ideas for future projects. I was fortunate enough to have someone point out my blunder.<\/p>\n\n\n\n It\u2019s less about the tumble and more about the subsequent rise.<\/p>\n\n\n\n To genuinely foster an environment where autonomy and ownership thrive, one must first understand the power of trust in a creative workspace. Think about it \u2014 what\u2019s the essence of a great design? It\u2019s the ability to understand, explore, take risks, and innovate. But none of that is possible if a designer constantly feels like they\u2019re being watched and evaluated on every single move.<\/p>\n\n\n\n In the fast-evolving world of design, it\u2019s autonomy that allows a designer to experiment and stumble upon the next big trend or idea. It\u2019s the space where magic happens, where the conventional is challenged, and the ordinary turns extraordinary.<\/p>\n\n\n\n Media Tap will always serve as my humbling memory. The year was 2011. Victoria, a brilliant designer, became my unintended experiment on the impacts of micromanagement. My over-involved \u2018guidance\u2019 forced her into a creative box, making her swap innovation for the predictable. The quality of her work took a nose dive and she became visibly frustrated. Then she quit. It was a huge failure on my part. I was a controlling, distrusting jerk. She went onto have a great career, with a much better manager.<\/p>\n\n\n\n More autonomy fosters greater innovation and job satisfaction. As managers, it\u2019s pivotal to recognize and act on this insight.<\/p>\n\n\n\n The best designs often come from pushing the boundaries, from venturing into the unfamiliar. When designers are constantly fed the same type of work, their creativity may stagnate. However, the fine line lies in challenging them without overwhelming them.<\/p>\n\n\n\n Design isn\u2019t a static field. With ever-evolving tools, tech, and trends, there\u2019s always a new mountain to climb. Challenges help designers grow, adapt, and discover new facets of their potential.<\/p>\n\n\n\n At Covenant Eyes, I once mistook Sarah\u2019s efficiency in completing tasks as a sign she was ready for more. Oh man, did I pile it on. Without discussing it with her, I gave her a ton of additional projects. The result? Burnout, missed deadlines, and a valuable lesson for me about the dangers of overburdening team members without adequate preparation or discussion.<\/p>\n\n\n\n There\u2019s an optimal level of arousal or stress where performance peaks. Push too little, and there\u2019s stagnation; push too hard, and performance plummets. So, in a workplace context, the sweet spot involves providing just enough challenge to spur growth without causing burnout.<\/p>\n\n\n\n A design manager\u2019s role isn\u2019t merely about supervising. It\u2019s also about advocacy. Your team should feel confident that when they take creative risks or face criticisms, you\u2019re there to support them.<\/p>\n\n\n\n The design world can be brutal, with rejections, revisions, and criticisms galore. In such a climate, knowing their manager has their back can make all the difference for a designer\u2019s morale and motivation.<\/p>\n\n\n\n At Covenant Eyes, Mark, one of our talented designers, proposed a radical design overhaul to a project manager. The PM wasn\u2019t thrilled and was rather vocal about their disapproval. Instead of backing Mark up or navigating the criticism constructively, I took the easy route and told him to work it out with the PM. The aftermath? Mark felt unsupported and isolated. The PM did what he wanted to. The product, the design, and the company were worse off because of this.<\/p>\n\n\n\n Having an employee\u2019s back isn\u2019t just good ethics; it\u2019s a solid strategy.<\/p>\n\n\n\n It\u2019s easy to forget that every member of your design team is a unique individual with distinct aspirations, strengths, and areas for growth. Treating them as mere cogs in a machine? That\u2019s managerial malpractice. An offense I have unfortunately committed.<\/p>\n\n\n\n A motivated designer isn\u2019t just one who\u2019s excited about their current project. They\u2019re excited about their career trajectory, the skills they\u2019re acquiring, and the value they\u2019re adding to the organization.<\/p>\n\n\n\n At Covenant Eyes, I saw Frank as our \u201cinformation architect\u201d. He was so good at it, why would he want to do anything else? Instead of probing into his aspirations, I pigeonholed him. Months later, I discovered he was frustrated and felt stuck. As I kept pushing him in one direction, I discovered he had aspirations and desires of his own. Who knew? People have their own desires and passions that don\u2019t always line up with their managers.<\/p>\n\n\n\n Nurturing your team\u2019s career isn\u2019t just about employee satisfaction; it directly affects business longevity.<\/p>\n\n\n\n It sounds obvious, but amidst the whirlwind of deadlines, client meetings, and administrative duties, it\u2019s shockingly easy for managers to inadvertently deprioritize the very people they\u2019re meant to lead.<\/p>\n\n\n\n You can\u2019t genuinely know your team\u2019s strengths, concerns, or aspirations if you\u2019re always \u201ctoo busy.\u201d A manager who\u2019s present and accessible doesn\u2019t just gather essential intel but also builds trust and rapport.<\/p>\n\n\n\n At Covenant Eyes, I prided myself on always being busy. \u201cI can\u2019t chat, I\u2019ve got to meet with an exec!\u201d was my favorite line. That was until Dotty, a wise and talented designer, informed me that I didn\u2019t make time for her or other designers. When she needed advice, feedback, or for me to have her back, my perpetually closed door sent a clear message. What\u2019s more, she wasn\u2019t the only one on my team to point out this issue. This failure hurt to learn about. I had let my team down because I was too busy for them.<\/p>\n\n\n\n A manager\u2019s accessibility and support are not mere \u201cnice-to-haves\u201d; they\u2019re essentials in retaining talent and ensuring team cohesion.<\/p>\n\n\n\n After all\u2019s said and done, beyond the strategies and spreadsheets, beyond the meetings and metrics, management, at its heart, is about human connections. It\u2019s about sculpting a culture where each individual feels seen, valued, and empowered to step into their potential. These aren\u2019t merely aspirations or bullet points in a manager\u2019s handbook; they\u2019re the very fabric of a thriving team and organization.<\/p>\n\n\n\n Through the lens of our exploration and the reflections on my personal missteps, it\u2019s become evident that effective management is far from being just another task on the checklist. It\u2019s the lifeblood that ensures not only the growth but the sustainability and resonance of any organization.<\/p>\n\n\n\n In the world of business and design, where the pace is fast and stakes are high, the true essence of leadership is in the subtleties of understanding, empathy, and genuine care. And it\u2019s these qualities that will define the legacy of a truly great manager.<\/p>\n","protected":false},"excerpt":{"rendered":" Over the years, I\u2019ve danced the intricate tango of management \u2014 leading with grace at times and, admittedly, stumbling over my two left feet at other times. While the applause for successes is oh so sweet, it\u2019s the sharp sting of my failures that sticks with me, teaching me lessons more valuable than any win<\/p>\n","protected":false},"author":2562,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[1],"tags":[],"topics":[28,37,87,109],"class_list":{"0":"post-18161","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-uncategorized","7":"topics-design","8":"topics-employee-experience","9":"topics-project-management","10":"topics-team-dynamics","11":"entry"},"yoast_head":"\nWhy It Matters:<\/h4>\n\n\n\n
My Failure:<\/h4>\n\n\n\n
Tips to Excel at Encouraging Learning From Failure:<\/h4>\n\n\n\n
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Food for Thought:<\/h4>\n\n\n\n
2. Foster Autonomy and Ownership<\/h3>\n\n\n\n
Trusting Your Team:<\/h4>\n\n\n\n
Why It Matters:<\/h4>\n\n\n\n
My Failure:<\/h4>\n\n\n\n
Tips to Excel at Fostering Autonomy:<\/h4>\n\n\n\n
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Food For Thought:<\/h4>\n\n\n\n
3. Create Opportunities for Challenges<\/h3>\n\n\n\n
Pushing Boundaries, Not People:<\/h4>\n\n\n\n
Why It Matters:<\/h4>\n\n\n\n
My Failure:<\/h4>\n\n\n\n
Tips to Excel at Creating Opportunities for Challenges:<\/h4>\n\n\n\n
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Food For Thought:<\/h4>\n\n\n\n
4. Have Your Team\u2019s Back<\/h3>\n\n\n\n
Standing as a Shield, Not a Hurdle.<\/h4>\n\n\n\n
Why It Matters:<\/h4>\n\n\n\n
My Failure:<\/h4>\n\n\n\n
Tips to Excel at Having Your Team\u2019s Back:<\/h4>\n\n\n\n
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Food for Thought:<\/h4>\n\n\n\n
5. Develop, Motivate, Support & Utilize<\/h3>\n\n\n\n
Cultivating Growth, Not Just Expecting Results:<\/h4>\n\n\n\n
Why It Matters:<\/h4>\n\n\n\n
My Failure:<\/h4>\n\n\n\n
Tips to Excel at Developing, Motivating, Supporting & Utilizing:<\/h4>\n\n\n\n
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Food For Thought:<\/h4>\n\n\n\n
6. Make Time For Your Team<\/h3>\n\n\n\n
Prioritizing People Over Paperwork:<\/h4>\n\n\n\n
Why It Matters:<\/h4>\n\n\n\n
My Blunder:<\/h4>\n\n\n\n
Tips to Excel at Making Time for Your Team:<\/h4>\n\n\n\n
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Food for Thought:<\/h4>\n\n\n\n
In Conclusion: The Essence and Impact of Good Management<\/h3>\n\n\n\n
Here\u2019s why:<\/h4>\n\n\n\n
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