My leadership philosophy fosters a culture of continuous learning and experimentation that empowers my team to do their best work. I prioritize creating a supportive environment where designers adapt to rapid industry changes, whether by exploring new software or tackling high-stakes internal projects. By removing technical and procedural barriers, I enable the designers to focus on creative solutions while providing the behind-the-scenes strategic feedback necessary to elevate their ideas. This servant leadership approach ensures that the designers don’t just complete tasks but actively grow their skillsets and take ownership of their client relationships.

Beyond day-to-day management, I focus on the long-term talent lifecycle of the designers by building intentional professional development opportunities and curating team morale. Having personally hired each member of my design team (2 designers, 1 copy editor), I’ve maintained a three-year average retention rate—a significant accomplishment in a high-turnover field. I facilitate this growth through triannual professional development conversations, aligning individual goals with broader business goals to guide designers into senior roles. This commitment to clear expectations and open communication—including requesting designers’ feedback on our internal processes—has resulted in a high-performing culture of accountability and mutual respect.