What makes a strong creative leader?

A proficient design leader skillfully identifies and nurtures the potential within their team. They establish clear boundaries and offer guidance, creating a space where designers can experiment and grow within these parameters. This approach strikes a balance between direction and autonomy, empowering designers to explore their creativity.

Such leaders intervene only when absolutely necessary, avoiding the common pitfall of resolving every issue themselves. The goal is for the designers to learn and navigate the process independently. This self-reliance is crucial for their professional development.

In a collaborative, in-person office environment, the team benefits from a supportive network that shares knowledge, tips, and expertise. The role of an Art Director or a Creative Director is pivotal in this learning ecosystem. With over 25 years of experience in the field, I often encourage our new designers to be receptive to feedback, emphasizing that my guidance can be instrumental in their career progression. This mentorship is not about imposing ideas but about opening pathways for growth and excellence in design.

Empower their skills versus showing off yours

As a designer, feeling unsupported can greatly affect both work quality and morale. In my early days of leadership, I realized that I had a tendency to take over tasks when the outcomes didn’t align with my expectations. This was detrimental to the growth of my designers and our team dynamics.

Understanding the importance of trust and accountability, I’ve shifted my approach. Now, instead of simply taking over a task, I propose sitting together with the designer to collaboratively review their work. This method is more educational and empowering, providing the team with opportunities to learn from mistakes and improve. It’s akin to learning to ride a bike – one must fall and get back up to develop creative confidence and skill.

My current leadership style is focused on nurturing my team’s development, even if it means investing more of my own time to guide their learning journey. By supporting team members in overcoming challenges, I’m creating an environment conducive to growth and success. This evolution in my approach has not only bolstered the skills of individual designers but has also fostered a more collaborative and empowered team culture.

How can a not-so-great leader ruin a design career?

I have seen designers lose interest in their careers because there wasn’t much structure, guidance or clarity surrounding the project’s requirements. If you’re constantly being thrown into projects without the context necessary and keep failing because of that, you will get frustrated with the job and think—Why am I even doing this when you’re not setting me up for success? The constant churn leads to burnout because you don’t have good leadership, and they don’t see your potential.

Recognize when your team is stuck

As a leader, you must become good at noticing the telltale signs of designers spinning their wheels. Acknowledge that as a natural creative occurrence, step in, and let them know that opening up dialogue with your Creative Director or another senior-level designer in the shop is the best way to go. As much as it can be uncomfortable to come to ask for help and ideas, it’s better to face the fact that you need some help. If your team doesn’t think they can go to you, that’s a huge problem because they fear your reaction. We’ll all spin our wheels at some point, no matter your level. 

Good leadership is out there

If it’s the case that you didn’t have a great leader early in your career, don’t give up the hope of finding someone who truly inspires you and brings out the best in you. Choose a work environment and creative team that fully and wholeheartedly supports the learning process. At Initiate, we are continuously open to change and accepting of the steps it takes to improve our skill sets as a team. This directive is essential at all levels. When true leaders lead by example, the results are awe-inspiring to witness.