The 6 traits of great design managers

I’ve been in leadership and management for well over six years now, and it’s given me perspective on some of the great managers I’ve had in the past (shout-out to folks like Cole Sletten, Ripujeet Singh, and Chris Maliwat to name a few).

One of my career goals is to never pass on the trauma of a terrible manager (I’ve had plenty of those too). Therefore, this list serves as a reminder of the attributes I want to keep front and center in my own approach to leadership:

1. Good leaders let you fail 👷🏽

The best managers in my career gave me space to make mistakes. In retrospect, that freedom made me bolder and gave me the psychological safety to try again without fear of being harangued. I vow to always give this to the people I lead - making sure they know failure is an essential part of growth.

2. Good leaders open doors for you 🚪

In my current role, I make an effort to pay forward what was done for me: introducing my direct reports to the right rooms, vouching for their projects, or simply praising them behind their backs. This extends far beyond one workplace; I’ll recommend former direct reports for roles years after we’ve worked together. If you climb up, make sure you’re pulling others up with you.

3. Good leaders protect you 🛡️

I’ve botched big projects and missed details before. At one of my first agency roles as a designer, I accidentally left out crucial slides in a pitch deck. With the owners and client in the room, my manager calmly took responsibility and moved on - sparing me the public embarrassment.

While I took accountability for it later, my manager shielded me at that moment - while simultaneously giving a masterclass in how to move on from an error. I felt supported and it strengthened our relationship.

4. Good leaders push you 🏔️

Life as a way of nudging you past comfort zone. That can sometimes come in forms you don’t expect - like the time I was asked to present design strategy to the C-suite in the early days of my design career. Absolutely terrifying at first, but it leveled me up. A good manager finds those stretch opportunities because they’re invested in making you better for having worked with them.

5. Good leaders recognize and reward 💐

A simple “your work was good and made a difference” can quiet self-doubt for weeks. Recognition doesn’t have to be elaborate - what matters is that it’s real and someone took the time to say it.

The best managers also know when to make it public, giving credit in front of peers or leadership. And when rewards are proportionate and thoughtful, they reinforce not just the work, but the culture you want to build.

6. Good leaders give you space 👍🏾

“I’m hands-off until I need to be hands-on “

This something all of my direct reports have heard me say. What’s a better way of displaying confidence in someone than by allowing them to do what they were hired for? Providing them freedom to own and explore their domain is key to building independence. Remind them you’re always available, but trust them to manage their workload on their own.

Leadership is challenging (but not complicated)

The managers I remember weren’t perfect; they were human, they forgave, they led by example. If you’re in a position of leadership, the playbook is simple:

Make people feel safe, seen, challenged, and supported.
That’s a legacy that lasts.