The Power of Transparency in Design Leadership
How open communication with direct reports builds trust, clarifies career paths, and fosters growth.
Transparency in leadership is a cornerstone of building a strong and motivated design team. When direct reports understand the decisions being made at higher levels, the organization’s strategic direction, and the responsibilities of their manager, they gain clarity, trust, and a vision for their own career growth.
Open communication not only demystifies leadership but also empowers team members to make informed decisions about their own paths.
One of the most valuable aspects of transparency is helping designers visualize what’s next for them. A designer who sees how and why decisions are made will have a better understanding of whether they want to step into a leadership role themselves or if they’d prefer a different trajectory.
Without this insight, career growth can feel uncertain, leading to disengagement or misalignment between personal ambitions and business needs.
Beyond just career clarity, transparency builds trust. When team members feel informed, they are more likely to be engaged, proactive, and confident in their contributions.
A culture of openness leads to stronger collaboration, fewer misunderstandings, and a more aligned team. Conversely, a lack of transparency can create doubt, confusion, and resentment, leading to frustration and attrition.
For leaders, being open about their challenges, responsibilities, and thought processes helps their team understand the full scope of leadership. This gives direct reports the ability to assess: Is this the type of role I want? Do I thrive in decision-making, team management, and strategic thinking? Or do I prefer a different path?
To facilitate this self-reflection, here’s a decision table that direct reports can use to assess their career aspirations:
| Question | I want to move into my manager’s position | I want to take another path |
|---|---|---|
| Do I enjoy making strategic decisions for a team? | ✔ | |
| Am I excited by mentoring and growing other designers? | ✔ | |
| Do I prefer focusing on craft rather than leadership? | ✔ | |
| Am I comfortable with difficult conversations and giving feedback? | ✔ | |
| Do I thrive when working cross-functionally with other departments? | ✔ | |
| Would I rather specialize in an area of design rather than manage people? | ✔ | |
| Am I willing to take on responsibilities that extend beyond design work? | ✔ | |
| Do I want more control over my own design output rather than leading a team? | ✔ |
Encouraging team members to reflect on these questions allows them to make informed choices about their career trajectory. Rather than simply moving into leadership because it seems like the next logical step, designers can evaluate whether that path aligns with their strengths and ambitions.
Key Takeaways
Transparency builds trust and fosters a stronger, more engaged design team.
Giving direct reports insight into leadership helps them visualize their own growth path.
Understanding leadership responsibilities allows designers to make an informed career decision.
Not everyone wants to move into management, and that’s okay—organizations should support both leadership and specialist tracks.
Encouraging open conversations about career aspirations creates a healthier and more aligned workplace.
By practicing transparency, design leaders can create an environment where every team member feels empowered to choose their best path forward—whether that means stepping into management or honing their craft as an expert in their field.