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I'm beginning to take exception that, as senior designers, you have one of two growth directions: IC (Individual Contributor), or Manager. And, that, design orgs who perpetuate this binary view are losing out on both fronts.Permalink On twitter.com
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Take a senior designer who leads a team. She has 15 years experience. And is told by the industry that 'she won't have time for design' as a Design Director because she will have lots of meetings and 1-1's, strategy, career progression etc.Permalink On twitter.com
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This has been the work of senior designers *for decades*. Doing all this other stuff *is* design. Coupled with a deep understanding and practice of design, it's only through exposure and the work of this 'manager' stuff do designers get a sense of the holistic challenges.Permalink On twitter.com
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Great senior designers can (and do) balance this workload. They become incredibly adept at switching contexts, providing thoughtful critique, hands-on work (although all seniors across fields do move away from 'production'). But being one or the other means everyone loses out.On twitter.com
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And in the upper echelons of 'design' leadership, how much design experience is required? Really? If you're scaling teams, setting direction and strategy – doing the stuff all other leadership does – do you really need to come from a design background? Probably not.Permalink On twitter.com