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Your Next Creative Shift

Exploring New Directions for Designers Feeling Stuck

Many designers today find themselves trapped in monotony. Whether it’s restrictive in-house roles or the “good enough” approach of many startups, the design industry can sometimes feel stagnant, leaving talented creatives wondering what’s next.

The good news? Your creative skillset is highly transferable, and the demand for innovative design skills is booming across emerging industries and technologies.

Why Designers are Feeling Restless
The design community has increasingly expressed frustration over repetitive workflows, particularly within digital products and services. Limited creative freedom and rigid design systems have left many UX/UI professionals uninspired.

This dissatisfaction isn’t surprising. Many digital products are now mature, shifting from innovation towards optimisation. However, this can feel uninspiring, especially for designers who thrive on creativity and fresh challenges.

Emerging Creative Opportunities
Fortunately, numerous industries are eager to leverage designers’ creative expertise:

Gaming IndustryGaming companies actively seek creatives who can design immersive and engaging user interfaces and experiences. This sector offers designers the chance to stretch their skills, focusing heavily on engagement and delight rather than strict usability.

You could use your design system expertise in gaming companies, turning gaming assets into organised systems, or creating repositories for branding assets. This approach helps maintain consistency and efficiency across teams, much like traditional design systems.

Advertising and Marketing
Traditional advertising agencies and marketing campaigns increasingly embrace digital and interactive experiences. Designers who can blend branding with interactive design can create engaging online experiences for campaigns. Think interactive storytelling, digital campaigns, and microsites that offer richer interactions than standard websites or apps.

New Interfaces and DevicesThe rise of IoT, smart devices, and wearables means design is no longer confined to screens. Voice-activated devices, gesture-controlled interfaces, and smart home products require designers to rethink traditional interaction models. Designers proficient in these areas become highly valuable as technology evolves.

AR and VR ExperiencesAugmented reality (AR) and virtual reality (VR) offer a fresh canvas for designers today. Designers who can blend virtual worlds with intuitive interactions stand at the forefront of innovation, creating experiences ranging from training simulations to deeply immersive entertainment.

Skills and Tools to Explore
To thrive in these emerging fields, designers need to diversify their toolkit:

Rive: Ideal for interactive animations and micro-interactions. Rive enables designers to create complex interactions without extensive coding skills.

Spline: Perfect for 3D design and interactive experiences in web and app development, making it easier to transition from 2D interfaces to more immersive 3D environments.

AI Tools: Leveraging AI platforms can enhance workflows significantly. AI automates repetitive tasks, generates creative concepts, and assists in detailed prototyping, allowing designers to focus on higher-level creative decisions.

Shifting Successfully
The key to transitioning effectively is understanding how your existing skills align with new opportunities:

Storytelling: Crucial in gaming, advertising, AR/VR, and interactive design. Your ability to craft narratives and guide user emotions enhances your value significantly.

User Psychology: Familiarity with behavioural design principles remains essential. Understanding user interaction ensures your designs are intuitive, engaging, and successful.

Adaptability: Embrace continuous learning. Industries like AR, VR, and gaming evolve rapidly. Regularly updating your skills and experimenting with new tools ensures long-term career resilience.

Reignite Your Creative Spark
Feeling stuck doesn’t mean your creative journey has peaked. It simply signals it’s time for change. Expanding your skill set and exploring new industries can open exciting paths filled with creative fulfilment and career growth.

Now might be the perfect moment to take that leap and see where your creativity can truly thrive.

The Missing Brief

One of the things I’ve always found missing in product design is a decent brief. Not a set of tasks in Jira. Not a Miro board from a discovery workshop. An actual brief.

The nature of product design makes this absence somewhat understandable. It’s not advertising, where the problem is predefined and the deliverable is an asset. Products evolve. Requirements shift. Discovery shapes direction. So, the idea of writing a brief before the work starts can feel like trying to sketch a map without knowing the destination.

Yet this is precisely why we need one.

A brief is not a spec
A proper product design brief is not a requirements document. It doesn’t pretend to know all the answers. Instead, it defines the why, clarifies the who, outlines the what, and acknowledges the how is still in progress. It’s a living document written by the team together and updated as new insights emerge.

When done right, the brief becomes a shared compass. It aligns stakeholders. It focuses the team. It stops you from chasing edge cases or overengineering features no one needs. It helps product owners say no. It gives designers and developers a lens to evaluate whether what they’re building is solving the right problem.

Stop hiding strategy in Jira
Often, briefs get replaced with backlogs. The strategy disappears into epics, and the original intent dies under a pile of tickets. A task list is not a narrative. And without a narrative, teams default to delivering outputs instead of outcomes.

A good brief re-centres the work around outcomes. What are we trying to achieve? Who are we doing it for? What should they feel, understand, or be able to do after interacting with our product? These are the questions worth answering.

Consider this structure for a product design brief:
Why this project?

What problem are we solving? Why now? What will success look like?

Who is this for?

Not just demographics, but behaviours, motivations, and accessibility needs.

What are the constraints?

Time, tech stack, budget, dependencies. Be honest.

What is the narrative?

Is there a story that frames the user journey? Is the product onboarding intuitive, is there a payoff?

How should this feel?

Functional? Delightful? Invisible? Is it helping people do something better, faster, more confidently?

What do we know, and what do we need to find out?

Where do we need research? Where do we test? What do we prototype?

What principles should guide us?

Simplicity, clarity, accessibility, speed. Decide early and stick to them.

None of this is revolutionary. It just doesn’t get done. Or if it does, it’s buried in slides that no one opens after the kickoff.

Make it collaborative and living
This isn’t a document that gets handed down. It’s something the team builds together. Product, design, engineering, research, even marketing. It works best when all perspectives are present. And it doesn’t stop at the start. It evolves.

Done well, the brief becomes a source of truth you return to at every stage. It’s the reminder of why you’re here, what matters, and what doesn’t.

Product design has matured in many ways. But our approach to briefing still feels like an afterthought. Bringing it forward and treating it as a collaborative, strategic tool could be the simplest way to raise the standard of what we make.

Not everything needs to start with a brief. But everything should be able to return to one.

What They Won’t Teach You at Design School

The design industry is going through a lot of change. AI is taking over tasks that used to be done by juniors. The mockups, basic layouts, and repetitive production work are increasingly automated. Agencies are consolidating, budgets are shrinking, and even experienced designers are being pushed into freelancing because full-time roles are disappearing.

Tools are more advanced and focused than ever, but that emphasis on efficiency means less room for creativity and more pressure to produce work quickly. The first few years of your career are about gaining varied experience, building a solid foundation, and positioning yourself to handle the inevitable shifts in the industry.

Get Experience in Different Environments
Your first few years are not about finding your dream job. They are about exploring different work environments to understand where you thrive and what suits your strengths.

Agencies move fast. You will juggle multiple projects, deal with demanding clients, and deliver under constant pressure. The work can feel like production more than design, but it teaches you how to deliver quickly, handle feedback professionally, and build resilience.

Startups and product studios are unpredictable. Teams are small, resources are limited, and you will be expected to handle various roles. One day you are wireframing a product, and the next, you are creating marketing assets. This chaos forces you to adapt quickly, solve problems on the fly, and work without a safety net.

In-house roles are slower but more strategic. The focus shifts to aligning design with business goals. You will refine assets, maintain consistency, and deal with stakeholders who might not understand why a three-pixel change matters. It is not flashy, but it teaches you how to work systematically and see the bigger picture.

Freelancing adds another layer of experience. If you did not freelance while studying, you missed an opportunity to build real-world skills and make money doing it. Freelancing forces you to manage clients, scope projects, and handle difficult conversations. Even after landing a full-time role, keep freelancing. It keeps your skills sharp, maintains a safety net, and lets you explore work that may be more interesting than what you are doing in your day job.

Build Your Network
Keep relationships strong with the people you studied with, your teachers, and anyone you meet along the way. These people will move around, gain influence, and may one day open doors for you. Your network is not just about finding a job. It is about having people who will vouch for you, recommend you, and pass opportunities your way.

Master the Fundamentals
Software changes constantly, but the basics of design do not. Typography, colour, and layout are the foundations of good design. If you cannot structure a layout, balance colours, or handle typography effectively, your work will always look amateurish, no matter how polished the interface appears.

If your typography is weak, it does not matter how slick the visuals are. If your colour choices are random, the design will feel amateurish. If your layouts lack structure, the work will be confusing. These are not things that can be fixed with a plugin or a design system.

You won’t learn these fundamentals on the job. Employers expect you to know them already. If your education didn’t cover them deeply, teach yourself. Study strong design work. Recreate it pixel for pixel, paying attention to every decision. It is not about building portfolio pieces. It is about training your eye, refining your taste, and developing muscle memory.

Keep Your Portfolio Alive
Your portfolio is not a one-off project. It is a living asset that should evolve alongside your work. The projects you did a year ago might not reflect your current abilities. Waiting until you need a job to update it is a mistake.

Every project is an opportunity to add new work. Internal projects, freelance gigs, and hypothetical projects can all be valuable if they show how you think through design problems.

A strong portfolio does not just showcase polished visuals. It shows how you approach problems, navigate constraints, and solve challenges. If you are aiming for product design roles, highlight interface work. If branding is your focus, lead with identity systems and visual campaigns. Align your portfolio with the work you want to do next, not just the work you have done in the past.

Develop Craft Before Chasing Titles
Early in your career, focus on refining your craft rather than collecting titles. A senior title means nothing if you do not have the skill to back it up.

Agencies keep you in junior roles longer because the work demands speed, precision, and resilience. It is not glamorous, but it builds the kind of muscle memory that will sustain you later.

In-house roles may promote you faster, but the work can feel repetitive. You are aligning assets with brand guidelines, refining templates, and maintaining consistency across touchpoints.

Startups will give you more responsibility than you are ready for. Fast promotions can feel good in the moment, but without the skill to back it up, you are setting yourself up for failure and burnout.

Build Systems, Not Just Projects
Every project is an opportunity to build reusable assets. Design systems are not just collections of components. They are frameworks that save time and maintain consistency across projects.

If your company already has a design system, study it. Understand why components were created, how they function, and how they are meant to be implemented.

Dan Mall’s Design System University is a strong resource for learning how to build and maintain effective design systems. It breaks down the principles behind creating scalable systems that work across multiple projects and teams.

Build Strong Relationships with Engineers
Your work is a product that engineers will implement. If your files are disorganised, unclear, or poorly documented, you are making their job harder. Engineers remember the designers who make their life easier.

Ask how they implement components, what they need to make the process smoother, and what frustrates them about design handoffs. You do not need to learn how to code, but you need to understand how your work impacts theirs.

Learn to Facilitate Workshops
Workshops are a fast track to becoming the person people go to when they are stuck. You do not need to be a manager to run a session. Learn how to run sprints, facilitate feedback sessions, and guide teams through creative processes.

Facilitation skills make you more valuable. You can align people around a problem, extract useful insights, and keep projects moving forward. Jake Knapp’s Design Sprint book and AJ&Smart’s course are excellent resources for learning the structure and execution of effective workshops.

Be a Designer Other Designers Want to Work With
Do not be a dick. Talent does not matter if people hate working with you. The industry is small, and your reputation will follow you from one job to the next.

Be kind. Give credit to others, even when you did most of the work. You will build a better reputation by being someone who makes others look good rather than someone who hogs the spotlight.

Own your mistakes. If you mess up, admit it, fix it, and move forward. Screaming in the car on the way home is fine. Losing it in a meeting is not.

Stay approachable. If people are afraid to give you feedback because you are defensive or dismissive, you will end up isolated and missing out on valuable lessons.

Find a Mentor Early
A good mentor is someone who has been where you want to go. They can give you perspective, help you navigate difficult situations, and provide honest feedback. Seek them out early.

Reach out to people whose work you admire. Ask for feedback, a coffee, or a quick call. You do not need to ask them to be your mentor outright. The relationship will form naturally if they see potential in you and you show a willingness to learn.

The Work Is Just Beginning
Graduating from design school is not the end. It is the start of everything. Every project, every critique, and every difficult client is a chance to learn.

You are not here to produce pretty work. You are here to solve problems, handle pressure, and stay relevant as the industry evolves. The work starts now, and it does not end.

Creatives Need a Manager

Creative talent is facing a crisis. As the global economic situation worsens, agency groups consolidate, and AI reduces headcount, waves of talented people are being left without work.

The ripple effect is that more creatives are building their own brands, freelancing, coaching, or forming small shops as clients move away from the perceived uncertainty of the big names. Many of these creatives are struggling to find their feet, caught between the desire to focus on their craft and the pressure to now manage every aspect of their business.

The talented Rodd Chant, who leverages his love for music, got me thinking about the need for representation after reading his post exploring creative teams to bands and the idea of having a band manager.

Throughout my career, I’ve met people who absolutely get creatives but don’t have a creative bone in their body. Yet, they can sell ice to Eskimos. They have the gift of the gab and the business acumen to turn a one-off hit into a sustainable career.

Now, imagine you could take that same set of skills and apply it to the world of designers, developers, and small creative teams. Imagine someone whose sole focus is to keep the creatives creating, without worrying about client management, cash flow, or chasing invoices.

For ten years, I worked for myself, handling every single part of the business. I was both the craftsman and the businessman. I was far better at making than deal-breaking, but the business side was a constant grind. I wasn’t a huge success in terms of scaling up or minimising stress, and I don’t wish that on anyone.

There are few people out there with the business sense of a Dan Mall or a Chris Do. Those guys know how to run a shop, but not everyone has that knack. Not everyone wants to. But the reality is that a lot of talented people are drowning in the demands of business because they’re too afraid to let go or they haven’t found the right person to step in.

I’ve seen incredible talents hang on to toxic situations for too long, purely because the idea of going it alone is terrifying. They stay in agencies with abusive clients, bad bosses, or unfulfilling projects because that small slice of comfort is the only safe place they have to practice their craft.

With all these layoffs, there might not be an agency to call home. We talk a lot about burnout and boundaries but rarely about how having someone to handle the business side can completely change things.

That’s where the manager comes in. Not a boss or gatekeeper, but a partner. A manager sets the stage, manages cash flow, and handles the business end so creatives can stay in their zone. They’re not there to take over. They’re there to clear the runway, open doors, make introductions, and keep the money flowing.

Think of them less as a traditional agency account manager and more as a hybrid of an agent, business manager, and creative wrangler.

Actors and musicians have agents and managers who handle the business side so they can stay in their creative zone. Yet, in the creative industry, we still expect people to wear every hat.

Some people can do it all and thrive, but not everyone is built for that, and that’s okay.

Take Kanye West. Unquestionably one of the most talented artists of our time, but his career is littered with controversies as he navigates unchecked. He could use someone in his corner not to stifle his creativity but to keep him from blowing it all up.

The bigger the talent, the higher the stakes, and the less you can afford to go unchecked. The same is true for smaller creative teams. You can be the most talented designer in the room, but if you’re not bringing in work, managing client expectations, and keeping the cash flowing, it’s only a matter of time before things implode.

The idea that creatives need to do it all is outdated and exhausting. For every creative burning out from juggling too many roles, there’s someone out there who knows how to sell, how to set up systems, and how to keep the money coming in while the creatives focus on what they do best.

Balancing Time, Freedom, and Output

You want the freedom to work in ways that fit your life. The chance to step away, focus without interruptions, and decide where and when you work best. Conversations that once centred around office perks like ping-pong tables and parking spots are now shifting to deeper topics. Control over time and how it is spent.

I asked what work perks actually matter. Out of four options, two stood out. A 4-day work week and the freedom to work from anywhere. Both reflect how much people want to take back control over their time. giving themselves the freedom to work where and when they like.

Basecamp has been running a 4-day work week for years. Companies everywhere are starting to test it, hoping to see similar results. Many report higher productivity and less burnout when people work fewer days without a pay cut. The model is simple. Work four days and get three days off.

4-day setups often still require 40 hours. Instead of five 8-hour days, you work four 10-hour days. Longer days can feel relentless. Without adjusting workloads, the extra day off becomes a catch-up day instead of a break.

Some use the extra day to catch up on things they missed during the week. Others focus on personal projects or completely switch off. For those in creative or strategic roles, stepping away for a day can spark fresh ideas.

Compressed schedules force people to prioritise. Less time for distractions means more focus on high-impact work. Meetings that once dragged on get cut or disappear. Low-value tasks fall away.

4-day work weeks without adjusting expectations can lead to burnout. The same amount of work in less time adds pressure. Protecting the fifth day as a real day off keeps it sustainable. Focusing on outcomes instead of hours worked makes it effective.

Most people opted the freedom to work from anywhere. This isn’t just working from home. It is about working from a beach café in Bali, a co-working space in Mexico, or an Airbnb in the French countryside. Experiencing new places while still getting work done.

While leading my team from Thailand, a few of them took the chance to travel. Co-working spaces in Bali, cafés in Amsterdam, or WeWorks in the UK became their offices. That choice brought in new perspectives and changed how they approached their work.

Changing the environment can act as a reset. Conversations with other remote workers can shift perspective. New surroundings can bring in ideas that do not come from the same four walls.

Time zones that once aligned become difficult to manage. Meetings that worked for South Africa and the UK became logistical headaches when someone moved to Bali and another to Mexico. Standups that once happened live turned into written updates in emails. Real-time feedback became recorded clips and Slack threads.

Coordination became a challenge. Some weeks, everything lined up. Other weeks, I was on calls at 2am for workshops with clients in the US. Co-working spaces that seemed ideal in photos became problems when construction noise drowned out calls and the wifi kept dropping.

Boundaries start to blur. Working from anywhere can quickly turn into working from everywhere. Coffee shops become workstations. Hostels and budget rentals become meeting rooms. Staying accessible at all times becomes an expectation.

Switching the scenery can spark new ways of thinking. Conversations with other remote workers can lead to connections that would not happen at home. New spaces can spark ideas that do not come from staring at the same walls. This isn’t about working from a beach with a laptop. It is about finding focus in places that feel different.

Creating structure and clarity helps people thrive. Employees make it work by using that freedom responsibly and delivering at a high level. Supporting both the 4-day work week and work from anywhere setups means setting clear expectations.

Making a 4-day work week work

  • Define what needs to be delivered each week.
  • Cut unnecessary meetings. Written updates keep momentum without constant calls.
  • Protect deep work time. Block hours for focused work.
  • Keep the fifth day as a real day off. Last-minute requests undermine the point.
  • Monitor workloads. Adjust expectations if work spills over.

Supporting work from anywhere

  • Establish core hours for overlapping work periods.
  • Keep work visible. Tools like Miro, Figma, and Slack make that possible.
  • Clarify availability expectations. People need to know when they are expected to respond.
  • Stay connected. Regular one-on-ones keep people aligned.
  • Reinforce boundaries. Clear guidelines prevent burnout.

Flexibility without structure leads to chaos. Support systems make these setups sustainable. Employees make it work by respecting that freedom and delivering at a high level.

Some want a 4-day work week. Others want work from anywhere. The autonomy over how work gets done can lead to more engaged teams and meaningful work.

Teams that feel trusted to manage their time and work from places that inspire them often show up with more energy and focus. People who have freedom over how they work tend to be more invested in what they do.

Creating options for people to work in ways that fit their lives is what matters. This isn’t about perks. It is about giving people the chance to shape their work in ways that make sense, whether that means a 4-day work week, work from anywhere, or both.

Build Your Backup Plan Before You Need It

I’m not a doomsday prepper, but it might be time to think like one. The job market is brutal, and if you’re employed, you’re in a better position to prepare than those who are already out there hustling. Because the people who bounce back quickest aren’t starting from scratch. They’re already positioned, already known, already showing up.

I’m not saying ignore the advice about mental health, family, or toxic workplaces. Those things matter. But so does paying your bills. If your kids are going hungry because you’re not earning, that’s a reality you can’t ignore. Make smart moves. Find a role that’s genuinely better, not just different. Otherwise, your best bet is to focus on your current job. Repair relationships. Improve your position. Go the extra mile. Because the alternative might be hundreds of rejected applications, months without income, and the slow erosion of your confidence.

If you do decide to jump ship, or even if you don’t, start doing something else now. Build your personal brand. Work on your profile. Don’t wait until you’re panicking and scrambling to get your resume, portfolio, and online presence together. If you do, you’ll be behind before you even start.

Because here’s the thing. It takes time. It’s not weeks. It’s not months. It’s years. Years to grow a network big enough to convert into opportunities that pay real money. Every week you don’t have income is another week of anxiety and pressure. The people who seem to ‘bounce back’ after layoffs? They didn’t start from scratch. They were already showing up, already posting, already known.

So, if you want to avoid being caught like a deer in the headlights, start now. Here are some things you can do to prepare:

  1. Prepare case studies for an online portfolio and a PDF you can tailor for each job application.
  2. Create a master CV and cover letter template that you can customise for each role. Test them for ATS compatibility and use AI to craft them uniquely for each opportunity.
  3. Refine your LinkedIn title, about section, and experience. Position yourself clearly and consistently.
  4. Build your audience by engaging with people in your industry. Those you can learn from and those who might become clients or connections.
  5. Develop templates for post images, carousels, articles, etc., so your content is ready to go and recognisable.
  6. Get professional headshots while you still have the money to do so. Think beyond LinkedIn. You want photos that reflect you in various contexts that align with your brand.
  7. Learn how to write hooks, structure posts, and use AI to polish your brain dumps into cohesive content.
  8. Develop a content strategy that mixes polls, videos, images, and articles. Carousels are performing well right now.
  9. If you can, start a side gig or consultancy. Get the bumps out of the way while you still have the safety net of a paycheck.
  10. Upskill while you can afford it. Share what you’re learning. People love seeing someone level up.
  11. Learn about sales funnels and how to convert followers into clients. Popularity doesn’t pay the bills.
  12. Review, iterate, and keep refining. The goal is to be ready if the worst happens.

It’s tough out there. Everyone’s selling something, and the competition is fierce. But instead of being caught unprepared, get ahead of it. Start now, while you still have a regular paycheck and the luxury of time. Because when the world gets shaky, the best thing you can have is a solid foundation you built before you needed it.

Your Product Agency Is a Dev Shop

A lot of tech companies position themselves as digital product agencies. They claim to deliver end-to-end product solutions, but look a little closer, and they’re just shipping code.

I’m calling bullshit on this practice.

Real product agencies balance design, development, and business strategy to create products that solve problems, deliver value, and drive outcomes. Overstaffing developers, under-resourcing design, and neglecting strategic conversations isn’t building products. It’s a production line disguised as a product team.

Balance Your Team
A team stacked with developers and thin on designers is built to execute, not to create cohesive products. Effective teams bring together designers, developers, and business strategists, all equally involved from concept to launch. When design is under-resourced, it becomes surface-level. Designers are brought in to make things look good instead of influencing key product decisions.

The absence of strategic input causes the work to drift. Developers end up building features without understanding the underlying business goals, and design becomes a cosmetic layer rather than a strategic element. Structuring projects to keep design and business as present as development maintains alignment with the product vision. Each function shapes the final outcome, not just completing their assigned tasks.

A workforce dominated by developers without strategic input is structured for output, not impact.

Integrate Workflows
Strict handoffs between design and development don’t lead to cohesive products. They create disconnected features. Design and development are not separate stages but intertwined practices that need to work together from start to finish.

When designers hand off screens without context and developers build based on assumptions, the result is a fragmented product. Features function in isolation instead of forming a seamless experience. Maintaining alignment throughout the project prevents these gaps. Designers and developers should collaborate continuously, discussing technical feasibility, iterating on interactions, and addressing potential issues as a team.

Strictly following handoffs creates silos. Connecting the work across stages is what builds a cohesive product.

Set Your Standards
Debating frameworks and file structures is not progress. It’s friction. Standards establish a common ground, preventing projects from going in different directions based on personal preferences. If the organisation uses specific frameworks, that should be defined upfront, not argued over.

Assign leads to define standards for file structure, component naming, and documentation. Make sure guidelines are communicated clearly and include criteria for exceptions. Updates should be driven by proven solutions, not personal whims.

Arguing over frameworks rather than solving client problems is a sign of internal misalignment.

Understand the Problem
Diving straight into execution without clearly defining the problem is a common mistake. Effective projects begin with a structured approach to uncovering what truly needs to be solved. This involves running workshops or design sprints where business leads, designers, and developers work alongside the client to unpack the challenge, capture pain points, and align on specific outcomes.

These sessions do more than set expectations. They surface hidden complexities, highlight conflicting priorities, and clarify what success looks like for both the client and the team. Dedicating time to this phase prevents rushed estimates and misaligned efforts later on.

A shared understanding of the problem is not just a step in the process. It’s the foundation that keeps the work focused, purposeful, and strategically aligned.

Manage the Scope
When deadlines loom and budgets tighten, development teams often start slicing features to stay on track. What begins as minor adjustments can quickly turn into wholesale descoping, with entire sections of the product being cut to meet timelines. The result is a butchered product that no longer resembles the original vision.

Scope management is not about cramming everything in or cutting corners at the last minute. It’s about making deliberate decisions that protect both the budget and the product’s integrity. Planning in sprints allows issues to be identified early and adjustments made without gutting the work.

When changes are unavoidable, clearly communicate how adjustments will impact cost, timing, and deliverables. It’s not about saving face; it’s about maintaining the integrity of the product without turning it into a shell of what was promised.

Build Reusable Assets
Starting every project from scratch is a waste of resources. Product-focused teams invest in reusable assets like design systems, code libraries, and templates that provide consistency and reduce effort.

Asset development should be treated as an ongoing practice, not a one-time task. Assign leads to maintain and update these resources as living documents. Reusable assets streamline the work, reduce churn, and provide a solid foundation for future projects.

Insisting on starting fresh every time is not innovation. It’s inefficiency.

Build Client Relationships
Treating client interaction as a distraction rather than an opportunity is a missed chance to gain insight. Casual conversations build trust, uncover deeper needs, and strengthen working relationships. Discouraging engagement with clients means losing valuable context.

Not every interaction needs to be a meeting. Casual chats over a drink, a check-in email, or a short call can reveal crucial information that formal meetings might miss. Viewing client relationships as a line item on the budget misses the bigger picture.

Focusing solely on tasks while ignoring client connections is not product work. It’s order-taking.

Culture Isn’t a Performance Metric
A culture measured by attendance at social events or who posts the most emojis on Slack is performative, not authentic. Real culture emerges through how people work together, communicate, and resolve conflicts. It’s built on shared values, not forced interactions.

Inclusive cultures allow people to participate or not without fear of judgment. No one should feel pressured to attend social events to maintain good standing in the team.

Culture isn’t a checkbox to tick. It’s the environment shaped by how people work, not by how many quizzes they join.

Beyond Build
When the work ends the moment a product ships, opportunities for impact are missed. Taking responsibility for the go-to-market phase is not an afterthought. It is a critical extension of product work.

Creating landing pages, demo videos, messaging frameworks, and sales collateral ensures the product reaches its audience effectively. Staying involved post-launch allows for tracking user feedback, monitoring performance, and iterating to improve outcomes.

Dropping out after handoff isn’t product work. It’s project work that misses the long-term value.

Some agencies claim to build products, but their practices tell a different story. Structures centered around developers without strategic input, workflows based on handoffs instead of collaboration, and a focus on task completion rather than outcomes are easy to spot. Real product work is about alignment across design, development, and business strategy. It’s about creating meaningful connections between teams, clients, and the final product.

The Best Creative Leaders Are Experienced

The best creative leaders are not just charismatic, visionary, or full of bold ideas. They are not great simply because they can sell a concept, win a room, or energise a team. What sets them apart is something quieter and more difficult to define. It is the depth that comes from lived experience. The kind that builds resilience, sharpens judgment, and shapes taste over time.

When skill isn’t enough

Becoming a Creative Director at 30 came with confidence and capability. There was strong expertise in digital, and creative direction came naturally. Projects were delivered. Clients were impressed. Teams moved fast. But beneath the surface, something was missing.

That gap only became clear when working alongside more seasoned creative leaders. They moved differently. Their feedback landed with clarity. Their presence created calm in moments of chaos. There was no need to posture or push. They had earned their authority through repetition, reflection, and results.

In contrast, early leadership was still tied to control. There was ego in the room. Pressure to prove value. A desire to push work through rather than pull the best out of people. The title had arrived before the maturity to carry it well.

Taste is not a trend

One of the clearest markers of experience is taste. Not style. Not trend-awareness. Taste.

It does not come from scrolling through curated portfolios or collecting references. It is shaped slowly over time through exposure, curiosity, and failure. Travel, music, writing, architecture, silence. The best creative leaders absorb the world. That depth filters into how they see, what they question, and how they guide others toward quality.

The most seasoned creatives can spot what others miss. They are not distracted by noise. They focus on what matters. Their instincts have been tested enough times that they can lead without overexplaining. This kind of taste cannot be taught in a workshop. It is cultivated through attention and intent.

What experience really gives us

Time in the product world made this even clearer. In fast-moving teams and high-growth environments, it is often execution that gets rewarded. But in the long run, the creatives who consistently raise the bar are not just fast or clever. They have depth.

Experienced leaders carry perspective. They have lived through changing technologies, shifts in team dynamics, and cycles of burnout and renewal. They know when to push and when to protect. They understand how to create space for others to grow, not just deliver. And they bring calm. Not because things are easy, but because they have faced harder before.

This is not about age. It is about exposure, repetition, and reflection. It is about the ability to hold both the work and the people with equal care.

Creative leadership is legacy work

A creative leader is not measured only by the work that gets produced under their watch. They are measured by the people they develop. The teams they shape. The future leaders they inspire and send forward.

The best creative leaders do more than oversee projects. They mentor, coach, and protect. They raise standards without crushing spirit. They teach others how to see more clearly, make better decisions, and build their own confidence.

Leadership is not what you do in the moment. It is what you leave behind. The impact of a strong creative leader is often only fully understood years later, when the people they supported go on to lead others with the same principles. That is the true legacy.

For those stepping into leadership

Ambition is a powerful driver, but titles arrive faster than depth. New leaders benefit most from being close to those who have done it well for a long time. Not just for inspiration, but for calibration.

It is not just about learning how to give feedback or present ideas. It is about learning when to hold back. When to pause. When to invest in someone quietly, with no immediate return. These lessons are rarely written down. They are observed, absorbed, and eventually practised.

For those hiring creative leaders

Experience should not be a risk factor. It should be a requirement.

The tendency to chase novelty over wisdom is short-sighted. The most experienced leaders bring more than just ability. They bring consistency, clarity, and confidence. They know how to balance quality and pace, ambition and sustainability. They know how to scale teams without losing the integrity of the work.

Most importantly, they build people. That is what keeps standards high long after the leader has left the room.

For those with experience

There is increasing pressure to reinvent or reposition. To prove relevance. But what seasoned creatives carry is more valuable than ever.

The ability to remain calm under pressure. To make decisions rooted in principle, not panic. To spot the crack before it becomes a fault line. To listen deeply. To mentor generously. These are the traits that hold teams together.

There is no need to shrink. There is no need to apologise for the depth that has been earned. The industry needs it.

This is what moves the work forward

Creative leadership is not a performance. It is a practice.

It is built over time, through mistakes, reflection, and a commitment to growth. The best creative leaders are not defined by their output alone. They are remembered for the standards they set, the people they empowered, and the culture they helped build.

Experience is not the past. It is the foundation. And the best leaders carry it forward not for themselves, but for everyone around them.

Creative Leaders, Speak Up About Equality

I’m not here to grandstand. I’m not trying to be the voice of women. I’m a creative leader, and when I see inequality in pay, promotion, or recognition, I speak up. Staying in your lane doesn’t mean staying silent. It means knowing your role and using it well. If you lead creative people, if you care about good work, if you’ve ever hired or managed a team, then equality isn’t someone else’s job. It’s yours.

I’ve hesitated to write about it. Not because I don’t have a position, but because I’ve never wanted to speak over those more qualified or more affected. I still don’t. But I also don’t think silence helps. If leadership means anything, it means protecting people, creating fair systems, and speaking up when something is broken. Even when it doesn’t affect you directly.

What frustrates me is how persistent some of these imbalances still are. Not just in ancient industries or outdated cultures, but in creative, modern, progressive environments. Environments where ideas are everything, but where recognition isn’t always equally distributed. Where women are expected to do more to prove less, or prove the same and still be paid less. That’s not just wrong. It’s embarrassing.

That said, let me be clear. I’m not advocating for the pendulum to swing so far that gender becomes the reason someone is hired, promoted, or rewarded. That’s not equity either. What I care about is value. What someone brings to the table. The ideas they put forward. The thinking, the leadership, the solutions, the outcomes. Pay them for that. Not for their gender. Not despite it either. Just pay them what they’re worth.

This should be obvious, but apparently it still isn’t. I’ve always believed compensation should reflect contribution. Not race. Not sexual orientation. Not how confident someone appears in a meeting. Not how many hours they spend visible. Not whether they ask for it, or whether someone else assumes they will. You’re not paid for who you are. You’re paid for what you make happen.

In creative industries, this becomes even more important. The work doesn’t carry a gender tag. A powerful idea doesn’t announce whether it came from a man or woman or team or intern. It either hits or it doesn’t. It either solves something or it doesn’t. Creativity, at its core, is neutral. The work is the work.

And if the work is good, it should be celebrated. If it moves the business, it should be rewarded. If someone leads a team well, if they shift the culture, if they spark new thinking, that’s what should matter. Not whether they fit some outdated picture of what leadership has historically looked like. I’ve met enough quiet leaders, collaborative problem-solvers, and brilliant thinkers to know that impact doesn’t always wear the loudest shoes in the room.

It’s not hard to fix this. But it does take awareness, consistency, and courage. It means checking how people are being measured. Looking at the salary data. Listening when someone says, “I don’t think this is fair,” instead of brushing it off as tone or attitude. It means making sure women, and anyone else who’s been sidelined, aren’t carrying the added burden of having to prove they belong every time they speak.

As a leader, it’s my job to watch for this. To make sure no one is being quietly penalised for who they are. To make sure everyone is treated with fairness, not favouritism. And to never let poor behaviour slide just because it’s uncomfortable to call it out. If someone is treating women poorly in your workplace, and you say nothing, then you’re part of the problem. Plain and simple.

We’re here to make great work. To build things that matter. That only happens when everyone has the freedom and respect to bring their best. So protect your people. Speak up when it’s needed. Fight for fairness, not favour. The best idea doesn’t care who came up with it, and neither should we.

Good Enough to Best

The digital product world is moving too fast for its own good. What once made sense for early-stage startups, building quickly, shipping scrappily, and learning fast, has crept into the practices of large, established companies. Instead of creating better products, it has led to a flood of half-finished features, bloated platforms, and eroded user trust. In the race to be everywhere and offer everything, companies are losing the clarity, craft, and discipline that once made them strong.

If we want to build products that last, we need to rethink the pace, the priorities, and the purpose behind what we create.

Good Enough
In the right place at the right time, good enough has a valid role in digital product development.

When you’re building an early-stage startup with limited resources, time is your enemy. Good design is a luxury you can’t afford on a friends and family funded budget. In that environment, the goal isn’t to craft a polished product, it’s to get a working version into the market, test assumptions, learn from users, and secure more funding before the money or momentum runs out.

Minimal research, fast front-end builds, and rough guesses all made sense when the aim was validation, not victory. Good enough wasn’t about lowering standards. It was about strategic survival, a stepping stone, a temporary compromise on the way to something better.

The real problem today isn’t that MVPs exist. It’s that good enough thinking has become permanent. Products once meant to be iterated on are left untouched. Core experiences are rarely improved. Features are launched quickly but rarely optimised through real user testing, behavioural data, or craft.

Instead of learning from the MVP and refining it into something great, many companies simply move on, chasing the next feature, the next expansion, the next growth story. Built products are treated as if they’re finished when they’re not.

A product that was once good enough to launch becomes good enough to live with.

Over time, that good enough experience starts to show in clumsy interfaces, confusing flows, broken promises, and frustrated users who wonder why nothing ever really gets better.

Shipping fast is fine. But treating a shipped MVP as a finished product is where the damage begins.

Real product maturity comes from iteration. It comes from investing time in polishing what matters, making core journeys faster, clearer, more helpful, and more delightful. It comes from looking at data, listening to users, refining decisions, improving performance, and deepening loyalty.

Companies should be making their best features even better, not piling on new ones nobody asked for. They should be focused on strengthening what makes them valuable, not distracting themselves with constant expansions into categories they barely understand.

Good enough is fine for a launch.

Good enough is fatal as a long-term strategy.

Bad
In the race to grow, companies have abandoned focus.

Across the tech industry, mature organisations with established brands and significant resources are shipping new features and launching entire platforms at an unsustainable pace. Every business wants to expand into adjacent categories, driven more by fear of being left behind than by any clear user need. Fintechs are selling movie tickets, insurance, and SIM cards. Delivery apps are offering home security systems. Mobile networks are pushing travel deals inside dashboards built for managing your phone plan.

Executives, inspired by theories about ecosystems and platforms, are launching new B2B ecommerce ventures and loyalty programs without clear strategic grounding. The platforms being built often bear no relationship to the parent brand, nor any real connection to what customers expect or want.

Critical questions are being skipped.

→ Is this something our users need?

→ Is this something our brand should offer?

→ Can we actually run this at the level of quality that maintains trust?

→ Are we still staying in our lane?

Instead of focus, companies create noise. Instead of strength, they dilute themselves.

It is like building a marathon training platform to sell sneakers, but leaving the coaching, community, and content to people who have never run a mile. Without operational expertise behind new ventures, and without service layers properly planned and resourced, these additions quickly become burdens, not assets. They scatter energy and damage brand integrity.

The damage does not stay contained. It spreads. Core products weaken as attention, budget, and leadership focus are pulled into too many directions at once. Customers notice. And once trust is broken, it is hard to win back.

Ugly
The situation has worsened even further with the rise of mass-market AI.

Instead of using AI carefully to enhance product quality or service, many companies are treating it as a shortcut to cut costs. Entire design teams, research departments, and service teams are being downsized or eliminated, based on the belief that AI tools can replace human expertise. The craft, experience, and user understanding that took years to build are being discarded in months. Quality is sacrificed in the name of efficiency, but what is really lost is the connection to users, the ability to design with empathy, and the capacity to evolve products through real learning.

At the same time, AI is being rushed into products, not because it solves user problems, but because it looks impressive in marketing. Companies are bolting AI onto every feature they can, desperate to add “powered by AI” to their product descriptions, landing pages, and investor reports. The decision to integrate AI is rarely about improving the user experience. It is about optics. It is about appearing modern, relevant, and competitive, even if the underlying product becomes more confusing, more brittle, and less human.

The result is predictable. Products become heavier, journeys become harder, and users are left to navigate a maze of half-finished features designed to impress everyone except the people who actually have to use them.

What is being lost is not just quality. It is trust. It is the patient, deliberate building of products that people want to use and keep using.

If we are not careful, we will not move forward with AI, but faster toward more fragile, disconnected, and short-lived experiences, losing not just craft, but users themselves.

Good
A better way forward begins with restoring discipline in how we build products.

Good practice starts with reconnecting to users. It means investing properly in research, not running a handful of usability tests just to tick a box. It means creating roadmaps based on user needs and business strengths, not just copying competitors or chasing trends.

Good teams ship carefully. They improve existing journeys first before adding complexity. They understand that retention and user satisfaction are not side effects, they are outcomes of deliberate design decisions.

Good leaders protect quality. They resist the temptation to expand endlessly and instead double down on what made their products valuable to users in the first place.

When we aim for good, we slow down enough to ask the right questions.

When we aim for good, we remember that craft and care are not optional extras, they are competitive advantages.

Better
Better practice goes deeper than fixing features or running tests. It recognises that building a product is also building an ecosystem.

Better companies know that every new feature or platform needs more than code. It needs service. It needs operations. It needs people and processes ready to support it long after launch.

Better organisations invest in teams that can grow products, not just ship them. They treat launch as the beginning of the work, not the end. They create service design maps, operational models, and feedback loops before they go live, knowing that a product without ongoing support will not survive for long.

Better leaders understand the connection between product, brand, and service. They know that each experience a customer has is a thread in the larger relationship with the company. If you add noise, you weaken the thread. If you strengthen the essentials, you weave trust.

Better does not mean doing more.

It means thinking longer term, and making sure what you build can actually be run well and loved for years to come.

Best
The best companies take it even further.

They do not measure success by how fast they ship or how many features they release. They measure success by how much they sharpen the value they offer, how clearly they deliver it, and how deeply they earn loyalty over time.

The best teams design with patience. They think beyond interfaces and flows to the systems that support them. They design the product, the service, and the brand as one connected experience, not separate projects running in parallel.

They understand that real innovation is not about adding more.

It is about taking away what does not matter.

It is about stripping complexity, noise, and distractions until the product feels inevitable, because it fits so naturally into people’s lives.

The best companies know that every interaction is a promise.

The way a product works, the way a service responds, the way a brand makes you feel, all of it adds up to the real experience customers remember.

They understand that every decision compounds. Every shortcut taken today becomes technical debt, brand debt, and trust debt tomorrow.

The best companies treat design not as a project phase, but as a permanent commitment.

They do not rush to market to be first.

They build to endure.

We were supposed to be building better products. Instead, we have normalised unfinished work. We launch before we learn. We expand before we refine. We confuse activity for progress and clutter for innovation.

When delivery becomes the goal, quality disappears.

What should have been sharpened through research, iteration, and craft is left rough and rushed, forgotten under the next wave of “big ideas” that nobody asked for.

This is not progress. It is regression.

We are heading back to a time when software technically worked but was difficult to use and frustrating to navigate.

Design was never brought into technology to decorate. It was brought in to humanise, to translate complexity into something people could actually use and trust.

If we want to move forward, we do not need more features, faster releases, or another wave of the latest trends.

We need to design.