How I Lead
Results matter, but how we work together determines whether those results are sustainable. My leadership approach is rooted in three things: clarity, empathy, and accountability.
I lead by aligning people and systems around shared outcomes, creating environments where curiosity and accountability coexist, and building the connective tissue that allows complex organizations to move with confidence.
I measure success by the clarity and autonomy of my teams — when people feel trusted, informed, and empowered to make great decisions, everything else follows.
Framework: How I Build Clarity in My First 90 Days
How a leader onboards defines how they lead. My first 90 days set the tone for clarity, trust, and measurable outcomes.
7 Days — Connect & Listen
People first, always. I start by connecting with my immediate team as humans, understanding how they like to work, what motivates them, and what challenges they face.
I chase down access to every tool, dashboard, and meeting so I can understand how information and decisions flow through the organization.
Mantra: “Clear Is Kind. Unclear Is Unkind.” - Brené Brown
30 Days — Observe & Analyze
Once the landscape is clear, I dive into the data. I learn the team’s “lingua franca” — the acronyms, rituals, and rhythms that shape communication.
Then I build a gap analysis across OKRs, KPIs, and roadmaps to understand where effort aligns (or doesn’t) with outcomes. By the end of the first month, I have enough context to start asking why.
60 Days — Build Foundations
By month two, relationships deepen and patterns emerge. I use feedback to refine my understanding and begin running a SWOT analysis to identify where we can grow, where we’re strongest, and where we need support.
This phase is about nurturing trust while quietly introducing structure: early wins, clarified ownership, and aligned goals.
90 Days — Align & Act
The final month shifts from observation to execution. I use everything I’ve learned, data, feedback, and relationships, to start aligning teams around goals that matter.
I formalize 1:1 frameworks, set shared objectives, and introduce systems that sustain clarity and accountability beyond me. From here, the cycle repeats: listen, measure, align, iterate.
Practice: How I Lead Day to Day
1:1s as Coaching, Not Status Updates
My 1:1s are designed for growth, not task tracking. Each quarter, I collaborate with team members to define five goals that benefit the individual, team, and organization. Every other session, we check progress together — transparently, constructively, and with shared accountability.
Building Psychological Safety Through Candor
I believe candor and empathy aren’t opposites, they’re partners. Teams thrive when feedback is specific, timely, and kind. I model transparency early to create psychological safety, so others feel safe doing the same. Brené Brown is my leadership hero.
Decision-Making: Bring People Into the “Why”
When teams understand why we’re solving a problem, alignment happens naturally. I involve cross-functional partners early in framing the “why,” giving everyone context to make faster, better decisions later.
From Meetings to Momentum
Process should enable, not slow down. I streamline recurring meetings into working sessions, replace update calls with shared dashboards, and create async ways to keep cross-functional collaboration alive without burning time. Is my calendar still nuts? Absolutely.
Systems: What I Build to Scale Teams
Product U: A mentoring and enablement program built to scale product thinking across disciplines, now adopted across multiple business units.
Office Hours: Weekly open-door sessions for coaching, collaboration, and unblocking teams.
Executive Summaries: Simple, repeatable reporting that keeps leadership aligned and removes noise between layers.
1:1 Growth Framework: A transparent structure for setting and tracking development goals over time.
Each of these artifacts exists to make clarity repeatable, so teams can operate with confidence, even when the environment shifts (because it ALWAYS will).
Culture: How I Build Teams That Thrive
My long game is team culture.
I build teams that operate on trust, shared understanding, and measurable progress.
I believe clarity is the foundation of psychological safety: when people know where we’re going and why, they can take risks, challenge assumptions, and grow.
As a leader, I mentor emerging product thinkers, champion experimentation, and focus on removing friction, because scaling product excellence starts with scaling people. We’re only as good as the people.
Reflection: Always Iterating, Always Learning
Leadership, like product, is iterative. I listen, test, adapt, and evolve with the team because scaling people systems requires the same curiosity and rigor as scaling products.
From day one through the last, I iterate: connect, learn, measure, and improve. Every cycle strengthens clarity, trust, and impact.