You’re good at what you do.
People trust you to bring clarity, calm, and creativity into messy situations.
You’ve earned your place — yet lately, it doesn’t quite feel like that.
You’ve stepped into leadership, or you’re on the verge of it.
Maybe you’ve been promoted from senior designer to design manager, or you’ve quietly taken on the role of “unofficial lead.”
Either way, things have shifted, and the ground under your feet feels less stable than it used to.
You’re managing projects, guiding people, and trying to stay creative.
But the balance between doing and leading keeps slipping.
The more responsibility you take on, the more it starts to feel like you’re the one who’s behind.
You care deeply. You want to do right by your team and your work.
But inside, you’re replaying conversations, second-guessing decisions, and wondering if you’re really cut out for this.
“Am I leading well?”
“Am I doing enough?”
“Am I the right person for this?”
You’re not the only one asking those questions.
You’re not the problem. The job is.
Imposter syndrome stops here
Leadership, especially in design, is a bit like a tangled ball of yarn.
Every new responsibility adds another knot to untangle.
Every new relationship or decision adds weight.
No one hands you a map; you’re expected to figure it out while leading others.
At some point, what used to feel exciting starts to feel overwhelming.
And even when things look fine on the outside, inside, you’re just trying to hold it all together.
That’s where coaching comes in — not to fix you, but to help you pause long enough to see clearly.
To untangle the threads, make sense of your challenges, and rediscover confidence in your own leadership style.
You’re doing something genuinely hard
Most of the people I work with are new design managers or senior designers stepping into leadership.
They’ve built their reputation through craft, through doing great work, being reliable, and delivering results.
But once they start leading, the game changes completely.
They’re suddenly expected to manage people, align stakeholders, handle politics, and still “keep the creative bar high.”
They start managing energy instead of pixels.
And because they care, they often do too much: saying yes, stepping in, overworking, overthinking.
It’s not incompetence. It’s care without structure.
And it’s exactly the point where leadership coaching helps.
Leadership is a game of balance
Change is hard. Doubt and anxiety are normal in times of transition.
The goal isn’t to eliminate uncertainty, but to navigate it with greater ease.
Balance is key
You’re leading people while juggling your own deliverables. Together we’ll work on delegation, boundaries, and clarity — so you can focus on the work that actually moves things forward.
Growth is vital
You may have been promoted before you felt ready. That’s common. Coaching helps you fill in the gaps — to build confidence, not just competence.
Perspective matters
Tools are easy to learn. What changes everything is combining those tools with self-knowledge and reflection.
Because when you understand how you lead, you can finally start leading like yourself.
Let’s hear from leaders like you
“Working with Piotr helped me level up as a leader in ways that were both practical and immediately impactful. We refined my leadership toolkit, aligned my team’s growth with company goals, and strengthened how I communicate.
“I landed a new leadership role with a 30% salary increase. Piotr helped me resist pressure to rush, identify my strengths and values, and turn my CV into an honest, compelling story.”
“Each session left me feeling energized, confident, and ready to tackle challenges with a renewed perspective.”
The pattern is always the same:
Once people stop powering through alone and start thinking with structure, clarity comes quickly.
How this works
Coaching isn’t therapy, and it’s not a performance review either.
It’s a structured conversation where you get to think clearly, test assumptions, and turn uncertainty into direction.
We start where you are:
- the frustration
- the tension
- the mental clutter.
Then we work through reflection, decision-making, and practice:
Insight → Choice → Action
You’ll leave each session with clarity and something tangible to try right away.
It’s a mix of self-awareness, strategy, and accountability: the kind of support most new leaders wish they had but rarely get.
Why do I coach
Before coaching, I spent nearly a decade leading projects as a designer and then leading teams as a design manager.
I became a manager early, climbed fast, and learned that leadership isn’t something you just “figure out.”
I often wished for someone impartial, someone who could challenge my thinking, help me slow down, and remind me that struggling didn’t mean failing.
Now, I’m that person for others.
I bring two lenses to this work:
- The lens of a coach; EMCC Senior Practitioner, ICF-trained.
- The lens of a design leader — someone who’s been in the meetings, held the deadlines, and navigated the same creative and emotional challenges.
What I offer is a partnership and a space for honesty, clarity, and growth.
And before you go
No one is born a great manager.
It’s a learned practice — one that takes patience, experimentation, and time.
You can learn it through overwork and sleepless nights.
Or you can learn it with structure, reflection, and support.
You’re thoughtful, capable, and ready to grow — not just in title, but in depth.
You don’t need more advice. You need a space that helps you think.
Leadership will always be complex.
But it doesn’t have to feel chaotic.
You’ve already earned your seat at the table.
Now it’s about making that seat feel comfortable.
You don’t have to figure this out alone.
Get in touch to schedule a free 30-minute discovery call — no pressure, no pitch, just space to think.
Because great managers aren’t born — they’re designed.
Let’s design your leadership path together.
