Case study: Zava Leadership & Management

Overview

When I joined Zava, there was no UX function, and few people in the business understood its value or purpose. Four years later, our UX team had grown to fifteen members with a research, visual design and product design function.

I proudly built a creative, inspiring and supportive environment where the team could excel.

During my time at Zava, I was promoted to the exec team, ran the OKR process and implemented an agile squad model replacing the outdated waterfall approach.

Company: Zava

Role: Head of UX

Year: 2015 - 2019

people management coaching strategy scale

The challenge

Build a UX function from scratch. Show the business the value of design oh and entirely rebrand the site in your first year!

Outcome

When I left Zava in 2019, the team had grown to 15 members, including 2 design managers and a thriving research function.

The UX team was fully integrated, and the product teams had embraced a strong build-measure-learn cycle.

The Highlights

Scaled and managed a UX team from 0-15 including UX & UI Designers, UX Researchers and Creative Designers.
Hired, nurtured and coached my team to excel. Created career progression pathways, restructured my team, built a Creative team and managed a large budget.
Embedded Agile, cross-functional squads into the business.
Created a World class data-driven UX practice. Including UX ceremonies such as design critique and campfires.
Rebranded Zava, formerly known as DrEd. At the time I worked hands-on to deliver our new brand. From directing our brand agency to designing the UX and UI.
Set the UX strategy and ensured alignment across the business.
Ran the company OKR process. Not a small undertaking. I believe passionately in driving cohesion of vision and ensuring focus on company goals.
Built strong working relationships. I thrive on radical candor. I’m a very open person who believes in the power of conversation.