I approach each project by first distilling a vision and crafting a design narrative that will guide each design phase from concept to completion. I create design principles for interiors and environmental/experiential graphics prior to a project’s initiation, prioritizing how company mission aligns with the experience I’m crafting.

Clear and compassionate feedback drives my review process, and it’s important that every team member has a voice and is included in design development.

While I’m responsible for making final design decisions, I always collect feedback from peers so I’m confident I’ve considered all ideas or concerns.

Workplace is shifting swiftly from a staunch approach to efficient office layouts and one-size-fits-all components into an evolved dynamic of choice work and collaboration zones that align with a variety of work styles and employee personas. 

I was an active voice and strategist on the development of LinkedIn’s Dynamic Work Environment program, highlighting both quantitative and qualitative data to inform program ratios, furniture selections, acoustic integrations, and accommodation of forecasted growth (or reduction) in teams. This experience required taking intelligent risks, piloting thoughtful experimentation, and agile problem solving skills.

Through active employee engagement and buy-in, I confidently fused data and experience to push programming and space planning in New York, Toronto, Chicago, Detroit and São Paulo offices toward the newly coined Dynamic Work Environment model—a guideline more than a standard to allow flexibility over time. 

Employee engagement is vital to defining programming early, and I became well versed in communicating design intention to users not fluent in architecture and interiors. From coordinating furniture test-sits to hosting leaders on in-progress site walks, this engagement is an equal opportunity to learn between designer and end user.

In my final two years at LinkedIn, I co-founded the Workplace Diversity, Inclusion and Belonging Committee. The objective of this collective was to have a representative from every Workplace team, collaborate with Microsoft to breach the learning curve around Inclusive Design, and create goals for our organization to meet over time.

Some of my contributions:

- Revising Real Estate guidelines to be intentional in choosing sites promoting accessible design and equitable employee access.

- Partnering with Supplier Diversity to create spend goals for projects, maintaining a percentage of project budgets to support diverse business owners from architecture firms to small businesses.

- Authoring design playbooks and communicating opportunities to design environmental graphics packages with diverse and inclusive representation of people, cultures, and languages.

- Hosting discussions with the top five furniture manufacturers to set expectations for inclusive design and promote our team’s priority to introduce human-centered product, highlighting the void in the market for accessible furniture.

Mentoring and supporting young designers is a career passion and it’s most rewarding when I can inspire confidence and compassionately guide creatives to do their best work.

A mentor to five women new to the design industry through IIDA’s Mentorship Program, I appreciate the opportunity to encourage young creatives to be their most authentic selves as they navigate the profession. This experience validated my desire to mentor teams in an ever-evolving industry.