Enterprising Design Leadership Profile

Core Drive: Progress
Theme: Momentum, motivation, and goal-driven influence
Leadership Identity: “Lead by going first. Inspire by moving fast. Succeed by doing.”

Leadership Style

Energetic Initiative, Goal Clarity, Lead by Motivation and Action

Enterprising Design leaders are natural initiators who thrive in fast-paced, forward-moving environments. They are high-energy catalysts who quickly spot opportunity, respond with action, and lead with confidence. When they are motivated, they are among the first to step forward, bringing others with them through enthusiasm, charisma, and vision.

Their leadership comes from their drive to succeed, not just for themselves—but for the team, the mission, and the vision. They are energized by progress, and are often the ones pushing everyone to go further, faster. Their gift is in rallying energy, building momentum, and modeling belief in success.

They are rarely passive and dislike environments that reward stagnation or over-analysis. Their challenge is in pacing themselves and sustaining long-term focus once the initial energy wears off.

Behavioral Traits:

• Take initiative quickly and vocally in pursuit of opportunity

• Highly motivating, expressive, and outwardly focused

• Thrive in competitive, energetic, or dynamic environments

• Expect visible progress and action to stay engaged

• Natural recruiters, networkers, and promoters of the vision

• Reward loyalty and contribution with recognition and incentive

Key Tendencies:

• Want fast wins and visible markers of success

• Lose energy in slow, bureaucratic, or uncertain situations

• May overlook details or depth if progress stalls

• Prefer peers who are self-driven and solution-focused

• Easily step into leadership in peer groups or team settings

• May risk burnout if success feels delayed or ambiguous

“If we move now, we can win. If we win, we can build more. Let’s go.”

Advantages of the Enterprising Leader

1. Faith in Progress

Enterprising Leaders possess an unshakable belief in the power of action, growth, and human potential. They see opportunity where others see risk—and they move forward with boldness. Their confidence creates energy, and their wins fuel more wins.

Core Strengths:

• Fast execution and goal clarity

• Resilience in the face of obstacles

• Willingness to take strategic risks

• Ability to inspire belief through action and optimism

“Their advantage lies in their ability to believe progress is possible—and act accordingly.”

Influence: Faith and Modeling

Enterprising Leaders influence through their energy, action, and results. People don’t just follow what they say—they follow what they do. They are living examples of what happens when confidence and discipline are combined.

Their influence flows from public belief in the vision and private discipline toward progress. They are inspiring not just for their words, but for how their lifestyle, decisions, and work ethic model success.

Tools of Influence:

• Motivational communication that drives urgency and clarity

• Visible achievement and lifestyle modeling

• Building incentive systems to keep others moving forward

• Recognizing others’ wins and celebrating progress openly

“I won’t just tell you it’s possible—I’ll show you what it looks like.”

Core Goal: Success Through Movement

Enterprising leaders are fueled by progress, achievement, and measurable forward motion. They don’t just want to start something—they want to see it grow, thrive, and win. Their fulfillment comes from knowing that their work is producing visible impact, and that others are advancing because of their influence.

Vision Casting

“Here’s where we’re going—and how fast we can get there.”

Enterprising Leaders are bold vision-casters who speak the future with confidence, energy, and simplicity. Their visions are tied directly to results, outcomes, and motivation. They sell vision like a pitch—inviting others to believe, act, and win together.

They don’t get bogged down in over-explaining. They keep vision focused on the result, often using momentum-based language like:

• “This is where we’re headed.”

• “Here’s how we’ll get there.”

• “Let’s go—together, now.”

They are energized when the vision gains traction and begin looking for early momentum signals immediately.

Execution

Execution is a strength zone for Enterprising Leaders—but only when the environment continues to reward visible progress. They are action-takers, momentum-builders, and problem-solvers, especially in the early-to-mid phases of a project.

If systems slow down or results aren’t apparent, their energy may fade unless new benchmarks or reinforcements are introduced.

Execution Strengths:

• Jump-starting stalled initiatives

• Pushing through obstacles with urgency

• Organizing fast-paced teams around shared goals

• Holding themselves accountable through progress tracking

Conflict Resolution

Their conflict style is direct, fast, and result-focused. Enterprising Leaders don’t like lingering tension—they want issues solved so the team can move forward. They may appear impatient or insensitive in emotionally nuanced situations, especially if the conflict is slowing down execution.

Conflict Style:

• Address problems quickly, expecting resolution over reflection

• Respect honesty, solution-thinking, and accountability

• Lose patience with passive-aggressive or avoidant behaviors

• May struggle with empathetic engagement when emotions run high

Management Style

Their management style is energetic, motivational, and incentive-driven. They focus on goals, rewards, and contribution. They expect others to match their drive, and they often create recognition systems to celebrate team momentum.

They are more interested in who’s moving than who’s talking. They value speed, impact, and visibility.

Preferences:

• Goal-focused teams with strong internal drive

• Public recognition and tangible rewards

• Quick check-ins with action steps

• High energy environments with visible performance feedback

View of Authority

They view authority as a model and a coach. They want their leaders to have a plan, execute well, and inspire growth. If leadership is passive, uncertain, or lacks personal success, they will quickly disengage or look for leadership elsewhere.

They respect leaders who are competent, motivating, and goal-oriented, and they are especially drawn to those who embody the lifestyle or outcomes they themselves are working toward.

“Show me what success looks like. Teach me how you got there. Then let me run.”

What They Want from Leadership

Motivating. Strategic. Winning.

Enterprising Leaders want leaders who:

• Cast compelling, motivating vision

• Provide clear, outcome-oriented strategy

• Model personal and professional success

• Invest time in coaching them to grow

• Reward performance and momentum with recognition or opportunity

• Keep the team moving, not spinning

They believe leadership is about ownership, direction, and development. If a leader is uninspiring, stagnant, or disconnected from progress, the Enterprising Leader will lose trust and eventually move on.

View of the People They Lead: Teammates in the Race

They see those they lead as potential winners—people who can grow, succeed, and rise together. They view their team as players in motion, and their goal is to keep them focused, energized, and rewarded.

They want to coach others toward greater belief in themselves, and they offer motivation and opportunity for those who respond with effort.

Leadership Behavior:

• Rally the group around shared targets

• Inspire confidence through personal example

• Identify rising contributors and reward them

• Call out laziness or complacency quickly

• Create a “win-together” team culture

“If you run with me, I’ll push you to levels you didn’t know you could reach.”

Summary: The Enterprising Leadership Profile

TraitExpressionStyleFast-paced, vocal, action-oriented, motivationalStrengthMomentum-building, risk-taking, execution, inspirationMotivationAchievement, progress, results, influenceInfluenceFaith, modeling, and lifestyle-based leadershipTeam ViewTeam of winners—motivated players who rise with opportunityChallengeImpatience, overexertion, difficulty with long delays

 Decision-Making

“Act fast, think forward, and believe in the outcome before it’s visible.”

🔍 Deep Insight:

Enterprising leaders are bold, action-forward decision-makers who rely on optimism, instinct, and strategic risk. They don't need all the information to act—they need just enough clarity to see an opportunity, believe in it, and go. Their strength lies in their ability to create momentum through movement, often motivating others to follow with speed and energy.

They thrive in fast-moving environments where decisions equal progress, and they are comfortable adjusting as they go. While this makes them incredibly effective in fast-start or growth-oriented roles, they may overlook important details or long-term consequences if they aren’t grounded by more process-driven collaborators.

🧠 Behavioral Traits:

• Make decisions quickly when vision and opportunity align

• Ask questions like:

  • “What’s the fastest way to get this moving?”

  • “What do we gain by acting now?”

  • “Is this bold enough to create traction?”

• Value speed and belief over perfection and analysis

• Resist delays caused by overthinking or indecision

• May grow impatient with overly cautious or hesitant team members

💡 Expanded Example:

Faced with a shrinking market window, an Enterprising leader greenlights a product launch with 70% readiness—confident that momentum, marketing, and adaptability will cover the rest. While others worry about polishing the details, the leader’s decision gets the brand to market first, captures key users, and forces competitors to play catch-up.

Delegation & Accountability

“Empower others through belief, reward progress, and expect performance.”

🔍 Deep Insight:

Enterprising leaders delegate not to offload tasks, but to multiply momentum. They see people as potential performers—and they motivate them with faith, energy, and incentives. Delegation is a way to build ownership and accelerate growth, both for the individual and the goal.

However, they often assume others are as driven as they are, which can lead to frustration if people underperform. Their accountability style is direct, future-oriented, and laced with motivational energy rather than punitive tones.

🧠 Behavioral Traits:

• Delegate based on enthusiasm, potential, and responsiveness

• Prefer action-takers and problem-solvers over cautious processors

• Hold others accountable with statements like:

  • “I believe in you—let’s push this further.”

  • “I need to see more effort, more drive.”

• Tend to reward progress and loyalty with greater opportunity

• May overlook early underperformance if someone seems motivated or inspired

💡 Expanded Example:

An Enterprising sales director gives a promising junior rep the lead on a new campaign—not because of tenure, but because of hunger and energy. When the rep under-delivers early, the leader reframes the challenge as a growth moment, re-aligns expectations, and motivates them with a performance-based bonus structure. The rep ends up exceeding expectations and becomes a top performer.

Vision Casting

“Speak the goal with energy, paint it with clarity, and sell it with belief.”

🔍 Deep Insight:

Enterprising leaders are inspirational vision-casters who ignite belief and drive with compelling, clear, and motivational language. They speak in future-forward terms, framing what's possible if the team commits fully. Their vision is high-energy, action-driven, and goal-centered, with clear rewards tied to forward movement.

They don’t just speak vision—they sell it. Their gift is getting people to believe not just in the goal, but in themselves. Their challenge is ensuring that vision stays sustainable and structured—not just exciting.

🧠 Behavioral Traits:

• Use bold, simple, motivational language to rally others

• Tie vision to tangible results, rewards, or success stories

• Often say things like:

  • “We can win—if we move now.”

  • “This is the season to rise, and we’re doing it together.”

• Paint big-picture clarity, then drive momentum toward it

• May overpromise if excitement isn't grounded in reality

💡 Expanded Example:

During a company slump, an Enterprising CEO launches a quarterly initiative called “The Comeback,” complete with incentives, rallies, and a clear 90-day plan. They hold a kickoff meeting full of energy, cast a vision of redemption and dominance, and use storytelling to remind the team what’s possible. The campaign rejuvenates morale and delivers better-than-expected results—not just from strategy, but from sheer belief.

Coaching & Mentoring

“Pull others into greatness by showing what’s possible and pushing them to reach it.”

🔍 Deep Insight:

Enterprising leaders coach through motivation, modeling, and belief. They are natural encouragers who see people’s potential before it's proven, and they challenge others to grow by giving them visible opportunities to win. They often mentor by saying, “Come with me—watch how I move,” then handing over real responsibility.

Their mentorship style is fast-paced and forward-facing. They don’t dwell on weaknesses—they coach people into strength by focusing on what’s next, not what went wrong. Their challenge is in being patient with slower learners or those who need emotional connection over performance motivation.

🧠 Behavioral Traits:

• Encourage others through belief in their potential

• Assign stretch roles to spark development

• Offer mentorship through visibility and exposure

• Say things like:

  • “You’re ready for this—step up.”

  • “I’ll walk with you, but you’ve got to move.”

• Expect action, energy, and internal motivation in return

💡 Expanded Example:

A young project manager doubts their ability to lead a large launch. The Enterprising leader responds, “You’ve already got what it takes—now go show it.” They walk them through the initial strategy, then give them the reins and hold them accountable for results. The leader checks in to celebrate wins, course-correct when needed, and continually reinforce belief. The mentee rises faster than expected and attributes their growth to being “thrown into purpose.”

 Leaders with an Enterprising Design (Progress-driven) are action-oriented, opportunity-seeking, and motivated by success and forward momentum. They are natural initiators and goal-chasers who thrive when they can move fast, win visibly, and influence others toward results. But even the most self-starting leader needs leadership above them that supports, fuels, and elevates their forward drive.

Here’s a complete breakdown of what Enterprising Design leaders want from their leaders, reflecting their internal wiring and external focus:

What Enterprising Design Leaders Want from Their Leaders

Core Need: Directional support, high-energy leadership, and visible alignment with success

1. Motivational and Visionary Leadership

Enterprising leaders want to be inspired by their leaders. They are most engaged when working under someone who casts compelling vision, communicates with energy, and lives with purpose. If their leader is flat, uninspiring, or reactive, it’s hard for them to stay emotionally connected or goal-aligned.

They don’t just want goals—they want goals they can believe in.

What This Looks Like:

• Leaders who speak to big-picture success and long-term opportunity

• Strategic language that energizes, not just informs

• A sense of boldness, clarity, and conviction in direction

• A leader who reminds them, “This is why what we’re doing matters.”

“I need to feel like we’re running toward something real and worthwhile.”

2. Modeling of Success

Enterprising leaders respect people who live what they teach. They want their leaders to be examples of personal discipline, professional growth, and strategic wins. They need to see that the path they’re following works, and they want to know their leader is walking it, too.

They lose respect for leaders who talk about growth but don’t grow, who demand results but don’t produce, or who want energy but bring none.

What This Looks Like:

• Leaders who demonstrate consistency, follow-through, and growth

• A lifestyle that matches the level of leadership they claim

• Competence in execution and confidence in coaching others

• Public integrity and visible momentum

“Don’t just lead me—show me what success looks like in your own life.”

3. Strategic Coaching and Personal Investment

Enterprising leaders are hungry for growth. They want leaders who coach them, challenge them, and champion them. If they admire their leader, they are highly coachable—but they need that coaching to be relevant, forward-focused, and connected to tangible results.

They’ll lose interest in leaders who don’t offer feedback, who ignore their goals, or who seem unavailable or disengaged.

What This Looks Like:

• Regular, high-impact 1-on-1s that include feedback and stretch goals

• A coach-like posture: “Here’s how you grow from here.”

• Leaders who track their development and celebrate their wins

• Willingness to give high-trust assignments as a growth path

“I want my leader to see where I’m going—and help me get there faster.”

4. Clarity of Direction and Defined Goals

They thrive when things are clear, actionable, and measurable. Enterprising leaders want leadership that sets high but achievable standards and provides a roadmap with milestones, rewards, and challenges.

They dislike vagueness, ambiguity, or too many pivots. If things feel unclear, they’ll try to create their own vision—and possibly pull in a different direction.

What This Looks Like:

• Defined targets, metrics, and progress points

• Timelines that make sense and allow for visible wins

• Strategy that aligns with values, vision, and action

• The ability to plan based on where things are clearly headed

“Tell me where we’re going, and I’ll lead the charge—but don’t keep moving the goalposts.”

5. Freedom to Move and Space to Execute

While they value structure and clarity, they also need freedom to take action, experiment, and pursue results in their own way. Micromanagement or excessive controls will make them feel boxed in—and they may disengage or push back.

They want to be trusted as leaders of momentum who will figure out how to move forward without constant oversight.

What This Looks Like:

• Leaders who give autonomy once expectations are clear

• Space to try new approaches or initiate improvements

• Flexibility to adapt, iterate, and pursue creative solutions

• Room to fail forward without fear of punitive correction

“Give me direction—and then get out of the way so I can run.”

6. Recognition and Forward Opportunity

Enterprising leaders are fueled by visible progress. They want to be recognized for their wins—and then quickly channeled toward new levels of responsibility or opportunity. They are not ego-driven, but they are progress-driven—and they equate recognition with momentum.

If leaders overlook their contribution, don’t acknowledge growth, or fail to offer new challenges, their engagement will drop.

What This Looks Like:

• Public or private affirmation when key milestones are hit

• Opportunities to lead new initiatives, teams, or strategies

• Clear career pathing or upward mobility tied to achievement

• Feedback that says: “You’re moving, and we see it.”

“I don’t need applause—I need to know I’m gaining ground and leveling up.”

Summary Table: What Enterprising Design Leaders Want from Their Leaders

NeedWhat It Looks LikeMotivational VisionLeaders who cast a compelling, future-focused direction with energy and beliefModeled SuccessLeaders who live what they teach and embody the progress they ask of othersCoaching & ChallengeHands-on growth investment, feedback, and stretch goals that unlock their next levelClear TargetsDefined objectives, visible benchmarks, and forward structureAutonomy with AccountabilityFreedom to move, build, and deliver—without micromanagementRecognition & MomentumCelebrating wins, assigning new challenges, and promoting based on progress

Final Thought:

Enterprising leaders want to run hard—but they need someone ahead of them running harder.
They don’t just want a boss—they want a coach, a strategist, and a model for success.
Give them vision, challenge, and belief—and they’ll multiply results for everyone.

 Enterprising Design individuals—driven by the Progress motivational drive—are wired for movement, energy, momentum, and visible achievement. Even when they’re not in leadership roles, they bring a goal-oriented, forward-focused intensity to their work. Because they’re naturally competitive, ambitious, and inspired by growth, the way their leaders support or fail to support them has a major impact on their motivation and performance.

Below is a fully refined and expanded overview of what Enterprising Design individuals want from their leaders, with clarity on what energizes them, what discourages them, and how to unlock their full potential on a team.

What Enterprising Design Individuals Want from Their Leaders

Core Need: Clarity, challenge, motivation, and forward motion

1. Clear, Ambitious Goals with Visible Payoff

Enterprising individuals thrive when they know exactly what the target is—and what happens when they hit it. Vague expectations or unclear success metrics make them restless and disengaged. They want measurable, outcome-focused goals that are both challenging and rewarding.

They don’t just want to contribute—they want to win.

What This Looks Like:

• Tangible KPIs or performance goals

• Defined timelines and success benchmarks

• Rewards or recognition tied to milestones

• Regular updates on progress or goal status

“Tell me where the finish line is—and I’ll race to it.”

2. Motivational Energy and Leadership that Inspires

Enterprising individuals are internally driven, but they feed off the energy of their leaders. They want to be around people who believe in big outcomes, who radiate confidence, and who push others to grow. A low-energy or passive leader feels like a ceiling to their ambition.

They need leadership that fuels belief, not just checks boxes.

What This Looks Like:

• Leaders who speak with passion and clarity

• Visible excitement for what’s possible

• Encouraging words paired with real challenge

• Belief in their potential and ability to rise

“If you’re excited, I’ll run harder. If you’re flat, I’ll look elsewhere.”

3. Fast-Paced Environments and Forward Motion

They hate being stuck. Enterprising individuals want to feel like the team is moving—and that they’re a key part of that momentum. Slow processes, unclear next steps, or endless revisions will frustrate them quickly.

They associate progress with purpose—if we’re not moving, why are we here?

What This Looks Like:

• Streamlined systems and decision-making

• Opportunities to contribute quickly and visibly

• Fast feedback loops with real-time course correction

• Prioritizing action over perfection

“I don’t need it to be flawless—I need it to move.”

4. Recognition for Results, Not Just Effort

They’re not driven by compliments—but they are driven by acknowledgment of progress. When they hit a target, make a key contribution, or go above and beyond, they want leaders to see it, say it, and reward it. They lose motivation when wins go unnoticed or when others are praised for doing the minimum.

What This Looks Like:

• Public or private recognition for exceeding expectations

• Advancement opportunities tied to performance

• Bonuses, incentives, or rewards for measurable success

• Being called on to lead or contribute in visible ways

“If I’m producing, I want to know you see it—and that it matters.”

5. Freedom to Work Their Way

They want room to move, act, and create outcomes—not to be micromanaged. Enterprising individuals flourish under outcome-based leadership, where they’re trusted to find their own methods as long as the results are there.

They’ll quickly disengage from leaders who nitpick their style, delay their actions, or create red tape.

What This Looks Like:

• Leaders who say, “Here’s the goal—run with it.”

• Flexibility in how they complete their work

• Trust paired with accountability

• Minimal bureaucracy, maximal movement

“Don’t slow me down. Just let me show you what I can do.”

6. Opportunities to Rise and Compete

Enterprising individuals want to grow—and they love to compete with themselves and others. If there’s no room to rise, lead, or take on more, they start to coast or look elsewhere. They want leaders who notice their drive and open doors for them to prove and improve themselves.

What This Looks Like:

• Promotion paths or stretch assignments

• Performance-based advancement

• Clear examples of how they can “level up”

• Friendly competition or leaderboards tied to performance

“If there’s no next step, I’ll go find one elsewhere.”

Summary Table: What Enterprising Design Individuals Want from Their Leaders

NeedWhat It Looks LikeClear GoalsDefined objectives, timelines, and expectations with rewards for hitting themMotivational LeadershipLeaders who inspire belief and energize the team toward achievementFast MovementAction-oriented decision-making and progress-focused cultureRecognitionAcknowledgment of contribution and results, not just participationAutonomyFreedom to act quickly and creatively toward clear outcomesGrowth PathwaysOpportunities to advance, compete, or take on greater responsibility

Final Thought:

Enterprising individuals want to feel like they’re going somewhere—and fast.
Give them a vision to chase, goals to hit, and leadership that matches their intensity, and they will become the unstoppable force that drives your team forward.

 Enterprising Design leaders, driven by the Progress motivational drive, are ambitious, high-energy, and forward-focused. They are goal-getters who thrive on momentum, measurable progress, and visible results. They lead with vision, enthusiasm, and a drive to accomplish meaningful objectives—and they expect their followers to keep up, step up, and buy in.

They are inspired by initiative and discouraged by passivity. They don't just want followers—they want partners in pursuit.

Here is a detailed and refined breakdown of what Enterprising Design leaders want from their followers:

What Enterprising Design Leaders Want from Their Followers

Core Need: Motivation, responsiveness, personal ownership, and shared momentum

1. Initiative and Self-Motivation

Enterprising leaders want followers who move without being pushed. They thrive when surrounded by individuals who bring energy, ideas, and momentum to the table. They are not looking for people to wait for instructions—they want those who spot opportunities, act boldly, and keep the pace.

If a follower needs constant direction or lacks internal drive, it quickly becomes a drag on their energy.

What This Looks Like:

• Taking ownership of tasks without being chased

• Starting new ideas or improvements without waiting for approval

• Seeing a need and stepping up to meet it

• Asking, “How can I move this forward?” instead of “What do I do next?”

“I’m running fast. If you’re running with me, you don’t need to be told to move.”

2. Responsiveness and Quick Execution

Because they are future-oriented and results-driven, Enterprising leaders expect fast response times and quick turnaround. They don’t mind adjusting strategy, but they want momentum in execution. Delays, overthinking, or dragging feet will frustrate them.

They need followers who take action quickly, and who communicate clearly if things are blocked.

What This Looks Like:

• Responding promptly to emails, updates, and changes

• Turning decisions into action without excessive hesitation

• Letting them know early if obstacles arise

• Focusing on solutions, not just problems

“Let’s move. If something’s in the way, name it—and keep pushing forward.”

3. Commitment to the Goal

Enterprising leaders expect followers to care about the mission—not just complete the tasks. They want teammates who are bought in, who want to win, and who will stretch themselves to hit the target. Mediocrity, complacency, or detachment is disheartening to them.

They feel most aligned when their followers are emotionally invested in the outcome, not just along for the ride.

What This Looks Like:

• Expressing belief in the vision and mission

• Staying late or going the extra mile when deadlines are tight

• Celebrating wins and staying hungry for the next goal

• Treating progress as a shared responsibility, not a top-down task

“If you believe in the goal, I’ll invest in you. If you’re just checking boxes, I’ll notice.”

4. Confidence and Solution-Minded Thinking

These leaders move quickly and face challenges head-on. They want followers who can problem-solve independently, present ideas, and show confidence in what they bring to the table. They’re energized by those who don’t crumble under pressure, but who step up when the pressure hits.

They don’t want perfection—they want bold, resilient people who will keep moving forward.

What This Looks Like:

• Coming to meetings with ideas, not just problems

• Saying, “Here’s what I tried—here’s what I need help with”

• Staying confident when things get hard or ambiguous

• Being resourceful before asking to be rescued

“I don’t expect you to have all the answers—just bring solutions, energy, and a fighting spirit.”

5. Energy, Positivity, and Drive

Enterprising leaders are natural motivators—but they don’t want to carry everyone’s energy on their backs. They expect others to bring optimism, forward-thinking, and grit. Negativity, defeatism, or emotional drag drains their momentum and reduces their trust.

They want to build with those who believe progress is possible, and who bring energy into the room.

What This Looks Like:

• Showing up with energy and a solutions-first mindset

• Focusing on what can be done, not just what’s going wrong

• Offering encouragement to others in the trenches

• Choosing optimism, especially when stakes are high

“If we’re aiming for something big, I need people who believe we can get there.”

6. Visible Progress and Measurable Results

These leaders are wired to measure movement. They want to see progress, not just hear about effort. They expect their followers to track their wins, set milestones, and show that momentum is building—even in small ways.

They’re not micromanagers, but they need visibility so they can plan, adapt, and celebrate.

What This Looks Like:

• Updating on progress without needing to be asked

• Setting and hitting deadlines with pride

• Keeping visual boards, KPIs, or checklists updated

• Owning mistakes quickly and showing what was learned

“If you’re moving forward, show me. If you’re stuck, name it—and let’s solve it together.”

Summary Table: What Enterprising Design Leaders Want from Their Followers

NeedWhat It Looks LikeInitiativeSelf-starting energy, ownership, and independent actionResponsivenessFast communication, quick execution, and forward motionBuy-In to the GoalEmotional commitment to the mission, not just the taskConfidence & ResilienceProblem-solving attitude, boldness, and bounce-back energyPositive EnergyOptimism, enthusiasm, and belief in what’s possibleVisible MomentumRegular updates, real progress, and commitment to measurable results

Final Thought:

Enterprising Design leaders don’t want followers—they want fire-starters.
If you bring initiative, energy, ownership, and belief, they will pour fuel on your momentum, coach you toward success, and celebrate with you every step of the way.