In an industry that demands resilience, adaptability, and vision, two veteran design-build leaders—Melissa Kennedy, President of Meadowlark Design + Build, and Susan Wintersteen, CEO and Creative Director of Savvy Interiors—are proving that leadership is less about hierarchy and more about intention.

This recent Houzz Pro Learn webinar, hosted by Liza Hausman, VP of Industry Marketing at Houzz, peeled back the curtain on their unique career arcs, philosophies on company culture, and how they’ve adapted their leadership styles to evolve with the changing workforce.

“What kind of 'hard' are you choosing?” Melissa asked during the conversation—a question that perfectly captures the heart of leadership in the construction and design space.

Whether you're scaling a team or narrowing your focus in pursuit of long-term sustainability, the lessons from this webinar offer powerful insight for pros at every stage of the journey.

1. Leadership Evolves: Choose the Hard That Fulfills You

Melissa Kennedy didn’t set out to be in leadership—she grew into it. Starting as the first hired designer at Meadowlark in 2007, she discovered that watching others grow was more satisfying than designing itself. “I started seeing that designer be extremely fulfilled by the work they were doing with clients,” she said. “I received more fulfillment from seeing her thrive than from doing the design work myself.” That moment became a turning point. She realized leadership wasn’t just about guiding the work—it was about creating space where others could thrive. “That was really pivotal for me,” she reflected. “My joy comes from helping others do what they love.”

Susan Wintersteen’s path looked different. She started Savvy Interiors as a one-woman creative endeavor and slowly built it into a design-directed general contracting firm. But as the business grew, she found herself grappling with how to scale her vision without sacrificing quality. “I used to think leading meant teaching others to do it the way I did it,” she shared. “But I realized there aren’t a lot of ‘me’s—and that’s okay.” Now, Susan is focused on simplifying—trimming back her team and aligning her business around a more peer-driven structure. “I want professionals, peers, each taking on a pivotal role. Not a hierarchy. Just people owning their lane.”

2. Company Culture Starts With Core Values

Both women emphasized that building a strong company culture starts with hiring—and keeping—people whose values align with your own. Melissa shared that her company experienced a misalignment as they grew rapidly between 2016 and 2019. That disconnect prompted a shift. “We weren’t living the experience we were selling to homeowners,” she explained. “So we implemented EOS and focused on values. We started hiring, firing, and rewarding based on core values.” Now, those values drive everything. “I even quiz our framing crew on job sites,” she laughed. “If they know the core values, they’re using them—and that means they’re showing up aligned.”

For Susan, culture means accountability. “Job security comes from performance, not tenure,” she stated. “I’ve done the ping-pong tables and snack time. But if people aren’t prepared, can’t critically think, or won’t pick up the phone to call a subcontractor—then it doesn’t matter.” Both leaders acknowledged the generational shift in the workforce and how that’s impacting culture. “We’re seeing a lot of job hopping and resume inflation,” Susan added. “As a small business, you need skill and values. One without the other doesn’t work.”

3. Avoiding Burnout by Redefining Leadership

Sustainability isn’t just about business growth—it’s about personal longevity. For Susan, that meant restructuring her firm to reflect the type of leadership she enjoys: collaborating with tradespeople, not managing employees. “I enjoy leading a project with subcontractors more than leading employees,” she said. “At this stage, it’s about designing a structure that feeds me, not drains me.” Melissa shared a similar insight—but from the opposite direction. For her, fulfillment comes from guiding others and creating space for them to grow. “Every person we bring in is either making us better or making us worse,” she said. “Leadership is maintenance—like healthy eating or exercise. It takes work every day.”

4. The Challenges—and Advantages—of Being a Woman in the Industry

Both leaders acknowledged the persistent gender bias that exists on job sites and in the field. “I’ve had subcontractors ask me where my male project manager is—when I’m standing right there,” said Susan. “I’ve been told to ‘just smile’ more times than I can count.”

Melissa recalled a time early in her career when a new project manager asked if she answered the phones. “I just smiled and nodded,” she said. “Eventually, he figured out who I was.” Despite these challenges, both women believe female professionals bring critical strengths to the table. “We listen,” Melissa emphasized. “That’s something our male colleagues noticed about our female project managers—they actually take the time to hear the trades.” Susan agreed, noting that women often bring agility, organization, and the ability to manage many moving parts at once. “We take messy jobs and turn them into cohesive, professional deliverables,” she said. “That’s a superpower.”

She also shared a powerful anecdote: after a male subcontractor falsely accused her of using profanity during a phone call, her daughter—who was in the car and had recorded the conversation—provided proof of her professionalism. “That recording was validating,” Susan said. “After 20 years of being called rude or sharp just for being direct, it meant everything.”

5. Advice for the Next Generation

Both Melissa and Susan had clear advice for young professionals entering the field:

• Show up prepared.
• Take notes.
• Be responsive.
• Understand the industry you’re in.

“Don’t think you’re above a 7:00 AM job site meeting,” Susan advised. “That’s when the work happens.” Melissa added, “Culture isn’t about free snacks. It’s about showing up, doing great work, and knowing your values align with the team.”

Final Thoughts

Whether you're growing a team or preparing to hand off the reins, the paths that Susan Wintersteen and Melissa Kennedy have taken show there’s no single way to lead in this industry. What matters most? Intention. Clarity. Values. And choosing the version of ‘hard work’ that brings you joy.

Want to hear their full conversation? Watch the webinar recording