Be True to Your Strengths: On Mentorship from the President, Maryland Region of Howard Hughes

Kristi Smith, President of the Maryland Region at Howard Hughes, credits a network of supportive women for playing a large part in her career progression. Before joining Howard Hughes in 2023, she was the Executive Vice President of Development at JBG SMITH for over a decade, where she founded JBG SMITH’s Women’s Initiative.

Smith believes that, ultimately, you’re in charge of your career. “Seek out mentors and push your career forward — don’t wait for someone else to do it,” she says.

Here, we caught up with Smith to talk about the role of mentorship and self-advocacy in the workplace. 

Can you describe your role and responsibilities?

I lead Howard Hughes’ development efforts for the 14 million-square-foot, 30-year mixed-use master plan in Downtown Columbia, Maryland. We’re committed to continuing the vision for a self-sustaining, culturally complete community accessible to public landmarks from parks, trails, greenery, and more. 

How has your career progressed, and what role have other women or your company played in your growth?

A network of women colleagues and mentors has played a crucial role in my career progression. For the first decade of my career, I didn’t focus on issues I’ve encountered as a woman until I realized I lacked an example of someone in my organization who was leading a career and personal path I strived to emulate. This coincided with when I had my first child, and I didn’t have another working mom to look up to in my organization. 

I started building that professional village of friends and colleagues. I also looked outside my organization for mentorship. An architect I worked with was an example for me because she had grown kids and was on the opposite end of her career. It was so helpful to see how she came out the other side. 

What impact has mentorship or sponsorship had on your career journey?

I had the privilege of founding JBG SMITH’s Women’s Initiative, which led efforts to promote women’s overall success and advancement in the workplace. We started as a small mentorship circle that grew over time, allowing us to prioritize space for women’s learning, development, leadership, and advancement. 

Mentorship has been critical to my career growth. It was important to me to have many mentors to provide different perspectives. Two important things I learned through mentorship are self-advocacy and being true to your strengths and path. No two people will perform the same job in the same way, and that’s okay. Be confident in the different strengths you bring, and be self-aware of your weaknesses to shore those up with your team. 

I pay it forward by mentoring other women in the industry (and elsewhere). These informal relationships act as sounding boards (yes, sometimes gripe sessions) and personal advisory boards. 

How has the culture at Howard Hughes fostered mentorship opportunities, and how has that enriched your work experience?

I’ve always believed mentorship best happens organically. But it also needs to happen intentionally to ensure that, as a mentor, you’re reaching people in your organization with different backgrounds. At Howard Hughes, we have many opportunities to collaborate across departments and regions, so mentorship “matches” arise. 

How would you describe your leadership style, and what is one effective strategy you’ve used in managing a team?

I’m a human-focused leader and believe that a positive culture brings out the best ideas and, ultimately, the best product. The right culture focused on a team-based problem-solving mindset combined with high expectations, drives greater results. While I strive to create a team atmosphere, individual accountability is also imperative. I set high expectations for my team to ensure we’re doing what we say we’ll do. This accountability creates trust across departments and fosters a better workplace. 

How do you ensure your direct reports feel supported both in their professional and personal lives?

I’ve made it a point to develop connections with the entire Howard Hughes regional team — not just my direct reports. Developing vibrant communities energizes me, so it was important for me to connect with the team early on. That laid the groundwork for my colleagues to feel supported in the workplace and their personal lives.

I also recognize that people need to live full lives, including obligations outside of work. I lead by example. For example, I share when I’m taking a day off to chaperone a field trip or fulfill another family commitment. This “full life experience” is part of what makes the communities we develop such amazing places.

What’s your top advice for women aspiring to move into leadership roles?

Be bold. Don’t give up when things get hard. Don’t let failure define you. Instead, let it inspire you. That has guided me throughout my career — it’s never going to be easy, especially in a male-dominated industry. 

Know your worth. Fight the inevitable imposter syndrome and understand the value you bring to an organization. Build your professional hype squad. That won’t just build you up but will also serve as a mirror for you to better understand your strengths and weaknesses. 

What’s a piece of advice you received early in your career that still resonates with you today?

You must look out for yourself and remember that your job and career are just one part of a fulfilling life. It might be an unpopular opinion, but you must put yourself first. And always advocate for yourself. 

Who has been the most influential person in your professional life, and what made their impact significant?

My dad. He’s always been my biggest cheerleader and the author of the advice to look out for yourself. He was there when I was deciding whether to change jobs or return to business school. He never treated me differently from my older brothers. He taught me I can do anything I set my mind to and set an example for focusing on what matters most — family. 

How does Howard Hughes promote a culture of equality and fairness, and how can allies authentically support their colleagues?

I believe we’re a meritocracy that focuses on results. But it’s important to recognize that everyone’s path is different. Just because someone has achieved success in their career, it doesn’t mean it was without roadblocks or higher hills to climb. The recognition that it’s different from my male colleagues has meant a lot to me. 

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