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The Product Development
Playbook for Startups
Jeremy Dillingham, VP Product
Steve Neely, VP Engineering
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Baker Hostetler
Bradford, LTD
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The Denver Foundation
Zipcar
The Product Development
Playbook for Startups
Jeremy Dillingham, VP Product
Steve Neely, VP Engineering
Product Development Playbook: Jeremy & Steve, DSW 2017 | 5
Pop Quiz: Question 1
How many startups are there in the US?
29.6 million
Product Development Playbook: Jeremy & Steve, DSW 2017 | 6
Pop Quiz: Question 2
What is the startup survival rate?
50% of startups fail within 5 years
Product Development Playbook: Jeremy & Steve, DSW 2017 | 7
Pop Quiz: Question 3
Why do startups fail?
1. No market need
2. Ran out of cash
3. Not the right team
4. Got outcompeted
5. Pricing/cost issue
6. Poor product
7. Need/lack business
model
8. Poor marketing
9. Ignore customers
Product Development Playbook: Jeremy & Steve, DSW 2017 | 8
Pop Quiz: Question 4
Which of these are the responsibility of
Product Development?
1. No market need
2. Ran out of cash
3. Not the right team
4. Got outcompeted
5. Pricing/cost issue
6. Poor product
7. Need/lack business
model
8. Poor marketing
9. Ignore customers
Product Development Playbook: Jeremy & Steve, DSW 2017 | 9
Pop Quiz
Which of these are the responsibility of
Product Development?
1. No market need
2. Ran out of cash
3. Not the right team
4. Got outcompeted
5. Pricing/cost issue
6. Poor product
7. Need/lack business
model
8. Poor marketing
9. Ignore customers
Product Development Playbook: Jeremy & Steve, DSW 2017 | 10
Today we’ll try to help you beat
the odds
Product Development Playbook: Jeremy & Steve, DSW 2017 | 11
with practical tips based on our
experience
Product Development Playbook: Jeremy & Steve, DSW 2017 | 12
Your mileage may vary
Intro
Chapter 1: High Functioning Teams
Chapter 2: Metrics
Chapter 3: Process to Enhance not Impede
Homework
Product Development Playbook: Jeremy & Steve, DSW 2017 | 14
Product Development Playbook: Jeremy & Steve, DSW 2017 | 15
Inventory what you’ve got
Product Development Playbook: Jeremy & Steve, DSW 2017 | 16
and where you are...
Product Development Playbook: Jeremy & Steve, DSW 2017 | 17
Find the one most impactful
thing to focus on
Intro
Chapter 1: High Functioning Teams
Chapter 2: Metrics
Chapter 3: Process to Enhance not Impede
Homework
Product Development Playbook: Jeremy & Steve, DSW 2017 | 19
Product Development Playbook: Jeremy & Steve, DSW 2017 | 20
Teams of the right size, and the
right people
Product Development Playbook: Jeremy & Steve, DSW 2017 | 21
right size = 5 ± 2
Product Development Playbook: Jeremy & Steve, DSW 2017 | 22
Communication increases
exponentially
Product Development Playbook: Jeremy & Steve, DSW 2017 | 23
Product Development Playbook: Jeremy & Steve, DSW 2017 | 24
Product Development Playbook: Jeremy & Steve, DSW 2017 | 25
Product Development Playbook: Jeremy & Steve, DSW 2017 | 26
Product Development Playbook: Jeremy & Steve, DSW 2017 | 27
Product Development Playbook: Jeremy & Steve, DSW 2017 | 28
Product Development Playbook: Jeremy & Steve, DSW 2017 | 29
Product Development Playbook: Jeremy & Steve, DSW 2017 | 30
Product Development Playbook: Jeremy & Steve, DSW 2017 | 31
Product Development Playbook: Jeremy & Steve, DSW 2017 | 32
Right people
Product Development Playbook: Jeremy & Steve, DSW 2017 | 33
Self-aware
Product Development Playbook: Jeremy & Steve, DSW 2017 | 34
Growth mindset
Product Development Playbook: Jeremy & Steve, DSW 2017 | 35
Continuously learning
Product Development Playbook: Jeremy & Steve, DSW 2017 | 36
Culture fit
Product Development Playbook: Jeremy & Steve, DSW 2017 | 37
Experience
Product Development Playbook: Jeremy & Steve, DSW 2017 | 38
Roles:
Product Development Playbook: Jeremy & Steve, DSW 2017 | 39
product manager
Product Development Playbook: Jeremy & Steve, DSW 2017 | 40
engineers
Product Development Playbook: Jeremy & Steve, DSW 2017 | 41
quality
Product Development Playbook: Jeremy & Steve, DSW 2017 | 42
user experience
Product Development Playbook: Jeremy & Steve, DSW 2017 | 43
data science, product marketing
...
Product Development Playbook: Jeremy & Steve, DSW 2017 | 44
Dedicated teams
Product Development Playbook: Jeremy & Steve, DSW 2017 | 45
aligned around tech stack,
product, or customer
Product Development Playbook: Jeremy & Steve, DSW 2017 | 46
remove switching costs
Product Development Playbook: Jeremy & Steve, DSW 2017 | 47
Product Development Playbook: Jeremy & Steve, DSW 2017 | 48
Employee engagement
Product Development Playbook: Jeremy & Steve, DSW 2017 | 49
“Business units scoring in the top half on employee engagement…
nearly double their odds of success
22% in profitability,
25% in turnover (high-turnover organizations),
37% in absenteeism,
41% in quality (defects.)”
Product Development Playbook: Jeremy & Steve, DSW 2017 | 50
Ultimate focus on customer
Product Development Playbook: Jeremy & Steve, DSW 2017 | 51
Empathy: customer, employee
and social media
Product Development Playbook: Jeremy & Steve, DSW 2017 | 52
Product Development Playbook: Jeremy & Steve, DSW 2017 | 53
Product Development Playbook: Jeremy & Steve, DSW 2017 | 54
“Empathy is not a soft nurturing value but a hard commercial tool
that every business needs as part of their DNA. Our aim is to make
every interaction our customers have with us an individual one.”
– Rene Schuster, former CEO of Telefonica Germany
Product Development Playbook: Jeremy & Steve, DSW 2017 | 55
Takeaways:
Product Development Playbook: Jeremy & Steve, DSW 2017 | 56
Right people
Right skills
Right motivation
Intro
Chapter 1: High Functioning Teams
Chapter 2: Metrics
Chapter 3: Process to Enhance not Impede
Homework
Product Development Playbook: Jeremy & Steve, DSW 2017 | 58
One metric that matters
Product Development Playbook: Jeremy & Steve, DSW 2017 | 59
“Human beings adjust behavior based on
the metrics they’re held against”
– Dan Ariely in HBR 6/10
Product Development Playbook: Jeremy & Steve, DSW 2017 | 60
Business metrics
Product Development Playbook: Jeremy & Steve, DSW 2017 | 61
MRR / ARR ($)
Growth rate (%)
Product Development Playbook: Jeremy & Steve, DSW 2017 | 62
Easy...right?
Product Development Playbook: Jeremy & Steve, DSW 2017 | 63
KPIs
Product Development Playbook: Jeremy & Steve, DSW 2017 | 64
Pipeline ACVConversions
Expansion
Upsell
Downgrades
Lost
Customers
Transactional
Upsell
Net ARR Growth
New ARR Upsell ARR Retained ARR
Product Development Playbook: Jeremy & Steve, DSW 2017 | 65
Leading vs. Lagging Indicators
Product Development Playbook: Jeremy & Steve, DSW 2017 | 66
SaaS metrics
Product Development Playbook: Jeremy & Steve, DSW 2017 | 67
CAC - Customer Acquisition Cost
Product Development Playbook: Jeremy & Steve, DSW 2017 | 68
CAC = marketing spend ($) +
Sales costs ($) / # customers
Product Development Playbook: Jeremy & Steve, DSW 2017 | 69
LTV - Lifetime value
Product Development Playbook: Jeremy & Steve, DSW 2017 | 70
LTV = total revenue ($) over life
of customer
Product Development Playbook: Jeremy & Steve, DSW 2017 | 71
LTV = Gross margin % * ( 1 /
monthly churn ) * avg. monthly
revenue per Customer
Product Development Playbook: Jeremy & Steve, DSW 2017 | 72
LTV : CAC =
2.5-3+
Product Development Playbook: Jeremy & Steve, DSW 2017 | 73
Payback Period - Time (months)
to recover CAC
Product Development Playbook: Jeremy & Steve, DSW 2017 | 74
ACV = Avg contract value
Product Development Playbook: Jeremy & Steve, DSW 2017 | 75
Net Churn = downgrades +
cancellations - upsells
or
Net Retention = upsells -
(downgrades + cancellations)
Product Development Playbook: Jeremy & Steve, DSW 2017 | 76
Lots more...remember focus!
Product Development Playbook: Jeremy & Steve, DSW 2017 | 77
Product metrics
Product Development Playbook: Jeremy & Steve, DSW 2017 | 78
Metrics vary by business type
Product Development Playbook: Jeremy & Steve, DSW 2017 | 79
B2C
Product Development Playbook: Jeremy & Steve, DSW 2017 | 80
Product Development Playbook: Jeremy & Steve, DSW 2017 | 81
”AARRR” (metrics for pirates)
– Dave McClure
Product Development Playbook: Jeremy & Steve, DSW 2017 | 82
Acquisition
Activation
Retention
Revenue
Referral
Product Development Playbook: Jeremy & Steve, DSW 2017 | 83
Acquisition
Activation
Retention
Revenue
Referral
Product Development Playbook: Jeremy & Steve, DSW 2017 | 84
B2B
Product Development Playbook: Jeremy & Steve, DSW 2017 | 85
The only product metric that
matters
– Josh Elman via Mind the Product
Product Development Playbook: Jeremy & Steve, DSW 2017 | 86
Purpose - why?
Product Development Playbook: Jeremy & Steve, DSW 2017 | 87
Core Action - Key Behavior
Product Development Playbook: Jeremy & Steve, DSW 2017 | 88
Cycle - Frequency
Product Development Playbook: Jeremy & Steve, DSW 2017 | 89
Product Development Playbook: Jeremy & Steve, DSW 2017 | 90
7 Friends first 10 days
Product Development Playbook: Jeremy & Steve, DSW 2017 | 91
How to uncover?
Product Development Playbook: Jeremy & Steve, DSW 2017 | 92
Instrument your product
Product Development Playbook: Jeremy & Steve, DSW 2017 | 93
Dive deeply into data
Product Development Playbook: Jeremy & Steve, DSW 2017 | 94
View user sessions
Product Development Playbook: Jeremy & Steve, DSW 2017 | 95
Create dashboards and
reporting
Product Development Playbook: Jeremy & Steve, DSW 2017 | 96
Run experiments and evaluate
Product Development Playbook: Jeremy & Steve, DSW 2017 | 97
Engineering Metrics
Product Development Playbook: Jeremy & Steve, DSW 2017 | 98
Basic: estimating and story
points
Product Development Playbook: Jeremy & Steve, DSW 2017 | 99
Fibonacci: 1, 2, 3, 5, 8, 13
Product Development Playbook: Jeremy & Steve, DSW 2017 |
100
Velocity = story points
completed per sprint
Product Development Playbook: Jeremy & Steve, DSW 2017 |
101
“If you're looking at averages, not distributions, you'll
always be confused about why things are taking so
long.”
– Adrian Cockcroft, #devopsdays
Product Development Playbook: Jeremy & Steve, DSW 2017 |
102
Product Development Playbook: Jeremy & Steve, DSW 2017 |
103
Flow-based metrics
Product Development Playbook: Jeremy & Steve, DSW 2017 |
104
Throughput = stories completed
per sprint
Product Development Playbook: Jeremy & Steve, DSW 2017 |
105
Cycle Time = How long it takes
for a story to get through our
process
Product Development Playbook: Jeremy & Steve, DSW 2017 |
106
Work In Process = number of
stories being worked at a given
time
Product Development Playbook: Jeremy & Steve, DSW 2017 |
107
Little’s Law =
WIP = Throughput * CT
Product Development Playbook: Jeremy & Steve, DSW 2017 |
108
Little’s Law’s most useful for
influencing behavior
Product Development Playbook: Jeremy & Steve, DSW 2017 |
109
Be the WIP master
Product Development Playbook: Jeremy & Steve, DSW 2017 |
110
Takeaways:
Product Development Playbook: Jeremy & Steve, DSW 2017 |
111
Find your single metric
Focus your teams
Calculate your capacity
Limit your WIP
Intro
Chapter 1: High Functioning Teams
Chapter 2: Metrics
Chapter 3: Process to Enhance not Impede
Homework
Product Development Playbook: Jeremy & Steve, DSW 2017 |
113
Be vulnerable.
Hold trust.
Express appreciation.
– Jean Tabaka
Product Development Playbook: Jeremy & Steve, DSW 2017 |
114
"Vulnerability is the foundation of trust and trust is
the foundation of great teams."
– Tribal Unity, Em Campbell Pretty
Product Development Playbook: Jeremy & Steve, DSW 2017 |
115
Product Development Playbook: Jeremy & Steve, DSW 2017 |
116
Learn how Agile really works
Product Development Playbook: Jeremy & Steve, DSW 2017 |
117
Understand where agile does
and does not work
Product Development Playbook: Jeremy & Steve, DSW 2017 |
118
start small and let the word
spread
Product Development Playbook: Jeremy & Steve, DSW 2017 |
119
Agile: lead with Scrum
Product Development Playbook: Jeremy & Steve, DSW 2017 |
120
Process with a little ‘p’
Product Development Playbook: Jeremy & Steve, DSW 2017 |
121
Little Room Planning
Product Development Playbook: Jeremy & Steve, DSW 2017 |
122
Q2 Q3 Q4
1. Every 3-6 months Exec team dives
deep into strategy & sets business
Themes
2. Every quarter Product &
Engineering leads craft Initiatives
& Epics
3. Every 6 weeks Agile teams “Little
Room Plan” where they refine & break
down Epics
Product Development Playbook: Jeremy & Steve, DSW 2017 |
123
Q2 Q3 Q4
mid-quarter
Q3 “Little Room
Planning”:
6 weeks of broken down Epics as
estimated Stories
...and 6 following weeks of high-
level Epics
Themes
Initiatives & Epics
Product Development Playbook: Jeremy & Steve, DSW 2017 |
124
Q3 Q4
mid-quarter
Mid-Q3 “LRP”: ...and 6 following weeks of high-
level Epics
mid-quarter
6 weeks of broken down Epics as
estimated Stories
Themes
Initiatives
Product Development Playbook: Jeremy & Steve, DSW 2017 |
125
Takeaways:
Product Development Playbook: Jeremy & Steve, DSW 2017 |
126
Build trust
Be agile
Little ‘p’ for startups
Intro
Chapter 1: High Functioning Teams
Chapter 2: Metrics
Chapter 3: Process to Enhance not Impede
Homework
Product Development Playbook: Jeremy & Steve, DSW 2017 |
128
Tomorrow, focus on the one
most impactful thing
Product Development Playbook: Jeremy & Steve, DSW 2017 |
129
Product Development Playbook: Jeremy & Steve, DSW 2017 |
130
Thank you
Product Development Playbook: Jeremy & Steve, DSW 2017 |
131
Questions?
www.apto.com | 888-633-6424 | @aptotude

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The Product Development Playbook: Metrics that Matter

Notas do Editor

  1. (Jeremy) Thank you for joining us at the sixth annual Denver Startup Week! Denver Startup Week is the largest free entrepreneurial event of its kind in North America. Thank you to our title sponsors Aging2.0, Comcast, Chase for Business, the Downtown Denver Partnership, and WeWork. This session is part of the Product Track, Sponsored By Pendo, one of six programming tracks aimed at supporting the entire entrepreneurial team.
  2. (Steve then Jeremy) This is the product development playbook for startups. We’ll be talking for the next 45min-1hr and we’ll take questions at the end of the presentation. I am Steve Neely, I’ve been in engineering for 15yrs, my background started in academia, onto professional software engineering, I was on the engineering leadership team at Rally Software, and since January this year I run Engineering at Apto. And I’m Jeremy Dillingham. I’ve been in Product for the last 11yrs, I ran product at Return Path for a few years and I’ve been running product at Apto for the last year Our goal is to provide you specific, tangible, actions from our Product Development playbook that you can use when you get back to the office. These are based on our experience, mostly from failing, and the best advice we’ve been given and actions we’ve stolen from others that we were able to utilize to success.
  3. (Steve) (Data from US Small Business Administration) https://www.sba.gov/sites/default/files/advocacy/SB-FAQ-2017-WEB.pdf By contract there are 19,000 large businesses in the US.
  4. Failure rate within the first 5 years? About one third of all establishments survive 10 years or longer. https://www.fundera.com/blog/small-business-statistics
  5. Data from CB Insights analysis of 101 “post mortems” from failed startups. https://www.entrepreneur.com/article/288769
  6. Final question.
  7. (Jeremy)
  8. (Jeremy) Here’s the outline of what we’re going to cover today We have about 45min of content which we’re breaking into 3 chapters We’ll start with teams, move into metrics and wrap-up with process We are going to take questions at the end if there’s anything that wasn’t clear, we didn’t cover or we need to go into more detail
  9. You might be feeling overwhelmed with the things that you need to change or uncertain where you should even start
  10. Start by reflecting on your current business, teams or products
  11. and figure out where are you across all of these different areas
  12. You cannot move the needle on all of them, but you can make a dramatic improvement if you focus on one thing or area at a time Under your chair we’ve attached a sticky note. Grab it, and as we go through this presentation write down the one thing or area that you need to improve
  13. (Steve)
  14. The bedrock of your organization is people. Jim Collin’s Good to Great talks about getting the right people on the bus.
  15. We’re talking Product Development teams.
  16. Amazon made famous the 2 pizza rule Keep team slightly lean
  17. Adding 1 more to a team is an exponential increase in communication paths
  18. 1 person team, zero communication paths
  19. 2 people team = 1 communication path
  20. 3 people = 3 communication paths
  21. 4 people = 6 communication paths
  22. 5 people = 10 communication paths
  23. 6 people = 15 communication paths
  24. 7 people = 21 communication paths
  25. 8 people = 28 communication paths
  26. 9 people = 36 communication paths n(n-1) / 2
  27. Traits across all companies are the same (or similar). Learn to pattern match based off previous experience.
  28. Self-aware people. Your people should know themselves. They need to be reflective. Tell them to find quiet time: go for a walk, meditate, or run. Source feedback from colleagues. Can be difficult and humbling.
  29. A growth mindset: believe that the world is malleable and can always be improved. We’d often call this believing in the art of the possible.
  30. Know themselves, and continually learn. Encourage them to read, podcast, study, teach.
  31. You want people that fit your core values – it’s a goo idea to write down and publicize your core values. People that fit core values will be more likely to succeed within your company. I’m not saying you want a homogenous group. These are guiding principles. You must bring in different ideas and viewpoints, experience levels People exhibiting these traits are coachable into exceptional employees
  32. You need people with the right skillset and domain experience for the role you’re hiring. Sure, juniors are cheaper and mentoring is fun. You need the base skills in your organization to lay the right foundations. You can compromise on experience with some employees because it can be most easily gained given time. Some traits are difficult to learn.
  33. With a cross functional team you need the right roles filled.
  34. This person is ultimately responsible for the product. They are in-market, bringing in the voice of the customer into the business/team and ensuring the right product is being built to delivering value to customers. They will divide his or her time between working with the team and coordinating with key stakeholders: customers, senior executives, and business managers. The PM doesn’t tell the team who should do what or how long tasks will take. Rather, the team creates a simple shor-term roadmap and plans in detail only those activities that won’t change before execution. One per team
  35. Software engineers aka developers. These are the folks designing architecture, writing code and building the product. The bulk of the team usually 2-6
  36. You may have team members with expertise in quality. Might be manual testing or automated testing. Preferably a blend with a strong tilt towards automation. Usually one of these on a team. However, quality is the entire team’s responsibility not just your QA. Don’t let silos exist.
  37. Responsibility for both interaction and visual design. Interaction design is the way the user/customer works with the product and features. Visual design is how it looks and feels. Often early stage companies hire a cheaper graphic designer instead of true UX. They only focus on the visual design, when the interaction design is actually more critical. Usually 1 UX per 1-2 teams.
  38. These are optional and there are many others, depending on the problem domain you’re trying to solve for.
  39. Dedicated teams are more effective.
  40. Alignment so they can build expertise and empathy, take on responsibility and ownership for their domain.
  41. Handoffs between people and teams is expensive. Switching tech stacks and projects is a cognitive load. Even going to meetings is a switching cost.
  42. Make sure you have enough peanut butter for the bread is the analogy we often use when talking about spreading team effort. LIke we said, roughly speaking you should have 1 product dev team per product or tech stack. If you have 1 team covering 2, 3 or more products or areas within the company they will likely be spread too thin and you’re better off reducing scope/limiting focus to ensure the company is successful
  43. This is a secret weapon. It’s often overlooked but has significant impact.
  44. A Gallup Meta-analysis survey (2013): “Employee engagement is a leading indicator for success of a company” Meta-analysis research is a statistical technique that pools multiple studies. By conducting this research regularly over time and increasing the number of work units analyzed, Gallup stays on the cutting edge of how well employee engagement predicts key performance outcomes. This survey was its eighth meta-analysis using 263 research studies across 192 organizations in 49 industries and 34 countries, and including nearly 1.4 million employees. This results further confirmed the well-established connection between employee engagement and nine performance outcomes. Here are some of those outcomes highlighted on this slide. http://news.gallup.com/businessjournal/163130/employee-engagement-drives-growth.aspx
  45. How do you build employee engagement? Step 1: focus on customer
  46. HBR 1/17 article combined these three, with equal weighting, across the three channels–internal (employees), external (customers), and social–gives us a company’s “empathy quotient.” We then applied our thinking to the 100 best-known companies in the UK
  47. Top 10. What do you see? Surprises? Microsoft: Satya Nadella as new CEO has focussed heavily on employee empathy. Moving from a know-it-all to learn-it-all culture. He has stopped infighting, restored morale, and created more than $250 billion in market value. https://www.fastcompany.com/40457458/satya-nadella-rewrites-microsofts-code
  48. Bottom 10. What do you see? Surprises?
  49. Schuster implemented a company-wide empathy training program that led to an increase in customer satisfaction of 6% within 6 weeks.
  50. (Jeremy) We’re going to do high level overview on metrics, note there’s A LOT more we could cover. I’ll start with business & product metrics and Steve will cover Engineering metrics
  51. To start you want the one metric that matters for your product or business. Why focus on 1 metric?
  52. As Dan R-e-elly illustrates in this quote, people will behave based on the metric or metrics you give them. If you give them 20 metrics as a measure that they should be working towards, the outcome will be diffuse. If you galvanize the team or business around a single metric, you’ll get much more impact through focus. You can really change a team's behavior by shifting the metric and keeping them focused on a single thing. Source: https://hbr.org/2010/06/column-you-are-what-you-measure Author of predictably irrational
  53. We’ll start with business metrics
  54. Most software business and especially SaaS business have 2 fundamental high level metrics. All EV of software companies is determined by total revenue and the growth rate you’re experiencing on that revenue. It’s that simple. Grow the big revenue number bigger and do it faster.
  55. Easy right? So how do you figure out what to do and where to focus to move the needle on the overall business metrics?
  56. Although those are the 2 key metrics for the overall business it can be hard to just “increase revenue” or growth rate, so you can decompose those into KPI’s or Key Performance Indicators (basically just important metrics) for how the business is performing
  57. Here’s how Apto has decomposed ARR into the KPIs that make up ARR. The reason to do this is to figure out which of the KPIs will have the biggest impact upon ARR so you can focus the team or company on that as the One Metric that Matters. Example you might have amazing pipeline and conversion, you’re sales team is killing it. If you just look at ARR and it’s weak you might try to squeeze improvements from that team, which will likely have diminishing returns. However, if you decompose and see that retention is weak, let’s say churn is >25%, then you know you need to focus on improving retention and could focus the company/team around your retention # as the OMM
  58. Some of these are leading indicators which show you what will happen (pipeline as example) and some of these are lagging indicators (churn) which only happen at the end of the customer lifecycle and can only be examined in hindsight.
  59. Show of hands, how many people in here are within a SaaS business? Ok we’ll go over a few of the key SaaS Metrics
  60. How much does it cost to actually acquire a customer CAC = Marketing + Sales / Customers (time period, last month)
  61. CAC = Marketing + Sales / Customers (time period, last month)
  62. How much do you make from a customer over their lifetime Lifetime Value = Gross Margin % X ( 1 / Monthly Churn ) X Avg. Monthly Subscription Revenue per Customer
  63. How much do you make from a customer over their lifetime Lifetime Value = Gross Margin % X ( 1 / Monthly Churn ) X Avg. Monthly Subscription Revenue per Customer
  64. CAC to LTV Ratio Usually these are represented together as a ratio of how much you spend to acquire a customer vs. the total revenue you receive from clients. If this is <1 then you are going out of business fast. It’s costing you more to acquire a customer than you will receive for that customer over it’s entire lifetime! Ideally you want to see this at 2.5x or higher
  65. How much do you make from a customer over their lifetime Lifetime Value = Gross Margin % X ( 1 / Monthly Churn ) X Avg. Monthly Subscription Revenue per Customer
  66. What is the average amount you receive from each customer contract. Generally want that to be increasing which could be based on more products, more usage, more licenses, etc
  67. This is how much of the current base you lose net of the upsells or the base you were able to grow. You want either negative churn or net retention % to be over 100%. Meaning you gain more than you loose with the existing base so that you are able to grow the business rapidly as net new bookings/sales adds to the bottom line
  68. There are lots more and they can get more and more specific, focus
  69. We’ll start with business metrics
  70. Acquisition - visitor Activation - user Retention - continue coming back Revenue - paying users Referral - refer others
  71. MVP / Early stage focus on activation and retention. - just enough traffic “VISITORS’ (acquisition) to be able to measure your conversion and retention, but focus your efforts here, tweak and improve your product and only when you believe you have traction should you turn the marketing on, prior to this point it’s wasted money as those
  72. AirBnB’s active users are not daily maybe not even monthly
  73. OK, you believe in the power of a single metric, you know your business type so you have 2 frameworks to start laying data into. How do you determine which one is most important?
  74. You need visibility into the data, if you don’t have it, you can’t do anything
  75. Deeply understand the data.
  76. We launched a new product, layed out the purpose, key behavior and frequency but what changes a user from a regular user to a core user? We looked at all the session data for ~250 users using mixpanel. One after the other determine if they were a core user. You’ll know it when you see it and then start documenting why they are different?
  77. Make it easy and approachable so that people will view the metrics, and know if they are making impact, don’t require an expertise or translation of a logfile
  78. Run experiments to test the assumptions and see what impact you have on the metrics, evaluate, refine, repeat
  79. (Steve)
  80. At the most basic level, estimate the size of stories and assign points.
  81. Fibonacci: 1,2,3,5,8,13 2 is twice the effort of 1. Try not to think in time (too much) 8 and 13 are red because red is bad. Break them down Humans are better at comparing so compare stories when estimating.
  82. Beware what you measure. What’s going to happen? Sandbagging! So this must be framed as an aid for the team and not for you to hold their feet to the fire. Never say “do more points”! Or worse, team B can complete 100 points when you can only do 50.
  83. If you look at a scatterplot of work completion you’ll see it is distributed across the chart. Averaging out is not helpful for the outliers.
  84. Here’s an example scatter plot chart with stories or tickets completed over dates (x-axis) with how long on the y-axis.
  85. More about flow of work through the system. Often equated with Lean and Kanban. Scrum teams can use them too. You can measure anything where stuff flows into and out-of a stable system
  86. These are all tied together by Little’s Law. We can put Throughput into the formula because Little’s Law assumes a stable system. Throughput is the departure rate and in a stable system it is the same as the arrival rate of Little’s original formula. An example of Throughput is five user stories per week. In other words, if you want to: Speed up the process, i.e. reduce Cycle Time, then limit the WIP (also, if you want increase Throughput then limit WIP)
  87. As I just explained, LIttle’s Law just an equation, right? Well, no. It is deceptively simple. There are some underlying assumptions that might not be true of your software development process. LL is not best used for predicting what you can get done. Rather influencing behavior. Reduce WIP.
  88. (Steve)
  89. Trust is the foundation of a high functioning team. As part of a team, where you collaborate towards a common goal, and success is predicated on each other, you must have trust. You can build trust through transparency and vulnerability. I worked with Jean at Rally. A true visionary when it came to building teams.
  90. Said in a different way, by Em Campbell Pretty, also a student of Jean’s.
  91. This is the Agile Manifesto. On February 11-13, 2001, at The Lodge at Snowbird ski resort in Utah, seventeen people met to talk, ski, relax, and try to find common ground. What emerged was the Agile ‘Software Development’ Manifesto. Big names: Uncle Bob Martin, Kent Beck, Martin Fowler (Brit, coined “agile”), Alistair Cockburn, Ron Jeffries. Experts in XP, Scrum, DSDM (dynamic systems software development), Adaptive Software Development, FDD, Pragmatic Programming. They identified the need for an alternative to document driven, heavyweight software development process. No more Dilbertesque corporate baggage.
  92. 1. Learn How Agile Really Works Many flavors: Scrum, which emphasizes creative and adaptive teamwork in solving complex problems; lean development, which focuses on the continual elimination of waste; and kanban, which concentrates on reducing lead times and the amount of work in process
  93. 2. Understand Where Agile Does or Does Not Work Agile is not a panacea. It is most effective and easiest to implement under conditions commonly found in software innovation: The problem to be solved is complex; solutions are initially unknown, and product requirements will most likely change; the work can be modularized; close collaboration with end users (and rapid feedback from them) is feasible; and creative teams will typically outperform command-and-control groups. Agile is less common in routine operations such as plant maintenance, purchasing, sales calls, and accounting.
  94. 3. Start Small and Let the Word Spread Large companies typically launch change programs as massive efforts. Top down pushing of agile that hits the permafrost of middle management. But the most successful introductions of agile usually start small. They often begin in Product Development, where software developers are likely to be familiar with the principles. Then agile might spread to another function, with the original practitioners acting as coaches. https://hbr.org/2016/05/embracing-agile
  95. 4. Allow “Master” Teams to Customize Their Practices Before beginning to modify or customize agile, a person or team will benefit from practicing the widely used methodologies that have delivered success in thousands of companies. For instance, it’s wise to avoid beginning with part-time assignment to teams or with rotating membership. Empirical data shows that stable teams are 60% more productive and 60% more responsive to customer input than teams that rotate members. https://hbr.org/2016/05/embracing-agile
  96. I came from a large company that followed SAFe and Big Room Planning. Apto doesn’t need that. We only have 4 teams. Instead we do LRP with a 6-week cadence.
  97. This is how we rolled into Q3 and its Little Room Planning
  98. (Jeremy)
  99. What’s written on your sticky note. It’s okay, you can change what you wrote. Take it out with you and this is what you must work on. Don’t try to do action everything at once, just do one thing at a time, work with it for a bit, learn from your failures and see if you can drive meaningful improvement over the next 2 weeks. Once you’ve achieved success, move to the next biggest thing
  100. Any questions
  101. Any questions