Too often, product development teams are stocked with talent and great ideas, but they fail to fulfill their ambitions.
It’s just not enough to have great ideas. It’s not even enough to have great people. There are scores of product development teams that have both, but they come up short all too often.
The key is in aligning team and vision with the right tools, methodologies, and mindset. In this session, we’ll discuss how to do just that, covering the basics of agile, roadmaps, metrics, staffing, and more. We’ll also tell you how to work well with other department leaders and your Board.
The two presenters will be Apto’s VP of Product, Jeremy Dillingham and VP of Engineering, Steve Neely. They each have extensive experience building and scaling product and engineering teams, and bringing disruptive products to the market. Together they have refocused Apto’s product development efforts and unleashed the creativity and efficiency of the Apto product development function. They believe very strongly in building successful teams by hiring the right people, putting the right systems in place, and giving the team autonomy to create and adapt.
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5. Product Development Playbook: Jeremy & Steve, DSW 2017 | 5
Pop Quiz: Question 1
How many startups are there in the US?
29.6 million
6. 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
7. 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
8. 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
9. 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
49. 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.)”
54. 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
59. 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
101. 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
111. Product Development Playbook: Jeremy & Steve, DSW 2017 |
111
Find your single metric
Focus your teams
Calculate your capacity
Limit your WIP
112. Intro
Chapter 1: High Functioning Teams
Chapter 2: Metrics
Chapter 3: Process to Enhance not Impede
Homework
113. Product Development Playbook: Jeremy & Steve, DSW 2017 |
113
Be vulnerable.
Hold trust.
Express appreciation.
– Jean Tabaka
114. 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
122. 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
123. 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
124. 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
(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.
(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.
(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.
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
Data from CB Insights analysis of 101 “post mortems” from failed startups.
https://www.entrepreneur.com/article/288769
Final question.
(Jeremy)
(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
You might be feeling overwhelmed with the things that you need to change or uncertain where you should even start
Start by reflecting on your current business, teams or products
and figure out where are you across all of these different areas
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
(Steve)
The bedrock of your organization is people.
Jim Collin’s Good to Great talks about getting the right people on the bus.
We’re talking Product Development teams.
Amazon made famous the 2 pizza rule
Keep team slightly lean
Adding 1 more to a team is an exponential increase in communication paths
1 person team, zero communication paths
2 people team = 1 communication path
3 people = 3 communication paths
4 people = 6 communication paths
5 people = 10 communication paths
6 people = 15 communication paths
7 people = 21 communication paths
8 people = 28 communication paths
9 people = 36 communication paths
n(n-1) / 2
Traits across all companies are the same (or similar).
Learn to pattern match based off previous experience.
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.
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.
Know themselves, and continually learn.
Encourage them to read, podcast, study, teach.
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
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.
With a cross functional team you need the right roles filled.
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
Software engineers aka developers. These are the folks designing architecture, writing code and building the product.
The bulk of the team usually 2-6
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.
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.
These are optional and there are many others, depending on the problem domain you’re trying to solve for.
Dedicated teams are more effective.
Alignment so they can build expertise and empathy, take on responsibility and ownership for their domain.
Handoffs between people and teams is expensive. Switching tech stacks and projects is a cognitive load.
Even going to meetings is a switching cost.
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
This is a secret weapon. It’s often overlooked but has significant impact.
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
How do you build employee engagement? Step 1: focus on customer
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
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
Bottom 10. What do you see? Surprises?
Schuster implemented a company-wide empathy training program that led to an increase in customer satisfaction of 6% within 6 weeks.
(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
To start you want the one metric that matters for your product or business. Why focus on 1 metric?
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
We’ll start with business metrics
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.
Easy right? So how do you figure out what to do and where to focus to move the needle on the overall business metrics?
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
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
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.
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
How much does it cost to actually acquire a customer
CAC = Marketing + Sales / Customers (time period, last month)
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
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
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
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
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
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
There are lots more and they can get more and more specific, focus
We’ll start with business metrics
Acquisition - visitor
Activation - user
Retention - continue coming back
Revenue - paying users
Referral - refer others
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
AirBnB’s active users are not daily maybe not even monthly
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?
You need visibility into the data, if you don’t have it, you can’t do anything
Deeply understand the data.
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?
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
Run experiments to test the assumptions and see what impact you have on the metrics, evaluate, refine, repeat
(Steve)
At the most basic level, estimate the size of stories and assign points.
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.
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.
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.
Here’s an example scatter plot chart with stories or tickets completed over dates (x-axis) with how long on the y-axis.
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
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)
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.
(Steve)
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.
Said in a different way, by Em Campbell Pretty, also a student of Jean’s.
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.
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
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.
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
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
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.
This is how we rolled into Q3 and its Little Room Planning
(Jeremy)
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