Killing Sacred Cows

It’s incredible how freeing the exercise is.  Kill your sacred cows.  Think about the project you work on with a colleague and say “What would the world be like if we didn’t have __________?”  Some of the greatest companies killed sacred cows and then had wild success.

  • Salesforce.com said, “What if we didn’t have on-premise software?”
  • Apple said, “What if you couldn’t make playlists from the iPod itself?”
  • Atlassian said, “What if we didn’t have a sales department?”
  • Ikea said, “What if the furniture didn’t come assembled?”
  • I said, “What if UX did part of the product management job?”

Whenever you have a chance to kill a sacred cow, you should absolutely try.  At least think about the world if you did.  It is so hard to do.  There is a reason the sacred cow exists in the first place.  People love the cow.  It’s scary!  Failure might happen!  What will we do?  People HATE killing sacred cows.

Leaders are special people.  They can get past these fears.  You can be a leader.  Suspend disbelief.  Get your mind into it and kill the cow.  Then see what is left and figure out how the world could be better.

Some advice I give is immediately actionable.  Other advice (like this) is more of a mental exercise that once in a while lead to something special.  Exercise your mind and once in a while, you will surprise yourself and make a great decision.

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The UX of Releasing Features

Every time we release a big upgrade to our SaaS software, I always get this sinking feeling in the pit of my stomach.  I feel rotten about all of the features that didn’t make the cut and all of the potential bugs that may still be lingering like little roadside bombs.  I imagine users getting confused and try to imagine their pain.

The reality is that we are not the center of our customers universe.  They care alot less about the new features than we do.  In fact, new features often results in depression and annoyance by customers.  It comes in several flavors:

  1. Thanks for the new feature, I wanted something like this.  However, I am busy and really don’t want to take advantage of it until spring…of next year.
  2. Why did you build this?  I didn’t want this.  I wanted something else!
  3. Where the hell did my cheese go?  It used to be right here!  What did you do?
  4. I get it, I think.  Umm, maybe I don’t get it.  What does it do?

We tend to think (especially in Silicon Valley) that if we don’t release more features, more more more, than the competition will surpass us! Although innovation is an important factor, it really impacts customers less than you think.

Soon enough, the release “newness” will die down and it will back to normal, getting ready for the next release.  It’s a little like surfing, I imagine.  One big wave and then paddling, then another big wave and more paddling.  A never-ending ocean of features.

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Good Product Name? or Not?

My wife needed dish-washing detergent and I found myself in a Walgreen pharmacy.  I spotted the following product on the shelf.

I thought for a second and smiled.  Then I said the word you just said in your head when you saw the picture.  I said it in exactly the same way while bobbing my head.  ”Nice!”  Needless to say, I bought it.

Then my wife used the product in the dish washer.  She took a dish out, frowned and looked back at the product.  She was unhappy, tilted her head in annoyance and said, “Nice.”

Is this a good product name or an awful one?  At Marketo, we have a feature called a “Smart List”.  If it wasn’t smart, people would have been pissed.  You can’t set the bar high and then fail to meet expectations.  You can’t call the product Nice if it’s actually lame.  I’d prefer they called it Walgreen’s Detergent.  I wouldn’t be fooled then.  Or (god forbid), they make the product better.  Then it actually would be Nice.  I would buy it and enjoy it.

Think of the names you encounter in products.  How do they manage your expectations?  Is it “Nice!” or “Nice.”?

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Hair Today, Gone Tomorrow

I can’t decide what I like.  Beard and receding hair or shaved head and face.  What do you think? (Animated GIF below)

It’s less work to have the beard at first, but trimming it can be a pain.  Plus, I hate how I can see my hair going away.  With a shaved head, it’s all gone, so I don’t think of the hair that is especially missing.  The beard gives some interesting definition to my face, but also itches.

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Tips for Interviewing Someone

Interviewing is like golf.  Anyone can do it, but it’s hard to be good at it.  The goal is to quickly ascertain if a candidate is a worthy member of your team and if they are then to inspire them to want to work with your company.  Here are tips to be successful:

Blink
(From the book by Malcolm Gladwell) Your subconscious is better at interviewing than you  are. It can tell, within a few seconds if someone is good or bad.  When you shake someone’s hand, spend the next 30 seconds really examining how you FEEL about the candidate. Remember or jot down your first impressions.

Imagine
Imagine the conversation you are having isn’t an interview.  Imagine you are having a meeting and trying to figure out the solution to some problem.  Forget what they are saying, focus on how the interaction is.  Can you imagine yourself working through a problem together in a good way.

Don’t ask stupid questions
Never ask something like “Tell me about yourself.”  Think about the specific values you want to know if they have.  For example, I believe product managers should be really good at research, so I ask, “How did you prepare for today’s interviews?”  I am looking to see how thorough they were.  Sometimes people didn’t have time to research so I say, “Fine, if you had 3 weeks to prepare, tell me all of the things you would do to prepare for a job you really wanted.”  I am just looking for the “value” of research.  Ask a question that gets to the heart of what you want.

Sell Sell Sell
Make the person WANT to work with you.  Explain why the company vision/mission/culture is great.  Explain why you matter.  Great people are hard to recruit.  The interview process is a two-way street.   Don’t be arrogant and think this is some sort of hazing ritual.  Great candidates are your goal, not people desperate for any job they can find.  Having a little “different” in your interview style will go a long way.

Have a rating system
It’s a good thing to normalize your rating of candidates.  We use the following:

  • 0 = No way, Jose.  The candidate is a loser.
  • 1 = Meh.  Maybe you could be talked into it.
  • 2 = Yes.  A thumbs up rating.
  • 3 = Holy Cow!  We gotta hire this person NOW!

You are allowed 1 decimal for precision, so a 1.8 is someone who is pretty good…you just need a nudge to push you over the edge.  When you meet your peers and evaluate candidates, use the system to keep everyone ranking in the same way.  Plus it’s fun.

Happy Interviewing!

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