Diese Präsentation wurde erfolgreich gemeldet.
Wir verwenden Ihre LinkedIn Profilangaben und Informationen zu Ihren Aktivitäten, um Anzeigen zu personalisieren und Ihnen relevantere Inhalte anzuzeigen. Sie können Ihre Anzeigeneinstellungen jederzeit ändern.

How to Achieve a Better Product Culture by Pinn VP of Platform

62 Aufrufe

Veröffentlicht am

Main takeaways:
- How to make sure you're joining a company with a culture for success. Turnover for PMs can be high because, if there is an execution issue or political issue plaguing the company, PMs experience it without protection. However, we can also learn from those experiences to identify when a company and team will actually execute well.
- How to make sure you're hiring the right people. If you're going to be a Product Lead, I'll teach a key behavior trait that's vital. It dives into the "hire smart people, no jerks" but that's easier said than done. I'll share what to really look for and watch out for.
- How to identify and manage the more difficult coworker when inevitably encountering one.

Veröffentlicht in: Technologie
  • Als Erste(r) kommentieren

  • Gehören Sie zu den Ersten, denen das gefällt!

How to Achieve a Better Product Culture by Pinn VP of Platform

  1. 1. www.productschool.com How to Achieve a Better Product Culture by Pinn VP of Platform
  2. 2. Join 35,000+Product Managers on Free Resources Discover great job opportunities Job Portal prdct.school/PSJobPortalprdct.school/events-slack
  3. 3. C O U R S E S Product Management Learn the skills you need to land a Product Manager job
  4. 4. C O U R S E S Coding for Managers Build a website and gain the technical knowledge to lead software engineers
  5. 5. C O U R S E S Data Analytics for Managers Learn the skills to understand web analytics, SQL and machine learning concepts
  6. 6. C O U R S E S Learn how to acquire more users and convert them into clients Digital Marketing for Managers
  7. 7. C O U R S E S UX Design for Managers Gain a deeper understanding of your users and deliver an exceptional end-to- end experience
  8. 8. C O U R S E S For experienced Product Managers looking to gain strategic skills needed for top leadership roles Product Leadership
  9. 9. C O U R S E S Corporate Training Level up your team’s Product Management skills
  10. 10. Jeremy Glassenberg T O N I G H T ’ S S P E A K E R
  11. 11. Segmenting Startup Experiences Grow & Succeed Grow, Struggle & Succeed Grow & Crash No Growth
  12. 12. Key patterns in success A.Fire fast for bad behavior / politics B.Enforce Rule A diligently
  13. 13. Buzzwords aren’t enough - “We hire smart people, no jerks.” - “We’re Mission driven” - “No politics”
  14. 14. Let’s talk about Monkeys
  15. 15. Primate Societies 10-15% 80%
  16. 16. How does this apply today? ● Do psychopaths really serve a purpose? As leaders? ● Most “cheater monkeys” can hide from most “monkeys.” Only a few catch on quickly.
  17. 17. Politics...Cough! Cough!
  18. 18. Misinterpreted leaders Leadership skills demonstrated by psychopaths: ○ Confidence ○ Motivation ○ Social skills Missing skills: ○ Organized, structured decision making ○ Responsibility ○ Trustworthiness } Easier to identify
  19. 19. One bad Employee... https://www.inc.com/will-yakowicz/one-toxic-employee-will-spoil-whole-bunch.html https://www.inc.com/will-yakowicz/the-cost-of-toxic-environment.html https://briandoddonleadership.com/2017/08/03/the-true-cost-of-toxic-team-members/ https://www.inc.com/marissa-levin/harvard-research-proves-toxic-employees-destroy-your-culture-your-bottom-line.html ● 80% of employees lost work time worrying about the offending employee's rudeness. ● 78% said their commitment to the organization declined in the face of toxic behavior. ● 66 %said their performance declined. ● 63% lost worktime in avoiding the offender. “[An office] could unknowingly be affected by a particular negative group member... who causes the entire group to feel apprehensive, angry, or dejected, leading to possible morale and cohesion problems, unrealistic cautiousness, or the tendency to disregard creative ideas” - Sigal Barsade, Wharton management professor
  20. 20. Smart people, no jerks: Two Types of Type A “Mission Driven” (Empathy Driven) ● Just likes building stuff ● Wants to help people ● Puts in more hours, but emotionally healthier “Ego Driven” ● About oneself ● Paranoid about competition ● High stress, emotionally unhealthy Loves working with other Empathy Driven Type As Loves only Type Bs, people they can control. Perceives good talent as competition.
  21. 21. A summary of Startup Experience Grow & Succeed Grow, Struggle & Succeed Grow & Crash No Growth
  22. 22. A summary of Startup Experience Hire the right Type A Woah, we hired some jerks! Hire Type As Hire Type Bs
  23. 23. A summary of Startup Experience Fire fast Figured out to Fire Fast Hire Type As, no Filter Hire Type Bs What is your company’s average tenure? 2 out 300 people left. One moved to family in Florida, one went to grad school. There were others who didn’t leave voluntarily - behavior fit, politics... Oh, it’s not too bad, like 14, or 15, actually, I guess like 19 [Company of less than 30 employees]
  24. 24. Testing further for experience ● “Not a fan of Bulldozers?” - see if they know what this means ● “Do you try the coffee test, or the yawn test?”
  25. 25. Traits to observe: interview strategy ● “Tell me of a time when you took a project from start to finish” ○ Does the candidate clearly explain what they did, and what their team did together? ● “Tell me of a time when you had a disagreement with an employee” ○ See if they tell a story of empathy ■ Note: smarter psycopaths know what empathy is and how to fake it. ● BACKCHANNEL!!!
  26. 26. Traits to observe: on the job ● Are they too nice to you? ● Do they speak negatively of others? ○ Especially those who otherwise demonstrate a good track record ● Actively ask employees how they’re feeling, and if there’s any discomfort ○ It’s difficult to ask for a name at first. Gauge sentiment often, and dive in when you suspect an issue. ○ Make people comfortable to talk ○ Study how to ask questions to get what you’re looking for. ● Watch out for mobbing ○ Bullies collaborating against individuals
  27. 27. A culture that prevents politics ● Directness and honesty ○ European style. We’re all family. ○ Respect, listen, don’t hold back. ● Don’t tell anyone what to do ○ Anyone can ask questions.
  28. 28. How to hire - Filter from many cheater monkeys and few good Type As - Hire smart people, no jerks. - Study what “no jerks” really means. - Fire fast
  29. 29. Thank you
  30. 30. www.productschool.com Part-time Product Management, Coding, Data Analytics, Digital Marketing, UX Design, Product Leadership courses and Corporate Training

×