Archive for the ‘Intellectual curiosity’ Category

There is no “career path,” just a network of relationships

March 30, 2018

And how you get from one adventure to the next

A few weeks ago I was asked to give a talk at the University of Wisconsin-Whitewater College of Business and Economics, on the subject of career paths. And the title of my talk was “There Is No Career Path.”

I wasn’t all that that creative. Steve Jobs made this point in his Stanford Commencement speech in 2011, six years before he died. His point was that a career path is only visible in hindsight. The “path” is produced by following your interests and talents. But I want to take that a step further.

My observation is that your career is a product of the relationships you develop along the way in your job along with following your interests and your talents. Notice I didn’t say college alumni networks. One of the points I made to the UWW students was I attended two of the top five universities in the world (Berkeley and MIT), and my alumni networks have produced zero jobs for me.

Networking

But the relationships I developed at LSI Logic, at C-Cube Microsystems, at RealNetworks, and as a venture capitalist at Frazier Technology Ventures have produced six incredible jobs, and have formed the foundation of my career.

When you unpack “relationships” there’s a lot to examine. For me, relationships are formed by establishing trust and credibility with the people you work with and for. And you do that by doing what you said you would do. By speaking your mind. By being honest. By acting with integrity. By being in a culture that aligns with your values.

Your network of relationships is fundamentally about about your personal brand.

That’s right, your personal brand is made up of the people you work with. How well you communicate to them. How well you support others. And that all involves . How you treat them. Those experiences, those memories persist. They’re your personal brand.

Finding the next adventure

And here I am, at another juncture where I am about to move to my next adventure. I left my role as CMO at SPS Commerce in early January, to return to Seattle. Family reasons draw us there, and I really wanted to get back to my roots – building category-creating technology companies.

And it’s this network of relationships that is guiding me. Which made me think of another set of conversations I’ve been having with folks I know – about how instrumental these relationships are to discovering your next adventure.

I’ve been employing the method that has propelled me to where I am now, and which I know will get me to where I want to be next. It involves four activities:

Hone your story – What this means is having clarity about what it is you want to do and what you’ve done to prepare you for this, and it’s being sober and humble about what you’re really good at. And finally, it’s about being compelling about why this next adventure is right for the role and for you – and for whoever it is you will work for.

“Your story” is what you say after you meet someone, you exchange pleasantries, and there’s a pause. You then tell the story. Why you’re there with them, why there is context, and you paint a picture of your future that they might be able to help you with.

Lots of conversations – This is the foundation of the process. This is where you start speaking to lots of people who might be able to help sharpen your focus, sharpen your story (you’ll be telling that to them), and who might know someone else who you might meet. But fundamentally you are asking someone to spend time with you. To help you.

It’s awesome your contact will meet with you, so be considerate of their time. Thank them. And make sure you see if there’s anything you can do to help them. It will make you feel less bashful about asking for feedback, or to be connected to someone else.

Considerate networking – Expect and insist on “double opt-in introductions” – this means the person connecting you someone needs to check with that person to confirm they’re interested BEFORE making the introduction . Only after that person agrees to be introduced, then expect the introduction. This means there’s mutual interest in the conversation.

This also introduces an obligation to responsiveness on your part. That means as soon as you see that email connecting you to the other party, respond promptly – before the other party has to. Your contact is doing you a favor, so demonstrate grace by making it easy for them for them to find a time and place to meet. And while you’re at it, be considerate of the person who made the introduction. In your reply, move that person to the bcc line of the email. That way they will see that the connection has been made, but they are not burdened with seeing the 7+ email exchanges that went into finding a date and place to meet.

Let go of the outcome – This is the hardest part. The only part of this process you can control is your ability to meet with people, tell your story, and explore where this all takes you. What it won’t do is provide a linear path to an awesome next role for you. But enough of these sincere conversations, where you’ve been considerate and forthcoming, will produce a conversation, at some point, that will point to a person or a role, that is exactly what you’re looking for.

It’s that simple. I can tell you every one of the awesome opportunities I am exploring right now have followed these four steps. And it has had nothing to do with where I went to school.

And like with you career – there is no deterministic path you can see stretching forward. Just a network of relationships guiding you down the road.

 

Advertisements

Why video games are awesome preparation for life, and careers. By Peter Zaballos

March 23, 2018

And why adults get video games wrong

Recently, my world has been totally rocked with the multi-player game “7 Days to Die” which is a zombie apocalypse game that my children and I play together, even when scattered across the country. Sunday at 7 is our time, and we generally play with me in one city, each of our kids in other cities, and some of their friends in other cities as well.

7DTD is a game where every seven nights (in game) a zombie horde attacks, and the rhythm of the game is to spend your time between hordes preparing. It’s all about cooperating, and dividing up the work – where the work can be scavenging supplies, making building materials and tools, crafting weapons and ammunition. And developing a plan to defend ourselves. We all log on, and setup a group phone call, and there’s a constant stream of updates, suggestions, and help.

Here’s the base we’ve created. My main skill is converting rocks and sand into concrete. You can see how we put that to use. BTW, this base was shredded later that night (horde night). We survived, but the base took tremendous damage. Which caused us to assess what had gone right, wrong, and what our next defense setup would need to look like. We figure out what’s working, what’s not, and adapt. This is what I do at work every day. Except for the zombie horde. At work it’s competitors.

7DTD base

It’s an easy way to spend five hours without even realizing it. And it is a rock solid environment to hone the kinds of skills any of us needs to get through life, and succeed in our careers.

But every week it’s the same focus. We develop a plan to build defenses, a plan for how we’ll cooperate and support each other because we all have different skills and resources. And like all plans, they become obsolete the moment the zombie horde arrives. Here we are at night, my avatar’s name is RaceCondition (inside computing joke there) and the view is from one of my son’s avatar. We’re all so relaxed because since hordes swarm every seven days, and it’s day 58, we can more easily gather like this at night (in this shot we’re at an abandoned city looting).

7DTD crew

But before going on, let me tell you about how my children (and their friends) and I got here.

It may be that our family is unique, but I really doubt it. Our kids grew up playing video games. Freddi Fish was a big hit when they were little. They played them on the desktop computer we had way back then.

But even then the play had a strong social component to it, since we had four kids in five years, there was lots of group play involved. Two or three of our kids would be crowded around the monitor watching the other play, and there’d be banter throughout the game.

When the subject of getting a video game console came up, my wife and I proceeded cautiously. We’d “heard” so many scary stories about them. About how people’s kids would disappear for hours/days/weeks into a basement TV room and waste away there, living this solitary existence staring into a screen.

What we got wrong about video games is how incredibly social they are. And how much the games foster problem solving and collaboration.

We started slowly, with a Nintendo Wii. And it was fun. Mostly family fun. And soon the topic of an Xbox surfaced. Their friends had them, and over time we reluctantly agreed. There we some conditions, the biggest was that the kids would need to pay for it themselves, along with the games they wanted. So they saved, and did.

What ended up happening totally surprised us. This was full-on social pandemonium. There’d be upwards of a dozen kids at time in our basement – some playing – but most watching the others play. And the conversations, laughter, and screams of delight that grew and grew as the games progressed could be heard throughout the house.

We also witnessed our kids spending so many hours playing with all their friends and spending those hours talking…about the game, about life, about anything and everything. And there’s a growing amount of research showing video game play does create better career skills.

Which is why I was so touched when our youngest child, four years ago, suggested I learn to play Halo. He was patient, it took me literally almost a year before I didn’t feel completely incompetent. But we played through Halo 2, then Halo Reach (as far as our children are concerned, the franchise effectively stopped there). Eventually I would even get invited down when all the other friends were there and play with them, and hold my own.

I went on from that to play through Portal, Portal 2, and Bioshock Infinite. All three of these are phenomenal problem solving games with awesome story lines. Portal 2 is worth playing just to experience Stephen Merchant as the voice and personality of Wheatley – likely the single best voice performance in a video game, ever..

The more I observed how our kids played these games with their friends the more it looked like the environment I like to foster on my teams at work: goal-focused, team-oriented, sharing data to make better decisions. The more it looked like the environment I strive to live up to in my User Manual.

So of the many good decisions my wife and I made as parents, one was being open minded about video games, and trusting our children to make good decisions about how to embrace video games. We learned a lot as a family there, that has helped prepare our children for career success.

Product led organizations build categories. By Peter Zaballos

March 6, 2018

Part four: Product has the obligation to set the tempo of transformation 

Every business needs to have a laser focus on the needs of their customers. Look no further than Amazon, who has a legendary, systemic, DNA around customers. Literally their customer obsession.

A few years ago I had an opportunity to speak with an Amazon exec about the business he was running and the priorities he had in building it. This business was a direct competitor to a business of Apple’s, and I noticed the Amazon exec was using both an iPhone and a MacBook Pro. I asked him, “why are you using products from your competitors, effectively helping fund them?” – his answer was disarmingly reflexive and sincere. He simply stated “why would it serve my customers better for me to use products that made me less effective at doing my job?”

MountEverest

What does this have to do with product led organizations?

Bringing a category to life and Amazon have the same customer focus.

I wrote earlier about when you’re building a category it’s important to not listen to your customers – don’t let them dominate your near term product priorities. You owe your customers the maniacal focus on your bold vision, and bringing that to life over time, not attending to their long list of improvements in their limited field of view.

Which means product will have complicated relationship with sales and customer success. Sales and customer success are faced daily with enormous input and demands about the here and now. And they should focus maniacally on how to win today’s prospect sale and ensure today’s customers get the value they were promised. But the product team needs to be super careful to include only the most critical few of those customer and prospect needs in the roadmap. The category is the high order bit here.

Your category gets built by bringing tomorrow’s promise to life. I’ve seen companies falter and stall when they take their eye off the category defining focus and shift it to the priorities of their sales teams or their customer success teams. Worse, if the next 90 days of your backlog is the only commitment to your roadmap, you’re never going to build a category. You need to have appropriate commitments to what needs to get done three, six, nine, and 12 months from now.

The product leadership needs to behave like the CEO of their product. That means to operate with a strategic purpose and context. Sure, they need to hear the near term need from sales and customer success, but like a CEO, they’re measured on their ability to perform today but also ensure the company realizes its potential. This is so wonderfully captured in Ben Horowitz’ now legendary 20+ year old essay, Good Product Manager, Bad Product Manager. If you haven’t read this. Do so. Now.

Focusing on the bold future can introduce some awkward dynamics to organizations not used to thinking with a category mindset. In a product-led organization, sales and customer success are going to feel pressure to keep up. They’re going to have to become capable and fluent in understanding the trends and priorities that make the bold product vision important. They will need to fully internalize why the category is strategic and important and be able to explain it to their prospects and customers.

In sales or customer success led organizations, the opposite occurs. The product team will need to simplify and reduce the vision and explain the plan using the terms of today. No matter how well you do this, you’ll never build a category. You’ll just hit a forecast. For a while.

I’ve heard some executives at tech companies use the excuse that “we can’t let the salespeople know about the roadmap, because then they won’t sell what we have today.” If that really is true, then that’s the tell-tale sign that the company in question is not a category builder. Because category builders have salespeople who are experienced and savvy enough to sell what you have today, and who can also convey the compelling nature of what is coming. And why buying today’s product puts that customer on a more compelling and secure future.

No one less than Steve Jobs understood this with his typical clarity. Observing that the difference between technology companies that function as sales organizations versus technology companies that function as product companies is that the sales-led organizations will revert to today’s product. They’re not wired to think about or develop big, bold new products.

Companies like Salesforce have mastered “product-led” organizational behavior. Just watch one of Marc Benioff’s keynotes and you’ll see him talking about capabilities that likely won’t be real for years, but speaking to them as if they’re here now. Their salespeople know how to straddle these two realities. They know that you’re going to be better off getting on the platform now and be better off over the years as the promises get delivered.

Product-led organizations build categories, and categories are the product of a bold vision that the marketing organization communicates and aligns the company around, and a product strategy that brings the category vision to life. And that’s good for your customers. Give them something they can’t envision. It’s never been a better time to be a technology company CMO.

 

Category creation – Why a messaging pivot is frequently essential. By Peter Zaballos

February 19, 2018

Part Three: The fallacy of “Everything is working, we just need to tell the story better”

So your CEO has articulated a bold vision of what is possible for your customers. Fundamentally different from what they have today. A change so dramatic they can’t imagine it. But you can.

This all got written down. And these words matter. A lot. They didn’t come easily or quickly. At the beginning they were directional, not precise. Intensive scrutiny and many iterations produced the exact set of words that describe the change you envision, and the category you’re creating.

Now you shift your focus to putting those words into action. And those words will inform and bring to life the go-to-market orchestration that will position you as the leader, the creator of this new category. They will inform the demand generation, the events, the company communications and training, and most important, the experiences customers have when they use your product. Let’s call this your category story.

The category story is the collection of words and visualizations that tell the market, your customers and prospects, and critically your employees about your role in bringing the bold future to reality. It’s the core creative idea that fuels any of the forms of the media you will deploy.

A SpaceX Falcon Heavy rocket lifts off from the Kennedy Space Center in Cape Canaveral

The story can and should live in lots of people’s hands. It’s what gets amplified through marketing. Evangelized through events and workshops. It fuel’s the virtuous circle of adoption. It informs every step of the buyer’s journey. It creates the triggering events that makes someone open to switching from what they’re using now, to the future you inspire them to join.

The reality is that a lot of companies formalize their category vision after they’ve shipped their product. After they’ve sold it. After they’ve figured out how to create demand.

When I was a venture capitalist, I lost track of the number of Series B and Series C financings I was pitched where the CEO would sheepishly admit that they’d “shipped their demo.” It worked well enough to get traction and funding. And that part of the next financing was to finish and fix what had gotten them started.

So a lot of companies need to make this pivot to build their category while running their existing business. With demand gen working. Salespeople selling. Customers using the product. Going back to what I wrote in Part One, category creation is for the bold and means you’ll need to make some pretty scary choices to leave the familiar past behind to realize the category’s potential.

It’s crucial that you amplify the category value proposition. Not the tactical value prop that got you here. The chief warning sign that’s you’re falling into that trap is believing…

“Everything is working we just need to tell the story better.” 

But that’s the wrong story. The old story is made up of well thought through campaigns and tactics, but without the purpose of creating your category dominance. The old story may produce near term success, but it sure won’t build your category.

This is the “make or break” juncture for the business. You can certainly amplify the tactics that got you to where you are today. Increase the paid search budget targeting potential buyers of today’s tactics. Scrape for more organic visitors by tuning the search performance of your pages to the value prop of today. Train your salesforce to sell what got you to where you are today.

You’ll just dig the hole you’re in a lot deeper. You’ll acquire customers and partners who aren’t aligned to your category vision. Who won’t evangelize it’s potential for you. Whose product and service feedback will be a distraction from your category progress.

So when I’m asked by executives and CEOs about how to scale their growing business and how build awareness of the role their solution plays in the market, I always go back to “what is your category and how is that aligned with your growth campaigns?”

This is where the CMO’s marketing organization needs to carry the responsibility to transform words into bold actions. If you start from anything else, you’re applying bandaids to a wound that won’t heal, and will instead get worse. And more bandaids won’t fix that.

With category alignment you can build kickass marketing campaigns. Your events will bring your ecosystem together and send them off evangelizing your value. Your paid search and your organic search will be aligned and fill your demand gen funnel.  The C-suite at your prospects will see the value in standardizing on your solution.

That’s the kind of foundation durable leadership can be built. Category leadership.

Category creation and the value of not listening to your customers. By Peter Zaballos

February 15, 2018

Part Two: Your vision is strategic, your customers’ vision is tactical

In my earlier post on category creation, I touched on how critically category creation depends on a bold strategic vision owned by the CEO. And that vision gets taken to market through a product that delivers a fundamentally different experience and value to customers from what they have today.

This is hard because your customers live in the world of today. With the product you have right now. That’s what your salespeople sell, and your customer success teams support.

But creating a category is about delivering something so much better than “today.” Ambitious, bold companies learn to live with and take advantage of the ambiguity separating today from the bold future you see possible.

Spot Mini opening door

And given the role the product strategy plays in creating a category, a disproportionate responsibility falls on the product and marketing teams. As a result, there are some subtle but critical factors a CMO needs to take into account.

First, do a 12+ month product plan.
Creating a category involves envisioning a future your customers can’t see. But you can. So fundamentally you are creating a product strategy – a framework that extends from today into the not so distant future.

This means, if you’re using Agile, you look out 12-18 months and understand what are the core capabilities you’ll need to figure out and master. How many of those require foundations to be built now? Work back from those to your field of view 6-12 months from now, and the deliverables will be clearer. More specific. The dev and product teams will have a clearer sense of what is straightforward, understood and what is hard, unknown.

Now look at the 3-6 month timeframe. Here you should have a pretty clear sense of scope and difficulty. The iteration in thinking between 3-6 month windows and 7-12 month windows will likely reveal some dependencies and challenges.

Finally, you can think through what the next six sprints need to look like. Here you’re going to be fairly specific about use cases, personas, and technical scoping.

Every two weeks get everyone together and review where you are on the journey. Both with what has shipped, and what customers are telling you. Customer feedback is essential to checking your assumptions on the 3-6 and 7-12 month release plans. This is super important, and plays into the next two sections below.

If you don’t think Agile works this way you’re wrong. Here’s an awesome podcast from Command Line Heroes laying out Agile and why it’s suited for what I describe above. Agile isn’t about two week fields of view. It’s about rigor and discipline about what you’re doing every two weeks, and how you’re doing it. To have working software validate assumptions, or invalidate them.

Second, don’t listen to your customers
Does this contradict what I just said above? No. Your customers are helping you validate assumptions about your vision. What you don’t want to listen to is their long list of things they wish were better with the product you have right now. Category creation is about bringing something fundamentally different to market.

Customers want what they can see in front of them to be better notdifferent. They see what is sitting right in front of them. That’s what your sales people sold them. That’s what your customer success teams support.

When building a category around a bold vision of what’s possible, the sure sign you are losing your way is to devote most of your time into making your existing product better. And if you listen only to that or let customers drive more than 10-20% of your backlog or dev capacity making the product better, well then you’re not building a category.

Worse, driving your product priorities around “better” means you’re ensuring you will be competitively vulnerable. Then you’re really just building a business around your competitors. Because they too can listen to customers about today. About chasing better, not delivering different. If you focus on better, you’re building an product line that is structurally vulnerable to competitors. You’re solving for now. Not the future.

Third, test your roadmap
With the majority of your roadmap devoted to bringing your category to life, you can now devote your customer engagement to testing your category assumptions. Which also means testing whether or not your vision for what is possible is truly compelling.

Testing your roadmap with customers is a way to make sure your 3-12+ month release plan has integrity. It can confirm or question the validity of your core platform and functionality assumptions. It’s about being inherently curious. Being a voracious learner, and where being an optimist and not a cynic finds a comfortable home.

So that means being super hard core about why your roadmap, working all the way back to the next sprint, is creating and testing the building blocks of the future. The different. You may be shipping a “better” feature that customers care about today, but is there a way to build that “better” improvement in such a way that it also helps inform your progress towards “different?”

At every step along the way. From today’s standup to next year’s category-defining product launch has to be threaded through “am I staying focused on different?”

Go into this not being burdened with what you see today, and instead be driven by an optimism of what’s possible.

Your category vision should invigorate you, your team, and your company every single day. Your category vision should invigorate your customers and entice your prospects. Your product strategy brings all of that to life.

That’s the real role of being a CMO. Ensuring your very talented product and dev teams have struck the right balance around delivering on the strategic vision of different and not getting distracted with today’s noise of better.

Data is our copy editor | Peter Zaballos

February 12, 2018

There has never been a better time to be in marketing, and to be a CMO.

That’s because a CMO has never had more data to drive decisions. And marketing today is all about orchestrating digital experiences – if you aren’t leading with a digital strategy, well, then you simply aren’t leading. And the best part – digital experiences are fundamentally measurable. Or can be. And should be.

I remember the day this was made blindingly obvious. I remember the day like it was yesterday, but it was really close to three years ago.

data-science-illustration-_Feature_1290x688_MS

The woman that ran search marketing on the demand gen team came into my office – which she only did when she had something really important to share – not because she wasn’t welcome, but she had no time for fluff. She loved what she did and what she did was figure out how to optimize what we did in marketing. She started telling me a story.

Before sharing her story, let me tell you a bit more about her. I’ll call her Mollie to protect her identify (I use Mollie because I think that’s simply an awesome name).

Mollie is the kind of person you dream about being on your team. Profoundly curious. A voracious learner. No ego. Lets data and learning drive her decisions and behavior. I have lost count of the number of times she’d pulled me aside to disclose (a) she’d identified a significant source of opportunity or risk, (b) she’d spent a fair amount of time researching how to unlock this opportunity or address the risk, and (c) she’d run enough experiments to confirm the plan she’s proposing will work. All I had to do was ask a few questions (which she had answers to) and say “yes, let’s go.”

So on this day, Mollie mentioned that she had observed that some of our best trafficked awareness and engagement pages had been benefiting from heavy SEO-based revisions. That seems kind of obvious. But here’s where she demonstrated true insight. She’d asked herself “what if every page we developed began first with the SEO strategy – not with a talented writer using Word offline to create what we publish – and then we let performance testing tune (edit) the copy?”

She’d taken the initiative to find out. She’d picked one of our pages written solely by a talented copy-writer (and was destined for future SEO optimization) and created a substitute page, which she herself had written from scratch on the same topic, but started with the terms we wanted to optimize the page for. Then she let the data tell us what to do next.

What she learned was that the SEO-originated copy outperformed the traditional “write first, optimize later” page by a factor of 10x.

What she proposed we then do was to convert all of our copy writing to “SEO-first.” Which meant cycling through our contractor pool to determine who could do this, and replace the ones who couldn’t. It meant changing the process for all the in-house copywriters.

It meant, as Mollie put it, that “data is our copy editor now.”

It was one of the easiest decisions I had to make as a CMO. The curiosity, the experimentation, the data made it obvious.

It fundamentally changed everything we did. Not only did this improve the search performance of the new pages we created, it changed how we curated all of existing content. We no longer had “static” copy on our website, of any kind. White papers are now routinely revised for SEO performance.

Every page is a living document, revised for search performance as algorithms and search term popularity evolves. Every page has data as its copy editor.

Category creating – it’s as easy and hard as it looks. By Peter Zaballos

February 9, 2018

Part One: Bold vision is everything

I’ve been thinking about categories recently. A lot.

I’ve been fortunate to have been in three companies who had that bold vision, who could see that structural opportunity, and who zeroed in on the audience that was affected. At LSI Logic, we saw the opportunity to enable new categories of computing devices – personal computers and mobile devices. At C-Cube Microsystems we envisioned the impact that digital television and film could have on the broadcast and entertainment industries. And at RealNetworks it was as simple as enabling internet-delivered audio and video – developing the breakthroughs making Netflix and Spotify a reality.

Creating a category is easy to say and so hard to do. Or rather, it’s easy to see a company who has created a category and it sure looks obvious in hindsight. But in the early days, even in the middle phase, it’s nothing short of a free-for-all.

Table stakes are having a bold vision for what you think could be dramatically different for the customers you serve. Not better, but different. Not a little different. Fundamentally, earth shatteringly different. And with those words and the belief in them, you then need to have the audacity to live up to them.

The creators of categories dominate the market they create. Because they see a future their competitors don’t. Their competitors chase what the category creator makes visible. They will always be steps behind the category creator.

Creating a new category in the market begins and ends with a bold vision for what’s possible. A clarity of the mission of the company and more importantly, for the customers you serve. This is about getting precise about the words. The words matter.

But defining the category is more than words and sentences of a paragraph. And bringing a category vision to life is more than a marketing campaign. It is precisely where the company’s strategy and strategic intent are mobilized across the organization. Category creating is a holistic commitment of the business. It is the CEO’s personal obligation. If the CEO doesn’t personally own this ambition, no amount of over-functioning executives can make up for that. At some point the conversation gets shrill.

BRING THE CATEGORY TO LIFE

With the CEO owning the category vision, they don’t need to  develop the framework that will enable the company to take advantage of and define the category. That can be handled by a member of their team. It has to be someone senior enough in the organization to have visibility and perspective, and also be someone who can work across teams, across execs, and orchestrate engagement. This includes:

  • Identifying the people, processes, and products required to fulfill the category potential.
  • Specifying how you will get from today to that future potential. The solution you have today and what you will build in the future to address  the category problem
  • Identifying the ecosystem that will validate and accelerate the development of the category, and squeeze out your competitors

To bring a category to life depends on this strategic alignment first and foremost with the product strategy. The product needs to deliver this category promise to the users. Their experience validates the category potential, and literally brings it to life in the market. And this product alignment needs to be fully aligned with how these products are taken to market. The words that are literally used to attract prospects, engage them in learning more, and choosing the solution all have to map back to the category vision and definition.

In an age where essentially every sale is driven through some form of digital interaction, the good news is that search performance provides and awesome data-driven laboratory to ensure you get all of this right. You’ll know. The data will scream the results at you.

STEP UP AND LIVE YOUR AMBITION

This is where so many companies get scared. Especially once a company is in the midst of category creation. It’s easy to get frightened, chasing near term revenue and investments in the face of the riskier long term commitments that need to be made. Remember, you’re bringing to market something fundamentally different than what exists today. For the meek, that means there will be some pretty powerful forces pulling you back to…today. Today is familiar. It is safe.

Creating a category is lonely. Especially for the leadership of the company. The CEO and their team are the custodians of this vision, and for a long, long time, they may be the only true believers.That’s why it’s easy to get scared. Why it’s easy to back off. To retreat to the goals and tactics that produced the recent past, and not make the bolder choices to bet on the future.Bringing a category to life is a fully focused go-to-market campaign. Externally and Internally.

That internal part is key. Employees need to have clarity on what that different future will be and how to explain in an appropriate context, whey this journey is important. Customer Success needs to be trained and fluent spokespeople. Sales needs to be trained and fluent spokespeople. Everyone inside the company is on a mission. To fundamentally transform the lives of their customers.

INVIGORATE THE COMPANY

The day-to-day work of creating a category is the essential job of every employee. They need to be trained, to be fluent in, and have internalized the same understanding of the structural opportunity and the role the business has in realizing this opportunity.That’s why RealNetworks had a palpable intensity – every day – that employees were energized and motivated by.

It’s why my friend and RN colleague Dave Cotter remarked “I was probably young enough to believe it, but there really was a sense that we were fundamentally changing the world, and, actually, for a period of time we were.”Bringing a vision to life for customers and prospects goes hand in hand with bringing that vision to life for employees.

This is why the obligation for defining the category rests with the CEO, but how important it is that every employee is enlisted making the vision real to prospects and customers, every day.Category creation is not a board topic, it’s not an exec staff meeting topic.

It’s the CEO’s life mission. It’s internalized by every employee. It’s the lifeblood, the daily obsession, of everyone.

Cabals of Women

September 24, 2017

Sunday mornings are “read the paper” mornings for my wife and me. Today she got to the NY Times before me, and casually remarked “did you know there are cabals of women in Silicon Valley whose goal was to subjugate men?” Well, no dear, I didn’t. I worked there for a long time, never ran across those.

The article quoted an engineer who said “he had realized a few years ago that feminists in Silicon Valley had formed a cabal whose goal was to subjugate men.”

This so wholly encapsulates what happens when power shifts. The rising power scares the incumbent power. The rising power is demonized. Cabals. Subjugating men. Right.

The article was about how gender equality is faring in Silicon Valley, and shined a light on the fairly predictable “backlash” men are feeling as the tech industry, and society, come to terms with the inequities women face forging careers and lives in today’s society.

Jordan Siemens Woman Gazing.jpg

Credit: Jordan Siemens/Getty Images

And I use the term “predictable” because women’s equality is fundamentally about the shift in power. Men following the lead women provide. Men taking direction from women. Nothing scary about that, unless you’ve never seen this before, never experienced it before. Fearing this change is actually to be expected. That doesn’t make the change any less important, or urgent.

No one gives up power easily. And the transition is messy, by definition. Will companies over-correct and set quotas? Sure. Will some leaders interpret this shift as a mandate? Likely. But the direction of change is the important factor to focus on.

That doesn’t diminish the merit of the objective, or the urgency to establish more inclusive, diverse, and equal workforces, and as important, the ability to measure members of the workforce on their contributions.

From a purely capitalist perspective, businesses should be running towards this change. That bastion of capitalism, McKinsey, has even coined a term for this business benefit – The Diversity Dividend. Businesses are performing less well than they would be with more women in leadership roles. Businesses are underperforming, and women (and minorities) are the key to improving business performance.

But I digress. Let’s get back to the men who are afraid of losing their power and role definition as we make this transition.

This quote summed it all up for me, from Jon Parsons, an attorney representing two male Yahoo employees: “No eyebrows are going to rise if a woman heads up fashion,” Mr. Parsons said. “But we’re talking about women staffing positions — things like autos — where it cannot be explained other than manipulation.”

And why might that be? Are men better at cars than women? So, women are better at fashion? How does that explain that the majority of fashion houses are led by men?

What Mr. Parsons is really saying is he’s comfortable with women having leadership positions in fields where he and his clients, presumably, do not have careers or interest. But when it comes to fields where men have been more historically leaders, well yes, men should be leaders. Well, because they always have been.

Welcome to a new world. It’s going to be a messy ride to get there. But we’re headed there. As uncomfortable and scary as that might be. And whatever discomfort that causes males as they make the adjustment, be patient. It’s taken women over 100 years to get to this juncture in the business world. Match their patience.

I am a feminist because of my sons

November 27, 2016

I think I was part of the problem for longer than I realized.

As a man, I simply assumed everyone got treated the same. Got paid the same. Was listened to equally – because I sure was listened to. And they paid me well for what I did and said.

And then I started to feel naïve. At first it was noticing that the women on my teams seemed to be paid less than the men, for the same positions. Then I began to notice women get talked over. I began to see women apologize for voicing an opinion in a meeting. I saw men look right past women’s ideas and contributions. Rarely out of malice. Worse — out of blindness.

womens-equality

I’ve come to realize that women do have a more difficult journey in society today, if they want to have the journey of opportunity and acceptance that men do. Society treats women differently, has different expectations of them.

And generally speaking the ones who notice this are women. Men mostly glide through their careers, like I used to. Thinking everyone is treated the same, with the same access to opportunity.

And I grew up in an era where the term “feminist” was synonymous with “radical” — a fringe viewpoint. A crazy, minority voice. But the more I noticed, the more it became urgently clear to me that “feminist” is not a fringe response to how women are treated in our society, it’s a sane, measured, reasonable response.

The more women outnumber men in education, the more they aspire to secure leadership positions and positions of authority, “Feminist” describes the moment of truth in society as it makes room for them. Learns to respect them, adjusts to following their lead. So yes, I am a feminist.

When I look back on the journey to this realization, it’s punctuated with some specific experiences. Sources of inspiration and heartbreak. But they share a common theme: an injustice.

THAT’S NOT MY IDEA

I was on a volunteer board almost a decade ago. It was for a public/private partnership where the other board members were the city manager, the chancellor of the local university, the head of the local community development authority, and others — staff from the city and university, local business leaders. The tone set by the city manager and chancellor was open and welcoming.

We were focused on building a business incubator facility. At the time we were in the early stages of site selection, budget sizing, and developing fundraising strategies.

There was one meeting I will always remember. We were in the midst of a fairly strident discussion of two different site alternatives and approaching an impasse. One of the city staff members spoke up and proposed a novel, creative third alternative. No one picked up on it. She suggested it again, no one picked up.

I spoke up, and said “Susan (not her real name) has a really good alternative” and I summarized it. Engaged conversation ensued. I was more than taken aback. When more than one person said “Let’s go with Pete’s idea,”  I had to stop the conversation to remind everyone that it was not my idea. It was Susan’s.

I was flabbergasted. Susan and I exchanged glances. Hers one of hurt and appreciation. She was a thoughtful, insightful human. Well versed on the pragmatics of city mechanics and finances. This was the first time I’d personally witnessed what I now know to be a common experience for women.

TRUE-ING UP SALARIES

In every role I have had as a manager, I’ve had to tackle the same problem. The women on my teams were generally not paid the same as the men. And I’ve worked for some of the most progressive and technologically advanced companies in the world. I know there were no overt intentions to pay women less than men for the same jobs, but it happened. Every time.

I coined a term for this: “true-ing up salaries.”

Today I am fortunate to work for a company that shares my values and vigilance. We do examine pay by role and gender to ensure people are paid the same regardless of gender. And I am fortunate to have a role as a senior executive to be able to set a tone and effect policies to ensure we have equal pay for equal roles, that regardless of gender your career path is based on the merits of your contributions. Making this real requires both awareness and action.

SHERYL SANDBERG, ANNE-MARIE SLAUGHTER, AND THE MISTAKES I’VE MADE

When my wife and I met we both had career-track jobs. Me in technology marketing, and she in textbook editing. Within two years of getting married, we had the first of our four children (we would have four children in five years), and without either of us really thinking through the implications, my wife decided to quit her job and become a full-time mother — trading a professional job for a 100+ hour per week job with no pay while also squeezing in 5-10 hours a week of freelance editing.

It’s not so much that we talked much about it, it’s just it was the easier, more obvious choice. I made a lot more money than she could. It just made sense. It was expected. And no one at my office ever asked me if I was coming back to work after the births of any of our children. But that question gets asked of pretty much every pregnant woman. It’s this unspoken societal set of norms that make it easy to not question assumptions. To not think through the alternatives, and the consequences. That’s what we did.

It wasn’t until almost fifteen years later, when during the Great Recession my wife needed to go back to a full-time job, that we realized how much a price that decision had cost her. She was able to resume her editing career — right where she had left it. Meanwhile, I had continued to progress far ahead in mine, further exacerbating the gap between our careers and earning potential. And the fifteen years were spent. She couldn’t get those back.

Some years later, reading Lean In by Sheryl Sandberg was a revelation to me. Here was a woman brave enough to share her personal journey through this landscape, to call out just how hard it is for women to travel the same path men do. Social pressure, income inequality.

I read Lean In with equal measures of excitement and shame. How could I have been an enabler to the outcome of my wife’s career path? How could I have not done more to think through the implications, to be a better partner? We both made decisions informed by culture, momentum and inertia. Easy at the time, costly in hindsight.

lean-in

And when Anne-Marie Slaughter penned “Women Can’t Have It All,” it felt like I’d read something written by a soul looking over my shoulder during those decision moments — someone looking over both my wife and my shoulders.

4e9a286e-bc0a-4508-841c-6ea16c0a137d-4624-000006ac3c4b6f52_tmp

As a husband, I let my wife and our family down by not taking a more active role in questioning assumptions, understanding the need to think about consequences of choices — whether intentional or choices made by a lack of an act.

DREAMFORCE EQUALITY SUMMIT

This past October I attended the huge Salesforce.com conference, Dreamforce, and witnessed a session in the Women and Equality Leadership Summit. It was phenomenal Leyla Seka moderated the session where Anne-Marie Slaughter and Sarah Kate Ellis (CEO of GLAAD) spent more than an hour discussing the challenges (and opportunities) women have pursuing leadership roles in business and society. Frank, honest conversation. I found it illuminating, inspiring, and urgent.

df-equality-summit-2016dreamforce-equality-summit

But in a room of about 1,000 people, I was one of maybe 100 men. That was profoundly disappointing and frustrating. Women already know about the challenges they face. While it surely was valuable for them to be there together, where were the men? Men need to be actively engaged in this conversation. A disproportionate number of them in the very positions that can effect change, and they’re not even participating in the conversations.

I HAVE THREE SONS

My wife and I have four children: three sons and a daughter. I am so tired of hearing men called out for gender discrimination verbalizing platitudes of support for women and bringing out the “well of course I’m opposed to discrimination, I have a wife and daughter(s).”

That so, so disgustingly misses the point. You should be vigilant because you have sons. The behavior and values you live inform your sons about what equality looks like and feels like, because inequality affects them, not just your daughter(s) and your wife.

WHY I AM A FEMINIST

I am a feminist because I want to create an environment where women and men get judged equally on their merits, and I want my sons to be fully engaged in creating that world. Where men and women have their ideas heard. Where men and women get paid equally for the same roles.

I am a feminist because I don’t ever want another woman to have her idea appropriated.

I am a feminist because I don’t want to “true-up” salaries for the rest of my professional life. I am a feminist because I want women to have the same opportunities as men.

I am a feminist so that society encourages and makes it possible for men, and women, to be equal care givers. So that either men and women get asked “are you going to stay home after the birth of your child?” or better, the questions stops getting asked, of anyone.

I am a feminist because I want my sons to be active and engaged in creating the environment and “normal” I strive for. A ‘normal” where men and women have their ideas heard.

And I am a feminist because I want my daughter and my sons to see how men can be a part of the change, become leaders, and be blind to gender in the decisions they make and the actions they take, as they live their lives.

Preparation for an upcoming blog post

November 27, 2016

I’ve been working on a post about feminism and the different paths women face in careers and society that men don’t face. Here are a few resources that have both informed my journey and point of view, and have helped me understand the landscape better:

Salesforce.com Dreamforce Equality Summits – Salesforce.com is a company that walks its talk about values and equality. When ___ raised the issue of gender equality in pay to CEO Marc Beniof, his reaction was to dig into the data. And they found they had a problem, and spent $3M “true-ing up” salaries. Their focus on equality at Dreamforce is equal parts inspiration and pragmatic.

Dreamforce 2016

DF Equality Summit 2016.png

Dreamforce 2015

df-2015-equality-summit

Sheryl Sandberg’s Lean In – this book polarized and galvanized the professional world. Perhaps not the first book to highlight the different ways women are treated in society and their careers, but an unapologetic outline of the landscape.

lean-in

Anne Marie Slaughter’s Women Can’t Have It All – the most read article on TheAtlantic.com, ever, this was a counterpunch to Lean In and laid bare how women face different pressure to succeed in their careers while also being the primary caregiver to their children. Pressure men do not face.

4e9a286e-bc0a-4508-841c-6ea16c0a137d-4624-000006ac3c4b6f52_tmp

Bitch Media – This is a thoughtful feminist publishing group that takes complex issues and orchestrates measured discussion and evaluation of the factors creating inequality for women, and the means to address them. The tone is serious and unflinching.

bitch-media

Bitch Media’s Popaganda podcast – And for folks who like to hear their discourse about feminist topics,  Popaganda provides interviews and discussions of a wide range of feminist topics. And the range will present the listener with subjects that may be on the edge or even outside their comfort zone, but that’s good.

popaganda