Establishing a compelling value narrative for your product

This is very similar to the article I wrote for Women in Product that addresses the same question, but expands a bit to touch on topics like technical debt. This version of the article was originally published on the Slalom Technology blog on December 11, 2018 and the full article can be found here.

Establishing a Compelling Value Narrative for Your Product

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Many products have an easily-defined value proposition, such as those that increase sales or generate their own revenue. We’ll call those traditional-value products. But how can you define a compelling value narrative when your product is not easy to quantify?

As product managers, we sometimes have a product that isn’t easy to place a traditional value on. For example, I once worked on a suite of products focused solely on reducing phone calls into a business. The product met this requirement by allowing customers to perform self-service transactions instead of calling customer service on the phone. Non-traditional value products like this self-service suite require PMs to take a fresh look at how to define value, both from the perspective of the business and of the customer.

Questions to ask when you determine value

  1. What problem are you solving?

In the case I described earlier, the customer’s phone calls were coming into a department that was a cost center for the business, and the company wanted to better manage its operating costs by reducing the number of calls that required a call center agent. While there was no opportunity to generate revenue by reducing the number of calls, a lower incoming call volume for agents meant that the call center needed a smaller staff and a smaller office space even as the business continued to grow.

2. What is the value to the customer and the value to the business?

Both value propositions are important. In product management, we often get caught in the trap of thinking we should only advocate for the customer value. While the customer should always be at the front of our minds, there needs to be a balance. Often the business value is an increase in the efficiency of the business because routine tasks are automated. Rarely is the customer directly concerned with the efficiency of an organization. Thus, it is reasonable to call out both types of value when they are different.

In my earlier product example, a customer who was making the call would get value from the new product because they spent less time waiting on hold. Another increase in value for the customer was the ability to answer their questions through the self-service option at any time of day, whether or not the call center was staffed.

Some other examples of non-traditional value that you might use:

  • Time savings

  • Eliminating single points of failure / improving business continuity

  • Improvements in fraud detection

  • Increase in productivity through a decrease in non-value-adding tasks

  • Reduction in paper costs through digitization

  • Increase in the customer’s value perception

  • Decreased support or maintenance costs through modernizing software (technical debt, anyone?)

3. How will you measure the value?

If you can’t measure it, don’t bother to claim it. Even when you’re dealing with non-traditional value, you must be able to measure it. Time savings can be measured by monitoring improvements in transaction times. Improvements in business continuity can be measured by time elapsed since the last failure event. We can count the number of fraudulent cases detected and calculate the length of time that has elapsed from the fraudulent act to detection. An increase in productivity or throughput can be measured by counting the number of transactions processed per unit of time. A customer’s value perception can be measured through quick and simple online surveys. You must be able to measure the value, and sometimes this requires an immense amount of creativity on your part!

4. What are your key performance indicators (KPIs)?

Why do you need key performance indicators? The KPIs will be your way of demonstrating the value of your product. Since you want to deliver value either to your customers or to the company, your KPIs should be aligned with the goals of your business. KPIs let you communicate the value of your product in terms that your co-workers and leaders can easily understand. Use the SMART criteria to help make your KPIs a valuable tool for both your product and your business.

Specific. What, specifically, will your product achieve? For example:

  • Reduce inbound phone calls by 20%

  • Reduce mailing costs by $10,000

  • Generate 30,000 completed transactions

Measurable. How, exactly, will you measure your progress?

  • Reduce inbound phone calls by 20% (measured by monitoring inbound call report)

  • Reduce mailing costs by $10,000 (measured by analyzing mailing cost expenditures)

  • Generate 30,000 completed transactions (measured by system data)

Attainable. It’s great to be aggressive when defining your goals, but they do need to have a reasonable chance of being achieved. Measures that you or your team have no chance of attaining are bad for your morale and the morale of your team. Unrealistic goals also undermine the confidence that your leaders have in your ability to deliver results. When you formulate your measures, estimate the benefit your product will provide. What is reasonable? For example, you are not likely to eliminate all phone calls; however, is it reasonable to reduce them by 20 percent? The answer depends on your customer demographics, how entrenched their phone habits are, and how much functionality your product can replace. After thorough research and testing, often you are left making an informed guess.

Relevant. Your KPIs need to matter. If no one in your organization cares about reducing inbound phone calls, will anyone care when you meet that goal? By aligning your product KPIs to the goals of your business, you ensure that your measures are relevant. Examples of relevant KPIs would be an overall reduction in inbound phone calls, or a desire to reduce mailing costs.

Time-specific. In agile software development, we often talk about getting rid of timelines and letting the team focus. But with KPIs, your audience needs to know when you will achieve the results. What’s the general time frame? For example:

  • Reduce inbound phone calls by 20% in the first month

  • Reduce mailing costs by $10,000 in the first year

  • Generate 30,000 completed transactions per month

Summary

Every product that solves a problem has the potential to deliver value to the right customer or the right business. When you’re working on a non-traditional-value product, you need to start with a clear idea of the problem you are solving and who you’re solving it for. Call out all the benefits that arise from solving the problem, then define the key performance indicators that will help you measure that value. Be SMART about your measures; doing so will ensure that your work is aligned with business needs and will enable you to deliver what you’ve promised within the committed time.

I hope this article and the additional resources below help you communicate the impact of your work and the value of your product.

Resources to learn more:

4 Tools to Help Your Product Team Become More Effective

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Product teams can be such a beautiful thing. Watching a group of people come together to make something awesome fills my heart with joy. But often it takes time and effort for a team to really come together and start gaining momentum.

In this article, I’ll talk about a few ways that you can help accelerate your team as they move towards becoming more effective. As you consider trying these ideas with your own team, please remember that every team is unique. As product managers, scrum masters, and leaders, we should aim to defer to the team when it comes to solving problems. When they need a nudge or some structure, give these ideas a try.

Working Agreements

Working agreements can be a powerful tool for helping a team quickly come together towards a common goal. Often, the things that prevent teams from reaching their goals have nothing to do with the work. On one team, I had an engineer who consistently struggled to complete his assigned stories. Turns out he hated a dirty workspace, and his neighbor was incredibly messy — candy wrappers, soda cans, used tissues — all left on his workspace. Going through a team working agreement exercise helped uncover this problem, along with many others.

A team working agreement is very simple. It’s just a listing of items that are important to the team, and that the team agrees to abide by. In the resources section at the end of this article, I’ve linked to a simple exercise you can facilitate for your team. Using sticky notes, or a virtual alternative (like Trello.com or FunRetro.io), your team writes down what’s important to them. Common topics include: stand-up time and attendance, virtual attendance options, food day requests, taking personal calls to a separate space, and the list goes on. I am constantly amazed by the items that make it into team working agreements. Let your team amaze you too!

Daily Standup

There are so many things we could say about daily standups. And so much of it is bad. Think back to all the bad daily standup routines you’ve been a part of. I know for me it’s too many to count. But, if done right, the daily standup can be such a powerful tool to help a team make forward progress every single day. There are as many standup routines as there are teams, and there is no right answer. Shorter is almost always better, and standups should be focused (no rambling!). It can take time, and individual coaching of team members to get there. But once you have an effective daily standup, the dynamic of your entire team can significantly improve.

Standups should grow and evolve with your team. When a team is just forming, I’ll often set the focus for standup on blockers. If there is anything blocking your progress, bring it up in standup. That is an easy routine for people to get their head around. Then, as the team matures, it can change to blockers plus important updates. Importance is determined by the team, and the team should hold each other accountable.

When a team is struggling with cohesion, especially between technical roles and business or product roles, I often go against the common advice and have the product owners/managers or business analysts speak out in standup as well. This helps build transparency and trust, as well as building a foundational knowledge of what those roles do on a daily basis and the value they provide to the team.

With a team size of 6–10 people, I don’t like standups to last more than about 8 minutes. Everyone should be able to complete their own speaking portion in less than 60 seconds. The exception would be when there is a problem that needs the team’s help; that should be taken outside the standup as a separate conversation.

By keeping the standup focused and less than 10 minutes, the team will learn to consider them just another part of their daily routine. If your team is vocal about hating standup, or you have trouble with attendance, you’re doing them wrong!

Blameless Retrospectives

Most agile teams use a retrospective at the end of their sprints. Retros are a time for the team to talk about what worked and what didn’t, and to plan to avoid the same problems in the future. I suggest adding a slight twist to your retros, by setting the expectation that they are blameless. Agile teams make mistakes, and sometimes software doesn’t work the way we planned. Also, teams are made up of humans and sometimes humans act in ways that hurt feelings and cause tension.

If we start our retrospective with the expectation that there is no blame, the team owns everything. The team identifies a problem, and the team fixes it. Sometimes retrospectives can be incredibly challenging because we are all human and we all have feelings and anxieties and triggers. But if we start the tough conversations with the understanding that there is no blame, and we leave the retrospective committed to starting fresh, the team is better for it.

Honoring Commitments

Honoring team commitments is more of a culture and less of an “activity”. When a team is working in a manner where they pull work into a sprint and commit to it — sometimes teams will not meet that commitment by the end of the sprint. When this happens occasionally it isn’t necessarily a problem, but some teams get into a routine of carrying work over from sprint to sprint. This is a team integrity problem. Most of the time, teams should be delivering on what they commit to.

I once came onto a team that had been carrying work over for so long that they couldn’t remember when they last started a sprint with no carry-over work. I used an analogy to help them understand that they didn’t have to work like this. The start of a sprint is like the first day of school. It’s fresh and new and shiny, and it should be full of hope. When we carry work over consistently, we cheat ourselves of that hope because we know that we won’t finish what we start. Over time this can become very demoralizing for a team.

With the team I mentioned above, I set a guideline that we wouldn’t pull any new work into a sprint until we had finished all of our carry-over work. It took two sprints (four weeks), but they got it all finished. Then we started fresh, and when we went into planning for the first time without any carry-over work, I bought them all boxes of crayons. Like the first day of school! That was a simple, inexpensive way to celebrate the accomplishment that had been so elusive for the team.

Conclusion

Every leader needs a variety of tools in their toolbox. Because every team is unique, variety is critical. Try your favorite ideas, and if those don’t work, break out some of your lesser used ideas. Inspecting and adapting isn’t just for your software — you can use the same approach as a leader. Try an idea, and if it doesn’t work then try another idea. There is a seemingly endless supply of ideas you can use with your teams. Don’t stop trying! Eventually, you will find something that clicks with your team or something that solves a problem your team is dealing with. These are only four of many ideas that can be used together or separately to help amplify the awesome your team brings.

Resources

Creating team working agreements

Awesome daily standups

Blameless retrospectives