Practical tips for accountability in product teams

Accountability is a fascinating topic. The textbook definition is “the quality or state of being accountableespecially: an obligation or willingness to accept responsibility or to account for one’s actions”. While a lot has been written about individuals, I’ve found in my experience, the actual mechanics of how to think about team accountability for product teams, pretty lacking. This post is an attempt to describe the framework that has been useful for me. A few of these tips are borrowed from the great executives I’ve had the pleasure to work with and a few are homegrown. Hopefully, this helps somebody who is just starting out or well into their manager/team leader journey.

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FinTech businesses, platforms or not?

I’ve been deeply interested in understanding what actually makes a platform business a platform¹ business ?— are there any patterns? How do platform businesses actually win? Is there something unique about them or is it all just branding? This is a particularly insightful question to ponder on as, if you talk to any company today , you are certain to hear “ we are a platform”:). Everybody wants to be a platform or at least positions themselves as one. How does one separate the wheat from the chaff?

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Scaling product teams the structured way

You’re the first PM at a startup. You are a small company with one product, searching for product market fit. You grind and preserve and you achieve the holy grail of product market fit. CEO walks over and says “It’s time to start scaling, give me a plan, how are you going to scale the product management team? Let’s chat in a few days”. At this moment you are probably thinking “whoa what? team? There is going to be more of me (PMs)?”

How can I do it? So many questions. Where do I start? How do I hire? What do I do?

Have no fear, read on.

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PM Personality types a.k.a Myers Briggs for PMs

The Myers Briggs Type indicator (MBTI) is used to understand your personality type. The idea behind the indicator is that if you understand your personality and default preferences then you are able to play to your strengths. In addition, by knowing your team’s preferences, you can communicate better with your teammates and thus become a high performing team.

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The ultimate guide to product management hiring, Part 2: The hiring process

This post is #2 in the series of “The ultimate guide to hiring PM’s”. Post #1 is here.

Continuing with the theme of approaching the hiring process as a product, the hiring process has two main goals:

  1. Targeting: Find the right person. Create an efficient interview process that provides a full view of the candidate.
  2. Conversion: Reduce the candidate’s friction. Once you have decided you want a person on your team, ensure you have the best method to convert the user (candidate) to a customer (full time hire).

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The ultimate guide to product management hiring, Part 1 : Strategy

So you need to hire a PM or build out a PM team. Where to begin? What are some best practices? WHAT TO DO!

Fear not, this four part series will give you a framework along with an operational guide to getting it done. These posts are a result of all the mistakes that I have made and the learnings that I have painfully gained 🙂

This four part series will cover

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