What makes a strategy great
Most so-called “strategies” are vague, wishful thinking, written once and never seen again. Don’t do that. These are the characteristics of great strategy.
^ADJ: This is a great checklist, great strategies accomplish this with the following characteristics:
Simple: Reshapes complexity to be manageable and actionable.
Candid: Dares to spotlight the most difficult truths.
Decisive: Asserts clear decisions and accepts their consequences.
Leveraged: Magnifies strengths into durable competitive advantage.
Asymmetric: Defeats uncertainty with higher upside than downside.
Futuristic: Solves for the long-term.
Why You Should Send a Weekly Summary Email
At its core, the weekly email has two headings with 3–5 short bullet points each: achievements this week and priorities next week. Under the former, you list the 3–5 most important things you got done this week, under the latter, the 3–5 most important things you want to get done the following week.
^ADJ: Done well this is extremely effective for keeping everyone on the same page - and reminds me of that line: if you are not working on your boss's top priorities, you are doing yourself no favors
Business Strategy: A Framework For Growing Any Business
What is the optimal business strategy for your company? What is the next project you should work on?
^ADJ: I love the Theroy of Constraints:
"The Theory of Constraints states: any system with a goal has one limit and worrying about anything other than that limit is a waste of resources."
Your Team Needs a Strategy — Here’s How to Write One
Team leaders — If I walk up to you today and ask to see your team strategy document, can you show it to me? Answer: Probably not. You don’t see a strategy document as a great investment in time. You’re also too busy.
^ADJ: Alignment, Alignment, Alignment with the business
The problem-solver’s playbook: 17 questions to sharpen your thinking
If somebody had asked me years ago to distil product management in two words, I’d have answered: solving problems. Isn’t that our main job? Find out what the customer’s problems are and solve them. Bam, job done, give me the applause I deserve!
^ADJ: Love this What is the riskiest assumption we have here? How can we de-risk it?
Should you give candidates feedback on their interview performance?
This is a common question – in nearly every interview process I’ve designed we’ve had to make a call on whether and how to give candidates feedback about their performance. And it’s a hard question for me to answer: I’ve changed my point of view twice over my career!
^ADJ: Key points from my perspective - 1) you don't have to, but can be hugely valuable 2) let them ask 3) do it after filling the position 4) you failed to demonstrate - appears to be a good line