Writing High Impact Idea/Opportunity Narratives

Opportunity identification and ideation are two most exciting aspects of Product Management. The impact of a Product Manager can be measured by how they maximize the value of the investment towards an idea/opportunity.

Every idea needs to be backed by data. However; it is not uncommon for Product Managers to arrive at a idea or solution based on intuition and gut feel. The question that needs to be asked in such scenarios is, how can Product Management leaders ensure they do the due diligence before throwing the idea over the fence for implementation? In most cases, the level of analysis done in support of an idea or opportunity is inversely proportional to the level at which the idea is conceived. In some cases, ideas are biased based on how higher up in the hierarchy they are conceived. The problem worsens when a product leader starts to react to customer needs and market signals causing constant shift in the strategy and decisions. This is where idea/opportunity narrative can be helpful.

Why write idea/opportunity narratives?

Narrative writing is a holistic approach to idea/opportunity definition. A narrative paints a vivid picture of how the product can improve the customer’s life or solve a problem. Each part of the narrative encourages a well thought out and evidence-based definition. Narrative writing can be looked as way to confirm or deny decisions based on instinct or experience, backed by data.

Narrative structure

An opportunity/idea narrative is not a requirements document. It is a light weight (a one to two pages document), focused on answering the following questions in as few words as possible. The structures provided below are for guidance purpose only. What is important is to understand the intent behind each section and find whatever structure suits you the best. Let’s look at different questions one needs to answer for a complete and effective narrative.

Customer problem

Looking at a problem from the eyes of the customers is the starting point. The problem can be for an external or internal customer. For example; the time taken for the customer waiting in line to check-out at a retail store during a sales event versus the number of associates a retail store needs to hire to cater to the high traffic during a sales event.

A problem can be framed using the structure below:

<Today……>

<Have to…….>

<When……>

<Which…….>

Example:

Today, customers wanting to shop at a retail store

Have to wait in long check-out lines

When shopping during a sales event

Which negatively impacts their shopping experience and sometimes forces them to abandon purchase and go to other retail stores for their shopping needs

The same problem can be written from a business perspective:

Today, brick and mortar retail stores

Have to recruit additional staff and deal with abandoned purchases

When dealing with long check-out lines during major sales events

Which negatively impacts customer experience and bottom line

Opportunity

Opportunity definition is bold yet crisp definition of the customer experience and business value with a positive connotation to the customer problem. The opportunity description should not be limiting and must encourage innovative ideation.

The opportunity may start with a “how might we…” statement. For example:

How might we eliminate the check-out process all together.

This opportunity definition can address the problem for customer and business in the retail store scenario.

Solution

This is a high-level view of the solution that provides insight into the “how” of the solution. The solution description can include the solution concept, and technology to be used. When written well, key objectives can be determined through the solution description.

The solution description can follow the below structure:

<We will…..>

<By Using….>

<So that….>

For example:

We will eliminate the need for our customers to stand in a check-out line all together.

By offering AI enabled smart carts to offer self-checkout option

So that customers don’t have to wait in line and can self-checkout in a minute or less

The solution description becomes an input to subsequent detailed solutioning discussions.

Customer impact hypothesis

This is a hypothesis about the outcomes that the idea will drive for the customers. This hypothesis is based on current data trends and the impact the solution will create in future. Customer hypothesis can follow the below structure:

<Today…>

<Resulting in….>

<With…..>

<We expect….>

Example:

Today, customers spend 12 to 25 mins waiting in the check-out line during sales events

Resulting in frustration and 8% abandonment of cards and loss of ~12% foot traffic to competition

With AI capable smart shopping cards

We expect to cut down the check-out process to less than one minute

Business impact hypothesis

Similar to customer hypothesis, business hypothesis focuses on outcomes but from a business perspective. Business hypothesis can follow a similar structure:

Example:

Today, customers spend 12 to 25 mins waiting in check-out line during sales events

Resulting in frustration and 8% abandonment of cards and loss of ~12% foot traffic to competition

With AI capable smart shopping cards

We expect to cut down the check-out process to less than one minute for the customers by November, 2023 reduce cart abandonment rate by 75% and, improve loss of customers to competition by ~60%

A narrative is deemed complete once the above-mentioned questions have been answered.

The last part of the narrative focuses on anticipating potential objections, doubts, and questions customers, and business stakeholders may have about the idea through customer and business FAQs. Some sample questions for the smart-cart idea are captured below:

Customer FAQs

· When will AI enabled smart carts be available at the stores?

· Will a mobile app be mandatory to use a smart card?

· Can I shop using a smart card without having to share my credit card information in the app?

· Will I be charged to use the smart cart?

Business FAQs

· What is the cost breakdown for each smart cart including hardware and software?

· When do we plan to recoup the investment?

· Can we offer smart-cart technology to other retailers?

· How would we know that the product is meeting business objectives and key results?

· What market research been conducted to assess the appetite for a smart cart?

· How do we know that smart-carts will solve the problem?

FAQs about narrative writing

Q. When should a narrative be written?

A. A narrative can be written as soon as a potential idea/opportunity is identified. Given ideas originate anywhere and anytime, a narrative helps assess all aspects of the idea and ensures just enough up-front analysis to confirm desirability and feasibility before any committing to it.

Q. Who writes the idea/opportunity narrative?

A. The narrative is best written by the mind conceiving the idea to reduce the cycle time to get it on paper. The higher the level conceiving the idea, the most important it becomes for the individual to write the narrative. For example; if the Chief Product Officer (CPO) has an idea, s/he should write the narrative instead of delegating it to the others. Adequate help can be solicited for any data to have a outcomes hypothesis that is based on research and data.

Q. How long should a narrative be?

A. A narrative should be 2 pages or less. This forces author to keep each section crisp and to the point. Short narratives are also helpful in establishing alignment when it comes to gathering stakeholder feedback where narratives can be shared ahead of time for discussion or read silently before any feedback is shared.

Q. Are any parts of the idea/opportunity narrative optional?

A. Not initially. I suggest following the prescribed structure till a few narratives have been written and the value of each section is understood. Once you have a better way to capture the information required, change things by all means.

Q. What are some idea/opportunity narrative anti-patterns?

A. Following are some idea/opportunity narratives writing anti-patterns:

· Narrative as an execution plan — A narrative paints a vivid picture of how the product can improve the customer’s life or solve a problem through a outcome based hypothesis. A narrative is not a promise to build or an execution plan.

· Narrative as a requirements document — A narrative is not a requirements document but is a high-level view of the idea/opportunity and solution. Once there is a decision to proceed, standard requirements process should be followed.

· Narrative to fix delivery timelines — A narrative is not a project plan with a date attached to it. A narrative should not mention a specific delivery date or timeline.

· Narrative to define objectives and outcomes — A narrative defines objectives and outcomes as a hypothesis. The hypothesis should not be taken as a promise to value delivery.

How Product Managers Influence Organization Culture

Image courtesy Technical.ly
Image courtesy Technical.ly

Among many others, maximizing value and ensuring ROI are primary responsibilities associated with a Product Manager role. These include activities around market research, customer interaction and much more. All Product Management activities are split across 2 broad categories; strategic and tactical. These activities take away the majority of the Product Manager’s time with limited or no time in hand for the team solving the problem.

A Product Manager’s engagement with their stakeholders highlights a very distinct gap. This gap is caused by the approach driven by local optimization where customer’s priority is about market expectation and their need for new features, management which is concerned about timelines and cost and teams that are about stress and impact of changing business landscape. In a nutshell, each interaction deals with local problems without much attention paid to common business goals and objectives and the missing alignment.

When it comes to development teams, the kind of engagement a Product Manager is able to develop impacts how the team performs. Here are some Product Manager attributes that impact team culture:

Shared Product Vision – Developing a good Product Vision can be difficult. A lot of market data and research goes into understanding what you need to build and why. Knowing the vision of the product can greatly impact the behavior of the team. It is imperative that the people involved in building the product buy into it. A lack of it can cause the team member to be demotivated or follow their own goals which make it harder to achieve product success. An inspiring vision that is able to articulate the positive change it will bring can go a long way in how teams think, engage and innovate.

A vision also helps in guiding the decisions of the team. A team member who will be able to challenge a Product Manager on a decision that deviates from the vision is typically a motivated team member.

A Product Manager should bring in the team together every once in a while and have them articulate the product vision to ensure shared understanding.

Product Strategy – The next step is to have a product strategy. A strategy is developed taking into consideration market and customer needs, key product differentiators and focused outcomes. While Product Managers own the strategy, an inclusive approach where the team gets to influence strategic decisions based on their understanding of business and product helps builds a culture of trust.

Focus on the problem – It is commonly said and understood that while Product Managers focus on the “WHAT” and “WHY” of the problem, they should trust the team to come up with the “HOW”. Many Product Managers indulge in influencing decisions about the “HOW” suggesting lack of ability in the team to solve problems.

While organizations invest heavily in hiring people with the right skills and talent, Product Manager trying to force solutions may suggest their lack of faith in team’s ability and skills. Product Managers and other team members must have mutual respect for each others knowledge and contributions to the team. A Product Manager who shares a problem and trusts the team to find a solution build a culture of collective ownership.

Acknowledge unknowns and need for experimentation – Just like all business solutions may not be successful, technical solutions can fail too. Expecting development teams to be first time right can kill the creative capabilities and limit the team from taking risks.

Product Managers should encourage the team to experiment and take risks towards building next generation solutions while staying aligned with the latest technology and industry trends. Technology teams understand market and business constraints and should be trusted to provide solutions that work around the constraints and provide business value. This will also lead to building a culture of celebrating failure.

Allow technology to drive value – We live in the era of technology innovation where the biggest businesses have been successful by leveraging technology to solve the most common problems. Most successful enterprises are creating a “playground” for exploration to explore new technologies cause disruption.

Driving business value is crucial for Product Managers but the most innovative outcomes are produced by allowing technology to remain on the forefront of problem-solving. This needs to have a mindset and culture of collaborative ideation and problem solving to use to best of both worlds to create competitive advantage and create a culture of innovation.

Wrap Up: The most successful enterprises are using joint business and technology portfolio to innovate and create the most innovative product offering. Product Managers can play a critical role in practicing this at the team level by putting the above-mentioned behaviors in practice.

If you are a Product Manager and you have other ideas that can help transform organization cultures, please leave a comment.

Questions to ask to Kickstart Agile Adoption – Part II of II

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Continuing from part 1 of this 2 part series, here are some additional questions based on observed failure patterns which when discussed up front lead to creating agreements, building trust and setting the stage for a successful agile adoption:

Beyond Process Change Agile is beyond processes. Are we open to changing our practices, mindset, culture, and structures? Most people have a perception that agile is only limited to process change. While the adoption does lead to process improvements but a big part of the improvements needs change across mindset, culture, and structures. To experience the impact of agility, organizations have to be open to changes associated with processes, people, practices, leadership styles, structures, safety, relationships and much more. This is precisely why an incremental approach to agile adoption becomes critical to making the adoption successful.Screen Shot 2018-03-22 at 11.08.40 AM

A common approach to agility that is a recipe for failure is a leader asking the whole organization to adopt agile without a clear understanding of “why”, leading to a siloed local optimization across various functions of the organization with the focus on survival and risk mitigation.

 

Agile Adoption Strategy and RoadmapHow do you want to roll out the adoption of agile? “All aboard the fail boat”. Because of the reasons mentioned earlier and how agile adoption demands change across multiple aspects in the organization, it becomes imperative that the approach to adopt agile is understood. While a big bang approach is not ideal, organizations might still have reason to pursue the approach which should be analyzed and discussed up front.

Measuring SuccessHow do you plan to measure success with agile? Once the vision for agile adoption has been established and understood, the next step is to create agreement on how progress towards the vision will be measured. Many aspects contribute to measuring success with agile but most organizations look at agile as a way to get things done faster. While that may be achievable, it will not be possible without effective leadership, business engagement and alignment across leadership, business, and engineering.

Measuring success with agile includes measuring leading measures (team or projects metrics), which when improved should lead to improvements in the lagging metrics (customer satisfaction or increase in revenue etc…). Both engineering/team and business metrics should be accounted for to measure success.

Commitment to ChangeAre you willing to have an engaged workforce to impact change? images-7Agile adoption needs a committed workforce that understands the principles of agility and is able to influence change is achieve the vision and objectives of the adoption. This includes organization leaders, senior and middle management, down to the team members. Lack of such commitment results in a conflict of interest for people engaged in the adoption. Additionally, lack of commitment is also a form a resistance which should be discussed and addressed.

Comfortable Being Vulnerable and make Uncomfortable Changes Are you comfortable with exposing problems, being vulnerable and potential temporary slow down? images-6The biggest reality associated with agile adoption is the fact that it exposes problems before they can be fixed. This can make people at different level very uncomfortable and exhibit behavior which impedes a successful agile adoption. Additionally, changes in multiple levels (roles, people, practices, processes etc…) may also cause a temporary slow down in the amount of work or value that can be produced.

In cases where the environment is not suitable for exposing problems and slow down, there might be a tendency to pursue the change without the commitment of making it successful. These expectations should be set up front and the data may also be used to help decision making about selecting the right products/initiatives/teams for adoption.

Wrap up – Agile adoption in most organizations is taking place for some nonconvincing reasons including “because the new CIO wants it” or because the competition is doing it. While these reasons will not go away, the leaders driving adoption or the consultants impacting the change should ensure that these difficult questions are asked and the emerging data used to assess readiness and willingness to be agile.