The belief that your current product is "a giant piece of shit" is a powerful motivator. This mindset ensures you are constantly seeking limitless opportunities for improvement. If you can't see flaws and feel a degree of humiliation about what you offer the public, you shouldn't be designing the product.

AI models are trained to be agreeable, often providing uselessly positive feedback. To get real insights, you must explicitly prompt them to be rigorous and critical. Use phrases like "my standards of excellence are very high and you won't hurt my feelings" to bypass their people-pleasing nature.

People become defensive when given unsolicited advice. To create an opening for constructive criticism, first ask the other person for feedback on your own performance. This act of vulnerability establishes trust and often triggers a natural social tendency for them to reciprocate, making them more receptive to your feedback in return.

To cultivate strong design taste without formal training, immerse yourself in best-in-class products. Actively analyze their details, from menus to spacing, and ask *why* they work. This reverse-engineering process builds intuition and raises your personal quality bar faster than theoretical study alone.

Not all parts of an application require the same level of design polish. Founders must develop an "editorial eye" to invest heavily in the core user experience (a 9/10) while accepting "good enough" for less critical areas like settings pages (a 5/10).

The most effective product reviews eliminate all abstractions. Forbid presentations, pre-reads, and storytelling. Instead, force the entire review to occur within the actual prototype or live code. This removes narrative bias and forces an assessment of the work as the customer will actually experience it.

Teams can cultivate a shared sense of taste by encouraging constant and rigorous critique of both internal and external work. This process allows the team to self-regulate, learn from each other, and elevate their collective craft without top-down mandates.

When giving feedback, structure it in three parts. "What" is the specific observation. "So what" explains its impact on you or the situation. "Now what" provides a clear, forward-looking suggestion for change. This framework ensures feedback is understood and actionable.

To get truthful feedback, leaders should criticize their own ideas first. By openly pointing out a flaw in their plan (the "ugly baby"), they signal that criticism is safe and desired, preventing subordinates from just offering praise out of fear or deference.