The 'CEO of the product' metaphor is misleading because product managers lack direct authority. A better analogy is 'the glue.' The PM's role is to connect different functions—engineering, sales, marketing—with strategy, data, and user problems to ensure the team works cohesively towards a shared goal.
The debate between being product-led vs. sales-led is a false dichotomy that creates friction. Instead, frame all functions as fundamentally 'customer-driven.' This reframing encourages product teams to view sales requests not as distractions, but as valuable, direct insights into customer needs.
When an unexpected opportunity in an adjacent vertical arises, dedicate a small amount of effort (e.g., 5%) to explore it, even if it's not on the immediate roadmap. This low-cost probe provides invaluable market feedback on your product's readiness for future expansion without derailing current priorities.
Don't view high-pressure sales requests as roadmap disruptions. Instead, see them as opportunities to pull forward planned features, co-design them with a committed customer, and provide the team with a motivating, tangible deadline. This turns external pressure into an accelerator for validated product development.
The CPO's responsibilities have expanded from product roadmaps to key business decisions like go-to-market strategy, partnerships, and defining the company's core focus. This strategic voice is becoming central to the C-suite, sometimes even before a CTO or CMO is hired.
Avoid overly detailed, multi-year roadmaps. Instead, define broad strategic 'horizons.' The shift from one horizon to the next isn't time-based but is triggered by achieving specific metrics like ARR or customer count. This allows for an agile response to market opportunities while maintaining strategic focus.
Don't commit to a rigid career plan. Instead, treat your career like a product. Run small-scale experiments or 'MVPs'—like a 20% project, a volunteer role, or a teaching gig—to test your interest and aptitude for new skills before making a full commitment, then iterate based on the results.
Treat interviews as evidence-gathering sessions, not snap judgments. Ask broad questions like 'How did you grow your product?' and listen for signals of desired traits. Use a scorecard with concrete examples to assess candidates against criteria like being data-driven, thereby reducing personal bias.
Don't jump directly to optimizing for high-level business outcomes like retention. Instead, sequence your North Star metric. First, focus the team on driving foundational user engagement. Only after establishing that behavior should you shift the primary metric to a direct business impact like revenue or retention.