To cut through MVP debates, apply a simple test: What is the problem? What is its cause? What solution addresses it? If you can remove a feature component and the core problem is still solved, it is not part of the MVP. If not, it is essential.
When pitching a long-term strategic fix, regional leaders prioritized immediate revenue goals. The product team gained traction not by dismissing these concerns, but by acknowledging their validity. This respect builds the trust necessary to balance short-term needs with long-term investment.
To solve misalignment, the company cascaded OKRs from the CEO down. Critically, regional leaders were made 'champions' of key pillars like user acquisition. This gave them ownership and a direct voice in shaping product solutions, turning potentially adversarial relationships into collaborative partnerships.
To bridge cultural and departmental divides, the product team initiated a process of constantly sharing and, crucially, explaining granular user data. This moved conversations away from opinions and localized goals toward a shared, data-informed understanding of the core problems, making it easier to agree on solutions.
True product rebellion isn't disruption for its own sake. It's upholding user needs—which ultimately serve the company—against short-term schemes or departmental politics. This requires strategically giving ground on minor issues to maintain momentum on the most important, long-term goals.
When One7 Live's app catered only to big spenders ('whales'), it alienated new users, creating an existential threat. The solution wasn't a risky new product but a delicate surgery on the existing economy to incentivize streamers to reward non-spenders, ensuring a healthy user pipeline.
When managing teams across different cultures (e.g., US, Taiwan, Japan), a leader can bypass complex cultural frameworks by simply asking each person, 'What's the best way for me to deliver feedback to you?' This personalizes communication, eliminates guesswork, and demonstrates respect.