Ken Kocienda Profile picture
May 28 8 tweets 2 min read
People say Steve Jobs was a product genius. Some insist on claiming he was our iPhone “product manager” too. Let’s take a look at this. How did he work?
Here’s one little thing. He insisted on concrete and specific demos that showed what the product we were trying to make would be like. Not documents, plans, slides, or hand-wavy abstract talk. Demos.
These demos focused everyone. They helped to eliminate vague thinking. Everyone knew we had to produce work that would be up to his level, a demo ready for his review.
The demos had to be perfect too, to the extent of what they included. If a detail was shown, it had to be an exact proposal for what we might ship.
It was doom to show some trivial point, a color or an animation, and then say we haven’t picked the right shade or timings yet.

“Why are you wasting my time?” …or worse …usually worse.
Wasting time is a great way of thinking about this too, since his demo review method saved time. Nobody produced useless content that wasn’t the product. We went directly at the problems we were trying to solve and the products we were trying to make. He insisted on it.
It was just macho posturing either. He knew what he wanted, he had great taste, and he gave exacting feedback at the end of every demo. Clear instructions about what he wanted to see next time.
Compare this method to any product manager you’ve ever worked with. Ask yourself if they help to save time, are clear in their communication, focus effort on the essentials, and catalyze the work that produces great results. /end

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More from @kocienda

May 28
Developing taste in anything is mostly a matter of focusing on an experience and doing something about it. Looking, feeling, thinking, and deciding. Doing those things well. Developing confidence in your conclusions. Sharing that out.
I think it’s possible to improve your taste in products. Just look around you. You’re probably surrounded by products. Pick one. Critique it. Decide what’s good about it, what could be improved, and what you would change about it if you could. Repeat.
I do this all the time. It’s an obsession, really. I can’t help myself.
Read 4 tweets
May 28
People think “good taste” is some magical attribute that only a few people have. Maybe this is true on the margins, when it comes to distinguishing between subtle shades of goodness. It’s far less so when something is truly great. Most people can see that right away.
The problem isn’t that people don’t have good taste. The problem is that their standards aren’t high enough. Most people just don’t care enough.
This might be the missing link that made Apple products great in the Steve Jobs era. Nobody at that company cared about making great products more than he did. He instilled that into the culture. At least one person believed every product we shipped was great.
Read 5 tweets
May 28
There's a notion in this reply that I want to bring out—the idea that if you work hard on something, then it should ship.

No. Emphatically.

If you want great results, then you must be willing to throw away work that isn't up to standard.
An aspect of regular, weekly demos is to identify work that isn’t progressing well enough to reach the desired standard. Does that mean we sometimes worked on something for a solid week only to see it shot down in an SJ demo? Yes. Sometimes the wreckage was total.
The regular demo cadence limited the time we were hanging out over the edge. Never more than a week or two if we could avoid it.
Read 4 tweets
May 24
My whole idea of soliciting and receiving feedback is to change what I do next.
That’s what collaboration is to me: working with a small group of other people to come to a collective solution that’s better than what any single one of us could have arrived at alone.
I’ve worked with a lot of people over the years who seem to reject this idea of collaboration. They repel every little suggestion. Unwilling to listen and utterly resistant to advice.
Read 4 tweets
May 18
Build an org chart to be stable and change slowly so the project/DRI hierarchy can be nimble and work fast.
There are downsides to smooshing an org chart together with the identification and implementation of projects. If an org chart carves out a team that delivers on a new technology, what happens years on when that tech is no longer driving innovation or delivering fresh results?
The tendency is for that team to linger on, at least in part because some higher-up manager owns that headcount and has built their stature around the number of people in their org, but also because owning a specific tech is the justification for the team everyone understands.
Read 5 tweets
May 18
In most companies, activity is driven by the org chart. That’s how decisions are made, communicated, and acted on. That’s why it’s hard to scale as a company grows. Deep org charts give structure to huge hierarchies of people, but they’re not great for executing on projects.
Companies don’t need to use the org chart to structure their projects. At Apple, we had a system of DRIs (directly responsible individuals). These DRIs were the ones assigned to deliver on a project.
One of the secrets was in how we used them: DRIs routinely skipped levels in the org chart. The project/DRI hierarchy was separate from the org chart. It was a stripped down version of it.
Read 7 tweets

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