PM feedback framework:
Skills—to build/enhance (level-specific)
Mindset—for ⬆️effectiveness (agency, even keel..)
Activities—to improve product/team (better process, horizontals..)
Results—expected Outputs+Outcomes
Training—resources to achieve all this
Review plan monthly.
Skills—to build/enhance (level-specific)
Mindset—for ⬆️effectiveness (agency, even keel..)
Activities—to improve product/team (better process, horizontals..)
Results—expected Outputs+Outcomes
Training—resources to achieve all this
Review plan monthly.
Product Manager feedback tends to be unstructured & is often not easily actionable.
This had bugged me for years, until I starting applying this framework a few years ago.
This had bugged me for years, until I starting applying this framework a few years ago.
Structuring feedback in these 5 categories forces more specificity & action-orientation.
It's a joint plan in which the manager is equally accountable.
How to start?
Managers: write up to 3 prioritized points per category
All others: share this framework with your manager🙂
It's a joint plan in which the manager is equally accountable.
How to start?
Managers: write up to 3 prioritized points per category
All others: share this framework with your manager🙂
There’s more to feedback of course (acknowledging past progress, specific examples, etc.)
The focus of this framework is on the plan aspect of feedback i.e. where do we go from here. In my experience, this part is what’s most deficient in current methods for PM feedback.
The focus of this framework is on the plan aspect of feedback i.e. where do we go from here. In my experience, this part is what’s most deficient in current methods for PM feedback.
A thread of PM Skills:
https://twitter.com/shreyas/status/1264621650663727104
• • •
Missing some Tweet in this thread? You can try to
force a refresh
