Stop Whining
Read on my website / Read time: 3 minutes
Every company has problems.
Startups. Large companies. All of them.
Customer problems.
Product problems.
Process problems.
Operational problems.
Organizational problems.
Management problems.
Team problems.
People problems.
Especially people problems!
Product Management is hard enough. Sometimes, it gets to be a bit much, and we need to blow off some steam.
We didn't get the outcome we wanted.
A decision is made that we disagree with but is out of our hands.
A difficult colleague.
A prickly stakeholder.
These situations can be frustrating. To get frustrated is to be human. We all get frustrated. I do. You do.
And sometimes we just need to vent.
I used to welcome my team to "Closed door vent sessions."
If they felt frustrated and needed to complain, they could enter my office any time (or private Zoom call), shut the door, and feel free to let loose.
No judgment. Just an empathetic ear.
There was just one rule.
As soon as they leave my office (or the Zoom call), we will be professional, collaborative, and solution oriented.
Because there's one simple rule when it comes to career advancement:
Those who solve problems, advance.
They get the good jobs.
They make a bigger impact.
They get more opportunities to make an even bigger impact.
They get the cool projects.
They get access to influential people.
They get the promotions.
They make more money.
The ones who don't?
The ones who always complain?
They get left behind.
They trade in blame.
It may get them sympathy.
It also gets them the wrong reputation.
How do you react to problems?
Here's a scale to assess your performance:
1. This is a problem. I complain about it to anyone who will listen.
The Whiner.
2. This is a problem. I trade in reminding folks that I've been raising it for a long time.
The CYA.
3. This is a problem. I flag it to my manager - "You need to fix this."
The Deferrer.
4. This is a problem. I have ideas on how to fix it. I expect my manager to drive.
The Ideator.
5. This is a problem. I have ideas on how to fix it. I will drive.
The Problem Solver.
6. This is a problem. I understand it's not worth solving right now because there are more important things to do.
The Strategist.
7. This is a problem. I'm already fixing it.
The Doer.
8. This was a problem. I fixed it.
The Impact Player.
Who advances? Who doesn't?
Managers like people who operate above level 4. They get appreciation.
Managers need people who operate above level 5. They get favored attention.
Managers LOVE people who operate above level 6. They get promoted.
Those who operate below level 4?
They spiral into a vicious cycle of whining and blaming.
And get sidelined.
Leading to further frustration.
Resulting in stagnation, quitting, or being shown the door.
When that happens, believe me, the manager is not sorry to lose them.
And product managers who operate below level 4?
Many are now on the street searching for a new job.
Takeaway
As a product leader:
- Create a safe space for your people to vent. Your job is to support them.
- Get rid of Whiners, CYAs, and Deferrers. They add nothing and subtract a lot.
As a product manager:
- It's okay to be frustrated. It's okay to vent. Do so in a safe space.
- Vent your frustrations in private. Then, get to work.
Your career depends on it.
That's it for today.
