Evidence receipt / belief
Published · transcript-backedMelissa Tan: belief
18 Jun 2023 Lenny's Podcast Building high-performing teams | Melissa Tan (Webflow, Dropbox, Canva)
“In terms of developing talent, I think of this as stages of the life cycle of your relationship, right? So I think at first actually starts is a very meta as a growth person starts with when you hire somebody, really making sure you're finding somebody that is a good fit for the role.”
Source trail
Everything needed to verify it.
- Speaker
- Melissa Tan
- Attribution
- Verified speaker
- Claim type
- belief
- Recorded
- 18 Jun 2023
- Publisher
- Lenny's Podcast
Transcript context
…This episode is brought to you by Eppo is a next generation AB testing platform built by Airbnb alums for modern growth teams. Companies like DraftKings, Zapier, ClickUp, Twitch and Cameo rely on Eppo to power their experiments. Wherever you work, running experiments is increasingly essential, but there are no commercial tools that integrate with a modern grow team stack. This leads to waste of time building internal tools or trying to run your own experiments through a clunky marketing tool. When I was at Airbnb, one of the things that I loved most about working there was our experimentation platform where I was able to slice and dice data by device types, country, user stage, Eppo does all that and more delivering results quickly, avoiding annoying prolonged analytic cycles and helping you easily get to the root cause of any issue you discover. Eppo lets you go beyond basic click-through metrics and instead use your North Star metrics like activation, retention, subscription and payments. Eppo supports test on the front end, on the back end, email marketing, even machine learning claims. Check out Eppo at geteppo.com, that's geteppo.com and 10x your experiment velocity. Let's come back to the developing talent bucket. I would kind of went on a tangent, but I want to come back to that. So we talked about why you're excited about developing talent, the benefits you've experienced. I'm curious what you actually do to help people become better product managers, leaders of all kinds. What actually have you seen works? In terms of developing talent, I think of this as stages of the life cycle of your relationship, right? So I think at first actually starts is a very meta as a growth person starts with when you hire somebody, really making sure you're finding somebody that is a good fit for the role. It's a good mutual fit. I also tend to look for folks that have a growth mindset. There're people that are wanting to learn. They're looking for feedback. They take feedback well. And then after that they join the company, and as a manager, my job is to help set them up for success. So how do I ramp them up as quickly as possible, connect them to the right people, the company? How do I also make sure it's clear what success looks like in their first 90 days? And then how do I help them secure early wins essentially? So I often will suggest, "Hey, you should do this presentation. It's a great way to get visibility early in your journey here." Here are some things where there's low hanging fruit or even rotting fruit that you should take on into secure early wins. Then in your journey, I think it's a lot about just giving feedback along the way, making sure you give visibility. One recent hack I have is having folks on the team create looms that they can share with different leaders at Webflow. It's hard to sometimes get visibility and get live meeting calendars, but if you create a five or 10 minute-loom on something you did. That's just a great way to get visibility. And then finally, I think it's that lifelong relationship actually. So I'm still in touch with a lot of people that I've managed and I've helped them. Whether it's looking for their new job or they have career advice, I always make myself available. And so it's actually that lifelong journey of just developing that person. And at some point it's not even developing that person, but it's having a friendship with somebody. And I feel like I've learned a ton from people that I have managed. And so it ends up being this really great thing where you initially started working together but you now know each other so well. And I think that's even how I've developed as a manager is just getting feedback from my team. This all comes back to something you mentioned a couple of times earlier, just caring a lot about the person that you work with. Your approach also reminds me of this book, Radical Candor. I imagine you're a fan and that's kind of the way you think about it.…
Stored transcript either side of the excerpt. The highlighted words are the published quote; the surrounding text is unedited source, never generated.