Checklists for starting a new product role

Know the game

[ ] What does success look like?

How is your manager evaluated? Is there a key metric / milestone/ outcome that matters? Consider both the output (e.g. hitting the goal) and the optics (how is the team perceived? Are you expected to hit the goal? Raise it?). Does efficiency matter? Timing? What's the unsaid context (e.g., is the team being given "one last chance"? Is this the passion project of the founder and no one else believes in it? Is this project considered a "sure bet"?)

[ ] Who are the key stakeholders who care about the team’s success?

Consider broadly: partner teams, your manager, the CEO, the board, investors, etc. Are they aligned on what success looks like?

[ ] What does that imply about the qualities & attitudes needed for the team to be successful?

e.g., A “customer obsessed” team doesn’t make a ton of sense if your goal is to fulfill regulatory requirements

e.g., A “move quickly” team doesn’t make sense when your goal is to have 0 mistakes (a la a mission to the moon or surgical equipment). Conversely, a “triple check everything” team doesn’t make sense when you’re trying to seed innovation.

Know the score

[ ] Considering what you defined above, is the team on the path to success right now? Why or why not?

I like the STARS framework from The First 90 Days:

Startup: need to create a team from scratch to achieve some goal

Turnaround: the organization isn’t doing well; need to rapidly improve performance

Accelerating growth: the organization is on a path to growth and need to accelerate it

Realignment: the organization is generally doing well but there’s an opportunity for bigger wins if the team is realigned

Sustaining success: the organization is doing amazing and your job is to not mess it up

[ ] Who are the key stakeholders? Do they agree with your assessment?

Know yourself

[ ] What skills do you bring to the table relative to the people in the organization or that you can bring in?

[ ] If the team isn't on a path to success without you, what does the team need? Some examples:

Clear vision

Decision-making

Build the organization (hire, create processes)

Sense of urgency

[ ] If the team is on a path to success without you, what does the team need? Some examples:

Issue spotting

Plan for “after success”

Ways to accelerate existing success

"Burning platform" to change certain things

[ ] What's a quick win you can land to build your credibility?

Unblock or clean up a key process? Land a key hire? Let go or move a person who is a bad fit for where they are? Consider areas where energy and an "outside perspective" are more valuable than deep context or relationships.